The cultural adaptation problems are the negative impact that the expatriates may found on their performance and it may, in turn, lead to the cross international boundaries career failure since it is found to generate more intentional turnover. The particular issue on how the expatriates adjust into cross-cultural environments for job performing has gained more interests. Measuring the expatriates’ job performance will offer the organization not only the immediate feedback on the possible assignment success or failure, but also the enhancement of the further training development and the method’s selection in order to steer away from the future repetitive mistakes. There are so many aspects to incorporate for the understanding, measuring, and nurturing of a possible competitive advantage where the crucial part is the criteria of measurement. The researcher of this study thus has interests in the variances of personality, transformational leadership, and perceived organizational support in the expatriates’ employees’ adaptation and performance in the International Schools Association of Thailand. This is to check on the relationship of personality, transformational leadership, and perceived organizational support as the studied variances in the expatriates’ employees’ performance. This study aims to explore the relationship among personality, transformational leadership, perceived organizational support, expatriate adjustment, and expatriate performance. The researcher used surveys as the method for data collection with 400 employees from 113 schools under International Schools Association of Thailand as the subjects. The confirmatory factor analysis and the structural equation modeling are applied for the analysis with the statistical significance level of 0.05. It is indicated from the finding that the openness, extraversion, transformational leadership, and perceived organizational support show the positive relationship with the adjustment of expatriates. Extraversion, perceived organizational support, and expatriate adjustment are presented by the positive relationship with task performance whereas there is a positive relationship of openness and expatriate adjustment with the contextual performance. This research could enhance the expatriate adjustment factors and management understanding in a company and other companies as well, and it is not only important for the issue of human resource, but also is one for the competition in international market.

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Taiwan, A., Na-Nan, K., & Ngudgratoke, S. (2017). Relationship among personality, transformational leadership, percerived organizational support, expatriate adjustment, and expatriate performance. International Journal of Business and Administrative Studies, 3(4), 120-133.