Cross-culture Training Effectiveness

Madeby:Group4AReviewandaTheoreticalFrameworkforFutureResearchCross-CulturalTrainingEffectiveness:2012年工作思路2.ReviewoftheLiterature3.Theories4.TheoriticalImplications5.ConclusionContent1.Introduction2012年工作思路2.ReviewoftheLiterature3.Theories4.TheoriticalImplications5.ConclusionContentBySuGuangyu(Kevin)1.IntroductionIntroductionSuGuangyu(Kevin)StateofDevelopmentThecross-culturalinternationalhumanresourceisinanascentpreparadigmstateofdevelopment.Onlyonepercentofthe11,000articlespublishedfocusedoncross-culturalworkinteractionFrom1971to198024managementjournalsOnly9percentofthearticlesweredevotedtointernationalhumanresourcemanagementissuesFrom1984to1988MajorinternationalbusinessjournalsOnlyoneandonehalfpercentofthearticlesdealtwithinternationalhumanresourcemanagementissuesFortheSameperiodAcademyofManagementReviewStateofDevelopmentNonewereattemptsattheorybuildingIncreasedinternationali--zationintheeconomic,political,andsocialarenasAgreaterfrequencyof,anddepthin,cross-culturalinteractionsStateofDevelopment16%-40%FunctionatalowlevelofeffectivenessSucceed30%-42%PoorperformanceortheirinabilitytoadjusttotheforeignenvironmentEndassignmentsearly30%-42%StateofManagersExpatriatemanagersgivenforeignassignmentsStateofFirmsUSfirmsOver$2billion+UnmeasuredlossesDamagedcorporatereputationsorlostbusinessopportunitiesCross-culturaltraining(CCT)haslongbeenadvocatedasameansoffacilitatingeffectivecross-culturalinteractionsItsuseinAmericanbusinessorganizationsisnotverywidespread.Only30percentofmanagerswhoaresentonexpatriateassignmentsreceivecross-culturaltrainingbeforetheirdeparture.StateofDevelopmentReasonsThemostprevalentreasonisthatsuchtrainingisnotthoughttobeeffectiveTopmanagementseesnoneedforthetrainingandisunwillingtosupportit,financiallyorotherwise.Essentially,AmericantopmanagersbelievethatagoodmanagerinNewYorkorLosAngeleswillbeeffectiveinHongKongorTokyo.SuchaculturallyinsensitiveperspectiveseemstobeanimportantreasonformanyfaultyinternationalhumanresourcepracticesandthehighexpatriatefailureratesTwopurposesReviewtheextantempiricalliteratureontheeffectivenessofcross-culturaltrainingProposeatheoreticalframeworkforunderstandingtheliteratureandguidingfutureresearchReviewtheextantempiricalliteratureThreereasonsindicatethatthisisanappropriateandtimelyeffort:Theopportunitiesforandthenecessityofengagingincross-culturalinteractionarewidespreadThecostsofunsuccessfulinteractionscanbesubstantialManyfirmsseemtobelievethatcross-culturaltrainingisnoteffectiveandthatnoempiricalevidenceexiststhatsupportstheefficacyofcross-culturaltrainingProposeatheoreticalframeworkItseemsparticularlyimportantbecausetheempiricalaswellasprescriptiveworkoncross-culturaltrainingtodatehasbeencriticizedforlackingacleartheoreticalbase.Thankyouforyourattention2012年工作思路2.ReviewoftheLiterature3.Theories4.TheoriticalImplications5.ConclusionContent1.IntroductionByJiangXiaojuan（Mary）ReviewoftheLiteratureNameXiaojuangJiang（Mary）Number21307294Acomputer-aided,interdisciplinaryliteraturesearchwasusedforanumberofdatabases,andaftereliminatingnonempiricalstudies,29studieswereincludedintheformalreviewpr-ocess.notaddress-edinthestudy(leftblank)positive(recordedasa+),nonsignificant(recordedasa0),negative(recordedasa-).VariableSetTherelationshipbetweentrainingandeachofthedependentvariableswascodedas(a)AsummaryofthestudiesreviewedisgiveninTable1.ABCcross-culturalskilldevelopmentadjustmentperformanceFromthereviewoftheliterature,threeprimarydependentvariableswerecommonlyusedasindicatorsoftrainingef-fectivenessCross-CulturalSkillDevelopmenttheselfdimensiontherelationshipdimensiontheperceptiondimensionskillsrelatedtothemaintenanceofself(mentalhealth,psychologicalwell-being,stressreduction,feelingsofself-confidence),skillsrelatedtothefosteringofrelationshipsw-ithhostnationalscognitiveskillsthatpromoteacorrectpercep-tionofthehostenvironmenta-nditssocialsysstemsCross-CulturalSkillDevelopmentaa+Theselfdimension10/2910Therelationshipdimension19/2919Theperceptiondimension16/2916Adjustingtoanewcultureinvolvesthegradualdevelopmentoffamiliarity,comfort,andproficiencyregardingexpectedbehaviorandthevaluesandassumptionsinherentinthenewculture,allofwhicharedifferentfromtheindividual'snativecultureadjustmentAtotalof9studiesexaminedtherelationshipbetweencross-culturaltrainingandadjustmentAll9studiesfoundapositiverelationshipTherelationshipofcross-culturaltrainingtoperformanceisacriticalconcern:Doessuchtrainingaidworkperformanceinthecross-culturalsetting,orareitseffectsnegligible?performanceFifteenofthe29studiesexaminedtherelationshipbetweencross-culturaltrainingandperformance,11ofthe15studiesfoundasignificantrelationshipThreelabstudiesfoundgenerallynonsignificantrelationshipsnoneofthestudiesfoundasignificantnegativerelationshipConcludingremarks•First,onaverageaboutonehalfofthestudiesexaminingeachdependentvariableusedcontrolgroups.Only6ofthe29studiesincludedbothcontrolgroupsandalongitudinaldesign.•Second,manyofthestudiesofskill-relateddependentvariablesdidnotuseindependentmeasuresofdependentvariable