CHAPTER 1
INTRODUCTION
1.1 Overview of Chapter
This chapter presents readers with an overview of the research conducted for this
thesis. The chapter begins with the background to the study and the research
problems are discussed. Then, the research questions and research objectives are
specified. The significance of the study is summarised and the chapter ends with
definitions of some key concepts and an outline of the thesis’s structure.
1.2 Background of the study
In recent years, as China's urbanization process continues to move towards the
mid-to-late stage, the number of new housing construction projects has gradually
stabilized, and the structure and business model of the construction industry are
facing unprecedented challenges of adjustment, transformation and upgrading. In
the past, the extensive development model dominated by large-scale new
construction is gradually transforming into high-quality development. New projects
and existing renovations go hand in hand to jointly promote the sustainable
development of the industry. For the majority of construction companies, how to
adapt to this change has become an important issue before them.
Under the guidance of the in-depth advancement of the Belt and Road Initiative and
the national "going global" strategy, going global and becoming a multinational
enterprise has become a strategic choice for many Chinese construction companies
to seek business breakthroughs. According to statistics from the Department of
Foreign Investment and Economic Cooperation of the Ministry of Commerce (2023),
among the 308,000 people dispatched by China for foreign labor cooperation,
contracted engineering projects accounted for a considerable proportion, reaching
97,000.
Malaysia, as an important node country along the Belt and Road, has huge market
potential and is attracting more and more Chinese construction companies to come
here. Among them, Sabah, as an important region in Malaysia, has an advantageous
geographical location and strong demand for infrastructure and real estate
construction, making it the focus of competition for many Chinese companies. The
Sabah state government attaches great importance to the development of public
infrastructure and has invested a lot of money in this end. According to statistics, the
Sabah state government has allocated a total of RM13.57 million to promote public
infrastructure development plans, aiming to improve local infrastructure levels and
meet growing social needs. In addition, new projects by Chinese and Korean
companies in Sabah have also attracted a large amount of investment, totaling
RM6.76 billion. The arrival of foreign-funded enterprises not only brings capital and
technology, but also brings opportunities for the vigorous development of Sabah and
provides a broad market space for Chinese construction enterprises (2023).
Against this background, Chinese construction companies have set their sights on the
Sabah market, hoping to achieve business breakthroughs in this market full of
opportunities. As an effective means of internationalization, overseas assignments
have become an indispensable part of the global development process of Chinese
construction companies. More and more Chinese employees are sent to work
overseas, and they shoulder the important mission of developing international
markets and maintaining the operations of overseas institutions. These expatriates
not only have excellent work capabilities, but also bring the operational standards
and global strategies of Chinese construction companies.
In the Sabah market, Chinese construction companies have adopted a series of
strategies to ensure smooth operation and development. Among them, sending
Chinese expatriates directly to Sabah to guide the work is an important measure.
These expatriates have rich industry experience and professional knowledge and can
formulate practical business strategies based on the actual conditions of the local
market, providing a strong guarantee for the company's development. At the same
time, selecting potential employees to go to Sabah to gain experience is also an
important talent training measure. By participating in actual work, these employees
can deeply understand the needs and characteristics of the local market, improve
their professionalism and practical capabilities, and lay a solid foundation for the
company's long-term development (Zulkifly, Ismail & Hamzah, 2020). However,
cultural differences and adaptation issues have become a major challenge for
expatriates in their work and life in Sabah. Therefore, exploring the factors that
affect the cultural adaptation of expatriate employees is of great significance for
improving employee job satisfaction, reducing corporate human resource costs, and
promoting friendly cooperation between China and Malaysia.
1.3 Problem Statement
Expatriates often face cross-cultural adaptation problems when entering an
unfamiliar social environment. During long-term overseas assignments, dispatched
personnel from Chinese construction companies may be away from their families,
living environment, and unfamiliar with Malaysian living habits, unique cultural
background, and even local language. Due to the lack of experience of expatriates in
Malaysia, these conditions may have a negative impact on work performance and
even cause psychological problems, which is not in line with the expectations of the
company or individuals. These negative impacts may lead to premature return to the
country, low work efficiency and resignation, resulting in failure of expatriate
assignments, which will cause brain drain to the company, thereby affecting the
implementation of the company's transnational strategy (Lian & Lim, 2020).
Therefore, the issue of cross-cultural adaptation of expatriates from Chinese
construction companies in Sabah, Malaysia is receiving more and more widespread
attention.
The construction industry has its own unique characteristics, such as long project
cycles, unstable work locations, and complex teamwork. Therefore, targeted research
on these characteristics is needed during the process of expatriates adapting to the
host culture. Secondly, there are certain differences between the cultural background
of Sabah and other regions around the world. As a microcosm of the Southeast Asian
region, Sabah's cultural diversity makes it an extremely challenging research subject.
In Sabah, expatriates need to face various cultural conflicts and challenges, such as
religious beliefs, eating habits, social etiquette, etc. Therefore, in order to better help
expatriates in the Chinese construction industry adapt to the host country culture
and improve work performance, it is necessary to conduct segmented research on
the construction industry and specific regions. This will provide more targeted and
practical guidance for expatriates, help relieve cross-cultural pressure and improve
project success rates. Improve the theoretical framework and practical operations of
cross-cultural adaptation to provide a more comprehensive reference for expatriates
and multinational enterprises.
1.4 Research Questions
This study explores the following research questions：
1. What is the impact of general adaptation on job performance (task and
contextual) of China expatriates in construction companies in Sabah?
