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RA ~ y L A 3 1293 10571 0903 Michigan I“? 4“- . - ». -: 3.“? ‘ Ufat‘E-“Cr‘: .‘ .4 «raw This is to certify that the thesis entitled CHARACTERISTICS OF AMERICAN CORPORATE WIVES IN TAIPEI AS RELATED TO SATISFACTION presented by Mary Ann Donahue has been accepted towards fulfillment of the requirements for Administration and Higher Education lgw \hyor professor Ph.D. degree in Date August 5, 1980 0-7 639 OVERDUE FINES: 25¢ per day per item RETURNING LIBRARY MATERIALS: 3‘— Place in book return to remove charge from circulation records CHARACTERISTICS OF AMERICAN CORPORATE WIVES IN TAIPEI AS RELATED TO SATISFACTION By Mary Ann Donahue A DISSERTATION Submitted to Michigan State University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY Department of Administration and Higher Education 1980 [‘ ’/’/'{" I. ‘,. ABSTRACT CHARACTERISTICS OF AMERICAN CORPORATE WIVES IN TAIPEI AS RELATED TO SATISFACTION ' By Mary Ann Donahue The purpose of this study was to describe characteristics of American corporate wives in Taipei as related to their satisfac- tion. Specifically, the study was designed to explore key aspects of expatriate life, corporate supports and expectations, family life, and personal background which affected the satisfaction of American women who were married to American corporate managers in Taipei. In view of the high cost, in both economic and human terms, of sending and maintaining an expatriate executive force, it was felt that a study of this kind would help to provide a basis for realistic orien- tation and training programs for spouses going abroad. The population was limited to American-born spouses in order to provide as much cultural and linguistic homogeneity as possible. The setting for the study was the expatriate community in Taipei, a relatively small, identifiable foreign community in which Americans and other expatriates generally share a common geographic location, participate in many of the same activities and organizations, and generally share English as a common language. Mary Ann Donahue Questionnaires were sent to 66 American wives of American managers in Taipei during the spring of l980. These women included, as far as was possible, the total population available. The question- naires included a measure of satisfaction, the Affect-Balance Scale developed by Norman Bradburn at the National Opinion Research Center, and measured various aspects of expatriate, corporate, and family life rand personal background. The data were analyzed using computer programs within the Statistical Package for the Social Sciences (SPSS). Relations between level of satisfaction, as measured by the Affect Balance Scale, and variables dealing with aspects of expatriate, cor- porate, and family life and personal background were tested using a liberal test of significance (Analysis of Variance) and a conservative test of significance(Chi-Square). The results demonstrated that the satisfaction of American corporate wives in Taipei was dependent primarily on expatriate liv- ing and family factors, rather than on personal background or cor- porate influences. Other conclusions were: 1. Satisfaction was related to previous mobility. Those who had made a greater number of moves were less likely to be satisfied in Taipei. _ 2. Satisfaction was related to affiliation needs. Those who were able to meet these needs through participation in activities which were seen as worthwhile and were able to find friends among both expatriates and Chinese were most likely to be highly satisfied. 3. Satisfaction was related in some degree to the adequacy of corporate supports and satisfaction with company expectations. Mary Ann Donahue Adequate preparation for Taipei had a positive effect on the satis- faction of American corporate wives in Taipei. 4. Satisfaction among the wives in the study was highest if their husbands were satisfied and if they were able to maintain a satisfactory relationship with their husbands in Taipei. 5. Satisfaction was highest among wives who were able to maintain a satisfactory quality of family life, regardless of influ- ences from the environment, such as husband's long working hours, outside activities, and Chinese lifestyle. Factors such as age, academic background, work experience, fluency in the local language, and worries about the children's development had no effect on the satisfaction of the corporate wives in the study. The major implications for corporations are in the area of selection and preparation of corporate wives for overseas posts such as Taipei. Wives should be encouraged to take an active part in the decision to accept an overseas post and should assess locations in terms of their personal goals, including the availability of worth- while activities, opportunities available to make meaningful friend- ships with both Americans and non-Americans, and the effect the envi- ronment may have on marital and family life. Training time spent on language instruction may be less valuable than time spent setting personal goals with regard to activities, friendships, and family life in the overseas post. To Tom, who understands 1'1 ACKNOWLEDGMENTS I would like to thank Professors S. Joseph Levine, Sheldon Cherney, Donald Freeman, and Winston Oberg for their assistance throughout my doctoral program. Dr. S. Joseph Levine, my committee chairman and dissertation advisor, gave his time and expertise unself- ishly and offered encouragement and enthusiasm in generous and much- needed doses. Dr. Sheldon Cherney, who served as my major advisor during much of my doctoral program, gave me the support and encourage- ment I needed to begin, continue, and complete the program. Dr. Don Freeman contributed much to the research design and was always will- ing to offer his help and expertise. Dr. Winston Oberg was very helpful in bringing a management perspective. All of the members of my committee deserve a citation for International Long-Distance Understanding, as they willingly commu- nicated by letter, phone, tape, and courier with a student who was l0,000 miles off-campus. During my time on campus, they were always willing to give of their time and help. I would like to thank Dr. Thomas J. Donahue, my husband, for his unfailing support, encouragement, and loving understanding. This is a small thank-you to say for the hours of patience, counsel, and support--not to mention the child care, household responsibilities, and errands he has taken on to enable me to complete my dissertation. I would also like to thank my children, Mark and Krista, for their understanding and concern about “mom's work." Last, I would like to thank all of my colleagues, friends, and family who helped, supported, and encouraged me over the past few years. I would like to thank Ruth Hill Useem for her inspira- tion and counsel. My parents, Mr. and Mrs. Charles Clark, Marion Price, Judy Eairholm, Marcia Ewbank, Diane Behrenhousen, Pat and Richard McKenna, Barbara Clark Eddy, Susan Clark Warmels, Marianne and Jim Reeves, and many others all deserve thanks for help, comments, editing, and words of encouragement generously given in time of need. iv LIST OF TABLES LIST OF FIGURES ........................ Chapter I. II. III. INTRODUCTION TABLE OF CONTENTS Need for the Study ................ Purpose of the Study ............... Major Research Questions ............. Limitations of the Study ............. Assumptions .................... Definitions .................... Summary ...................... Overview of the Remainder of the Study ...... REVIEW OF THE LITERATURE ............. Introduction ................... The Role of the Expatriate ............ Theories of Expatriate Adjustment ......... Intercultural Adjustment Theories ........ Cross-Cultural Communication Theories ...... Personality Theories .............. Behavioral or Reinforcement Theories ...... Characteristics of Expatriate Communities ..... Corporate Selection of Expatriates ........ The Role of the Wife in the Selection Process . . . Orientation and Training of Expatriate Corporate Wives ...................... Corporate Wives and Families Abroad ........ Corporate Wives in the United States ....... Summary ...................... METHODOLOGY ...................... Introduction ................... The Population .................. The Setting .................... OOOOOOOOOOOOOOOOOOOOOOO Page vii Instrumentation ................... 53 Selection of the Satisfaction Instrument ..... 53 Scoring the Affect-Balance Scale (ABS) ...... 55 Reliability and Validity ............. 56 Development of the Instrument Dealing With Expatriate Life ................. 57 Pilot Studies and Revisions ............ 59 Procedure for Collecting the Data .......... 60 Data Analysis .................... 6l Summary ....................... 65 IV. ANALYSIS OF THE DATA ................. 67 Introduction .................... 67 Description of the Population ............ 68 The Affect Balance Scale .............. 69 Personal and Family Background Factors ....... 7O Expatriate Factors ................. 77 Corporate Factors .................. 95 Family Factors ................... lO4 Open-Ended Responses From Questionnaire ....... ll8 Introduction ................... ll8 Expatriate Factors ................ 120 Corporate Factors ................. l2l Family Factors .................. 123 ‘General Comments ................. l24 A Summary and Discussion of Findings ........ 126 Personal and Family Background Findings ...... l26 Expatriate Findings ................ l28 Corporate Findings . . . . ............ T33 Family Findings .................. 135 V. SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS ....... l38 Summary ....................... 138 The Purpose .................... 138 The Need ..................... 138 The Methodology .................. l39 Conclusions ..................... l4O Recommendations for Further Study .......... I42 Implications of the Study for Corporations ..... I44 Implications of the Study for Corporate Wives . . . . l47 APPENDICES .......................... 151 A. LETTER SENT TO SUBJECTS and CONFIDENTIALITY STATEMENT . 152 B. QUESTIONNAIRE ..................... 155 BIBLIOGRAPHY ......................... I68 Table 4-l. 4-8. 4-9. 4—lO. 4-14. 4-15. LIST OF TABLES Frequency Distribution of Scores on the Affect Balance Scale .................... Questions Used to Further Establish ABS Validity Personal and Family Background Factors as Related to Satisfaction .................... Employment Background as Related to Satisfaction Summary of Personal and Family Background as Related to Satisfaction ............... Nonsignificant "Temporariness" Variables as Related to Satisfaction‘ ................... Significant "Temporariness" Variables as Related to Satisfaction .................... Number of Moves Since Marriage as Related to Satisfaction .................... Decision to Come to Taipei as Related to Satisfaction . Recent Time Spent in Activities as Related to Satisfaction .................... Recent Time Spent Entertaining as Related to Satisfaction .................... Degree of Participation in Group and Community Activities as Related to Satisfaction ........ Participation in YWCA, Church Activities, and American Club as Related to Satisfaction ........... Enjoyment of Activities as Related to Satisfaction Language Learning and Speaking Ability as Related to Satisfaction ................... vii Page 69 71 73 76 78 8l 82 83 84 85 86 87 88 89 89 Table 4-16. 4-17. 4-20. 4-2l. 4-22. 4-23. 4-24. 4-25. 4-26. 4-27. 4-28. 4—29. 4-30. 4-31. 4-32. Characteristics of Friends as Related to Satisfaction--Nationality .............. Characteristics of Friends as Related to Satisfaction--Language ............... Desire for Involvement With Non-Americans and Chinese as Related to Satisfaction ............. Perceived Sufficiency of Those With Whom You Can Be Yourself as Related to Satisfaction ......... Summary of Expatriate Factors as Related to Satisfaction .................... Husband's Position in Taipei as Related to Satisfaction .................... Company Expectations as Related to Satisfaction . . . . Feelings About Company Expectations as Related to Satisfaction .................... Making a Difference in Husband's Job as Related to Satisfaction .................... Adequacy of Preparation for Taipei as Related to Satisfaction .................... Training and Information Received as Related to Satisfaction .................... Feelings About Benefits as Related to Satisfaction Summary of Corporate Factors as Related to Satisfaction .................... Years of Marriage and Previous Marriage as Related to Satisfaction ................... Number of Children as Related to Satisfaction ..... Children's Satisfaction and Worries About Children's Development as Related to Satisfaction ....... Husband's Satisfaction and Work Hours as Related to Satisfaction of Wife ................ viii Page 91 92 93 93 94 97 99 100 101 lOZ lO3 104 105 108 109 llO lll Table Page 4-33. Additional Factors Relating to Husband's Work as Related to Wife's Satisfaction ........... 112 4-34. Factors Affecting Quality of Family Life as Related to Satisfaction ................... 113 4-35. Effect of Husband's Working Hours on Quality of Family Life as Related to Satisfaction ....... ll4 4-36. Effect of Activity Participation on Quality of Family Life as Related to Satisfaction ....... llS 4-37. Effect of Chinese Lifestyle on Quality of Family Life as Related to Satisfaction ........... ll6 4-38. Time Spent With Family and Husband as Compared to U.S. as Related to Satisfaction ........... 116 4-39. Effect of Life in Taipei on Relationship With Husband as Related to Satisfaction ......... ll7 4-40. Benefit for Family to Be in Taipei as Related to Satisfaction .................... ll8 4-4l. Summary of Family Factors as Related to Satisfaction . 119 5-l. Summary of Statistically Significant Findings ..... 141 ix LIST OF FIGURES Figure Page 3-1. Format for Data Tables ................ 63 3-2. Format for Statistically Significant Data Tables . . . 64 4-l. Distribution of Satisfaction Categories ........ 7O CHAPTER I INTRODUCTION The changing economic realities of the late 1970s have chal- lenged many of the previous assumptions concerning the role of the American corporation abroad. In a recent report to President Carter, Senator Lloyd Bentsen stated that domestic inflation and revised tax laws have made it very expensive for companies to maintain the execu- tive force abroad necessary to carry on multinational operations (U.S. Congress, 1980). In testimony given to the Joint Congressional Economic Committee during their study trip to Hong Kong, Korea, the Philippines, and Taiwan early this year, expatriate executives gave voice to the waning attractions of taking an overseas post (U.S. Congress, 1980). At the same time, projections for the 19805 show that crea- tivity in dealing with international markets is necessary for continued economic growth (McClenahen, 1980). Peter Drucker, the noted manage- ment theorist, feels that the coming decade will continue to under- score the global interdependence of business enterprises in both developed and developing countries (Drucker, 1980). The success of this global enterprise, Drucker feels, is dependent on the develop- ment of a force of "transnationals" (p. 66) who are able to cross national economic and cultural barriers. Transnational companies will need a force of managers who can orchestrate a confederation of marketing and design enterprises, rather than concentrating on total production in a foreign subsidiary where the "center of gravity" rests in the home headquarters (Drucker, 1980). Regardless of the exact form of the multinational enterprise in the coming decade, the evidence indicates that the need for such an enterprise will continue and probably intensify. The people who implement this enterprise in foreign countries are drawn from a highly skilled segment of technicians and managers who are either based in the U.S. or are members of the highly mobile international division of the corporation. Executives at this level are most often accompanied by their families, which brings a number of added factors into the willingness to serve and remain in the transnational force. Given the current emphasis on quality of life, the growing number of dual-career families, and the change in tradi- tional family roles, there seems to be growing agreement with Senator ‘Bentsen's conclusion that "the glamor of life abroad" (p. 762) is no longer enough to recruit the force necessary to manage the multi- national enterprise. The factors which influence the reluctance to accept an over- seas post may be many. This chapter outlines a study which concen- trates on one of these factors, the perceptions of the spouse regarding life abroad. The few studies which are available show that the wife's attitude toward acceptance of the overseas post has an important impact on the husband's satisfaction and job performance overseas (Edstrom & Galbraith, 1977; Stoner, 1972; Shetty, 1971; Labovitz, 1977). There is little research, however, to indicate specific fac- tors which have an influence on the wife's attitude toward living abroad. In a recent survey of Furtune 500 corporate executive officers and their wives, Maryanne Vandervelde (1979) found that expectations for corporate wives continue to stress the importance of adaptability and graciousness, while concern about her own identity is seen as the least desirable characteristic of the corporate wife. Vandervelde also indicates, however, that the increasing number of executive women and changing values about the role of women in society are slowly beginning to have an impact on the role of the corporate wife. Both Vandervelde and Kanter (1977) have observed that so-called tra- ditional expectations of the corporate wife remain high in highly visible and relatively small business communities, such as those found overseas. Specific factors which affect the attitude of the wife toward an overseas posting may be related to these corporate role expecta- tions, to aspects of the particular expatriate situation to which she goes, to concerns about her children's adjustment, and a number of other elements involved in agreeing to make an overseas move. Studies of factors which influence the satisfaction of corporate wives in particular expatriate settings could form a data base from which to assist corporate families to make a more confident decision about going abroad. It is the intention of this study to add to that data base by investigating satisfaction factors among a group of American corporate wives in Taiwan, a portion of the East Asian market which offers expanding business opportunities for American corporations. The Bentsen Report (U.S. Congress, 1980) indicates that East Asia requires an increasing number of expatriate executives in the coming decade. The spouses of corporate executives are, of course, not always women. Increasingly, there are "corporate husbands" as well as "cor- porate wives," although the label may not be applied as frequently. In the Asian setting of this study, the primary corporate representa- tives sent abroad are male, accompanied by their wives and children. The reason that female executives are not usually sent to this area may be simply a problem of numbers, as there may not be enough females occupying the necessary positions, or it may be related to the particulars of the Asian culture and its potential nonacceptance of female managers. In any case, given the actual reality of the population sampled, the spouse will be referred to as the corporate wife. Need for the Study There is a paucity of research on what William Whyte called "the wife problem" (Kanter, 1977), and yet the factor of the wife's satisfaction continues to be mentioned as particularly important in studies dealing with expatriate executives and their performance in the overseas business environment. Surveys of companies having substantial overseas operations (Teague, 1976; Desatnick & Bennett, 1977) indicate that some wives are being included, on at least an optional basis, in orientation pro- grams for executives going abroad and on preview trips to the overseas post. Mention of the wife's role in the success of the total mission is made in many discussions of expatriate executive performance, and yet the specific aspects of this role which make a difference in success rates remain unsubstantiated by research. The need for a body of research dealing with factors which influence the satisfaction of expatriate corporate wives can be traced to several directions of concern in the social and industrial climate today: 1. The high cost of sending and maintaining expatriate families. This is a matter of concern for most companies. Latest reports are that it costs an American firm about $100,000 per year to send an executive with a base salary of $32,000 to East Asia (U.S. Congress, 1980). This yearly cost often includes transportation, ship- ping and reimbursement for housing, tuition, servants, club membership, entertainment, and other benefits designed to make the expatriate liv- ing experience a comfortable one. Benefits are often extensive in "hardship" posts where Western amenities are unavailable or very expensive. Such benefits are often cited as attractions for going abroad, although they may not be enough to sustain satisfaction once families are established in the overseas post. Indeed, some expatri— ates have stated that attractive benefits may exert an "unfair pull'I for some who, once in the overseas situation, may be unable to cope with living there. Dissatisfaction of the spouse and family may result in early termination of the overseas tour. The costs of such an experience are high in human terms as well as in dollars. 2. The need for a stable, experienced overseas executive 31:95:- A cadre of international managers who can be transferred from one country to another is the basic component of a company's international division. It is generally believed that those who have weathered the adjustment to one expatriate post and have had a suc- cessful tour there will adjust more easily to a second or third for- eign post than those who come from the States with no prior overseas experience. This belief should be tested empirically, particularly in respect to the spouse and family. Additionally, factors which influ- ence the satisfaction of experienced expatriates and their spouses could be isolated to improve and ease the adjustment of first-time expatriates. The result could be an increased number of seasoned expatriates who wish to remain in the overseas force. 3. The need to study the effects of current social concerns on willingness to go and remain abroad. Current concerns about quality of life and the balance of work and leisure-time activities could be a vital factor influencing the reluctance to go abroad. An investigation of activities in which corporate wives abroad are involved could provide an attraction for wives who enjoy and wish to participate in such activities abroad. Many women in the States are involved in study or other personal- growth activities and may be reluctant to leave them. In addition, there is a need to investigate questions relat- ing to the quality of family life in the overseas situation which could influence the wife's satisfaction. The amount of time which will be available for family activities, particular concerns about the satisfaction and development of the children, and factors which are perceived to have a positive effect on marriage and family rela- tionships are worthy of investigation. 4. The need to have training programs for expatriate wives based on assessment of the real situations they are about to encounter. Current evidence (Teague, 1976) suggests that less than half of the major companies with overseas Operations include the wife in expatriate training programs. There is little data available about the nature of on-site orientation programs for the expatriate wife, but experience indicates that they are often cursory or nonexistent. An exploration of the effect of training programs on satisfac- tion would indicate the degree to which they are needed. In addition, descriptive data about the needs particular to the local situation could go a long way to improve and expand the reach of existing pro- grams. 