| 摘要: | This research is conducted to get more understanding about expatriate adjustment, for both antecedents and consequences. The results of data survey obtained from 287 expatriates in Taiwan and Mainland China. Expatriate adjustment is a very important factor for the expatriate and also for the organization. As the prior studies about expatriate adjustment have explained that family, individual and social capital factors significantly are related to expatriate adjustment, but these studies do not integrate the antecedents and consequences of expatriate adjustment into a more comprehensive research model. Therefore, this research framework proposed to integrate the expatriate adjustment into various theoretical constructs such as expatriate performance, knowledge transfer, innovative work behavior, and organizational performance. The results of this study explained that individual factors (emotional intelligent, cultural intelligence, and experience in abroad) have a positively influence on expatriate adjustment process. Expatriates with emotional intelligence, cultural intelligence and experience abroad are positively easier to adjust in the new work’s environment. Also, family is a major part of the model that affects expatriate adjustment. In this study, family support and family adaptability have positive influence on expatriate adjustment. Moreover, parental demand and family to work conflict also have positive influence on expatriate adjustment. Expatriate who had experience on parental demand and family to work conflict tend to be able to manage these problems easier. So, these experiences help the expatriate to adjust on their new environment’s life. Furthermore, social capital and mentoring behavior are also important factors that can enhance the success of expatriate adjustment. Moreover, this study found that expatriate adjustment has positive influence on expatriate performance, innovative work behavior, knowledge transfer, and organizational performance. Finally, there are some moderating variable such as psychological contract and organizational support that can enhance the success of expatriation. |
