The relationship of the five-factor model of personality to expatriate adjustment in Latin America
1University of Oulu, Oulu Business School, Department of Management and International Business, Management
|Online Access:||PDF Full Text (PDF, )|
|Persistent link:|| http://urn.fi/URN:NBN:fi:oulu-201709062849
|Publish Date:|| 2017-09-07
|Thesis type:||Master's thesis
This research investigates the relationship between personality and expatriate adjustment in case of Finnish expatriates in Latin America. It combines theories of expatriate adjustment (Black 1988, Black & Stephens 1989, Black & Gregersen 1991), personality (McCrae & Costa 1992, Johnson 2000 & 2014), culture (Hofstede et al. 2010) and contingency theory (Scott 1988). The research is qualitative in nature. A subject group consists on 112 Finnish responders who attempted to exchange or volunteer work program in Latin America during past 5 years. The relationship of personality to adjustment was examined in two manners which are linear relationship and relationship between the classes of the personality traits (low, average, high). The data was analyzed by using statistical tools (correlation matrix, regression analysis, comparison between the groups). The results showed that there is no linear relationship between the adjustment and personality traits, but the relationship between the classes of the personality traits and adjustment was found. Average and high extraversion and low and average neuroticism increased adjustment. In addition, high agreeableness, low and average conscientiousness and average and high openness to experience were beneficial to adjustment in Latin America. The main assumption of this research is the importance of an environment. Therefore, the main purpose was not to give straights responses but to offer tools for decision making. The research gives information about how to analyze and compare national cultures and the most importantly, how to use personality test results in hiring decisions. The traditional way to analyze personality’s connection to adjustment (linear relationship) was challenged and the empirical findings proved that it might be more purposeful to analyze the personality test results as classes. An interesting message for managers is that there is no need to maximize or minimize the valued and unvalued personality traits. The highest or lowest possible score does not always be the most beneficial, but the average level might be enough in order to increase adjustment.
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