5. The need to explore work desires and work patterns among expatriate wives. Restricted work opportunities for expatriate women are a factor sometimes mentioned as a disadvantage of going abroad. As the number of women in the United States who are actively pursuing careers increases, this could be an important consideration indeed. An investigation of the work history and work expectations of expatriate wives in a particular situation could contribute to an understanding of the impact of the work factor on their satisfaction. In addition, description of work positions which are held by wives in an overseas situation and the influence of this work role on their overall satisfaction would provide useful data for assessing the range and effects of work opportunities for women abroad. 6. The need to explore current role expectations of the expatriate corporate wife. As a result of the women's movement, women are making choices about the acceptance of the so-called "traditional" role expecta- tions in business or in society in general. The traditional expec- tation that the wife would function as an adjunct to her husband's career is being called into question by many (Vandervelde, 1979). The traditional pattern of what Hanna Papenek (1972) called the Two- Person Single Career, in which both formal and informal demands are placed on both partners by the husband's employing institution, is often evident in the overseas situation. It is important for the recruiting, selection, and screening of potential expatriates to know what the present attitudes are of corporate wives toward corporate role expectations abroad. If cor- porate wives abroad perceive a number of expectations which are a source of dissatisfaction, this would be important to know. If, on the other hand, the expectations of the corporation are not dissatis- fying, this is also important to know for recruiting. Additionally, the extent to which traditional patterns and traditional attitudes toward them exist overseas and the extent to which this affects the overall satisfaction of the wife are worthy additions to the knowledge base concerned with corporate life abroad. Purpose of the Study The purpose of this study is to explore and describe the char- acteristics of American expatriate corporate wives in Taipei as related to their expressed satisfaction. More specifically, this study was designed for the following purposes: 1. To determine if the wife's past experiences, such as family background, mobility, previous overseas experience, and work background, may influence her satisfaction abroad. 2. To explore specific aspects of everyday living in Taiwan as they relate to the wife's satisfaction. 3. To explore perceptions of corporate expectations and supports which relate to the wife's satisfaction abroad. 4. To explore and describe the wife's perceptions of satis- faction among family members and other family factors which relate to her satisfaction abroad. Major Research Questions In this study, answers for four major research questions are sought. These questions are exploratory in nature: 1. Which of the aspects of expatriate living in Taipei, as defined in this study, are significantly related to the expressed satisfaction level of American corporate wives? 2. Which of the aspects of corporate expectations and sup- ports, as defined in this study, are significantly related to the expressed satisfaction level of American corporate wives in Taipei? lO 3. Which of the aspects of present family life, as defined in this study, are significantly related to the expressed satisfac— tion level of American corporate wives in Taipei? 4. Which of the personal and work background aspects, as defined in this study, are significantly related to the expressed satisfaction level of American corporate wives in Taipei? Limitations of the Study Not all factors related to the satisfaction of American cor- porate wives abroad can be explored in a single study. This study is limited to both a specific geographical area and a specific set of variables at a particular time. Generalizations to other groups are contingent on their similarity to the p0pu1ation and setting described in this study. A description of the population and the setting can be found in Chapter III. Additionally, the values and concerns which are expressed in this study may change significantly as years pass. This study is limited to Americans by birth who are married to Americans working for corporations which have their parent offices in the United States. Results may not be generalizable to other national groups. This limitation keeps the population under study as culturally homogeneous as possible, eliminating such intervening variables as language and culturalvalues,which would be difficult to control. The usual limitations of studies which use the questionnaire method regarding validity, reliability of the instrument, and veracity of the respondents apply to this study as well. ll Assumptions The principal assumption which underlies this study is that the satisfaction of the expatriate wife affects the satisfaction of her husband and is related to the ultimate duration of his tenure overseas and job performance while there. This assumption is sub- stantiated by some of the literature cited in Chapter II, but such a broad generalization is always difficult to prove empirically. A second assumption is that it is possible to develop instru- mentation to adequately measure the satisfaction levels of expatriate corporate wives. The questionnaire was developed by the writer in an effort to measure this satisfaction and the pertinent component variables of expatriate corporate life. A third assumption is that the results of this study can be used meaningfully to develop training programs which will ease the adjustment to this particular expatriate situation. It is not pos- sible to guarantee that any training program will create satisfaction. It may be, however, that creation of a data base which incorporates the realities of overseas environments will aid in the improvement of training programs which aid expatriate wives in preparing to cope with these environments. Definitions Because most of the elements to be studied cannot be defined on more than a nominal scale, careful definition of terms is neces- sary. The following terms are defined only as they will be used in the study: 12 1. Expatriate. Webster defines “expatriate" as "one who is expatriated" or "gone out of his country." This sense of the defini- tion was used in the study, rather than the connotation popular after World War I, when such famous expatriates as Ernest Hemingway and Henry Miller lived outside of the United States as a rejection of their country's political policies. Erik Cohen (1977) defines an expatriate as a "voluntary, temporary migrant . . . who resides abroad," underscoring the idea that the expatriate is not a permanent resident of the host country, but rather resides there for a particular purpose and eventually intends to return to his homeland. Cohen's research also discusses the fact that outside of the work environment, the expatriate's primary association is most often with other expatriates rather than with host nationals. The other expatriates may be from a common homeland or may be a multinational mix of foreigners from many lands who reside in the particular host country. This multinational "elite" form an "expatriate community" (Cohen, 1977) within the larger host culture. The degree of the cor- porate wife's participation in the expatriate community in Taipei was also included in the sense of the definition of expatriate. For purposes of this study, then, an expatriate is a temporary, voluntary migrant who resides abroad and whose primary focus of asso- ciation is with the multinational rather than the local national community. 2. Corporate wife. For purposes of this study, a corporate wife will be defined as the spouse of an expatriate executive who is 13 in Taipei under the sponsorship of the corporation which employs her husband. The word "sponsorship" implies that there is a depen- dent relationship with the corporation. Indeed, in most countries, having a sponsor is necessary to obtain a residence visa. In addi— tion, there is a dependence on the corporation for travel allowances to leave the country and it may be necessary to have corporate support to drive a car, rent a house, send children to school, and other func- tions of daily living which are decided independently in the United States. Cohen (1977) and Useem (1963) tell us that in return, cor- porate sponsorship abroad brings a "representative function"; that is, the wife may be responsible for a number of functions such as entertainment of clients and visitors, helping other company wives, and participation in social and volunteer activities. Vandervelde (1979), Kanter (1977), and Papanek (1972) define the traditional corporate wife as one who accepts this representative function and receives a sense of accomplishment from participating in activities related to her husband's job. She accepts mobility, husband's long working hours, and the necessity to forgo a career for herself in order to assist her husband in the achievement of his career goals. The extent to which the subjects in Taipei conform to this model and the effects of these corporate expectations on overall satisfaction were explored in the study. 4. Satisfaction. For purposes of this study, satisfaction is the Affect-Balance score of the individual, developed by Norman Bradburn (1969) at the National Opinion Research Center. Affect l4 balance implies a state of equilibrium between negative and positive feeling about one's present state of affairs. When the scale is tipped toward the positive, the individual feels that things are "going well." Expectations are being met and life is proceeding in a positive direction. Individuals whose ABS is on the positive side will be described as satisfied. Those with neutral scores will be described as moderately satisfied, and those with negative scores will be described as dissatisfied. 5. Mean satisfaction score. The mean satisfaction score refers to the average Affect-Balance score obtained by participants in each response category for questions 1-73 on the questionnaire. my Some corporate wives find life overseas very satisfying, and others do not. The cost of dissatisfaction is high in human as well as in economic terms. This exploratory study will describe the char- acteristics of American corporate wives in Taipei in terms of their expressed satisfaction and attempt to determine which variables may be significantly related to satisfaction. Data collected through use of a written questionnaire and satisfaction instrument will be described in this study. The level of satisfaction of each individual in the population, as measured by the Affect-Balance Scale (ABS) will be related to aspects of expatriate life in'Laipei,corporate expectations and supports, family life, and personal background. 