Author(s): Joseph Sakala
Using goal-setting theory (GST) to investigate how institutionally assigned expatriates' level of psychological empowerment is impacted by organisational culture in a foreign assignment to impact their job performance, this study draws on the interconnection debate in internationalisation. It also looks into the role of language competence in the host country as a moderator in this relationship. According to the findings, psychological empowerment plays a positive and partial mediating function in the orientation and organizational and job performance, which is consistent with GST. The findings also revealed that an expatriate's capacity to communicate in the host country can help them perform better at work. The study's significance and contribution have been examined in relation to international human resource management (IHRM) and international management (IM). Throughout collectivism, a proxy for host countries' informal openness to foreigners, appears to facilitate the value of CQ as a prediction of expatriates' organisational embeddedness, according to cross-level interaction analyses. CQ, on the other hand, was shown to have no interaction with the surrogate for host countries' formal openness to outsiders, namely national immigration policies. We discovered that CQ is positively related to information sharing and that organisational embeddedness has an indirect influence, as predicted. The ramifications for philosophy and practise are discussed.