fectiveness, provides participants with the information necessary to preclude the development of dissatisfaction with various aspects of an overseas assignment (Naumann, 1993b). Naumann (1993a) examined organizational predictors of job satisfaction among expatriates. He tested hypothesized relationships between job satisfaction and six job/task characteristics and three organizational characteristics. The study found that role ambiguity, skill variety, task identify, task significance, pay, and participation in decision processes exerted the most significant influences on perceptions of job satisfaction, and that the adverse effects of each of these factors could be muted through participation in effective pre-departure training (Naumann, 1993b). Pre-departure training, thus, should be an integral part of a career management program for international assignees.
Job Design and Career Management for Expatriate Managers
Factors related to job design consistently have been found to have significant effects on job satisfaction (Tett & Meyer, 1993). The Job Ch
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