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Role of Domain-Specific Facets of Perceived Organizational Support During Expatriation and Implications for Performance

Department of Management of Organizations, School of Business and Management, Hong Kong University of Science and Technology, Clear Water Bay, Kowloon, Hong Kong SAR
Department of Psychology, University of Maryland, College Park, Maryland 20742
Department of Managerial Studies, University of Illinois at Chicago, Chicago, Illinois
Department of Management, Wichita State University, Box 88, Wichita, Kansas 67260
mnrikit{at}ust.hk
mwang{at}psych.umd.edu
smarinov{at}uic.edu
xin.yao{at}wichita.edu

In this study, we integrated social exchange theory with a spillover perspective to examine the relationships between two facets of perceived organizational support (POS) among expatriated managers (at Time 1), their work and general adjustment (at Time 2), affective commitment (at Time 2), and job performance (at Time 3). A longitudinal survey sampled 165 expatriate managers in China across three time periods. POS in the current assignment and in off-the-job life were found to interact with each other to predict work and general adjustment. Work and general adjustment were related to higher affective commitment by the expatriate employees, which, in turn, led to better job performance. The theoretical and practical implications of these results are discussed.

Key Words: perceived organizational support; expatriate adjustment; job performance; longitudinal