The Impact That Different Types of Organizational Cultures Have on the Adjustment of Self-Initiated Expatriates.

Autor:	Kumpikaitė-Valiūnienė V; School of Economics and Business, Kaunas University of Technology, Kaunas, Lithuania., Žičkutė I; School of Economics and Business, Kaunas University of Technology, Kaunas, Lithuania., Banevičienė I; School of Economics and Business, Kaunas University of Technology, Kaunas, Lithuania., Gao J; College of Economics and Management, Shandong University of Science and Technology, Qingdao, China., Torres D; School of Economics and Business, Kaunas University of Technology, Kaunas, Lithuania.
Jazyk:	angličtina
Zdroj:	Frontiers in psychology [Front Psychol] 2022 Jan 13; Vol. 12, pp. 804947. Date of Electronic Publication: 2022 Jan 13 (Print Publication: 2021).
DOI:	10.3389/fpsyg.2021.804947
Abstrakt:	This paper investigates the adjustment of self-initiated expatriates, with a particular emphasis on organizational culture. One hundred and twenty-five self-initiated expatriates around the globe participated in the online survey. We examined the impact that organizational culture has on self-initiated expatriate work and non-work-related adjustment using multiple linear regression analysis. Four types of organizational culture (clan, adhocracy, market, and hierarchy) were explored. The results revealed that Clan culture has a positive effect on the work and non-work-related adjustment of self-initiated expatriates. Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. (Copyright © 2022 Kumpikaitė-Valiūnienė, Žičkutė, Banevičienė, Gao and Torres.)
Databáze:	MEDLINE
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