What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context

139 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

A bi-factor theory of the four-factor model of cultural intelligence: Meta-analysis and theoretical extensions (2018, background): “Intercultural performance is challenging because culture influences expectations about the value and appropriateness of specific behaviors (Shin et al., 2007).”
Newcomers Abroad: Expatriate Adaptation during Early Phases of International Assignments (2014, background): “Upon being relocated internationally, expatriates face a challenging and uncertain environment in which they must obtain new knowledge and skills in order to learn specific job roles, performance standards, expectations, and leadership responsibilities (Black & Stevens, 1989; Shin et al., 2007).”
Antecedents and Consequences of Social Network Characteristics for Expatriate Adjustment and Performance in Overseas Assignments: Implications for HRD (2008, background): “As Shin et al. (2007) have shown, the behavioral requirements of expatriate work will be consistent with the cultural context of the host country.”
Beyond General Intelligence (IQ) and Emotional Intelligence (EQ): The Role of Cultural Intelligence (CQ) on Cross‐Border Leadership Effectiveness in a Globalized World (2011, background): “, 2004), managerial behaviors (Shin et al., 2007), and the nature of relationships (Yeung & Ready, 1995) are all influenced by culture.”