2. What is the impact of interaction adaptation on job performance (task and
contextual) of expatriates from Chinese construction companies in Sabah?
3. What is the impact of job adaptation on job performance (task and contextual) of
expatriates from Chinese construction companies in Sabah?
1.5 Research Objectives
This study also aims to address the following research objectives:
1. To investigate the impact of general adaptation on job performance (task and
contextual) of expatriates from Chinese construction companies in Sabah.
2. To investigate the impact of interaction adaptation on job performance (task and
contextual) of expatriates from Chinese construction companies in Sabah.
3. To investigate the impact of job adaptation on job performance (task and
contextual) of expatriates from Chinese construction companies in Sabah.
1.7 Significance Of Study
1.7.1 Theoretical Significance
The development of cross-cultural management and cross-cultural adaptation
research in Chinese academic circles is relatively late. This is mainly because China
had less international exchanges in the past and did not pay enough attention to
such research. However, with the advancement of globalization and the improvement
of China's international status, the importance of cross-cultural management and
adaptation has gradually become more prominent. In this context, Chinese scholars
began to pay attention to and study this field.
1.7.2 Practical Significance
This study conducts an in-depth exploration of the adaptation issues of employees in
life, work, interpersonal communication and other aspects of enterprises in the
context of globalization, especially in the process of overseas residency in the Sabah
market. This is of extremely high practical significance for Chinese construction
companies. It helps companies comprehensively understand and grasp the
challenges that expatriates may face in a cross-cultural environment, so that they
can develop more targeted support measures.
First, this study's in-depth understanding could increase companies' attention to
cross-cultural adaptation issues. In the process of multinational operations, cultural
differences are an issue that cannot be ignored. Through this research, companies
can better understand and respect the culture of the country where expatriates are
located, and provide them with a more suitable working and living environment. This
will help improve the work efficiency of expatriates and also help improve their
quality of life.
Second, this study helps companies pay more attention to candidates' cross-cultural
adaptability when recruiting and selecting expatriates. By in-depth understanding of
candidates' personalities, skills and cross-cultural communication abilities, companies
can select personnel who are more suitable for expatriation to the Sabah market.
This will help optimize the company's business strategy and management model,
thereby enhancing its competitiveness in the Sabah market.
In addition, this study also help to promote the sustainable development of Chinese
construction companies. Under the current background of global economic
integration, transnational operations are an inevitable trend for the development of
Chinese construction enterprises. By conducting in-depth research on the adaptation
issues of expatriates in cross-cultural environments, companies can better cope with
the challenges brought about by globalization and ensure that their overseas
businesses can develop steadily and sustainably.
At present, the research direction of cross-cultural management and adaptation in
Chinese academic circles mainly focuses on the cultural adaptation process of
international students and foreign personnel in China. This part of the research
provides valuable theoretical basis and practical cases for our understanding of
cross-cultural management and adaptation. However, research in this field still has
certain limitations, such as insufficient diversity of research samples and insufficient
empirical evidence of research methods.
As a member of the Chinese construction industry, the author is fortunate to be able
to obtain first-hand research data in the Sabah region. These data not only help us
gain a deeper understanding of the application of cross-cultural management and
adaptation in the construction industry, but also fill in the systematic deficiencies in
empirical research on corporate expatriates in Chinese academic circles and the lack
of sample diversity. In addition, this study can also provide valuable empirical data
for Chinese academic circles and promote the further development of research on
cross-cultural management and adaptation of expatriates by Chinese enterprises.
Through the study of expatriates in the construction industry in Sabah, we are
expected to contribute to the research on cross-cultural management and adaptation
of Chinese enterprises in both theoretical construction and practical application.
1.8 Structure Of Study
This paper is divided into five chapters, and the contents of each chapter are as
follows. The first chapter explains the background, significance, purpose and
arrangement of the research content of this study. Chapter 2 conducts a literature
review, introduces the related concepts of cross-cultural adaptation and work
performance in detail, clarifies the connotation and research fields of cross-cultural
adaptation and work performance, and reviews classic theories and empirical studies
to lay the foundation for subsequent analysis. Solid theoretical foundation. Chapter 3
discusses the methods of this study, proposes research questions based on the
literature review, presents the characteristics of the research participants, introduces
the research tool used - questionnaire, and details the process of data collection and
data analysis. Chapter 4 reports and discusses the quantitative results to answer the
research questions. The final chapter, Chapter 5, summarizes the main findings of
this study and provides an in-depth analysis of its significance, limitations, and future
research directions.
1.9 Definition of Terms
1.9.1 Expatriates
The concept of expatriates has not formed a unified term. Scholars have defined
expatriates from different perspectives, but the commonality among them is the
emphasis on their transnational attributes. According to Oxford Dictionary an
expatriate is a person who lives in a country other than his or her home country
(2024). It also usually refers to a special group of people who have left their home
country to work or live in other places due to work, study or other reasons. In this
study, these people usually refer to Chinese employees who are sent to other
countries by Chinese construction companies to hold important positions in various
departments. These employees usually have high management capabilities or rich
construction experience. Expatriates, as an important force in Chinese construction
companies, their role is not limited to project management and construction
execution abroad. They are also messengers of cultural exchanges and bridges of
cooperation and understanding between different countries.
1.9.2 Cross-cultural adaptation
Cross-cultural adaptation refers to the process in which individuals gradually adapt to
and integrate into a new cultural environment. It is a complex process involving
many aspects such as cognition, emotion and behavior, and it is also an important
part of human cross-cultural communication. Cross-cultural adaptation is a problem
that international students, people working abroad, and people living overseas must
face in the process of studying, living, and working (Stilianos et al., 2013).
