Zum Zusammenhang von Offenheit und Erfolg bei internationalen beruflichen Entsendungen [On the relation between openness and success in international work assignments]

Deller, J., Albrecht, A.-G., Dilchert, S., Ones, D. S., & Paulus, F. M.
In J. Henze, S. J. Kulich, & Z. Wang (Eds.), Deutsch-Chinesische Perspektiven interkultureller Kommunikation und Kompetenz (pp. 165–184).
Springer Fachmedien
(2023)

Das Kapitel beschreibt die Ausgangslage und Methodik der iGOES Studie (international generalizability of expatriates success). Berichtet werden ausgewählte Ergebnisse in Bezug auf den Zusammenhang zwischen der Persönlichkeitsdimension Offenheit und ihren Facetten sowie der Anpassung, Arbeits- und Lebenszufriedenheit von Expatriates. Darüber hinaus werden Mittelwertsunterschiede in Offenheit zwischen den über 2000 interviewten Expatriates und der deutschsprachigen Normpopulation beschrieben. Entwicklungen und weiterhin offene Forschungsfragen im Bereich des Expatriate Management werden dargelegt.

Responsible business and individual differences: Employee externally-directed citizenship and green behaviors

Wiernik, B. M., Ones, D. S., Dilchert, S., & Klein, R. M.
In A. McWilliams, D. E. Rupp, D. S. Siegel, G. K. Stahl, & D. A. Waldman (Eds.), The Oxford handbook of corporate social responsibility: Psychological and organizational perspectives (pp. 123–155).
Oxford University Press
(2019)

Corporate social responsibility is increasingly regarded as an important performance domain for organizations. Critical to implementing responsible organizational policies and initiatives, however, are the behaviors by individual employees at all levels of the organizational hierarchy. This chapter reviews the nature, structure, and dispositional antecedents of individual-level responsible business behaviors contributing to organizational CSR efforts. It focuses on two domains of employee responsible—externally directed citizenship behaviors (OCB-X) and employee green behaviors. Their divergent conceptualizations, measures, and dispositional antecedents are reviewed. Four major limitations pervade the literatures on OCB-X and employee green behaviors, and consequently hinder progress on understanding the individual-level (micro) foundations of CSR. Suggestions and directions for future research are offered to improve scholarship, understanding, and applications involving these constructs.

Cognitive ability

Dilchert, S.
In D. S. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.)
The SAGE Handbook of Industrial, Work and Organizational Psychology: Vol. 1. Personnel psychology and employee performance (2nd ed., pp. 248–276).
SAGE
(2018)

This chapter summarizes important issues surrounding the use of cognitive ability tests in organizational settings, and highlights new developments that are becoming particularly pertinent given demographic changes in many societies and international economic trends (e.g., age differences, cross-cultural assessment, internet-based testing).

Counterproductive work behaviors

Mercado, B. K., Dilchert, S., Giordano, C., & Ones, D. S.
In D. S. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.)
The SAGE Handbook of Industrial, Work and Organizational Psychology: Vol. 1. Personnel psychology and employee performance (2nd ed., pp. 109–211).
SAGE
(2018)

The scholarly literature that has investigated CWB is as rich and varied as the behavioral domain it addresses. Although this body of research is extensive, there remain many important literature gaps. In this chapter, we seek to provide a fundamental understanding of the nature, assessment, and nomological network of CWB. We also highlight emerging opportunities to contribute to this research domain, thereby catalyzing future research. Our hope is that readers will depart from this chapter with answers as well as new questions.

