http://repub.eur.nl/res/aut/6277/ List of Publications en http://repub.eur.nl/static-eur/img/logo.png http://repub.eur.nl http://repub.eur.nl/res/pub/15658/ 2009-01-01T00:00:00Z High expatriate selection ratios thwart the ability of multinational organizations to select expatriates. Reducing the selection ratio may be accomplished by selecting those applicants for entry level domestic positions who have expatriate aspirations. Regression analyses conducted on data from a sample of 299 Dutch students about to enter the job market indicated that 20 predictors subsumed under the Five Factor Model, core self-evaluations, expatriate specific predictors, and biodata account for 50% of the variance in expatriation willingness. The predictors were ordered relative to their increasing alignment with expatriation willingness in terms of the action, target, context, and time elements reflected in Ajzen's (1988, 1991) principle of correspondence. Dominance and relative weights analysis provided strong support for the hypothesis that greater alignment on these elements translates into greater predictive power, with biodata emerging as the most powerful predictor set, followed by expatriate specific predictors, the Five Factor Model, and finally core self-evaluations. http://repub.eur.nl/res/pub/10173/ 2005-01-01T00:00:00Z This article meta-analytically reviews empirical studies on the prediction of expatriate job performance. Using 30 primary studies (total N=4046), it was found that predictive validities of the big five were similar to big five validities reported for domestic employees (Barrick & Mount, 1991; Hurtz & Donovan, 2000; Salgado, 1997; Tae & Byung, 2002). Extraversion, emotional stability, agreeableness, and conscientiousness were predictive of expatriate job performance; openness was not. Other predictors that were found to relate to expatriate job performance were cultural sensitivity and local language ability. Cultural flexibility, selection board ratings, tolerance for ambiguity ego strength, peer nominations, task leadership, people leadership, social adaptability, and interpersonal interest emerged as predictors from exploratory investigations (K<4). Surprisingly, intelligence has seldom been investigated as a predictor of expatriate job performance.