15 Although the study is limited to American wives of American executives working for American corporations in Taipei during the spring of 1980, it is hoped that this study will contribute to the data base necessary to prepare and maintain corporate families in other locations abroad. Overview of the Remainder of the Study Chapter II contains a review of literature concerned with expatriate adjustment and the expatriate environment, particularly as they relate to the satisfaction of the wife. Studies of expatriate executive selection and family adjustment overseas are reviewed, as well as studies of corporate wives in the United States. Chapter 111 contains an explanation of the methodology used in the study and a description of how the questionnaire was developed and the satisfaction instrument selected. Included in Chapter IV are a presentation of the data and summary of major significant findings. A summary of the findings, discussion of the data, conclusions, and recommendations for further study are found in Chapter V. CHAPTER II A REVIEW OF THE LITERATURE Introduction Although international trade has been known since the time of the Phoenicians, the scale on which we now conduct the business of our global community has grown proportionately with our ability for instantaneous communication and jet travel. In the forefront of the international trade process are a group of executives who manage the network of multinational corporate operations around the world. The multinational network includes production facilities, marketing opera- tions, banking facilities, construction contractors, and consultants in many fields. These managers often take their wives and families abroad with them and settle temporarily in the assigned foreign country. Unlike the colonial settlers of the eighteenth and nineteenth centuries, today's expatriates are not usually permanent settlers. They do not invest in property in the foreign post, nor do they for- mally participate in the governance of the host country. They are mobile representatives of their parent company, sent to perform a particular function and then move on to another foreign post or back to their home country. It is the purpose of this chapter to review literature rele- vant to the adjustment which these expatriates must make, particularly l6 17 as it affects their spouses. There is almost no literature avail- able, or at least none which has been uncovered by the writer, which deals with the expatriate spouse exclusively. Therefore, adjustment and expectations placed on the expatriate wife must be inferred from research which refers primarily to the managers and to expatriates in general. Reference will also be made to results of studies of corporate wives in the United States which could be extended to expatriate corporate wives as well. This chapter begins with a review of the role of the expatri- ate and theories of expatriate adjustment. Characteristics of expatri- ate communities will then be outlined and studies of expatriate families and corporate wives in the United States will be reviewed. Last, criteria for measuring the adjustment and satisfaction of expatriate corporate wives will be summarized as they manifest them- selves in the literature which has been reviewed. The Role of the Expatriate As international mobility increased following World War II, researchers became interested in the phenomenon of "the expatriate." These modern-day world travelers were no longer expatriates in the old sense of the word--they were not leaving their country perma- nently to settle and cast their lot on foreign soil, as had the colonials; they were not leaving their country out of any sense of rejection, as had the expatriates of the "lost generation" (Hemingway, 1926) following the First World War. These were, rather, what the Useems (1963) have called “men in the middle," transient mediators of l8 technical know-how, representatives of the parent company sent to do a particular job or to accomplish particular goals. Their futures were bound, not to the host country, but to the organizations by which they were sent. Erik Cohen (1977) defines an expatriate as "a voluntary, temporary migrant who resides abroad for purposes of business, mis- sion, teaching or leisure" (p. 6). He states that a large portion of expatriates at present are "organization men" who are representa- tives of multinational organizations; hence they receive external supports which "enable them to preserve a mental as well as . . . material independence from the host country" (p. 9). The primary feature of the expatriate role, then, is its rep- resentational quality. Whether the executive is sent to the host country as sales manager, construction manager, or general manager, he is seen as a representative of the parent company, whose "center of gravity" (Drucker, 1980) is outside of the host country. Outside of the work arena, this representative function extends into other areas and may include his spouse as well. Gonzalez and Neganghi (1967) say of the U.S. expatriate executive that "he is viewed not only as a representative of the parent company, but also as an ambas- sador without portfolio. He bears triple responsibility; to his com- pany as an employee, to his country as an ambassador and to the host country as a temporary citizen" (pp. 2-3). This representative function may also confer a privileged status. Cleveland (1960), Torre (1957), and others point out that the representative function may bring the expatriate into contact 19 with the ruling elite of the host country and, particularly in developing countries, enable them to occupy housing which is far above the level of the general population. While the representational role increases prestige, it also increases responsibilities and may put some constraints on behavior, life style, and influence choice of associates. "The style of life and level of living become, not so much an expression of the personal choice of the individual as . . . an expression of the power, prestige, resources and aims of the collectivity" (Useem, 1963, p. 175). For those expatriates who are not used to leading such a public lifestyle at home, Cohen believes there may be difficulties in adjustment to the situation abroad. But, he writes, their high status and the external support of the organization also put the means at their disposal to reduce the tension caused by the strain of their role and status in the host society by transforming their surroundings to their tastes and needs. In recent testimony given to a Joint Congressional Economic Committee (U.S. Congress, 1980), executives in Asia reported that while this representative function is still primary, such a privi- leged lifestyle is becoming increasingly more expensive to maintain. While housing and entertainment benefits have increased the cost to the company, the individual financial burden of maintaining such a lifestyle has been added to the adjustment to a very public life for the expatriate. L1 20 Theories of Expatriate Adjustment During the early 19605, psychologists and social anthro- pologists became concerned with the adjustment and communication problems which arose as people tried to transmit information and understanding across cultural barriers. Because the expatriate role function is so concerned with the transmission and sharing of infor- mation, not only in the work role, but in the functions of everyday living for both the executive and his spouse, it is necessary to examine some of the research concerned with cross-cultural communica- tion and adjustment. Many of the studies concerned with expatriate adjustment grew out of the Peace Corps experience (Dicken, 1969; Fisher, Epstein, & Harris, 1967; Mischel, 1965; Smith et al., 1963). Others included studies of American students abroad (Gullahorn & Gullahorn, 1963), military personnel (Mumford, 1975; Yellen & Hoover, 1973), and some were concerned with the adjustment of American businessmen (Megginson, 1967; Shetty, 1971). Theoretical approaches to studying adjustment to overseas living can be classified in four major categories, each of which will be discussed in detail. These are: l. Intercultural adjustment theories (Oberg, 1960; Gullahorn & Gullahorn, 1963). These describe sequential steps in adjustment to the overseas environment. 2. Intercultural communication theories (Brein & David, 1971; Hall, 1959; Barrett & Bass, 1976; Triandis & Vassiliou, 1967). 21 These stress the role of verbal and nonverbal cues and the role of stereotyping. 3. Personality theories (Basu & Ames, 1970; Zeleznik, 1957; Morris, 1956; Useem, 1966). These center on describing personalities best suited to overseas living. 4. Behavioral or reinforcement theories (David, 1972; Tucker, 1974). These seek to identify reinforcing experiences in the overseas setting which assist adjustment. Intercultural Adjustment Theories Studies of intercultural adjustment patterns are perhaps the most well-known of the approaches to overseas adjustment. Oberg, in 1960, coined the term "culture shock" as an "occupational disease" of those who find themselves in a different culture. E. T. Hall (1959) defined this phenomenon as a "removal or distortion of many of the familiar cues one encounters at home and the substitution for them of other cues which are strange" (p. 156). Oberg (1960) described the stages of culture shock as: l. A period of elation, in which the expatriate may be very delighted and positive about the foreign culture in which he finds himself. 2. A period of crisis, as the expatriate encounters aspects of the culture which are very different from his own. Activities of daily living become very difficulty, and the person may become angry and critical of the host culture. 22 3. A period of recovery, as the expatriate begins to under- stand some of the cues of the host culture. 4. A stage of nearly complete recovery in which the expatri- ate accepts the host culture. This may take the form of active acceptance of some of the aspects of the host culture, as the expatriate takes on some of the behavior or customs of the host or a more passive acceptance of "that's just the way things are here." 5. A period of re-entry when the expatriate returns to his home culture. He may experience culture shock in reverse, as he again adjusts to the cues of the home culture. Gullahorn and Gullahorn (1963) likened culture shock to Festinger's (1957) theory of cognitive dissonance, as it results from the discrepancy between the expatriate's expectations of what the host culture will be like and the realities of the expatriate experi- ences while actually living there. The Gullahorns also described a "U-Curve" hypothesis, later extended to a "W-Curve" as a graphic depiction of the culture shock phenomenon. The expatriate begins at the upper-left corner of the U, in the period of elation with the new culture, proceeds on a downward track of disillusionment, bottoms out in the early acceptance stage, and gradually progresses to acceptance of the host culture. The second U of the "W-Curve" rep- resents the re-entry culture shock as the expatriate returns home. The culture shock phenomenon has been described in the popu- lar literature and can be found printed in publications aimed at expatriates or those who are about to go abroad (Craig, 1979; South China Morning Post, 1979). Many feel that the culture shock model 23 is useful for explaining that time is required for adjustment to a new culture, and while tourists who are in the foreign country for only a short time may not get past the first phase of culture shock, expatriates will probably go through all of the stages. Foster (1965) states that it may take six months to one year to recover from the experience, although some resilient types may recover in three months. Cross-Cultural Communication Theories There is a relatively large body of literature which deals with problems in cross-cultural communication. Since this is often a matter of concern for expatriates in adjusting to a new country, it merits some consideration here. Problems in communicating across cultures may result from variations in what Triandis (1972) calls "subjective culture," or reality as it is characteristically perceived by a cultural group (Stening, 1979). In one culture, the values, attitudes, and beliefs of that culture lead to expectations of what certain actions, words, gestures, etc., will mean in given situations. When one encounters another culture, misunderstanding may result when these same actions or words are used, but have a different meaning in that culture. In the Asian culture, for instance, it is common to giggle when one is embarrassed or unsure. It has been the writer's experience that Americans are often taken aback when this behavior is exhibited at seemingly inappropriate times and may lead the Americans to believe they are being laughed at or taken lightly. ’Cognitive knowledge that 24 this is not the case may not erase the uneasiness one feels. Differ- ences in perception with respect to roles and institutions (Foa & Foa, 1974), with respect to causes and intentions of others' behavior (Triandis, 1977), and with respect to nonverbal means of communica— tion (Hall, 1966; Yousef & Briggs, 1975) can produce adverse effects on the level of understanding necessary for communication and busi- ness relationships across cultures. There is also considerable evidence to suggest that many of the misunderstandings which develop across cultures result from the stereotypes, prejudice, and ethnocentric orientation of the parties involved. Several studies (Bochner & Berks, 1971; Bruner & Perlmutter, 1957; Morris, 1956; Perlmutter & Shapiro, 1957) have shown that nationality is an important basis for the formation of stereotypes. Referring to the expatriate executive, Hays (1972) has stated that if he is to be effective with the local nationals with whom he must communicate, he should be at least aware of some of the stereotypes he has of them. Personality Theories The impact of personality factors on adjusting to the overseas situation has been investigated to some extent, particularly as they relate to the formation of stereotypes and ethnocentrism. Empirical evidence, however, is not clear on this point. Basu and Ames (1970) showed that expatriates with authoritarian personalities were more likely to experience unpleasantness overseas. At the same time, Smith (1966) suggests no relationship between authoritarianism and overseas adjustment. 