Expatriate social ties: Personality antecedents and consequences for adjustment

By E. Johnson, Amy Kristof‐Brown, A. V. Vianen, I. D. Pater, Megan R. Klein. 2003

191 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/2c51594bdfce6cfd6093244c4c44788272313462

How researchers see this paper

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

In Communication

1. Thomas Rockstuhl
2. A. Osman-Gani
3. Russell E. Johnson

In Gender Studies

1. A. Osman-Gani
2. Russell E. Johnson
3. D. L. Ferris
4. Christopher C. Rosen
5. Thomas Rockstuhl
6. Chu-Hsiang (Daisy) Chang

In Organizational Behavior and Human Resource Management

1. Russell E. Johnson
2. Christopher C. Rosen
3. Chu-Hsiang (Daisy) Chang
4. D. L. Ferris
5. A. Osman-Gani
6. James A. Tan
7. Thomas Rockstuhl
8. R. Lord

Citations in the corpus

• Antecedents and Consequences of Social Network Characteristics for Expatriate Adjustment and Performance in Overseas Assignments: Implications for HRD (2008, background): “For psychological well-being of New Zealand expatriates in Singapore, Ward and Kennedy (1992) found a positive effect of frequency of contact with HCNs. Similarly for interaction and work adjustment, Johnson et al. (2003) found that more frequent contact with HCNs led to better adjustment.”
• Core Self-Evaluations (2012, background): “For example, there is evidence that high-CSE individuals adapt better as expatriates, as they are able to develop more social ties and report more social support while living abroad (Chiu, Wu, Zhuang, & Hsu, 2009; Johnson et al., 2003).”