1.9.3 Expatriate work performance
Expatriate job performance aims to evaluate the performance of expatriate
employees in completing their assigned tasks. It mainly includes task performance
related to the completion of specific expatriate job tasks, as well as situations that
are beyond the scope of specific tasks but have a positive effect on organizational
goals. Performance Kraimer (2001).
1.10 Summary of chapter
This chapter focuses on the background and challenges faced by Chinese
construction companies in the process of expatriating employees to Malaysia. First,
we conducted an in-depth analysis of why Chinese construction companies choose
Malaysia as an expat destination, including factors such as market potential,
geographical advantages, and policy support. Subsequently, the chapter elaborates
on various problems that cultural adaptation brings to work during the execution of
assignments. On this basis, the research questions and corresponding research
objectives of this study are clearly proposed. The first is, what are the factors that
affect the cross-cultural adaptation of expatriates from Chinese construction
companies in Sabah? The second is what impact do differences in demographic
variables have on the cross-cultural adaptation of expatriates from Chinese
construction companies in Sabah? The third question is how does cross-cultural
adaptation affect the work performance of expatriates from Chinese construction
companies in Sabah? In addition, this chapter also focuses on explaining that the
significance of this research is to help Chinese construction companies better
integrate into Sabah culture, improve their management level, and achieve long-term
and stable development.
CHAPTER 2
LITERATURE REVIEW
2.1 Introduction
This chapter mainly conducts a comprehensive and in-depth discussion on the
relevant theoretical concepts, research status and determinants of cross-cultural
adaptation and work performance. First, we clarify the basic concepts of
cross-cultural adaptation and work performance, and analyze their importance on
this basis. Next, by combing through global research literature, we learned about the
current research status of cross-cultural adaptation and found that research in this
field has made significant progress. Finally, we delve into the determinants of
cross-cultural adaptation and job performance to better understand their underlying
mechanisms.
2.2 Theoretical Concept
As an important research field, cross-cultural adaptation and work performance have
produced many classic theories in domestic and foreign research. These theories
provide strong support for our understanding of the relationship between
cross-cultural adaptation and work performance, and also provide valuable guidance
for practical operations and practice. Here, we sort out and summarize these classic
theories in order to lay a solid theoretical foundation for subsequent research.
2.2.1 Cross-cultural adaptation
First, we would like to mention the acculturation theory. This theory holds that when
individuals face different cultural environments, they will go through a process from
conflict to adjustment and then to adaptation. In this process, individuals need to
constantly adjust their values, attitudes and behaviors to adapt to the new cultural
environment. Cultural adaptation theory provides a basic analytical framework for our
understanding of cross-cultural adaptation and helps us explore the psychological
and behavioral changes of individuals in cross-cultural situations.
During the process of cross-cultural adaptation, individuals not only need to
understand and accept new cultural values, social norms and behaviors, but also
need to establish an effective interactive relationship with the new cultural
environment while maintaining their self-identity. This interactive relationship is not
just superficial communication, but also deep cognitive and emotional resonance.
With the acceleration of globalization, the importance of cultural adaptation has
become increasingly prominent. Whether in international exchanges, business
cooperation or immigrant integration, cultural adaptation has become a key factor for
individuals to successfully integrate into the new environment. Through cultural
adaptation, individuals can broaden their horizons and enhance their ability to
communicate across cultures, thereby promoting mutual understanding and
cooperation between different cultures. However, acculturation is not an overnight
process. It often requires individuals to put in effort and time and gradually adapt to
the new cultural environment through continuous learning and practice.
In the study of cross-cultural adaptation, Sam and Berry proposed a
dual-dimensional theory. During the process of cross-cultural adaptation, there will
be staged changes in the cultural and psychological levels, which can be divided into
cross-cultural psychological adaptation and social adaptation (Cultural and Interaction
Adaptation, 2010). Based on relevant research, BLACK proposed a comprehensive
model of cross-cultural adaptation, believing that international adaptation can be
divided into the following three different dimensions: cross-cultural Job Adaptation,
General Adaptation, and Interaction Adaptation (Black, 1988; Black & Stephens,
1989).
Among them, cross-cultural job adaptation (JA) refers to the degree to which an
individual adapts to work tasks and working methods in a cross-cultural work
environment.
General Adaptation (GA) refers to an individual's ability to adapt to general living
habits and social norms in a new cultural environment. This will include a variety of
non-work factors, such as the host country's overall living environment, food,
transportation, and medical care. and other related factors.
Interaction Adaptation (IA) with the nationals of the host country refers to the
degree of adaptation of an individual in establishing good relationships with local
residents in a cross-cultural environment. These three elements together constitute
the diverse structure of cross-cultural adaptation, which needs to be balanced and
developed in cross-cultural work and life. During the process of cross-cultural
adaptation, individuals not only need to understand and accept new cultural values,
social norms and behaviors, but also need to establish an effective interactive
relationship with the new cultural environment while maintaining their self-identity.
This interactive relationship is not just superficial communication, but also deep
cognitive and emotional resonance. With the acceleration of globalization, the
importance of cultural adaptation has become increasingly prominent. Whether in
international exchanges, business cooperation or immigrant integration, cultural
adaptation has become a key factor for individuals to successfully integrate into the
new environment. Through cultural adaptation, individuals can broaden their
horizons and enhance their ability to communicate across cultures, thereby
promoting mutual understanding and cooperation between different cultures.
However, acculturation is not an overnight process. It often requires individuals to
put in effort and time and gradually adapt to the new cultural environment through
continuous learning and practice.
