J Stewart Black
Biographic Data
| ID | 5635519 |
|---|---|
| NAME | J Stewart Black |
| GIVEN NAMES | J Stewart |
| FAMILY NAME | Black |
| SIGNATURE | BLACK J S |
| AFFILIATIONS | Dartmouth College |
| VERIFIED | No |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 119 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2006 |
| H-INDEX | 5 |
You can take it with you
The authors report the collaborative efforts of 2 research teams that independently investigated the effects of stable personality traits (the Big Five) and specific behavioral competencies (cultural flexibility, task and people orientations, and ethnocentrism) on key dimensions of expatriate effectiveness: psychological adjustment, assignment withdrawal cognitions, and job performance. Analyses of multiple-source and longitudinal data from 3 stu…
Participative Decision-Making
Few topics have resulted in as much theory, empirical study, controversy, and practical application as participative decision-making (PDM). Although most past empirical research has assumed that the decision-making process in PDM was unidimensional, this paper explores a multidimensional view and examines the integration of degree of participation and decision-making processes and their relationship with satisfaction and performance. The results …
Proactivity during organizational entry
This study described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance and satisfaction in a sample of organizational newcomers. The results suggest that individuals engage in proactive activities such as information and feedback seeking, relationship building, job-change negotiating, and positive framing during …
Fitting In or Making Jobs Fit
This study tested a theoretical framework of work role transitions by examining the impact of individual factors (personal need for control and need for feedback), job factors (job discretion and job novelty), and organizational factors (organizational socialization tactics) on two modes of adjustment for new hires. In this study, need for control and need for feedback had a significant impact on self change as a mode of adjustment but not on job…
O Kaerinasai
This study examined anticipatory and in-country individual, job, organizational, and non-job variables and their relationship with work, interaction, and general repatriation adjustment for Japanese managers. The study also directly tested the generalizability of measures and findings of recent theoretical and empirical work on repatriating American managers. Age, total time overseas, role discretion, role clarity, and social status were generall…
Toward a Comprehensive Model of International Adjustment
J. Stewart Black, Mark Mendenhall, Gary Oddou, Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspectives, The Academy of Management Review, Vol. 16, No. 2 (Apr., 1991), pp. 291-317
Antecedents to Cross-Cultural Adjustment for Expatriates in Pacific Rim Assignments
Although past studies of expatriate adjustment have asked human resource executives their opinions about important antecedents of cross-cultural adjustment (e.g., Tung, 1981, 1988), very few studies have attempted to empirically determine which factors significantly affect cross-cultural adjustment based on data collected from actual expatriate managers. This paper examines the impact of job, personal, and general factors on three facets of cross…
Expectations, satisfaction, and intention to leave of American expatriate managers in Japan
The Influence of the Spouse on American Expatriate Adjustment and Intent to Stay in Pacific Rim Overseas Assignments
Past international human resource management literature has suggested that most American multinationalfirms that employ expatriate managers have difficulty successfully retaining these managers in overseas assignments. Although some scholars have suggested that the inability of the spouse to adjust is one of the major reasons expatriate managers return early from their overseas assignments, few researchers have attempted to verify empirically a r…
Antecedents to Cross-Cultural Adjustment for Expatriates in Pacific Rim Assignments
Although past studies of expatriate adjustment have asked human resource executives their opinions about important antecedents of cross-cultural adjustment (e.g., Tung, 1981, 1988), very few studies have attempted to empirically determine which factors significantly affect cross-cultural adjustment based on data collected from actual expatriate managers. This paper examines the impact of job, personal, and general factors on three facets of cross…
Expectations, satisfaction, and intention to leave of American expatriate managers in Japan
Participative Decision-Making
Few topics have resulted in as much theory, empirical study, controversy, and practical application as participative decision-making (PDM). Although most past empirical research has assumed that the decision-making process in PDM was unidimensional, this paper explores a multidimensional view and examines the integration of degree of participation and decision-making processes and their relationship with satisfaction and performance. The results …
