A sociocultural perspective on expatriation willingness: The mediating role of cultural intelligence

ABSTRACT

As expatriates’ lack of motivation to work overseas and firms’ ineffective screening and selection criteria for expatriates cause expatriation failures, identifying and recruiting candidates who are willing to accept future expatriate assignments has become an important strategic imperative among hospitality practitioners and educators. The purpose of this study is to identify antecedents of hospitality students’ expatriation willingness and demonstrate how the antecedents develop expatriation willingness. From a sociocultural perspective based on job resources-demands theory and selfefficacy theory, we hypothesized international travel experience, intercultural social contact in daily life, and cultural intelligence (CQ) are positively related to expatriation willingness. We also hypothesized CQ to mediate the direct relationship between international travel experience and expatriation willingness and between daily intercultural social contact and expatriation willingness. Results of structural equation modeling of the data from 370 students supported all the hypotheses in this study. Theoretical and practical implications of the findings are discussed.

由于外籍员工缺乏海外工作的动机，企业对外派人员的筛选和甄选标准造成了外籍人员的失败，因此确定并招募愿意接受未来外派工作的候选人已经成为一项重要的战略要务。酒店从业人员和教育工作者。本研究的目的是确定接待学生的离职意愿的前因，并说明先行如何发展外派意愿。从社会文化视角出发，基于工作资源需求理论和自我效能理论，我们假设国际旅行经历、日常生活中的跨文化社会接触、文化智力（CQ）与离职意愿正相关。我们还假设CQ调解国际旅行体验和移居意愿之间的直接关系，以及日常的跨文化社交接触。外派意愿。来自370名学生的结构方程模型的结果支持了本研究的所有假设。讨论的结果的理论和实际意义进行了讨论。

KEYWORDS:

• Cultural intelligence
• Expatriation willingness
• Self-efficacy theory
• Intercultural experiences
• Intercultural social contact
• Job demandsresources theory

Additional information

Funding

This work was supported by the College of Business, East Carolina University [2016 Summer Research Program].