25 Much of the attention of the personality-centered approach has centered on looking for particular personality types who will adjust satisfactorily in an expatriate situation. Studies of various foreign student groups in the United States (Bennet, Passin, & McKnight, 1956; Sewell & Davidsen, 1956) have classified various personalities typifying levels of adjustment. Ruth Hill Useem (1966), in her study of the American family in India, also indicated that there may be a classification of personality types (Copers, the Cautious, Supporters, Fumblers) which are indicative of adjustment. Current thinking seems to be that the degree of adjustment achieved by the expatriate is likely to depend on the particular environment in which he is placed and on the nature of his role, as well as on his personality (Guthrie, 1975; David, 1972). Behavioral or Reinforcement Theories Another approach to cross-cultural adjustment is to focus on specific experiences which the expatriate has in the host country which may be reinforcing for him or her (David, 1972). In this view, according to Benson (1978), poor overseas adjustment can then be seen either as the removal of situations which are reinforcing or as the presentation of adverse situations. Benson goes on to state that This framework would seem appropriate to discussion of behavior modification techniques in training an individual for cross- cultural contact, based on transferring old reinforcers to the new cultural environment and learning to avoid or neutralize aversive situations in the new culture (p. 28). For instance, a woman who enjoys art in her own culture may readily learn to enjoy the art forms in the new culture. 26 Tucker (1974) suggests that identifying reinforcers in the new culture would aid in "matching“ individuals with environments rather than seeking global criteria for overseas adjustment. In other words, not everyone is going to adjust easily to all expatriate environments. Expatriates who may have adjusted easily in EurOpe or South America Inay not find as many reinforcers for them in Asia or Africa. Those who bill themselves as "Asia hands" may not find as many reinforcing situations in Europe. In a study of Peace Corps volunteers in Brazil (Center for Research and Education, 1973), researchers found that the most well- adapted volunteers were those who participated in a wide variety of reinforcing activities. This seems to add support to the position of others (Sewell & Davidsen, 1961; Gullahorn & Gullahorn, 1963; Brein & David, 1973) that degree of interaction with host nationals in activities increases the chances of adjustment. Leon (1963) sug- gests that women expatriates may have a harder time adjusting to a foreign country because they have less chance for interaction with host nationals. Characteristics of Expatriate Communities The nature of particular expatriate environments has been investigated by several sociologists and anthropologists (Useem & Useem, 1966; Nash, 1970; Ball, 1971; Hart, 1972). Erik Cohen (1977) in his Expatriate Communities summarized much of this research and provides a conceptual framework for understanding the structure of these communities. 27 According to Cohen, the expatriate community is not always identifiable as a geographic entity, and may be merely a network of relationships between foreigners in the host country who participate in activities and organizations which have a large number of expatri- ates as participants. In developing countries, however, where the way of life among host nationals differs considerably from that of the expatriates, the "foreign section" or expatriate community is often identifiable geographically. This is the case in Taipei, where the study was conducted. Cohen states that organizational supports, such as housing benefits and reimbursement for servants, transportation, etc., enable expatriates to transform their surroundings to their own tastes and needs. This may be done for very practical reasons, such as the limited availability of consumer goods or adequate housing, or it may be done to reduce the strain of the representative role which many have in the host society. In any case, the transformation of surroundings often takes the form of creating a number of stores, clubs, schools, churches, and other institutions with which the expatriates are familiar. These form a culturally comfortable envi- ronment in which to live and spend out-of—work time. Cohen calls this creation the "environmental bubble" (p. 20). Cohen discusses several characteristics of expatriate commu- nities in general which are germane to the descriptive variables investigated in the Taipei community: 1. Transiency. Although expatriate communities may exist as entities for a long period of time, the membership of the community 28 is in a constant state of flux (p. 18). Members come into the commu- nity, settle, make friends, and leave again within a period of every one to three years. This may create a state of "permanent imperma- nence? among the members of the community. Cohen believes that this transiency produces a reduction in "the readiness and even the Oppor- tunity of adaptation to and integration into the host environment" (p. 19). 2. Privileged status. In contrast to other minorities, Cohen describes expatriates as a "privileged minority," owing to their representative role in the host country (p. 19). As has already been mentioned, this privileged status may influence social inter- actions with host nationals and the quality and location of expatri- ate housing areas. 3. _§ize. Some expatriates, missionaries for instance, may live in isolation from other expatriates, but most live in small or large expatriate enclaves (Cleveland et al., 1960). The larger these communities, the more they are likely to achieve institutional and social self-sufficiency from the host environment (Wolf, 1969). 4. Homo-heterogeneity. Some expatriate communities are composed of individuals of differing institutional sponsorship and functions in the host society, while others, such as military or diplomatic communities, are relatively homogeneous. Expatriates of varying national backgrounds (European, American, etc.) may also be present. Such is the case in the Taipei community, where Americans form a shrinking majority of the expatriate community members and are being joined by Germans, Dutch, Australians, British, and 29 Israelis. Institutional sponsorship, however, is relatively homogeneous in that most are businesspersons, with a small number of diplomats and missionaries. Cohen states that the degree of homogeneity will influence the cohesiveness and solidarity of the community. 5. Natural versus planted communities. Cohen (p. 25) draws an important distinction between ”planted" communities which arise under the sponsorship of a single organization, such as a military base or "company town," and "natural communities" which are "mere ecological aggregates of individuals who came to live in a locality of the host society on their own or under a variety of organizational auspices, for different purposes and at different times" (p. 25). Natural expatriate communities often develop as clusters of expatriates living in one or several designated areas of the city and sharing these areas with parts of the emergent Westernized local nationals (p. 29). Such is the case in Taipei, where a "natural" expatriate community grew up around the former U.S. military housing area and the Taipei American School. This area is also a popular living area for the wealthier Chinese nationals, many of whom also Speak English. The isolation generated by living, working, and shopping in areas which cater primarily to expatriates may encourage a sense that there is danger and hostility in the rest of the host environment and creates a hesitancy to participate in and explore the rest of the city (Nash, 1970). In a community in Spain, for example, where expatriates lived in a "natural" community in proximity to local 3O nationals, one American described a visit to a friend a half a block away as "traveling through enemy territory" (Wolf, p. 122). The institutional structure of the expatriate community, then, serves to protect its members against unpleasant effects of the host environment (Cohen, 1977). It allows expatriates to go about activi- ties of everyday living in a relatively familiar environment, and forays into the host environment can become outings. In Taipei, for instance, the YWCA sponsors monthly activities to familiarize expa- triates with their environment, called "Journeys Into Chinese Culture" (YWCA, 1980). Not all expatriates participate to an equal degree in the expatriate community. Some prefer to live among local nationals, particularly if they speak the local language or have a mission directly related to intermingling with the local culture. Missionaries students, and visiting professors often fall into this group. Some cannot afford to participate fully in the expatriate community, par- ticularly if it is located in the wealthier section of the city and club dues or tuition rates are high (Nash, 1970). Some who wish to establish ties with local nationals as well as with other expatriates choose to live on the borders of the expa- triate community. Useem and Useem (1963) state that this is particu- larly true of "first-time-outers” who are having their first overseas experience. But even individualists make occasional excursions into the expatriate community to relieve the tensions created by contact with the local environment (Cohen, p. 17). The degree of exclusive- ness of the expatriate community and the degree of contacts expatriates 31 wish to have with it are related to the degree of "strangeness" of the host culture (Cohen, p. 15). In Eur0pe, for instance, the expa- triate community or "environmental bubble" may be more loosely defined than in environments which have a higher degree of "strange- ness," such as Asia or Africa. Of the subjects in the present study, only three lived outside the foreign suburbs of Tien Mou, Yangmingshan, and Peitou. All of the subjects interviewed reported conducting most of their everyday activities within the "environmental bubble" in Taipei. Corporate Selection of Expatriates Some researchers (Benson, 1978; Barret & Bass, 1976; Tucker, 1974) feel that efforts to predict the successful adaptation of overseas personnel have met with only marginal success. Part of the problem may be the lack of adequate criteria to determine exactly what constitutes overseas adjustment (Beinson, 1978; Edstrom et al., 1977). Another part of the problem may be that qualities which the research indicates may be important for overseas adjustment are often overshadowed by corporate priorities (Miller, 1972). In a study of the decision-making process for overseas selection, Miller (1972) reported that the technical and managerial skill of the executives selected was of prime importance and that there was relative depre- ciation of those criteria relating to the individual's ability to adapt to a foreign environment and culture. 