Massey Documents by Type

Permanent URI for this communityhttps://mro.massey.ac.nz/handle/10179/294

Browse

Filters

2009 - 200912010 - 20121

Settings

Has files: YesSubject: search.filters.subject.Job performance

Search Results

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    The impact of cultural intelligence in facilitating expatriate performance : the mediating role of cultural adjustment and cultural effectiveness : a 152.800 thesis presented in partial fulfilment of the requirement of the degree of Master of Management at Massey University
    (Massey University, 2012) Lu, Suhua
    Expatriate studies have primarily focused on cross-cultural adjustment. Meanwhile job performance of expatriates, a critical factor contributing to the success of organisations, has received limited attention. Previous research has acknowledged that cultural issues are one of the main factors associated with expatriate success. The recently developed concept, cultural intelligence (CQ) is a dynamic cultural competency that potentially sheds new light on complex expatriate literature. The primary objective of the present study is to examine the influence of CQ in facilitating expatriate job performance. In addition, the study seeks to investigate the mediating effects of cultural adjustment, job satisfaction, and cultural effectiveness, as well as the impact of social support on expatriate adjustment. A sample of 226 Western expatriates from nineteen countries working for MNCs and resident in China completed the survey. Structural Equation Modelling was employed to test a model illustrating the causal relationship between key elements of expatriate effectiveness. The results of the study indicate that CQ is a significant predictor for cross-cultural adjustment and cultural effectiveness, which in turn affect job performance. Additionally, perceived organisational support was found to be a strong predictor of job satisfaction. Somewhat surprisingly, no direct relationship was found in the present study between job satisfaction and job performance. This research contributes to expatriate literature by providing empirical evidence that CQ is a critical and direct predicting factor for cultural adjustment and effectiveness, and further, indirectly impacts work outcomes such as job satisfaction and job performance. This study provides international human resources management suggestions that MNCs should consider CQ as one of the key selection criteria for selecting potential expatriate candidates. Furthermore, the present study asserts that it is critical for MNCs to provide continuing cultural training and organisational support in order to assist expatriates adjust to local culture and thus deliver job performance, as well as enhance their job satisfaction.
  • Thumbnail Image
    Item
    Impacts of imposed polychronic behaviour upon performance and well being in academic work environments : a 90 point thesis presented in partial fulfilment of the requirements for the degree of Master of Management in Management at Massey University, Turitea, Palmerston North, New Zealand
    (Massey University, 2009) Love, Laurna M.
    In the contemporary workplace individuals differ considerably in the manner they approach their work and achieve outcomes. This thesis examined the construct of polychronicity (preference for undertaking multiple tasks simultaneously) within two intellectually intensive academic work environments. The impacts of imposed polychronicity on performance, job satisfaction, perceived stress and wellbeing were explored. Data was collected from 116 lecturers, teachers, supervisors and managers working in Northern Queensland, Australia. A quantitative approach was taken to data collection. Existing scales were used to measure a range of variables including preferred polychronicity, experienced work unit polychronicity, organisational commitment, job satisfaction, and perceived stress. To provide a qualitative perspective, respondents were asked for comments which were used to add depth and breadth to the study. The findings indicated that preferred polychronicity and experienced work unit polychronicity did not differ over genders or occupations which suggests that polychronicity is likely to be a personal trait. Responses were divided into polychronic, neutral or monochronic preference categories. The findings indicated that when polychronicity was high organisational commitment was high, but when monochronicity was high organisational commitment was lower. Further the findings indicated that when organisational commitment was high, job satisfaction was high and when organisational commitment was low stress was high, although polychrons relationship with stress was lower than that of monochrons. This may suggest that polychrons work better in an imposed polychronic environment than monochrons which supports previous research. The implication for employers is that through understanding the tasking preferences of employees they may be able to tailor strategies to improve and enhance personal wellbeing which in turn may increase job satisfaction, performance, wellbeing and reduce turnover.