Felver Troy Benjamin RAHMAN MD TAUFIQUR 2020-02 29716 https://aurora.ajou.ac.kr/handle/2018.oak/19534 학위논문(석사)--Graduate School of International Studies Ajou University :국제경영학과,2020. 2 Chapter One 1 1. Introduction 1 1.1. Introduction 1 1.2. Statement of Problem 2 1.3. Research Objectives 3 1.4. Organizational Overview 4 Chapter Two 5 2. Literature Review and Theoretical Background 5 Chapter Three 7 3. Research Hypotheses and Theoretical Framework 7 3.1. Hypotheses Based on Motivational Factors 7 3.2. Hypotheses Based on Cross-cultural Adjustment Factors 9 3.3. Hypotheses Based on Job Motivation 11 3.4. Research Framework 12 Figure 1: Research Framework 12 Chapter Four 13 4. Methodology of the Study 13 4.1. Data Collection and Sample Design 13 4.2. Research Approach 13 4.3. Research Variable 13 4.4. Data Analysis Technique 14 4.5. Statistical Method 14 4.6. Research Ethics 14 Chapter Five 15 5. Data Analysis and Interpretation 15 5.1. Descriptive Analysis 15 5.2. Correlations Among Variables 16 5.3. Linear Regression Analysis 17 5.4. Discussion 23 Chapter Six 25 6. Conclusion and Recommendation 25 6.1. Recommendation and Further Studies 25 6.2. Conclusion 26 References and Bibliography 27 Website References 29 Appendix 30 eng Graduate School of International Studies Ajou University 아주대학교 논문은 저작권에 의해 보호받습니다. The Effect of Expatriates’ Motivational Factors on their Job Satisfaction in a Cross-Cultural Organization: A Case Study of a Leading Multinational Architectural and Engineering Company-SSH in Kuwait Thesis 아주대학교 국제대학원 국제대학원 국제경영학과 2020. 2 Master I804:41038-000000029716 http://dcoll.ajou.ac.kr:9080/dcollection/common/orgView/000000029716 Cross-Cultural Management Job satisfaction is an important factor for expatriates as it lessens the chance of them leaving a job early. It is therefore important to know what factors drive expatriate job satisfaction. Employees who perceive more motivational support are more likely to be satisfied with their job. Based on the motivation theory, it expected that there is a positive direct relationship between perceived job motivation and job satisfaction among expatriates. Next, it expected that perceived motivating factors and cross-cultural adjustment factors could influence job motivation and job satisfaction in a cross-cultural organization. This is examined by creating a hypothesis and research framework. The aim of this study is to identify how the factors of job motivation affect job satisfaction in the SSH. Specifically, it measures the relative effects of motivation factors (extrinsic and intrinsic) and cross-cultural adjustment factors on job satisfaction among SSH expatriates. This paper mainly emphasizes the motivational factors (intrinsic and extrinsic), cross-cultural adjustment factors, and their influences on expatriate job satisfaction in this particular company (SSH). After completing the analysis, we find that intrinsic factors are not positively related to job motivation and, in contrast, extrinsic factors are not positively related to job satisfaction whereas extrinsic factors are positively related to job motivation and intrinsic factors are significantly related to job satisfaction. Perceived motivational support is not significantly related to job satisfaction and cross-cultural adjustment; on the other hand, perceived cross-cultural adjustment support is significantly related to job satisfaction. This study’s limitations, strengths and suggestions are discussed in the discussion section, which is helpful for conducting future research. Keywords: Expatriate, Extrinsic Factors, Intrinsic Factors, Cross-cultural Adjustment Factors, Job Motivation, Job Satisfaction.