32 The Role of the Wife in the Selection Process There are several studies which deal with various aspects of overseas selection (Haner, 1973; Shetty, 1971; Ivancevich, 1969; Fayerweather, 1959; Stoner, 1972; Teatue, 1976; Steiglitz, 1963; Cleveland et al., 1960), many of which mention the wife as an impor- tant consideration. In a report based on responses from 33 major international companies, Teague (1976) lists the traits most often mentioned as being important to the expatriate executive selection process. These include technical ability as primary, along with supervisory and training ability, organizing ability, and adapta- bility. A series of evaluative and interview procedures were the norm among these companies, with interviews of wives being mentioned by some. Although no specific criteria for selection interviews with wives are given in any of the literature, the principle that the wife's adjustment is a primary factor in predicting success overseas seems widely accepted. Orr (1980) cites a report by Business Inter- national (1970) which states that "there is a reason to think that a wife's hostile attitude to a foreign environment is a determined factor that must be included in the appraisal report on any execu- tive who is to be groomed for international management“ (pp. 56-58). Ivancevich, cited in Baker (1976), found that the "inability of the wife to adapt was among six major causes of job failure of overseas managers" (p. 343), and Labovitz (1977) found that nearly all of the expatriate executives he interviewed reported that either through 33 their own personal experience or that of colleagues there had been many "failures" of overseas assignments because of unhappiness on the part of the wife. In a textbook on multinational management, Haner (1973) states that in the selection interview, women are frequently successful in covering their true feel- ings in a sincere attempt to go along with the assignment to help their husbands. However, when the change occurs and new- ness is everywhere, the brave front often disappears. Wives, under these circumstances, have gotten their husbands trans- ferred back home in disgrace or have been the major reason for poor performance on the job (p. 141). An American Management Association report (Beeth, 1973) sums up the feeling given in much of the literature that the wife's role in the overseas adjustment process is reactive rather than proactive. That is, she is expected to adjust to the situation presented and her failure to do so results in the failure of her husband. Beeth states, "Many expatriate businessmen or technical experts sent out by American companies fail because their wives cannot adjust to or do not make an honest effort to enjoy, their new life and their dif- ferent surroundings" (p. 75). On the other hand, a study of overseas couples by Stoner (1972) suggests that if the wife has an active part in the decision to go overseas and encourages her husband to take the position, the husband is likely to exhibit a higher degree of performance abroad than single men or those whose wives play a neutral role in the decision. Labovitz (1977) indicates that active community involvement, ade- quate schooling for children, and regular work hours and vacations 34 on the part of the husband were common experiences among expatriate wives who reported having had a positive experience abroad. A general feeling seems to be that the wife is an added "complication" in the overseas picture (Labovitz, 1977). One execu- tive who had just returned from overseas put it this way: The ideal man for a foreign assignment is a Jesuit who has no mother, father, brothers or sisters and who is willing to travel. Since there are few of those, it would be better to choose . . . a man who was a bachelor. If you can't get that, then you should get a man with a wife but no children. If that is impossible, you should take the couple with the few- est number of children (Labovitz, p. 26). Orientation and Training of Expatriate Corporate Wives A recent survey of major multinational companies (Maddison, 1977) showed that 37% provided training for overseas posts on an occasional basis only, while 23% provided no organized training pro- gram at all. Of those which did provide training, only 30% auto- matically included the spouse. In Teague's (1976) survey of 33 major multinational companies, less than half had formal orientation for expatriate executives and no listing was given of the wife's partici- pation. Teague (1976) recommends an orientation program as part of the selection process, rather than its being presented after a defi- nite decision to go has been reached. In this way, "if, in the course of the discussions, insurmountable problems surface not previously anticipated, the transfer may be aborted" (p. 14). There is little evidence that orientation programs are used this way, however. Most are given after the decision to go has been made. The "look-see" trip may be the one exception. About one in three of the companies 35 surveyed by Teague sponsor a trip for the executive, and sometimes for his wife as well, to the host country. The purpose is to appraise the situation before the actual decision to go is made. There is no documentation on what level of executive receives such a trip (general manager, technical consultant, etc.), on how many accept or turn down the assignment on the basis of the trip, or on whether people feel free to reject the assignment at this stage. The content of orientation programs seems to differ among companies. Desatnik and Bennet's survey (1977) indicated that train- ing programs consisted of an average of 120 hours on cultural back- ground, company objectives, and language training. Sometimes covered were living conditions, personal security, evaluation of housing and schools, and "behavior of the spouse" (Desatnik & Bennet, 1977, pp. 159-69). About one-third of the companies surveyed by Teague (1977) used outside consultants to offer training. Some of these utilize services such as those offered by a firm in Hawaii, which offers a week-long program for the entire family en-route to the overseas post (Marsh, 1980). Others offer in-house programs with in-house trainers. Documented evaluation of such training programs was unavailable to the researcher. Once in the host country, assistance for expatriate families appears to be slight. Desatnik & Bennet (1977) found that only 12% of the companies surveyed had a formal process of orientation in the host country. Some 42% assigned someone to look after the new expatriates on an informal basis, but the effectiveness of such a method is undocumented and, according to Desatnik and Bennet, would 36 seem to depend on the conscientiousness of the individual assigned to do the "looking after." Corporate Wives and Families Abroad There have been several studies already cited which relate to the expatriate executive's work roles and adjustment to working in a cross-cultural setting. Additionally, there are several studies of the multinational corporation itself and the types of employees who are required to function within the corporation (Aitken, 1973; Byrnes, 1966; Perlmutter, 1974; Harari & Ziera, 1974; Shetty, 1971; Schrollhammer, 1973; Teague, 1968). Studies of expatriate corporate wives per se are difficult to find, except as peripherally mentioned in "what went wrong" analyses of expatriate failures, interviews with returning executives, or a few on-site studies of expatriate satis- faction. As already stated, "problem wives" (Stoner, 1972) are often cited in the failure analyses. Baker (1976) found that almost half of the respondents stated that their firm had been forced to send one or more families home early because of the wife's inability to adapt to the foreign post. . . . Management does not like to admit such failures. . . . An unfinished assignment is expensive (p. 347). George Labovitz of Boston University conducted a series of interviews with returning expatriate executives which give some insights on the problems they and their families experienced. Many wives listed the lack of on-site orientation as an initial problem and felt like they were "dumped in a hotel" while the husband went off to work (p. 32). 37 Respondents in the Labovitz study mentioned the need to be independent and active as part of the formula for success on the part of the wife: "To be successful, one needs a wife who is equipped to adapt and who can build her own social life" and "The wife is the one who has time on her hands; she needs to find some useful or entertaining way to use that time" (p. 31). In all instances, Labovitz found that executives who described their overseas experience as an enjoyable and broadening one shared the following experiences: 1. The wife was actively involved in the local community; 2. The children were housed in schools that met the family's expectations of quality; 3. The husband maintained a regular work schedule and par- ticipated in regular family vacations, outings and other experiences (p. 32). There is some evidence that the role changes for the corporate wife may be a considerable source of dissatisfaction and stress (Labovitz, 1977). Vandervelde (1979) indicates that roles which are normally expected of the corporate wife become intensified overseas. Included in these role expectations are social entertaining (Vander- Velde, 1979), and Roote and Heenan (1972) list "social obligations" as one of the eight causes of distress among American managers abroad. Other sources of distress which they list include: isolation from opportunities, language problems, overall dependence on the company, professional staleness, family separation, and legal/political prob- lems (Orr, 1980). Dependency, not only on the husband but on the company as well, was mentioned by subjects in the Labovitz study. Labovitz concluded that "overall satisfaction index of the experience of each 38 did not seem to be related to location or length of stay as it did to the individual's perceived sense of company support and family integration or lack of them" (p. 29). In many companies, support takes primarily a financial form. There are many benefits which are given to expatriate families, necessitated by conditions in the overseas environment (Teague, 1976). These may include housing compensation, travel and shipping allowances, tax compensation, and, in some cases, servant and enter- tainment allowances. There is some debate about whether the financial benefits compensate for the stresses on family and daily living con- ditions or whether they may constitute a false hold on expatriates who stay abroad partially because of these financial benefits. As one of the wives in Labovitz' study put it: "It was a long, difficult period, and quite frankly, we had to sit down and have a drink and remind ourselves how much money we were making and that that money was going to put our boys through college" (p. 34). One problem for expatriate wives implied, though not spe- cifically mentioned, is the lack of work opportunities, part of the "isolation from opportunities" mentioned as a stress factor by Root and Heenan (1972). While evidence is disputable that working women generally are more satisfied (Wright, 1978), it is probable that many expatriate wives were working before going overseas. Handy (Berger & Handy, 1974) indicates that working-couple patterns often change temporarily during the life-cycle to accommodate the raising of chil- dren or to take advantage of an excellent opportunity in one of the partner's careers. There appears to be no evidence available on how 39 the wife's career hiatus as necessitated by an overseas move affects her satisfaction in the overseas environment. A recent survey con- ducted by the American Chamber of Commerce in Hong Kong (South China Morning Post, 1980) indicated that 35% of the wives surveyed had actively sought jobs in the overseas environment, most of them with- out success. Authors of the survey concluded that most spouses suf- fered from "the bored spouse syndrome" and were "generally unhappy about their pace of life here." Ziera (1976) interviewed expatriate managers on the subject of transfer policies and learned that the adaptation process "is hard on their families, who have to adapt repeatedly to different politi- cal, social, cultural and economic environments" (p. 41). Their inability to develop long-lasting friendships was difficult, particu- larly in the case of teen-age children. Although peripheral to the adjustment of the wife per se, the satisfaction of the children overseas can have an influence on the satisfaction of both parents. Several studies have been done on the adjustment of children to the overseas environment (Useem, 1972; Downie, 1976; Wright, 1979; Werkman, 1977, 1979). Concerns of parents revolve primarily around adequate schooling and social adjustment. A very recent study by Paul Orr (1980) indicated that inadequate schooling was listed as a great cause of distress among 33% of the 218 expatriate spouses surveyed and as a considerable cause of dis- tress by 28.8% more. Other concerns about children include absence of related family members, adjustment to servants, health, and develop- ment of friendships (Werkman, 1977). 