A Study of Selection, Training, and Host Country Cultural Adaptation Experiences of Expatriate Faculty from United States AASCU Universities

Abstract

Literature addressing selection, cross-cultural training and determinants of a successful or failed expatriate experience is extensive for those in business, but there is little research on these topics for professional academics. This research expands the understanding of why academics expatriate, how they were selected, what their perceptions of a successful experience are, what pre-departure cultural training they received, and what factors may have been difficult. Expatriates are professionals who live and work in a foreign country. This status study of male and female faculty from two AASCU universities expands knowledge on academic expatriation. The response rate was 54%. Independent sample t-tests were used to analyze data with gender as the grouping variable. There was no institutional requirement for expatriation, but it is encouraged. Reasons for expatriation were the experience, conduct research and teach. Business and academia look to expand internationally. While academia seeks to attract a more diverse student and faculty base, business may be seeking quicker access to raw materials, labor and markets. Traveling spouses had fewer difficulties adapting to a host culture than children. Few academics received cross cultural training. It is recommended a formal selection instrument be designed specifically for academics. Training programs should include cultural differences, cultural adaptation, and professional expectations. Additional study of success and failure factors such as living conditions, host cultures and formal training is recommended. As universities continue to grow faculty and student exchange programs, training needs to grow in ways to support expatriation, cultural understanding and the goal of a successful expatriate experience.