1. This study is based upon the cross-cultural adjustments across the borders of Australia and China. Further, this research topic helps to carry out to find the critical significance of managing the culture in the international environment. For that reason, the research topic develops various theories and models about expatriates and their adjustment. Therefore the research provides a clear idea regarding cross-cultural management as well as the development of the theories and models that will help in resolving the cultural asymmetry by managing the psychological, socio-cultural, and human resource management domains (Zhang & Oczkowski, 2016).
2. This study aims to find out the relationship between various factors such as cross-cultural adjustment (CCA), job position, and cultural intelligence (CQ) for expatriates. Therefore this study will help to investigate the success associated with the process of expatriation. Further, the study also expects that the success behind the expatriation depends upon the competencies of the expatriates as well as the effect of their local environments (Zhang, 2013). The direction of the cultural flow which is assigned to the expatriate can also be a vital reason which will affect the success of expatriation.
3. The study involves the proposition of a holistic approach by overcoming all the cultural perspectives to examine cultural intelligence which will be the basis for the collection of information. The information will be collected by examining the cultural intelligence using a two-flow-way sampling frame. In this two-flow way, Australian expatriates in China and Chinese expatriates in Australia are taken into consideration (Zheng, 2016). Further, more data may get collected from the member directories of the Australian Chamber of Commerce in China along with the Australian Chinese Chamber of Commerce. The information collected in the research study is almost from 2000 expatriates, and the process of information collection is either by web-based study or the paper study (Li, 2016).
4. The information collected from a western country like Australia and an eastern country like China is measured through Hofstede’s dimensions at the individuals and organizations level. As per Hofstede’s dimension, China has a high score for long-term orientation as well as the power distance but at the same time has a low value of individualism (Karroubi, Hadinejad & Mahmoudzadeh, 2014). On contrary that Australia has a high score for individualism and a low score for long-term orientation and power distance. In the sample, it is found out that 83.7%are males and 76.6% are married. And among the sample, most of the participants are between the age of 30 and 39. Again the whole sample contains one major attribute difference is the Australian expatriates in China have more postgraduate degrees, are older, and hold higher positions in society as compared to the Chinese expatriates in Australia. The sample analysis also showed that the cognitive dimensions, as well as the metacognitive dimensions of cultural intelligence, have a small amount of cross-cultural adjustment within the Australian and Chinese expatriates. Another important finding of the research study is the sample containing the Australian expatriates in China; the expatriates in the manager position adjust much better than the non-managerial positions (Zhang & Oczkowski, 2016). While in the group of Chinese expatriates in Australia the non-managers have adjustment capacity than that of managerial expatriates.
It is very clear from the above portion that the research that I have carried out for the measurement of cross-cultural adjustment involved the collection of the sample from two different types of countries. The two countries that I have selected are Australia and China and these countries are different from each other geographically as well as culturally. Therefore in the whole study, the result that I have obtained showed the possible existence relationships that give the explanation of the cross-cultural adjustment of the expatriates of both countries. But the was good but while conducting this study I have to face which are explained below:
The first one is the size of the sample. Large is the size of sample more will be the significant result. As the size of the sample is small I faced the problem of data shortage for which I am unable to identify the proper differences within the chosen groups. The second challenge that I have faced is the methodological limitations. This limitation has a strong impact on the result which I got. There is another problem is the common-method bias which I tried to avoid but its impact can’t be totally ruled out from my findings. This activity further I had managed by the use of the second-order model for CQ by which I have received a strong result. During the study, I found the rejection of the symmetric moderation which created hindrances in taking the measurement for cross-cultural equivalence. Majorly the research I have done is important for not only the expatriates but also for all the people of academic interests, so I need to do it carefully that will lay the foundation for future works.
Karroubi, M., Hadinejad, A., & Mahmoudzadeh, S. (2014). A study on relationship between cultural intelligence and cross-cultural adjustment in tour Management. Management Science Letters, 4(6), 1233-1244.
Li, P. P. (2016). Cross-Cultural & Strategic Management. Management, 23(1), 42-77.
Zhang, Y., & Oczkowski, E. (2016). Exploring the potential effects of expatriate adjustment direction. Cross-Cultural & Strategic Management, 23(1), 158-183.
Zhang, Y. (2013). Expatriate development for cross-cultural adjustment: Effects of cultural distance and cultural intelligence. Human Resource Development Review, 12(2), 177-199.
Zheng, Y. L. Q. (2016). Cross-Cultural & Strategic Management. Management, 23(2), 386-392.Order Now