2.2.2 Culture shock
Role adaptation theory is also an important direction in cross-cultural research. This
theory emphasizes that during the process of cross-cultural adaptation, individuals
need to constantly adjust their role cognition and behavior in different cultural
backgrounds. This means that individuals need to redefine their roles in the new
cultural environment and adjust their behavioral strategies on this basis.
Cross-cultural adaptors who are exposed to a new cultural environment will not only
face longing for their homeland, but also face the problem of cross-cultural
adaptation to the new environment. Culture shock refers to the loss, confusion, fear,
and even powerlessness caused by losing social communication tools or means and
being deprived of one's own feelings when a person enters a society that is
completely different from his living habits (Wu, 2010). Relevant research by Black
and Mendenhal (1990) pointed out that culture shock does not occur immediately,
but often needs to go through four stages.
Cultural impact curve graph
The first stage is the "honeymoon period", which in a broad sense refers to the
period when a single individual enters a new cultural environment and is curious
about strange and new things. It usually occurs when the adaptor has just entered
the initial stage of a new environment. At this stage, adaptors will show a great
desire to accept new things from the outside world, and the adaptive factors at this
stage have a positive impact on individuals, and the reverse intervention effect is not
obvious. Individuals usually behave in a positive state, so they are more proactive in
adapting to the mainstream culture.
The second stage is the "hostility/stalemate stage". As the name suggests, at this
stage, individuals develop doubts and resistance to the new culture during the
process of cross-cultural adaptation. At this stage, the initial excitement will gradually
turn into anxiety and resentment, which will cause the adaptors who have just
entered the local culture to encounter cross-cultural adaptation obstacles in social
life. At this stage, the individual's cultural adaptation resistance requirements begin
to gradually increase. If the new environment can be affirmed, tolerated and
appropriately guided, the discomfort will be reduced accordingly.
The third stage of adaptation period is also regarded as the recovery/adjustment
period, which is the period when individuals gradually become familiar with the local
lifestyle in a new cultural environment, develop fixed habits, and identify with the
social environment. In most cases, individuals already have clear directional goals.
The fourth stage of "integration period" better reflects the integration and adaptation
relationship between individuals and mainstream culture. At this stage, regardless of
whether the mainstream culture accepts non-mainstream culture, individuals will
achieve a better quality of life in the target cultural environment and will not suffer
from disordered life rhythms. From the perspective of cross-cultural adaptation,
adaptors in the third and fourth stages have experienced different stages of culture
shock. Although each stage will be affected by different factors, they can gradually
complete their own cross-cultural adaptation process.
2.4 Independent variables
2.4.1 General adaptation
Life adaptation generally includes the following aspects:
1. Overall living conditions: This is a wide-ranging category, including living
environment, quality of life, life pressure, etc. People's adaptability in this aspect is
mainly reflected in their satisfaction with the living environment, their perception of
the quality of life, and their ability to cope with life stress.
2. Housing conditions: This is a crucial aspect of people's lives, including housing
comfort, safety, transportation convenience, etc. Adaptability is mainly reflected in
the degree of satisfaction with housing conditions, the ability to guarantee housing
safety, and the utilization of housing conveniences.
3. Food palatability: Food is a basic need in people's lives. The adaptability of food
palatability is mainly reflected in people's acceptance of food types, adaptability of
eating habits and satisfaction with food quality.
4. Shopping convenience: Shopping convenience involves all aspects of people’s daily
lives, including the distance to shopping places, product types, shopping
environment, etc. People's adaptability to shopping convenience is mainly reflected in
their satisfaction with the shopping environment, their perception of the convenience
of shopping places, and their ability to plan shopping time.
5. Cost of living: Cost of living is an important factor affecting people’s quality of life,
including prices, consumption levels, etc. People's adaptability to living costs is
mainly reflected in their ability to bear the cost of living, their adaptability to
consumption concepts, and their mastery of financial management concepts.
6. Number of entertainment/entertainment facilities and opportunities: Entertainment
is an important part of people’s lives, including the types of entertainment facilities,
the richness of entertainment activities, etc. People's adaptability in entertainment is
mainly reflected in the degree of utilization of entertainment facilities, the degree of
participation in entertainment activities and the ability to plan entertainment time.
7. Whether medical and health care facilities meet the needs: Medical care is an
important guarantee in people's lives, including the distribution of medical institutions
and the completeness of medical facilities. People's adaptability in medical care is
mainly reflected in the efficiency of utilization of medical resources, satisfaction with
medical services and the importance they attach to health concepts.
In general, general biological adaptation refers to people's ability to adapt to the
above seven aspects of living conditions. These aspects interact with each other and
jointly determine people's quality of life. In our country, the government and all
sectors of society attach great importance to the issue of people's life adaptability
and are committed to improving people's living standards so that everyone can be
well adapted in all aspects.
2.4.2 Interaction Adaptation
Interaction Adaptation refers to the level of understanding and familiarity an
individual demonstrates in establishing social relationships with Malaysian residents
and learning about local etiquette. This process involves several key factors that
together influence an individual's social interactions and life in Malaysia.
First of all, adapting to Malaysian social etiquette is the basis for Interaction
Adaptation. This includes understanding and respecting local customs and behavioral
norms, such as using appropriate polite language in daily interactions, following table
manners, and maintaining order in public. Only by mastering these social etiquette
can individuals better integrate into the local society and establish harmonious
relationships with others.
