CHAPTER 2 LITERATURE REVIEW2.0 OverviewThis chapter will discuss the literature review and will be divided into four sections which are expatriate adaptation, cultural novelty, Previous work experience abroad and proficiency in foreign languages. These factors were chosen because they had been used extensively previously in studies of organizational expatriates.2.1 Expatriate adjustment (dependent variable)Expatriates are defined as individuals who move from one country to another for at least one year (Littrell, Salas, Hess, Paley, & Riedel, 2006). The definition of expatriate is different for short-term visits because during a short-term visit the individual is mentally aware that they are returning to their home country and is aware that this does not require as much effort. adjustments than long-term expatriation (Joshua-Gojer, 2012). Previous research has different views on adjustment and has defined adjustment in terms of subjective well-being (Campbell, 1981) or expatriates' feelings of dissatisfaction with their situation (Munton and West, 1995). However, the most acceptable definition of adjustment is that of Black (1988), who says that adjustment refers to psychological discomfort which can be classified into work adjustment, general and interaction. Black and Stephens (1989) classified expatriate adjustment into three dimensions (i) general adaptation – adjusting to housing, food, shopping and other aspects of the foreign culture, (ii) adaptation to work – meeting job responsibilities and performance expectations, and (iii) adaptation to interactions – socializing and speaking with host country nationals. Selmer (2005) argued that these are some aspects of expatriate adaptation. According to Lee & Sukoco (2010), these three aspects... middle of article ...... an interesting finding is that mastery of the language of the host country aggravated the effects of role conflict on the adaptation (Shaffer, Harrison and Gilley, 1999). Even though a professional conversation may take place in English, people can certainly think in their own language according to their own cultural norms, which may not be fully understood. Other research indicates that corporate language training is part of expatriate preparation (Hayet, 2000). Language learning can improve international adjustment and lead to increased satisfaction and reduced turnover (Shaffer & Harrison, 1998). The language barrier is potentially high in situations where cultures are very different and languages ​​may not even share a common alphabet, for example between Western countries. and China, making it extremely difficult for expatriates to acquire a high degree of language proficiency (Selmer, 2006)