To train or not to train? European expatriate managers in China

Jan Selmer*

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

26 Citations (Scopus)

Abstract

This exploratory study empirically examines outcomes of foreign assignments associated with providing or not providing training to expatriate managers. Three modes of training are explored: predeparture, postarrival and sequential training. A mail survey to expatriates in mainland China included most major Western European countries, the largest contingents being from Germany, Britain and France. The tentative findings suggest that expatriate managers who have received training adjust more quickly in their assignments and are more satisfied with these assignments than those who have not received any training. On the other hand, there was unexpectedly no relationship between training and how successful the managers were in their assignments. Results also indicated that those respondents who had received sequential training were more satisfied with their assignments than those who did not receive any training at all. Implications of these tentative findings for assigning firms and future research are discussed.

Original languageEnglish
Pages (from-to)37-51
Number of pages15
JournalInternational Journal of Cross Cultural Management
Volume2
Issue number1
DOIs
Publication statusPublished - Apr 2002
Externally publishedYes

Scopus Subject Areas

  • Business and International Management
  • Cultural Studies
  • Arts and Humanities (miscellaneous)
  • Organizational Behavior and Human Resource Management

User-Defined Keywords

  • Postarrival training
  • Predeparture training
  • Sequential training

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