Expatriate personality and cultural fit: The moderating role of host country context on job satisfaction

By Vesa Peltokorpi, Fabian Jintae Froese. 2014

102 citations recorded by the source corpus.

This study draws on the cultural fit hypothesis to examine interactive effects of host country context and four (Multicultural Personality Questionnaire) expatriate personality traits – Cultural Empathy, Social Initiative, Emotional Stability, and Open Mindedness – on job satisfaction. The cultural fit hypothesis maintains that it is not only the expatriate personality traits per se, but the cultural fit between expatriate personality traits and host country cultural values, norms, and prototypical personality traits that predict expatriate adjustment in host countries (Searle & Ward, 1990). Providing partial support for the cultural fit hypothesis, data derived from 191 expatriates in Brazil and Japan shows that the importance of two personality traits varies in these countries. Specifically, expatriates with high Cultural Empathy were more satisfied with their jobs in Japan than in Brazil, whereas Social Initiative was more important for expatriates in Brazil.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/aa7ef75484f2bda0a3839a13e7a76e5fa2cfb480

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. N. Richter
2. S. Hauff
3. Tabea Tressin
4. P. Goldmann
5. A. Volodina
6. Maike Andresen

In Organizational Behavior and Human Resource Management

1. S. Hauff
2. Tabea Tressin
3. N. Richter
4. Maike Andresen

In Social Psychology

1. S. Hauff
2. Tabea Tressin
3. P. Goldmann
4. A. Volodina
5. N. Richter
6. Maike Andresen

Citations in the corpus

• Cultural Tightness–Looseness and Perceptions of Effective Leadership (2016, unknown): “…(Chua, Roth, & Lemoine, 2015; Ozeren, Ozmen, & Appolloni, 2013), negotiation (Gunia, Brett, Nandkeolyar, & Kamdar, 2011), expatriates’ job satisfaction (Peltokorpi & Froese, 2014), and even stock price synchronicity (Eun, Wang, & Xiao, 2015) and terrorism (Gelfand, LaFree, Fahey, & Feinberg, 2013).”
• Do Overwhelmed Expatriates Intend to Leave? The Effects of Sensory Processing Sensitivity, Stress, and Social Capital on Expatriates' Turnover Intention (2018, background): “…to high conscientiousness, which relates to higher expatriate performance (e.g., Bhatti et al., 2014), also higher degrees in empathy might be a desirable trait for expatriates, as for instance cultural empathy plays a predictive role in expatriates’ job satisfaction (Peltokorpi and Froese, 2014).”
• Situational job characteristics and job satisfaction: The moderating role of national culture (2015, background): “However, there are other dimensions of culture (e.g. House et al., 2004; Peltokorpi & Froese, 2014; Trompenaars, 1993) that might account for cross-national variations in the relationship between job characteristics and job satisfaction.”