Secondly, adapting to Malaysian customs and habits is also an important part of
Interaction Adaptation. This involves understanding and respecting local culture,
religion and traditional festivals, such as following local customs during important
festivals, participating in celebrations, and respecting local beliefs and customs.
In addition, being able to interact with Malaysian nationals at work is also key to
social adjustment. This requires individuals to have good communication skills and be
able to communicate proficiently in Malay or other local languages. At the same time,
it is also very important to understand the local work culture and teamwork style.
Likewise, in life outside of work, adapting to the social environment in Malaysia is
essential. This includes establishing friendly relationships with local people in daily
life, participating in community activities, and understanding local living habits and
entertainment methods.
In addition, adapting to the Malaysian communication style is also a key factor in
Interaction Adaptation. This involves understanding local communication habits and
styles, such as direct or indirect expressions, and oral or written forms of
communication.
Finally, adapting to various festivals or events in Malaysia is the last aspect of
Interaction Adaptation. This means that individuals need to understand and respect
local festivals and cultural activities, such as participating in celebrations and
following relevant customs.
In short, Interaction Adaptation is a multi-level and multi-faceted process, including
adaptation to social etiquette, customs, work environment, living environment,
communication methods, festival activities, etc. Only by comprehensively mastering
these aspects can individuals navigate life in Malaysia and establish good
relationships with others. In this process, individuals need to continuously learn,
adjust and adapt in order to achieve integration and symbiosis with the local society.
2.4.3 job adaptation
job adaptation, literally understood, refers to an individual's gradual adaptation to
work tasks, work environment, etc. after entering the workplace. This process does
not happen overnight, but involves a series of adjustments and transformations. In
the process of job adaptation, performance standards, expectations, supervisory
responsibilities, and cross-cultural job adaptation are all important components.
First, performance standards are one of the core elements of job adaptation. Each
job position has its specific performance requirements, which include not only work
efficiency and quality, but also learning ability, innovation ability, etc. In the process
of adapting to work, individuals need to continuously improve their performance to
meet the expectations of the job. In addition, individuals need to adjust their working
methods and methods based on performance feedback to achieve better work
results.
Second, expectations are an important driver of job adaptation. Individuals'
expectations for work, including career development, remuneration, job satisfaction,
etc., these expectations guide individuals' work behaviors and attitudes to a certain
extent. At the same time, the organization's expectations for employees are also very
important, including the completion of work tasks, teamwork, recognition of
corporate culture, etc. Only when individual expectations match those of the
organization can job adaptation proceed smoothly.
Thirdly, supervisory responsibilities are an integral part of the job adaptation process.
At work, individuals need to be responsible for their own work results, as well as
teamwork and corporate culture inheritance. Supervisory responsibilities include both
self-supervision and supervisory supervision of subordinates. Through effective
supervision, individuals can promptly discover and correct problems at work, thereby
improving their ability to adapt to work.
Finally, cross-cultural job adaptation is an important aspect of job adaptation in the
context of globalization. With the increasing frequency of international exchanges,
individuals need to have cross-cultural communication skills in order to work
smoothly in a multicultural work environment. This includes understanding and
respecting the values and customs of different cultures, and adapting to working
styles in different cultural contexts.
In short, job adaptation is an all-round, multi-level process, including performance
standards, expectations, supervisory responsibilities, and cross-cultural job
adaptation. Only when individuals have achieved good adaptation in these aspects
can they be able to work with ease and realize the common development of
individuals and organizations.
2.5 Dependent variables
Job performance is an important way to measure employees' performance on the
job. It mainly includes two aspects: task performance and contextual performance.
Task performance, as the name suggests, is the performance of employees in
completing their work tasks. This performance can include employees directly
completing tasks assigned by the organization or superiors, or it can include
employees indirectly providing relevant resources and services to the organization.
The core goal of task performance is to promote the realization of organizational
goals. It is the actual effect produced by employees at work. For example, the
efficiency, innovation, responsibility, etc. displayed by employees in completing tasks
are all manifestations of task performance.
Compared with task performance, contextual performance focuses more on
behaviors that employees spontaneously exhibit at work. These behaviors may not
be directly related to organizational goals, but they are important in maintaining
good interpersonal relationships, creating a healthy psychological environment, and
improving the efficiency of task activities and processes. Such behaviors include, but
are not limited to, organizational citizenship behaviors, dedication, teamwork, etc.
These behaviors have positive significance for the long-term development of the
organization and the personal growth of employees.
Task performance and contextual performance together constitute employees' work
performance, and they complement each other and influence each other. Task
performance is the basic skills of employees at work and the basis for achieving
organizational goals; while contextual performance reflects employees' abilities in
interpersonal communication and psychological environment, and is the key to
maintaining organizational harmony and improving work efficiency. In our country,
more and more companies are beginning to pay attention to the evaluation of
employees' work performance, and use scientific and reasonable performance
management systems to stimulate employees' work enthusiasm and improve overall
competitiveness.
In short, job performance is a comprehensive ability to measure employees'
performance on the job, including task performance and contextual performance.
Task performance focuses on employees' actual results in completing work tasks,
while contextual performance focuses on employees' performance in interpersonal
interactions and psychological environment. The two together constitute employees'
work performance and are an important basis for evaluating and improving employee
quality, stimulating work enthusiasm, and improving organizational competitiveness.
In actual work, organizations should focus on cultivating and motivating employees'
work performance, so as to achieve the common development of the organization
and employees.
2.6 Relationships among variables (IV and DV)
Employees with a higher level of cross-cultural adaptation are usually able to find
their place in the new environment more quickly, integrate better into the team, and
thus be able to perform tasks more effectively. This is particularly important among
expatriates, who are required to work in an unfamiliar cultural environment.