40 Corporate Wives in the United States The paucity of literature concerning the expatriate wife is difficult to explain unless one extends the premise put forth by Teague (1976) that selection for assignments overseas varies little from selection for transfer within the United States. It could be that the expatriate wife is expected by the corporation to adjust overseas much as she would adjust to a move within the United States. It would, therefore, be worthwhile to highlight some of the studies done of the corporate wives here to get a better idea of what "adjustment" or "failure to adjust" might mean in the eyes of the corporation. The role of the corporate wife was brought to the forefront in the early 19505 by William H. Whyte, Jr. (1952). Following Whyte's philosophy, rules of conduct for women who expected their husbands to get to the t0p were outlined and the corporate wife was consigned to the role of "outsider" (Kanter, 1977). She was expected to be supportive, responsible for household responsibilities, and generally to fulfill the role of helpmate to her husband. In this role perspec- tive, she would allow the company to "get two employees for the price of one" (Vandervelde, 1979). A description of this two-for-the-price-of-one perspective is given by Hanna Papanek (1972) in what she calls "the two-person single career." In this arrangement, the wife receives "vicarious achievement" (p. 852) from her husband's career advancement and per— forms certain support activities which will enhance that advancement. These include: 41 1. Activities which focus on the status and rank aspects of the husband's job, such as housing, friendship circles, club memberships, etc. 2. Activities which may provide direct contribution to the husband's work, such as editing reports, attending and taking notes at meetings, typing, etc. 3. Activities which may enhance the man's public image, such as entertaining, attendance at public functions, etc. Papanek states that the status-enhancing activities are prevalent in situations where the employing institution operates social enclaves, such as army posts, college towns, and company towns. Rosabeth Moss Kanter (1977) conducted an in-depth study of a major American corporation, which she called "Indsco," and concluded that the role expectations for the corporate wife differed according to the husband's position in the corporation. She outlined three phases of the husband's career which influenced the nature of the wife's role in the two-person single career. Interestingly, she states that the closer the husband comes to the top position, the more "traditional" and more defined the role expectations for the wife become. Kanter concludes that: 1. Wives of men in technical, sales, or other pre-management positions faced the problem of exclusion from their husbands' jobs. These women faced "a system that shut them out officially of their husband's job worlds, at the same time that job conditions limited their husband's availability" (p. 113). The husband was traveling 42 or working long hours at a job in which the wife was not expected to have a role, but she was expected to "accept" the demands of the husband's job. 2. Wives of men moving up the managerial ladder were expected to play a more important role. At this point in the hus- band's career, "wife scrutiny" (Kanter, p. 116) came into play, as the behavior of the wife was considered in an informal evaluation of the husband's possibilities. The instrumentality of social relation- ships was emphasized, and wives were expected to spend more time in company-related entertainment. Many wives in the study indicated a pull between the seemingly "superficial" relationships demanded by such a role function and the establishment of deep friendships and loyalties, regardless of the company's view. 3. Wives of top company executives had to deal more and more with the "public" nature of their involvement with the husband's job. The private sector of life was reduced as involvement in community activities, entertainment, attendance at social functions, and estab- lishment of friendships all became useful to "doing business." The expression of personal and political beliefs could have a detrimental effect. At this phase of the husband's career, "the importance of the wife stems not only from her own skills and activities (which could be, and are, performed by paid employees) but also from the testimony her behavior provides, its clue to the character and personal side of her husband" (6. 120). In other words, the "representational" role of the wife is important at this stage. 43 Viewing this study in light of the literature dealing with corporate expatriates may reveal something of the unexpressed cri- teria used to determine adjustment on the part of the wife. Because of the nature of the jobs overseas, many, if not most, expatriate executives are at the upper levels of management. As the represen- tational role is emphasized overseas, the demands for instrumental and public relationships on the part of the wife can be underscored. In fact, Kanter also states that demands "seemed more important in field locations in smaller towns, where the corporate network might in fact become a closed social community" (p. 117). The two-person single career idea has been prevalent through the early 1970s and can be seen as the "traditional" view of the cor- porate wife. Whether or not this view has changed in light of the changing attitudes of and toward women and their roles in our society could give an indication of the present corporate attitudes toward the wives of domestic and overseas executives. Marianne Vandervelde (1979) recently conducted a survey of the Fortune 500 corporate executive officers and their wives regarding their perceptions of valuable attributes of the corporate wife. Responses indicate: 1. Concern about her own identity is the least desirable characteristic of a corporate wife. Vandervelde states that 72% of the women in the survey placed identity last on the list of desir- able characteristics (p. 8). 2. Adaptability and graciousness were the most valued char- acteristics among the wives surveyed, while ”sense of humor" was 44 indicated by the men as the most desirable characteristic for a corporate wife. 3. While intelligence was highly valued, independence was placed near the bottom of the list. 4. Attitudes about corporate wives have not changed in the past few years according to 85% of the men and 70% of the women (p. 8). The nature of the response in the Vandervelde study may have been influenced by the age of the respondents, who were aged 50 and over, but the fact that the respondents were all at the level of corporate executive officer is notable in that these are the men who exert influence on corporate attitudes and policies. Several stated that their corporations did not consider the wife in any way an employee and that promotion did not depend on the performance of the wife, but Vandervelde states that such attitudes were the exception rather than the rule (p. 99). The personal effects of the "vicarious achievement" aspects of the two-person single career are cited by Robert Seidenberg (1973), who is concerned with psychological counseling of corporate wives. Lack of independence was seen as a cause of depression, and the con- stant transfers and constraints perceived to be part of the role of the corporate wife prevented pursual of independent sources of achievement. Kanter (1977) notes that the actual casualty rate among wives is unknown, and "at every wave of criticism and protest there was also a chorus of apparently contented wives waiting in the wings to insist that the advantages outweighed the disadvantages" (p. 110). 45 In spite of what Vendervelde calls the "schizophrenic" prescription given to the wife by both the husband and the company-- "Be yourself, but cater to me first" (p. 13), she maintains that many women are beginning to search for their own identity and at the same time live with some of the constraints placed upon them by the cor- poration. The key, according to Vandervelde, is to sort out "the healthy parts of the corporate role from the sick ones" (p. 31). Summary Although literature concerning the corporate wife abroad is sparse, it is possible to support the contention that her adjustment is of some concern to the corporation and is seen as a primary factor in the adjustment and success of her husband. Since the wife is usually mentioned briefly in the literature concerned with the selec- tion and adjustment of the corporate executive, it has been the purpose of this chapter to review studies of expatriate adjustment and the expatriate environment in general, with particular emphasis on how these may affect the wife. Studies of expatriate executive selection and family adjustment overseas were reviewed, as well as studies of corporate wives in the United States, as they may impact perceptions of the corporate wife abroad. Conclusions can be summarized as follows: 1. The role of the expatriate is often of a representational nature. The expatriate is viewed, not only as a representative of the sponsoring corporation, but of his or her country as well. This rep- resentative role often confers a privileged status in the host 46 country, resulting in a more "public" lifestyle than the individual might have had in the United States. 2. Theories of expatriate adjustment may be grouped into four categories: a. Intercultural adjustment theories, which stress sequential steps of adjustment. The "culture shock" theory is the most well-known of these. b. Intercultural communication theories, which stress the role of verbal and nonverbal cues and the influence of stereo- typing on adjustment. c. Personality theories, which center on describing personalities most suited to overseas living. d. Behavioral theories, which seek to identify rein- forcing experiences in the overseas situation which assist adjustment. 3. Expatriate communities may be more or less identifiable geographically depending on the perceived "strangeness“ of the host environment. These communities serve to filter out the more unpleasant aspects of the host culture and offer a respite from the representa— tional role. They may include schools, churches, clubs, and other institutions which are "like home." 4. The attitude of the wife is considered by some companies in the selection of expatriate executives, and emphasis is usually on her acceptance of the post. Orientation programs of about one- third of the companies surveyed in two studies also include the wife. 47 5. Interviews with returning expatriate executives emphasize the importance of the wife's adjustment. Executives who found their overseas experience to be a positive one all indicated that their wives had been actively involved in activities overseas, that they had been satisfied with the children's schooling,and that the husband had participated in vacations and out-of-work family activities. 