The relationship between perceived organizational climate and hotel expatriate adjustment

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dc.contributor.authorMin, Hyounaeen
dc.contributor.committeechairMagnini, Vincent Paulen
dc.contributor.committeememberSingal, Manishaen
dc.contributor.committeememberUysal, Muzaffer S.en
dc.contributor.departmentHospitality and Tourism Managementen
dc.date.accessioned2014-03-14T21:36:18Zen
dc.date.adate2011-05-26en
dc.date.available2014-03-14T21:36:18Zen
dc.date.issued2011-05-03en
dc.date.rdate2011-05-26en
dc.date.sdate2011-05-17en
dc.description.abstractAs more companies enter the international market, the need for skilled expatriate managers will continue to grow. This demand for skilled expatriate managers is particularly evident when high international standards of service are desired for serving guests from disparate locations. Although expatriates perform an important role with the success of the home company heavily dependent on them, limited research has been conducted to examine organizational-level factors regarding expatriate adjustment. This research provides a contribution to the existing literature by investigating the relationship between perceived organizational climate and adjustment. Four dimensions of perceived organizational climate of the open system model were derived from the literature: commitment to learning, shared vision, open-mindedness, and innovativeness. To measure expatriate adjustment, three facets of adjustment [(i) general, (ii) interactional, and (iii) work adjustment,] are utilized to test the influence of the perceived organizational climate. A self-administrated online survey was distributed to expatriate hotel managers via email and 71 usable responses were received. Results were analyzed using multiple regression analysis and Baron and Kenny's (1986) procedure. The results found in this study indicate that the overall perceived organizational climate of the open system model significantly influences the adjustment of expatriate hotel managers. The perceived organizational climate dimension of open-mindedness, however, is the only significant predictor of the general, interactional, and work adjustment of expatriate hotel managers. This study also reveals that the perceived organizational climate mediates the relationship between expatriate training and the adjustment of expatriate hotel managers.en
dc.description.degreeMaster of Scienceen
dc.identifier.otheretd-05172011-115231en
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-05172011-115231/en
dc.identifier.urihttp://hdl.handle.net/10919/42699en
dc.publisherVirginia Techen
dc.relation.haspartMin_H_T_2011.pdfen
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subjectorganizational climateen
dc.subjectexpatriate trainingen
dc.subjectexpatriate adjustmenten
dc.titleThe relationship between perceived organizational climate and hotel expatriate adjustmenten
dc.typeThesisen
thesis.degree.disciplineHospitality and Tourism Managementen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.levelmastersen
thesis.degree.nameMaster of Scienceen

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Theses and Dissertations, Hospitality and Tourism Management (HTM)