Emphasizing the adaptability of expatriates in a new cultural environment is of vital
importance to their work success.
Task performance is a measure of how well an employee performs on a specific task,
including the quality, speed and efficiency with which the task is completed. Research
has found that expatriates with strong cross-cultural adaptability can better
understand and integrate into the local culture, thereby improving work efficiency
and the quality of task completion. They are able to reduce cultural conflicts and
adapt to new work processes and teams more quickly, resulting in better task
performance.
Further research proposes hypothesis H1: There is a significant positive relationship
between the cross-cultural adaptation level of employees from Chinese construction
companies assigned to Sabah and their task performance. This means that
employees who are more adaptable will perform better at work. This has important
practical significance for Chinese construction companies, which can improve their
task performance in international projects by improving their employees'
cross-cultural adaptability. According to hypothesis H1 combined with the three
dimensions of cross-cultural adaptation, we obtained the following three
sub-hypotheses
H1a: There is a significant positive relationship between the general adaptability level
of employees assigned to Sabah by Chinese construction industry enterprises and
their task performance.
H1b: There is a significant positive relationship between the social adaptability level
of employees from Chinese construction companies assigned to Sabah and their task
performance.
H1c: There is a significant positive relationship between the job adaptation level of
employees assigned to Sabah by Chinese construction companies and their task
performance.
The level of cross-cultural adaptation refers to an individual's social, psychological
and behavioral adjustment ability when facing different cultural backgrounds. Many
studies have shown that there is a positive relationship between the level of
cross-cultural adaptation and contextual performance factors such as social support
and teamwork. This means that employees with strong cross-cultural adaptability can
better integrate into the team and show higher performance in a foreign work
environment.
Other studies have found that employees with high levels of cross-cultural adaptation
show more positive team participation and social interaction when working in a
foreign country. This is because they are more open, respectful and understanding of
the local culture when facing different cultural backgrounds, making it easier to
establish close relationships with colleagues and promote teamwork and support.
This cultural sensitivity and inclusiveness make them more adaptable in cross-border
work, thereby improving their performance in situations.
Based on the above analysis, we can infer that employees with high adaptability
levels may have higher contextual performance in multinational work environments.
Therefore, this study proposes hypothesis H2: There is a significant positive
relationship between the cross-cultural adaptation level of employees from Chinese
construction companies assigned to Sabah and their contextual performance. This
means that employees with stronger cross-cultural adaptability are likely to perform
better in Sabah, thus bringing higher performance returns to the company. Also
based on hypothesis H2 combined with the three dimensions of cross-cultural
adaptation, we get the following three sub-hypotheses. Here is the detailed research
conH2a: There is a significant positive relationship between the general adaptation
level of employees assigned to Sabah by Chinese construction industry enterprises
and their contextual performance.
H2b: There is a significant positive relationship between the Interaction Adaptation
level of employees assigned to Sabah by Chinese construction companies and their
contextual performance.
H2c: There is a significant positive relationship between the job adaptation level of
employees assigned to Sabah by Chinese construction companies and their
contextual performance.
2.7 Proposed conceptual model of the study
conceptual model we carefully constructed and proposed, which provides an
important theoretical framework and guidance for exploring the field deeply.
2.8 Summary of Hypotheses Testing
H1: There is a significant positive relationship between the cross-cultural adaptation
level of employees from Chinese construction companies assigned to Sabah and their
task performance.
H1a: There is a significant positive relationship between the general adaptation
level of employees assigned to Sabah by Chinese construction industry enterprises
and their task performance.
H1b: There is a significant positive relationship between the Interaction
adaptation level of employees from Chinese construction companies assigned to
Sabah and their task performance.
H1c: There is a significant positive relationship between the job adaptation level
of employees assigned to Sabah by Chinese construction companies and their task
performance.
H2: There is a significant positive relationship between the cross-cultural adaptation
level of employees from Chinese construction companies assigned to Sabah and their
contextual performance.
H2a: There is a significant positive relationship between the general adaptation
level of employees assigned to Sabah by Chinese construction industry enterprises
and their contextual performance.
H2b: There is a significant positive relationship between the Interaction
Adaptation level of employees assigned to Sabah by Chinese construction companies
and their contextual performance.
H2c: There is a significant positive relationship between the job adaptation level
of employees assigned to Sabah by Chinese construction companies and their
contextual performance.
CHAPTER 3
RESEARCH METHODOLOGY
3.1Overview of the chapter
In this chapter, we provide an in-depth discussion of research design, population and
sampling techniques, research instruments, data collection methods, and variable
measurement. Research design is the first step in the research process and involves
planning the research objectives, research questions, and research methods.
Population and sampling techniques are used to ensure the representativeness of
research results and obtain valid research data by sampling specific populations.
Research tools and data collection methods are the means to achieve the research
objectives, mainly in the form of volumes. Finally, variable measurement is a crucial
part of the research process, which is related to the accuracy and reliability of the
research results.
3.2 Research Design
This study is committed to a comprehensive and in-depth study of the cultural
adaptation status of expatriate employees of Chinese construction companies in
Sabah. To achieve this goal, the researcher will carefully design a questionnaire and
distribute it widely to expatriate employees from China's outstanding construction
companies. As the core subjects of the research, these interviewees’ valuable
perspectives and rich experiences are of irreplaceable importance in deeply analyzing
the expatriation strategies and practices of Chinese construction companies in Sabah.