Fitting In or Making Jobs Fit
This study tested a theoretical framework of work role transitions by examining the impact of individual factors (personal need for control and need for feedback), job factors (job discretion and job novelty), and organizational factors (organizational socialization tactics) on two modes of adjustment for new hires. In this study, need for control and need for feedback had a significant impact on self change as a mode of adjustment but not on job…
O Kaerinasai
This study examined anticipatory and in-country individual, job, organizational, and non-job variables and their relationship with work, interaction, and general repatriation adjustment for Japanese managers. The study also directly tested the generalizability of measures and findings of recent theoretical and empirical work on repatriating American managers. Age, total time overseas, role discretion, role clarity, and social status were generall…
The Influence of the Spouse on American Expatriate Adjustment and Intent to Stay in Pacific Rim Overseas Assignments
Past international human resource management literature has suggested that most American multinationalfirms that employ expatriate managers have difficulty successfully retaining these managers in overseas assignments. Although some scholars have suggested that the inability of the spouse to adjust is one of the major reasons expatriate managers return early from their overseas assignments, few researchers have attempted to verify empirically a r…
Expectations, satisfaction, and intention to leave of American expatriate managers in Japan
Toward a Comprehensive Model of International Adjustment
J. Stewart Black, Mark Mendenhall, Gary Oddou, Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspectives, The Academy of Management Review, Vol. 16, No. 2 (Apr., 1991), pp. 291-317
Antecedents to Cross-Cultural Adjustment for Expatriates in Pacific Rim Assignments
Although past studies of expatriate adjustment have asked human resource executives their opinions about important antecedents of cross-cultural adjustment (e.g., Tung, 1981, 1988), very few studies have attempted to empirically determine which factors significantly affect cross-cultural adjustment based on data collected from actual expatriate managers. This paper examines the impact of job, personal, and general factors on three facets of cross…
O Kaerinasai
This study examined anticipatory and in-country individual, job, organizational, and non-job variables and their relationship with work, interaction, and general repatriation adjustment for Japanese managers. The study also directly tested the generalizability of measures and findings of recent theoretical and empirical work on repatriating American managers. Age, total time overseas, role discretion, role clarity, and social status were generall…
Fitting In or Making Jobs Fit
This study tested a theoretical framework of work role transitions by examining the impact of individual factors (personal need for control and need for feedback), job factors (job discretion and job novelty), and organizational factors (organizational socialization tactics) on two modes of adjustment for new hires. In this study, need for control and need for feedback had a significant impact on self change as a mode of adjustment but not on job…
Proactivity during organizational entry
This study described the various ways that newcomers proactively attempt to gain feelings of personal control during organizational entry and examined their longitudinal effects on self-reported performance and satisfaction in a sample of organizational newcomers. The results suggest that individuals engage in proactive activities such as information and feedback seeking, relationship building, job-change negotiating, and positive framing during …
Participative Decision-Making
Few topics have resulted in as much theory, empirical study, controversy, and practical application as participative decision-making (PDM). Although most past empirical research has assumed that the decision-making process in PDM was unidimensional, this paper explores a multidimensional view and examines the integration of degree of participation and decision-making processes and their relationship with satisfaction and performance. The results …
You can take it with you
The authors report the collaborative efforts of 2 research teams that independently investigated the effects of stable personality traits (the Big Five) and specific behavioral competencies (cultural flexibility, task and people orientations, and ethnocentrism) on key dimensions of expatriate effectiveness: psychological adjustment, assignment withdrawal cognitions, and job performance. Analyses of multiple-source and longitudinal data from 3 stu…
Psychology (9 works) · Social Psychology (8 works) · Economics (5 works) · Gender Diversity and Inequality (5 works) · International Student and Expatriate Challenges (5 works) · Political science (5 works) · Social Psychology (5 works) · Expatriate (4 works) · Management (4 works) · Higher Education Governance and Development (3 works)