A study of cross-cultural effectiveness: Theoretical issues, practical applications

Abstract The overall adjustment and effectiveness of Canadian technical advisors posted to 20 developing countries was studied. The design was both longitudinal (N=89) and concurrent (N = 188). The longitudinal group completed an extensive predeparture questionnaire containing all predictor variables for the study and were then followed up in the field 3–12 months after arrival in the foreign country. The concurrent group completed both predictor and outcome measures in the field. In addition to completing 277 interviews with Canadian advisors, 120 local counterparts (Nationals) were also interviewed and contributed data to the study. The aims of the study were both theoretical and applied. Established theories within social, personality, and cross-cultural psychology were tested for their relevance in explaining and predicting overseas outcomes. Additionally, potential instruments for screening applicants for development assignments were also included in the study's design. Results of the study support Amir's “contact hypothesis” as knowledge of and participation in local culture was found to be associated with effectiveness in working with Nationals and transferring skills and knowledge to national counterparts. With respect to sojourner research on acculturative stress, it was concluded that over 50% of the sample experienced stress in adjustment but that the severity of the stress was moderated by the amount of previous overseas experience as has been well established in the literature on acculturation. An interesting finding, however, was that previous overseas experience was not predictive of effectiveness at transfer of skills; as well, evidence was uncovered that indicated that some people who undergo the most severe stress in adjusting go on to be among the most competent in transferring skills and knowledge. A theoretical model was outlined to explain this relationship between acculturative stress and effectiveness. With respect to selection instruments, the results were very encouraging and an instrument for recruitment and selection of overseas personnel will be a practical outcome of this study. Finally, it was argued that the research data strongly supports an interactionist position with respect to the influence of person versus situational factors on outcome overseas. But the data, if one views this issue along a contin uum, clearly favored the trait side of the continuum as more important in explaining and predicting outcome overseas. Accordingly, assessment of personal, behavioral, and communicative competencies is a critical ingredient for improving the overall effectiveness of development projects.

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