I thank Jim Farr, Rick Jacobs, David Day, Susan Jackson, Randall Schuler, Jeff Conte, Linda Stroh, Rosalie Tung, MaryAnne Hyland, John Hollenbeck, Deniz Ones, and two anonymous reviewers for their comments on earlier versions of this manuscript. I also thank David Lawrence, Amy Fitzgibbons, Sandy Aman, Chikako Mizokami, and Nicole Zellie for their assistance in data collection. I gratefully acknowledge Barbara LaMountain, David Woodbury, and Alfieri Castro, from the participating organization, for their support of this study. This manuscript is based on the author's doctoral dissertation (Department of Psychology, Penn State University).
THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR-RATED PERFORMANCE
Article first published online: 7 DEC 2006
Volume 53, Issue 1, pages 67–88, March 2000
How to Cite
CALIGIURI, P. M. (2000), THE BIG FIVE PERSONALITY CHARACTERISTICS AS PREDICTORS OF EXPATRIATE'S DESIRE TO TERMINATE THE ASSIGNMENT AND SUPERVISOR-RATED PERFORMANCE. Personnel Psychology, 53: 67–88. doi: 10.1111/j.1744-6570.2000.tb00194.x
- Issue published online: 7 DEC 2006
- Article first published online: 7 DEC 2006
Applying the evolutionary theory of personality, this study proposed and tested the hypotheses that each of the Big Five personality characteristics (Extroversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness or Intellect) predict two criteria of expatriate success: (a) desire to prematurely terminate the expatriate assignment, and (b) supervisor-rated performance on the expatriate assignment. The participants were 143 expatriate employees (and 94 supervisors) from a U.S.-based information technology company. Results from correlation and regression analyses suggest that Extroversion, Agreeableness, and Emotional Stability are negatively related to whether expatriates desire to terminate their assignment. Conscientiousness is positively related to the supervisor-rated performance on the expatriate assignment. Practical implications for expatriate management (e.g., self-selection) are given.