본 연구의 목적은 이문화 학습활동(Cross-cultural Learning Activities)에 참여하는 해외주재원(Expatriate)들의 참여도(Involvement of in CCL)와 개인의 특성(Participant characteristics), 파견국에서의 적응(adaptation to the host country)간의 관계를 국내 글로벌 제조회사를 대상으로 규명하고자 하였다. 양적 연구(Quantitative research)를 위한 데이터는 온라인 서베이를 통해서 수집되었다. 본 연구 대상은 설문시점을 기준으로 29개국 600여명의 글로벌 제조회사 현직 주재원들로 구성되어 있었으며, 총 339명의 설문 대상 관리자 중에서 136명(40.12%)이 본 설문에 응답하였다. 설문분석을 위해 SPSS 18이 사용되었으며, 본 연구에서 제시한 연구 문제에 대한 답변을 위해 기술통계와 상관관계 분석이 활용되었다. 특히 이문화 학습활동의 참여도와 파견국에서의 적응간의 개인 특성의 조절효과를 규명하기 위해 4단계 위계적 다중 회기 분석(Hierarchical Multiple Regression)이 활용되었다. 연구결과를 요약하면, 첫째, 해외주재원들의 인구통계학적 특성은 파견국에서의 적응도와 유의미한 관계를 가지고 있었다. 특히 파견이전 경험한 해외임무의 수, 현직 회사에서의 재임기간, 배우자 동반 여부는 해외주재원들의 문화 적응도에 정(+)의 영향을 미치고 있었다. 둘째, 응답자들의 개인적 특성은 해외주재원의 문화, 업무 적응도와 유의미한 관계가 있는 것으로 판명되었다. 특히 현지인과의 소셜 네트워크는 주재원의 문화 적응도와 정(+)의 관계를 가지고 있었다. 셋째, 이문화 학습활동의 참여여부는 파견국에서의 문화, 업무 적응도와 직접적인 영향을 미치고 있었으며, 출발전 실시되는 이문화 사례교육과 파견국 언어교육은 문화 및 업무 적응도에 강한 정(+)의 관계를 띄고 있었다. 넷째, 해외주재원들의 인구통계학적 특성, 이문화 활동 참여여부, 그들의 개인적 특성은 파견국에서의 문화 적응도와 유의미한 관계를 가지고 있었다. 다섯째, 이문화 학습활동과 파견국에서의 적응도간의 관계에서 설문 응답자의 개인적 특성의 조절효과를 발견할 수 없었다. 다만 소셜 네트워크는 여전히 문화적 적응과 강한 정(+) 관계를 맺고 있었다. 마지막으로 본 연구는 향후 이문화 학습활동과 관련된 이론적 실제적 의미를 제시하였다.

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The purpose of this study is to investigate the relationships among the extent of participant involvement in cross-cultural learning activities, individual differences of participants, and adaptation of expatriate managers to the host country in a Korean multinational corporation. Correlational research was used to investigate the relationships among the above variables. There were approximately six-hundred expatriate managers in twenty-nine different countries in the overseas employee population, people who were on an expatriate assignment at that point. The target sample of this study was mostly composed of managerial level employees due to the nature of their assignments. Hierarchical multiple regression analysis using a four-step procedure was conducted to identify the moderating effect between engagement in CCL activities and adaptation to the host country. The results showed that CCL activities were divided into three groups, pre-departure non-language CCL activities, pre-departure language related CCL activities, and on-site CCL activities. Pre-departure CCL activities occurred away from the work setting rather than in the actual work setting. Furthermore, these learning activities had moderately structured approaches with the active involvement of a trainer/facilitator. On-site CCL activities occurred in the actual work setting rather than away from the work setting, utilizing a less structured approach with limited or no involvement of a trainer/facilitator. In addition, demographic information was significantly related to the adaptation to the host culture. Specifically, the number of previous international assignments, tenure at the company, and whether or not spouse accompanied the employee each had a positive impact on expatriate cultural adaption. However, survey results showed that all demographic information was not related to job adaptation in the host country. Participant characteristics were significantly related to both cultural and job adaptation to the host country. In terms of observed variables, social networks with HCNs were significantly related to the cultural adaptation. Engagement in CCL activities had a direct significant effect on both cultural and job adaptation in the host country. In particular, host management practice for pre-departure CCL and host language training for on-site CCL were positively and significantly related to both adaptation to host culture and job. With regard to other observed variables, English language review was negatively related to the job adaptation. The results showed that demographic information, participant engagement in CCL activities, and participant characteristics were positively correlated to adaptation to the host culture. Specifically, tenure at the company was significantly related to cultural adaptation. However, job adaptation to the host country was not related to these three variables. No moderation of participant characteristics occurred between engagement in CCL activities and adaptation to the host country. In terms of observed variables, social networks with HCNs were significantly related to cultural adaptation. Finally, this study provides implications for future research and practices in CCL and HRD.

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