Validity of Context-Specific versus Broad Individual Differences in International Assignments

• Autores: Julio E. Fernández Cueto, Juan Ignacio Sanchez
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 27, Nº 1, 2011, págs. 5-15
• Idioma: inglés
• DOI: 10.5093/tr2011v27n1a2
• Enlaces
  • Texto completo (pdf)
• Resumen
  • español

    La investigación previa sobre la selección de expatriados ha empleado factores de personalidad amplios para probar el valor de las variables de personalidad como predictores del desempeño en las asignaciones internacionales. En contraste, este estudio se centra en el desarrollo y comprobación de la validez añadida de competencias específicas del contexto. A partir de la literatura sobre gestión de expatriados, una medida denominada Auto-evaluación de la Competencia Global fue creada, envolviendo competencias específicas del contexto que parecían importantes para las asignaciones internacionales. Usando regresión jerárquica, los resultados de 57 expatriados en la República Dominicana mostraron que estas competencias específicas del contexto predecían el desempeño más allá de los factores de personalidad amplios basados en los Big Five.

  • English

    Previous research in expatriate selection has employed broad-based personality factors to test the value of personality variables as predictors of performance during international assignments. In contrast, this study focused on developing and testing the incremental validity of context-specific competencies. Drawing from the literature on expatriate management, a measure named the Global Competency Self-Assessment was created involving context-specific competencies deemed important for international assignments. Using hierarchical regression, results from fifty-seven expatriates in the Dominican Republic showed that these context-specific competencies predicted performance above and beyond the broadbased Big Five personality factors.

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