東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Evaluating Expatriate Training and J...

Thompson-El, Brenda Joyce.

FindBook

Google Book

Amazon

博客來

Evaluating Expatriate Training and Job Performance.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Evaluating Expatriate Training and Job Performance./
作者:	Thompson-El, Brenda Joyce.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2013,
面頁冊數:	141 p.
附註:	Source: Dissertations Abstracts International, Volume: 75-07, Section: A.
Contained By:	Dissertations Abstracts International75-07A.
標題:	Educational leadership. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603550
ISBN:	9781303582219

Evaluating Expatriate Training and Job Performance.
Thompson-El, Brenda Joyce.

Evaluating Expatriate Training and Job Performance. - Ann Arbor : ProQuest Dissertations & Theses, 2013 - 141 p.

Source: Dissertations Abstracts International, Volume: 75-07, Section: A.

Thesis (Ph.D.)--The Chicago School of Professional Psychology, 2013.

Due to increased globalization and enhanced competition, in order to remain competitive many multinational companies implement various assessment tools for hiring expatriates. In the international market, being profitable is not enough for a company. More and more companies establish branches, joint ventures, and subsidiaries abroad to develop international relations and transfer corporate organizational knowledge. Expatriates are important to global companies because their roles in coordinating and managing international operations are critical to the success of these organizations. Multinational organizations need expatriates who are ambassadors, have knowledge about business integration, and are acutely aware of coordinating the company's operations. These well-informed and culturally savvy individuals possess global managerial skills and are capable of transferring organizational knowledge. The purpose of this qualitative study was to evaluate expatriate training and job performance. Training of expatriates plays an important role in enhancing performance and enabling expatriates to acquire essential competencies that allow them to complete their international assignments. Using the phenomenological qualitative research method, the researcher gathered information from the participants through open-ended online surveys and conducted several follow-up interviews. The selection of expatriates was determined by those who have served for a minimum of 6 months on an international project or assignment. Participants were selected using the purposive sampling method. Conclusions from this study, (1) all the participants validated that they had not received cultural training, but learned on-the-job; (2) the expatriate's were personally responsible to research and prepare themselves and their families when accepting jobs abroad; (3) having innate ability and the desire to understand a new culture cannot be taught. However, each of the participants revealed several items that were important to be successful abroad, which included understanding the culture before starting an international job, and having language skills training. Additionally, those with families believed that success would better be achieved if the family were included in the cultural training. Furthermore, local cultural information is important, for example, where to shop, a selection of schools from which to choose, and options for places to live. The questions were structured to provide insight about how the MNCs prepared and trained the expatriates for their jobs.

ISBN: 9781303582219Subjects--Topical Terms:

529436
Educational leadership.
Subjects--Index Terms:

Evaluating training

Evaluating Expatriate Training and Job Performance.
LDR:03935nmm a2200445 4500 001 2402851
005 20241104055714.5
006 m o d
007 cr#unu||||||||
008 251215s2013 ||||||||||||||||| ||eng d
020 $a 9781303582219
035 $a (MiAaPQ)AAI3603550
035 $a (MiAaPQ)thechicagoschool:10434
035 $a AAI3603550
035 $a 2402851
040 $a MiAaPQ $c MiAaPQ
100 1 $a Thompson-El, Brenda Joyce. $3 3773103
245 1 0 $a Evaluating Expatriate Training and Job Performance.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2013
300 $a 141 p.
500 $a Source: Dissertations Abstracts International, Volume: 75-07, Section: A.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Masson, Tiffany.
502 $a Thesis (Ph.D.)--The Chicago School of Professional Psychology, 2013.
520 $a Due to increased globalization and enhanced competition, in order to remain competitive many multinational companies implement various assessment tools for hiring expatriates. In the international market, being profitable is not enough for a company. More and more companies establish branches, joint ventures, and subsidiaries abroad to develop international relations and transfer corporate organizational knowledge. Expatriates are important to global companies because their roles in coordinating and managing international operations are critical to the success of these organizations. Multinational organizations need expatriates who are ambassadors, have knowledge about business integration, and are acutely aware of coordinating the company's operations. These well-informed and culturally savvy individuals possess global managerial skills and are capable of transferring organizational knowledge. The purpose of this qualitative study was to evaluate expatriate training and job performance. Training of expatriates plays an important role in enhancing performance and enabling expatriates to acquire essential competencies that allow them to complete their international assignments. Using the phenomenological qualitative research method, the researcher gathered information from the participants through open-ended online surveys and conducted several follow-up interviews. The selection of expatriates was determined by those who have served for a minimum of 6 months on an international project or assignment. Participants were selected using the purposive sampling method. Conclusions from this study, (1) all the participants validated that they had not received cultural training, but learned on-the-job; (2) the expatriate's were personally responsible to research and prepare themselves and their families when accepting jobs abroad; (3) having innate ability and the desire to understand a new culture cannot be taught. However, each of the participants revealed several items that were important to be successful abroad, which included understanding the culture before starting an international job, and having language skills training. Additionally, those with families believed that success would better be achieved if the family were included in the cultural training. Furthermore, local cultural information is important, for example, where to shop, a selection of schools from which to choose, and options for places to live. The questions were structured to provide insight about how the MNCs prepared and trained the expatriates for their jobs.
590 $a School code: 0971.
650 4 $a Educational leadership. $3 529436
650 4 $a Cultural resources management. $3 2122774
653 $a Evaluating training
653 $a Expatriate job performance
653 $a Expatriates
653 $a International business
653 $a Leadership development
653 $a Preparing expatriate spouses
690 $a 0436
690 $a 0449
690 $a 0624
690 $a 0688
710 2 $a The Chicago School of Professional Psychology. $b International Psychology: Organizations and Systems Concentration. $3 3185369
773 0 $t Dissertations Abstracts International $g 75-07A.
790 $a 0971
791 $a Ph.D.
792 $a 2013
793 $a English
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3603550