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One hundred and twenty-six expatriate managers of a large global-operating German company participated in a cross-sectional questionnaire study. Traditionally, personality traits and socio-demographic data have been used as predictors for intercultural success. In addition to these concepts the present study puts an emphasis on classical social psychological concepts, such as attitudes toward acculturation and contact to members of the host society, to explain intercultural effectiveness. Different factors of intercultural success are used as criteria: Self-reported performance, intercultural adjustment, job satisfaction, and identification with the work team abroad. Correlation analyses reveal connections between the personality traits, acculturation-strategies, and interethnic contact on the one hand and the different criteria on the other. Possible implications for international human resource management are discussed.
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Stierle et al. (2002) studied this question.
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