In designing the questionnaire, the researcher will pay attention to the diversity and
level of the questions, and strive to fully understand the various cultural adaptation
challenges and needs that the interviewees encounter in overseas working
environments. By analyzing these detailed questionnaire data, and by understanding
and solving the specific problems encountered by these enterprises in the process of
cultural adaptation, this study will help enterprises better integrate into the local
culture, improve their operation and management levels, and achieve long-term and
stable development. .
3.3 Population and sampling techniques
This study adopts targeted sampling method and takes employees of Chinese
construction enterprises in Sabah as the research subjects. Considering that the
number of Chinese expatriates in each construction company is about 500, and
subject to time and resource constraints, the effective sample size obtained by the
research plan is 200 people. During the sampling process, may face constraints such
as time, resources, and cost, which may cause expatriate employees to be dispersed
in various places and make it difficult to contact and recruit, thereby affecting the
adequacy of the sample size. In addition, expatriates may refuse or be unwilling to
participate in the survey for various reasons, reducing the sample response rate.
In order to solve the above problems, the study takes the following measures:
establish effective communication channels and get in touch with potential samples
through various methods such as email, phone, social media, etc.; cooperate with
the management or human resources department of Chinese construction industry
companies to obtain expatriate employees Contact information; prepare small gifts
for Chinese employees who participate in the survey. During the sampling process,
this study followed ethical principles and guidelines to ensure sample fairness and
confidentiality. The study ensured confidentiality and anonymity of expatriate survey
results to increase their trust and willingness to participate.
3.4 Data collection procedure
In the process of collecting questionnaires, this study adopted a variety of methods
to broadly cover the target population. One of the main ways is to send emails to
major human resources mailboxes to promote the questionnaire to more potential
respondents. In addition, the researchers also used online platforms such as Google
Questionnaire and Questionnaire Star to create a link to the questionnaire and
distributed it to contacts engaged in Chinese construction companies in Sabah to
seek their assistance.
In order to ensure the validity and reliability of the questionnaire, this study presets a
series of screening criteria. First of all, all questions must be answered in detail by
the interviewee; secondly, the answers to the questionnaire should not show
regularity, such as selecting the same answer for all questions, or answering in a
cyclic order from 1 to 5 points; thirdly, the answers to the questionnaire should
basically conform to a logical relationship; Finally, questionnaires that took less than
60 seconds to fill out were eliminated. The reason is that a shorter filling time may
indicate that the respondent did not fully understand the content of the
questionnaire or did not take the survey seriously. Through this move, researchers
can improve the overall data quality by excluding those questionnaires that may
affect the validity of the study results.
In addition, during the questionnaire collection process, the researchers also paid
close attention to various potential problems and made adjustments according to the
actual situation. For example, if it is found that a certain part of the questionnaire is
too complex or simple, which may cause difficulty in understanding or disinterest
among the respondents, the researcher will modify the questionnaire in a timely
manner to improve its applicability and attractiveness.
3.6 Research Instruments
Dear Sir/Madam:
Hello! Please take your time to help complete this questionnaire. There are no right
or wrong answers. Please check the options (circle or fill in) according to your actual
situation.
All questionnaire information will be used for scientific research. The content will be
kept strictly confidential and will not be used for any commercial purposes. Please
feel free to fill it out.
Thank you for your participation and support!
1. gender:
A． Male
B. female
2. age:
A． 18-29
B. 30-35
C． 36-40
D． 41-49
E. 50 and above
3. Education:
A． Junior high school and below
B. High school
C. College
D. Undergraduate
E. Master degree and above
4. English or Malay language proficiency:
A． unfamiliar
b. General
c. good
d. Skilled
e. proficient
5. Reasons for expatriation:
A． Active
b. passive
6． Length of time spent abroad:
A． 6 months and below
B. 6 months-1 year
C. 1 year to 2 years (including 2 years)
D. 2 years to 3 years (including 3 years)
E. over 3 years
7. Number of years the enterprise has been abroad (single-choice question):
A． Less than 1 year
B. 1-2 years
C. 3-5 years
D. 6-10 years
E. More than 10 years
8. What is the type of exp position you are responsible for?
A. Decision-making level
B. Management level
C. Operation level
9Are any members of your family accompanying you? (Select one)
A. No one
B. Spouse or children with local household registration
C. Spouse only
D. Child only
E. Spouse and children together
Cultural adaptation on a scale of 1-5
A1. Completely disagree
B2. Disagree
C3. Not necessarily
D4. Agree
E5. totally agree
．
General adaptation
9. I can adapt to the overall living environment in Sabah.
10 I can adapt to the housing conditions in Sabah.
11 I can adapt to Sabah’s eating habits (taste, cuisine, etc.).
12 I can have a good shopping experience in Sabah (product prices, convenience,
etc.).
13I can accept the cost of living in Sabah.
14. I can adapt to and integrate into the local entertainment and leisure lifestyle.
15 I am able to get used to using health care facilities in Sabah.
interactive adaptation
16 I can adapt to Sabah’s social etiquette
17I can adapt to Sabah’s customs and habits
18I can adapt to Sabah’s communication style
19. I can adapt to participate in festivals or activities in Sabah.
20 I am able to have positive interactions and effective cooperation with Sabah
colleagues at work.
21 I am able to communicate and get along happily with Sabah citizens in daily life.
Job adaptation
22. I am able to adapt to and be competent in the specific job responsibilities of the
Sabah subsidiary.
23 I am able to adapt and meet the performance requirements and expectations of
the Sabah subsidiary.
24 I am able to adapt and perform supervisory responsibilities in Sabah companies.
25I am very satisfied with my current salary and remuneration.
