Central European Business Review 2024, 13(4):39-58 | DOI: 10.18267/j.cebr.364

Key Factors of Corporate Expatriates' Cross-Cultural Adjustment – an Empirical Study

Allen D. Engle1, Zsuzsanna Szeiner ORCID...2, Sylvia Molnár ORCID...3, József Poór ORCID...4
1 Eastern Kentucky University, College of Business, Richmond, Kentucky, USA, allen.engle@eku.edu
2 J Selye University, Faculty of Economics and Informatics, Department of Economics, Komárno, Slovakia, szeinerzs@ujs.sk (corresponding author)
3 J Selye University, Faculty of Economics and Informatics, Department of Management, Komárno, Slovakia, sylvia.molnar@student.ujs.sk
4 J Selye University, Faculty of Economics and Informatics, Department of Management, Komárno, Slovakia, poorj@ujs.sk

This study investigates the difficulties that expatriates encounter while relocating to a foreign cultural environment. The examination of the issue is based on the results of primary research conducted among the Japanese community living and working in Hungary. Many circumstances make it difficult for an expat to feel at ease in the host country. Integration and thus the success of the posting are greatly hampered by overcoming cultural differences as well as linguistic challenges in a non-English speaking country. Language fluency issues are stated to trigger a series of practical, task-related barriers as well as broader social and emotional difficulties. Japanese multinational corporations use English for internal corporate communication. The typical posting period for Japanese expats in Hungary is 4-6 years. They are typically senior executives who arrive together with their families. Over the years, the preparedness, language skills and cross-cultural competencies of the expatriates have improved significantly, while the infrastructure of the host country is also much better prepared to receive foreigners and their families.
Implications for Central European audience: The first Japanese MNCs arrived in Hungary more than 30 years ago, when the transition from a planned economy to a market-based economy was just beginning (Pierce, 1991; Andor, 2019; Jaklič et al., 2020). Japanese expats arrived in a country where, compared to their home country (Hideo, 1990), human resources management was not a recognized corporate function (Pierce, 1991). A typical posting period at that time was one to two years. Expatriates usually did not experience that as an honour or professional development (Matus, 2006).

Keywords: Expatriates; cross-cultural adjustment; Japanese; Hungary; multilingual environment
JEL classification: J61, O15

Received: October 28, 2023; Revised: January 27, 2024; Accepted: February 15, 2024; Prepublished online: May 5, 2024; Published: September 30, 2024  Show citation

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Engle, A.D., Szeiner, Z., Molnár, S., & Poór, J. (2024). Key Factors of Corporate Expatriates' Cross-Cultural Adjustment – an Empirical Study. Central European Business Review, 13(4), 39-58. doi: 10.18267/j.cebr.364
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