Expatriate success may depend on a “learning orientation”: Considerations for selection and training
提出“学习导向”概念，认为外派人员的学习导向强弱影响其适应能力，建议企业在选拔和培训中纳入这一维度，以降低外派失败率。
To support globalization, managers increasingly are sent to live and work in other countries. An unsuccessful expatriate assignment is costly for the organization and damaging to the individual's career, yet few companies have adequate processes for selecting and training expatriate managers. The concept of “learning orientation” is proposed as a valuable dimension for assessment and training. Employees with weaker learning orientation tend to withdraw from situations that could result in low judgment of performance; those with stronger learning orientation adapt and continue. The described approach can benefit employees and their families and can increase the organization's chance for international success. © 1999 John Wiley & Sons, Inc.