Task performance:
26 I always complete work goals according to quality, quantity and time.
27 I am satisfied with my technical abilities.
28I am satisfied with my overall job performance.
Contextual performance:
29 I am able to adjust to local business customs and rules in Sabah.
30I was able to establish relationships with important local business partners in
Sabah.
31 I am satisfied with my ability to interact with my colleagues.
3.7 Measurement of variables
Table of measurement items (refer below TABLE as example)
VARIABLES CONSTRUCTS NUMBER OF CROBACH SOURCE
ITEMS ALPHA VALUE
DEMOGRAPHIC PROFILE 9 - Self-Construct
INDEPENDENT General 7 0.937 (Naeem et al.,
VARIABLE adaptation 2020)
interactive 7 0.963 (KRAIMER et
adaptation al., 2001)
Job adaptation 4 0.97
DEPENDENT Task 3 0.81 (Kraimer, 2001)
VARIABLE Performance
Contextual 3
performance
Independent Original Items Adopt/Adapt Source
Variable items
General Living I can adapt to (Black et al.,
adaptation conditions in the overall 1991)
general living
environment
in Sabah.
Housing I can adapt to
conditions the housing
conditions in
Sabah
Food I can adapt to
Sabah’s eating
habits (taste,
cuisine, etc.)
Shopping I can have a
good shopping
experience in
Sabah
(product
prices,
convenience,
etc.)
Cost of living I can accept
the cost of
living in Sabah
Entertainment/ I can adapt to
recreational and integrate
facilities and into the local
opportunities entertainment
and leisure
lifestyle
Healthcare I am able to
facilities get used to
using health
care facilities
in Sabah
interactive Socializing with 16 I can adapt
adaptation host nationals to Sabah’s
social
etiquette
17I can adapt
to Sabah’s
customs and
habits
19. I can
adapt to
participate in
festivals or
activities in
Sabah.
Interacting I am able to
with host have positive
nationals on a interactions
day-to-day and effective
basis cooperation
with Sabah
colleagues at
work.
I am able to
Interacting communicate
with host and get along
nationals happily with
outside of work Sabah citizens
in daily life
Speaking with I can adapt to
host nationals Sabah’s
communicatio
n style
I am able to
communicate
and get along
happily with
Sabah citizens
in daily life
Job adaptation Specific job I am able to
responsibilities adapt to and
be competent
in the specific
job
responsibilities
of the Sabah
subsidiary
Performance I am able to
standards adapt and
perform
supervisory
responsibilities
in Sabah
companies
Supervisory I am able to
responsibilities adapt and
perform
supervisory
responsibilities
in Sabah
companies
expectations I am very
satisfied with
my current
salary and
remuneration
Dependent Original Items Adopt/Adapt items Source
3.8 The pilot Variable
study（To be
TASK meeting job objectives I always complete
update once
PERFORMANCE work goals (Kraimer, 2001)
done）
according to
quality, quantity
3.9 Method of
and time
Analysis
technical competence I am satisfied with
This research
my technical
use statistical
abilities.
analysis
overall job performance I am satisfied with
software to
my overall job
analyze and
performance.
process the
contextual adapting to the foreign I am able to adjust
questionnaire
performance facility’s business to local business
data. This study
customs customs and rules
mainly uses
and norms in Sabah.
SPSS 27 and
establishing I was able to
AMOS statistical
relationships with key establish
analysis
host-country business relationships with
software. The
contacts, important local
data analysis
business partners
process and
in Sabah
methods are as
interacting with I am satisfied with
follows:
coworkers my ability to
interact with my
Reliability
colleagues
analysis:
Reliability is reliability, which is usually used to describe the consistency of scale
measurement results. The measure of the reliability of the scale in this article is
Cronbach’s alpha. The specific judgment criteria are that the overall reliability of the
scale is 0.7 as the lowest acceptable reliability, and the reliability of each dimension is
0.6 as the lowest acceptable reliability.
Validity analysis: Validity is effectiveness, which is usually used to measure the
accuracy of the measurement results of the scale. This article uses AMOS 21.0
software to conduct confirmatory factor analysis, and obtains six index data including
the ratio of chi-square degrees of freedom, RMSEA, and GFI, verifying the structural
validity of each variable.
Correlation analysis: Use Pearson correlation analysis method to test the correlation
between the main variables in the model. Specifically, the Pearson correlation
coefficient and its P value are used to judge. When the absolute value of the
correlation coefficient is closer to 1, the correlation is stronger; when the correlation
coefficient is closer to 0, the correlation is weaker.
Regression analysis: Through linear regression method, the hypothesis of this study
is gradually verified, that is, the interaction mechanism between various variables.
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Spousesoftheexpatriateswereaskedona7-pointLikertscaletheextenttowhich
theyagreedordisagreedwiththefollowingstatements:
MyspouserarelydiscussesthepossibilityofreturningearlytotheU.S.
Myspousewoulddoanythingtokeepthisassignmentforitsexpectedduration.
ExpatriateAdjustment
Expatriates were asked to indicate on a 7-point Likert scale howunadjustedor
adjustedtheyweretothefollowing:
Livingconditionsingeneral
Housingconditions
Food
Shopping
Costofliving
Entertainment/recreationalfacilitiesandopportunities
Healthcarefacilities
Socializingwithhostnationals
Interactingwithhostnationalsonaday-to-daybasis
Interactingwithhostnationalsoutsideofwork
Speakingwithhostnationals
Specificjobresponsibilities
Performancestandardsandexpectations
Supervisoryresponsibilities
