Abstract
The forces of globalization and subsequent trade across the borders have necessitated the firms to have their presence across the globe to meet the needs of their customers. The employees or expatriates will be sent on assignment to different countries for a period of time ranging from few weeks, months to years. This sudden exposure to the different environment not only makes these expatriates vulnerable to cultural shocks, but also may significantly affect their job performance. Their failure to acclimatize to the foreign conditions will not only hurt the confidence, career and life of the expatriate, but it will also cost a lot to the company. The present paper aims to understand of the process of expatriate adjustment in the Indian Information Technology (IT) industry by examining demographic variables and few organizational variables of expatriate’s adjustment process. A structured questionnaire was distributed to the expatriate employees working in 50 IT companies in the Silicon city, Bengaluru. The study uses Chi-square test and linear regression for testing the hypotheses and found that there is a significant influence of demographic variables like gender, work experience and length of assignment on acclimatization of expatriates to their host country culture. The findings of the study proved that there is a significant relationship between demographic variables and the cultural acceptance of the expatriates. Hence, it is suggested that multinational companies should create an enabling environment within the organizations to make international assignees compatible and comfortable with different cultural values and inculcate cultural acceptance to make them successful in their international assignments.
Highlights
As the involvement of organizations in the international market increased, they are facing new human resource challenges and crisis, which are different from their conventional domestic human resource management
The present paper aims to understand of the process of expatriate adjustment in the Indian Information Technology (IT) industry by examining demographic variables and few organizational variables of expatriate’s adjustment process
Linear regression was used to test the other hypotheses of the study, i.e., the influence It is interesting to note that the male and female of area of work on acclimatization of expatriates expatriates take the same time to adjust to a host (H3); the influence of length of assignment on ac- country, as it contradicts the notion that women climatization of expatriates (H4); and the influ- find it difficult to acclimatize
Summary
As the involvement of organizations in the international market increased, they are facing new human resource challenges and crisis, which are different from their conventional domestic human resource management. The negative results have an impact on the business firms in terms of its performance and investment It has always been a major challenge for the employees to work in a culturally different environment. In order to avoid such issues related to human capital management in the multinational corporations, the researcher conducted an empirical study on the expatriates working in Indian IT industry (geographically limited to Bangalore region) to answer the following questions: 1. The findings of the empirical study based on online survey using structured questionnaire on the “Acclimatization of Expatriates” was presented, followed by a detailed explanation of the key factors that influence the initial expatriate adjustment to the host country culture. The existing studies on the failures can result in family problems, loss acclimatization of expatriates have been carried of promotion opportunities and career growth out in the context of Western countries. The climatization of the expatriates was measured as questionnaire was corrected by eliminating the time taken by the expatriates to adjust and fathe sensitive, redundant and leading questions. miliarize with the new job and work environment
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