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.

doi.org/10.1080/08959280802540437, hdl.handle.net/1765/15658
Human Performance
Department of Psychology

Mol, S., Born, M., Willemsen, M., van der Molen, H., & Derous, E. (2009). When selection ratios are high: Predicting the expatriation willingness of prospective domestic entry-level job applicants. Human Performance, 22(1), 1–22. doi:10.1080/08959280802540437