Lee, Chiu-Yi (2006) Factors Affecting Cross-Cultural Adjustment Of Taiwanese Expatriates Assigned to Subsidiary Companies In Mainland China. Other Degree thesis, Victoria University.

Abstract

Because of increasing global competition and the internationalization of world markets, the assignment of expatriate employees is becoming increasingly essential for the successful worldwide development of many multinational corporations (MNCs). International expatriates are imperative to the survival of global enterprises in the twenty-first century. Expatriates can become an important human resource to international enterprises or multinational operations. To facilitate the adjustment of business expatriates to an overseas environment and to help them to work effectively, MNCs need to recognize the factors that affect cross-cultural adjustment. The main purpose of this study is to utilize Lee’s (2002) model to investigate the relationship among demographic factors, job satisfaction, family support, learning orientation, organization socialization as well as cross-cultural training and cross-cultural adjustment of Taiwanese expatriates assigned to Mainland China. The empirical outcomes relevant to Taiwanese expatriates located in Mainland China were compared with those outcomes relevant to Taiwanese expatriates located in the United States. In examining the experiences of Taiwanese expatriates assigned to Mainland China, the instrument used was a questionnaire survey attached to this study. The variables were measured using Likert-type questions, and those items are divided into seven categories. Data was collected from 353 participants who had experienced postings to Mainland China for international assignments. Descriptive statistics, ANOVA, T-test, multiple regression and correlation were employed to analyze this data. The statistical results of this study were compared with Lee’s (2002) research into Taiwanese banking expatriates in United States. Participants in the present study ranked the importance of factors significant to their adjustment to Mainland China as follows: job satisfaction, family support, cross-cultural training, organization socialization and learning orientation during their overseas assignment. On the other hand, Lee’s (2002) research demonstrated the following ranking of factors in importance to adjustment: job satisfaction, organization socialization, learning orientation, family support and cross-cultural training. Both studies revealed that job satisfaction was the strongest factor influencing on cross-cultural adjustment. This thesis concludes with suggestions for both international enterprises or MNCs and individual expatriates who undertake overseas postings in the normal course of business.

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