Environmental sustainability at work

Ones, D. S., Dilchert, S., Wiernik, B. M., & Klein, R. M.
In D. S. Ones, N. Anderson, C. Viswesvaran, & H. Sinangil (Eds.)
The SAGE handbook of industrial, work and organizational psychology: Vol. 3. Managerial psychology and organizational approaches (2nd ed., pp. 351–373).
SAGE
(2018)

this chapter, we discuss environmental sustainability in and of organizations. Specifically, we describe integration of environmental sustainability goals into business operations, draw a distinction between environmental and social responsibility, and encourage the use of the term socio-environmental responsibility when both are referenced. We highlight organizational proenvironmental initiatives as the primary means to achieve environmental performance and outcomes in organizations. We then turn to the role that employees play in environmental sustainability of organizations. In this context, both green jobs and pro-environmental behaviors are covered. Differences between pro-environmental behaviors and employee green behaviors are noted. The latter are conceptualized within the broader context of employee job performance models (Viswesvaran & Ones, 2000). Drivers and correlates of individual-level pro-environmental behaviors are reviewed to provide guidance to research and practice. We conclude by discussing ways in which HR can shape environmental sustainability in organizations.

Design, implementation, and analysis of the iGOES project

Albrecht, A.-G., Deller, J., Ones, D. S., Dilchert, S., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 303–308).
Budrich
(2018)

The iGOES project was launched to provide a rigorous evaluation of the international generalizability of factors contributing to success and failure for expatriate employees. The project was a large-scale multinational collaboration designed with four guiding principles. In this chapter, we provide an overview of the sampling methods, criterion measures, and statistical analyses used in the iGOES analyses.

Success among self-initiated versus assigned expatriates

Albrecht, A.-G., Dilchert, S., Ones, D. S., Deller, J., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 183–194).
Budrich
(2018)

This chapter compares the success outcomes of self-initiated and employer-initiated expatriates. Results show negligible to small differences between these groups on adjustment, job satisfaction, and job performance, though self-initiated expatriates do show somewhat better interaction adjustment. Results suggest that self-initiation is not a powerful determinant of expatriate success.

Tolerance of ambiguity: Relations with expatriate adjustment and job performance

Albrecht, A.-G., Ones, D. S., Dilchert, S., Deller, J., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 71–82).
Budrich
(2018)

International assignments are strongly characterized novelty, complexity, insolubility, and unpredictability. In such environments, dispositional tolerance of (or even attraction to) ambiguity may be an important contributing factor to expatriate success. We use data from the iGOES project to examine the contributions of tolerance of ambiguity to expatriate outcomes. Results show that tolerance for ambiguity has only small positive benefits for expatriate locational and work adjustment, as well as for contextual and management/supervision performance. Tolerance of ambiguity-criterion relationships showed negligible variability across samples, suggesting that these weak relations are stable across differences in cultural distance and time on assignment. Results indicate that organizations selecting expatriates may realize better utility with constructs other than tolerance of ambiguity.

The impact of age and experience on expatriate outcomes

Albrecht, A.-G., Wiernik, B. M., Deller, J., Dilchert, S., Ones, D. S., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 131–148).
Budrich
(2018)

Age and international experience are widely believed to importantly impact expatriate success. These variables are believed to be proxies for variables such as job knowledge, adaptability, and trainability and have a strong influence on organizational expatriation decisions. In this chapter, we examine age and experience relations with expatriate success in the iGOES samples. We find that age and experience have weak relations with most criteria and suggest more fruitful avenues for future expatriate research and practice.

Expatriate training: Intercontextual analyses from the iGOES project

Kostal, J. W., Albrecht, A.-G., Dilchert, S., Deller, J., Ones, D. S., & Paulus, F. M.
In B. M. Wiernik, H. Rüger, & D. S. Ones (Eds.)
Managing expatriates: Success factors in private and public domains (pp. 209–224).
Budrich
(2018)

Cross-cultural training (CCT) is used to provide expatriates with the knowledge, skills, and abilities necessary to function effectively in the cultural contexts of their host countries. Previous meta-analyses of the effectiveness of CCT have found that, while CCT is on average beneficial for expatriates, there is large variability in effectiveness across studies. We use data from the iGOES project to examine potential moderators of CCT’s effectiveness, including type of training, specificity of training to the host culture context, presence of a mentor in the host country, and length of training. In contrast to previous findings in this literature, we found that associations between participation in CCT and expatriate job performance, job satisfaction, and international adjustment were small, and sometimes negative.