Effects of Primary Stakeholders’ Support on Expatriate Adjustment and Performance in Malaysia

Hak Liong Chan, Dahlia Zawawi, Siew Imm Ng



Globalisation encourages international companies to show interest in the growth of job mobility and relocations among employees. To meet global workforce demands, these companies are highly reliant on expatriates to manage their business operation abroad. This study examined the role of primary stakeholders’ support such as organisations, host country nationals (HCNs) and spouses on expatriate adjustment and performance. Questionnaire survey data were collected from 112 expatriates in Malaysia and analysed using multiple hierarchical regression analysis. The results substantiated that perceived organisational support (POS) and HCN support were significant components in expatriate adjustment. The findings also revealed a positive relationship between expatriate adjustment and performance. Thus, multinational companies (MNCs) and human resource managers should provide expatriate relevant training and support to ensure a successful international assignment when he or she is sent abroad. Local employees could also be assigned to help expatriates mingle around in the host country.

Keywords: Expatriate adjustment; support; stakeholders; expatriate performance; Malaysia


Globalisasi menggalakkan syarikat antarabangsa untuk menunjukkan minat terhadap pertumbuhan mobiliti pekerjaan dan relokasi dalam kalangan pekerja. Untuk memenuhi permintaan tenaga kerja global, syarikat antarabangsa sangat bergantung kepada ekspatriat untuk menguruskan operasi perniagaan mereka di luar negara. Kajian ini mengkaji peranan sokongan pemegang taruh utama seperti organisasi, warga tuan rumah dan pasangan terhadap penyesuaian dan prestasi ekspatriat. Data soal selidik yang dikumpulkan dari 112 ekspatriat di Malaysia dianalisis dengan menggunakan analisis regresi pelbagai hirarkikal. Hasil kajian membuktikan bahawa tanggapan sokongan organisasi dan sokongan warga tuan rumah adalah komponen penting dalam penyesuaian ekspatriat. Hasil kajian ini juga menunjukkan hubungan positif antara penyesuaian ekspatriat dan prestasi. Oleh itu, syarikat multinasional dan pengurus sumber manusia harus menyediakan latihan dan sokongan yang berkaitan untuk ekspatriat untuk memastikan suatu tugasan antarabangsa yang berjaya apabila mereka dihantar ke luar negara. Pekerja tempatan juga boleh ditugaskan untuk membantu ekspatriat bergaul di negara tuan rumah.

Kata kunci: Penyesuaian ekspatriat; sokongan; pemegang taruh; prestasi ekspatriat; Malaysia

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