AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIPS BETWEEN REASONS FOR EXPATRIATE MANAGER ASSIGNMENT, MODES OF EXPATRIATE ADJUSTMENT, AND EXPATRIATE MANAGERIAL EFFECTIVENESS.

This study extends international research by empirically testing the relationships between the reasons for expatriate manager assignment, modes of expatriate adjustment, and expatriate managerial effectiveness. It utilizes both a more fully-specified conceptual model and more complete data regarding managerial effectiveness than previous studies in this area. Variables in the study include both personal development and control as reasons for expatriate assignment; both expatriate manager and subordinate personal changes and role innovations, representing an extension of Nicholson's (1984) work role transition theory; and expatriate managerial effectiveness data from both self-reports and subordinate reports. The model was tested using structural equation analyses of data provided by 194 expatriate managers and 505 direct-report host country subordinates from nine multinational hotel companies. Structural equation analysis yielded statistically significant support for the proposed model. In addition, exami...