The Impact of Cultural Adaptation on Turnover Intention of Overseas Employees
DOI:
https://doi.org/10.54097/p65v7w15Keywords:
Expatriate turnover intention; cultural distance; adjustment stress; perceived organizational support; cross-cultural management.Abstract
This study focuses on how cultural distance influences the turnover intention of expatriates and analyzes the roles of adjustment stress and perceived organizational support. Based on cross-cultural management and social exchange theories, a framework is developed to explain the psychological process linking cultural distance to expatriates' intention to leave. Using simulated survey data, the study analyzes the relationships among cultural distance, adjustment stress, turnover intention, and perceived organizational support, and considers differences in host-country regions. The results show that greater cultural distance is associated with higher adjustment stress, which leads to an increase in expatriates' turnover intention. Adjustment stress plays a significant role in how cultural distance affects turnover attitudes. In addition, perceived organizational support decreases the positive relationship between adjustment stress and turnover intention. The findings suggest that the effect of cultural distance on adjustment stress varies across countries. Overall, this study contributes to the field of expatriate management. The research shows that the situation of expatriates is influenced not only by personal factors but also by both cultural and organizational environments.
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