6. Studies of corporate wives in the U.S. indicated that the higher the husband's position in the corporation, the more the wife was expected to play a role in her husband's career. Her role was found to be representational or status-enhancing in nature, with social involvement increasing as the husband advanced. A recent survey of the Fortune 500 CEO's indicated they believe that these expectations have not changed in recent years. CHAPTER III METHODOLOGY Introduction The principal purpose of this study, as outlined in Chapter I, is to describe the characteristics of American expatriate corporate wives in Taipei that may influence their expressed levels of satisfac- tion. A questionnaire, which included an instrument to measure sat- isfaction and an instrument which was developed to measure expatriate, corporate, and family factors affecting satisfaction in Taipei, served as the primary source of data. The purpose of.this chapter is to present detailed information pertaining to the population sampled in the study, the setting of the study, the development of the questionnaire, and the procedures and techniques used in the collection and analysis of the data. The Population The population for the study consisted of all American-born women who are married to American employees of American corporations registered with the American Chamber of Commerce and who were present in Taipei during the spring of 1980. Participants were selected from the membership list of the American Club in China, a social—recreational club for expatriates and their families in Taipei. While membership in the ACC is not 48 49 limited to Americans, most American corporations in Taipei maintain a number of membership subscriptions as a benefit for their employees. The ACC roster provides the most comprehensive list available of American corporate families in Taipei. Members span a considerable age range and include those with non-school-age children or no chil- dren, as well as those with children in school. The list of potential participants was cross-checked with the roster of the American Chamber of Commerce and with the enrollment roster of the Taipei American School. For the most part, those who met the selection criteria duplicated the list of names selected from the ACC roster. Because the number of Americans in Taipei is relatively small for research purposes, an attempt was made to sample the total popu- lation as far as possible. In the early planning stages, considera— tion had been given to including other expatriates in the study. There are several national groups represented in Taipei, including Germans, Dutch, British, Australians, Canadians, Japanese, and others. Consultation with a researcher in Hong Kong, Dr. Mildred McCoy, who is conducting a study of culture shock among expatriate wives from several national groups, indicated that language and cultural value variables were many. It was decided to use only American subjects in the Taipei study, and although this would reduce the number of available subjects, it would assure a greater confidence in cultural homogeneity. An original total of 86 participants were selected, and upon further investigation, 13 participants were found to have citizenship 50 other than American and were eliminated from the study. Additionally, five possible participants were to be out of the country at the time of data collection, leaving a final sample of 66 subjects. A total of 63 participants returned the questionnaire. The Setting A brief description of the setting in which the study was conducted is meant to provide a background for the reader in further evaluating the data which will be presented in Chapter IV. It can also provide a basis for generalizing the findings in this study to other locations. If setting characteristics in another location are similar, there is a stronger case to be made for generalization to that location. The Taipei expatriate community can be described as a "natural" community, using Cohen's (1977) definition cited in Chapter II. It has grown over the years to encompass several sections in the northern part of the city and specifically refers to the suburbs of Tien Mou, Yangmingshan, Shithrn ShihPai, and parts of Peitou. All but three of the subjects in this study lived in one of these areas, which are located within about a five-mile radius of the Taipei American School, located in Shih Lin. Many of the stores which cater to foreigners are located in Tien Mou and grew up around what was formerly the U.S. military hous- ing area. Owners of these stores speak English and offer several services, including beauty shops, clothing and tailoring shops, phar- macies, electrical appliance and repair shops, furniture stores, 51 drapery sh0ps, and a number of grocery stores which stock American and European foods. An increasing number of products are being imported from abroad and many western foods are now available, although they may be two to three times as expensive as they are in the home country. Hygienic conditions are generally not comparable with U.S. or European standards. The weather in Taiwan is subtrOpical and has been compared to that of Florida. Summers are hot and muggy and winters are short, damp, and rainy. Temperatures in the winter can go as low as 40°F, but usually remain around 55°. The terrain in the northern suburbs is mountainous, and houses are often connected by small, winding roads or a few main thoroughfares which are most often crowded with taxis, cars, and busses. Houses are either "nested" in groups or isolated to some degree from one another. Most often, houses are surrounded by a large wall, for security purposes. Most of the expatriates in Taipei employ one or more servants, at least on a part-time basis. These include an amah (maid) who may live in the house or come in on a daily basis; a yard-man who may come in weekly to do the gardening and heavy housework, such as clean- ing windows and floors; and a driver who is usually employed to drive the husband to and from work. The driver may also be available to the wife and family. There are several expatriate institutions in the community which provide unity, services which are "like home," and provide an opportunity for communication with co-patriots and non-American 52 expatriates. These are the American Club, other social-recreational clubs, various church groups, the Taipei American School, and Bethany School. Participation in these organizations is almost exclusively expatriate. Institutions such as these are typical of what Cohen (1977) described for communities which are surrounded by a local environment with a high degree of "strangeness." The common language among expatriates is English, even though approximately half of the expatriates are non-Americans. Since English is the most common second language among the Chinese, most of the expatriates communicate with the Chinese in English. This limits, to a large extent, the social contacts between expatriates and Chinese, as conversations are conducted in a language which may be a second language for both parties. Many expatriates have learned some Chinese, although this may be limited to functional vocabulary, such as that used in ordering food, asking the cost of various items, or asking directions. The complexity of written Chinese prevents literacy for most expatriates. The extent to which the local language is known and used by expatriates in Taipei is far less than it might be in loca- tions where the local language has roots similar to those of English. In summary, Taipei has an expatriate community which is rela- tively small (about 1,500) and readily identifiable. It is united by a common geographical location, common institutions, and a common language. Members often participate in common social activities, shop at the same stores, and are generally known to one another. Expatriates consider themselves members of a foreign community, and 53 this idea is supported by the Chinese, who often refer to foreigners as a common group, regardless of their nationality. Instrumentation The instrument used in this research can be seen in Appendix B and consisted of two parts: (1) both forced-choice and open-ended responses to questions related to aspects of expatriate, corporate, and family living in Taipei; and (2) responses to questions related to expressed satisfaction (Questions 34a-34j and Questions 35-38). The following sections of this chapter will outline the selec- tion and development of instruments designed to measure satisfaction and aspects of expatriate corporate life in Taipei. Selection of the Satisfaction Instrument The search for an existing instrument to measure satisfaction was predicated on several criteria: First, the purpose of the instrument had to be the measurement of general satisfaction. General satisfaction was defined by the researcher according to Brophy's definition (1959) that it is "one's usual degree of happiness with life as a whole" (p. 279). Since the purpose of this study was not to diagnose degree of mental health or therapy needs, the instrument selected would have to be general in nature and present a momentary picture of the subjects' feeling of satisfaction at the time of the study. Second, the instrument had to be nonthreatening. Edwards (1957) suggests that direct questioning about attitudes is effective 54 only when "the social atmosphere is free from actual or felt pres- sures toward conformity" (p. 3). As already indicated in Chapter II, the expatriate environment in Taipei is "public" and representational in nature and is not conducive to self—disclosure. Possible felt pressures toward conformity were another reason for excluding more complex psychological measures from an exploratory, descriptive study. Third, the instrument had to be short. The questionnaire sections covering aspects of expatriate life were projected to be rather long and plenty of time and space was to be allowed for Open- ended responses to allow for the exploratory nature of the study. The satisfaction measure was to be inserted into the body of the ques- tionnaire to reduce the threat and not interrupt the flow of response. Fourth, the instrument had to be easily scored. With a some- times undependable postal system and lack of computer facilities, the satisfaction instrument had to be scored on site. Of many potential instruments carefully considered, the Bradburn Affect-Balance Scale was selected. The Affect-Balance Scale, or ABS, was developed by Norman Bradburn and his associates (Bradburn, 1968) at the National Opinion Research Center in Chicago and has been used in several studies of psychological well-being around the country (Bradburn, 1969, 1965; Phillips, 1967). The ABS (Appendix B, Questions 34a-34j) consists of a series of ten statements which refer to five positive and five negative feelings, and subjects are asked to indicate whether they have experi- enced these feelings within the past few weeks. The ABS conforms to Edwards' (1957) criteria for the construction of attitude scales and I .. L 55 is similar to the scale developed by Brophy (1959) to measure general satisfaction as a function of interaction of the individual and the environment. Bradburn (1969) argues that happiness, or general satisfaction as it has been defined by the researcher, can be conceptualized as a function of the relationship between negative and positive feelings or affect. His studies indicate that negative and positive affect vary independently of one another, rather than as polar opposites on a single dimension. His findings indicate that the greater the strength of positive over negative feelings, the more likely the individual is to report being "very happy" and conversely, the greater the strength of negative over positive feelings, the more likely the individual is to report him or herself as "not too happy." Bradburn and his associates conclude that "the best predictor of the overall self-rating was the discrepancy between the two scores: the greater the excess of positive over negative affect, the higher the overall rating of psychological well-being" (pp. 9-10). Scoring the Affect-Balance Scale (ABS): As seen in Appendix B, the ABS consists of items 34a-34j on the questionnaire. Respondents were asked to respond to the ten statements on a Thurstone-type interval scale in which each scale value indicates strength of an agreement response to the item (Isaoc & Michael, 1979). In this case, subjects were asked how often in the past few weeks they had experienced the five negative and five posi- tive feelings. 56 The ABS, as developed and used by Bradburn (1965, 1969), used only "yes" and "no" responses. The scale was modified for this study to include four possible responses: often, occasionally, seldom, and never. The purpose of the modification was to elicit a broader base from which to assess strength of response for later data analysis. For purposes of scoring, an "often" or "occasionally" response counted as a "yes," and a "seldom" or "never" response counted as a "no." In ABS items 34a-34j, even statements are those on the negative scale and odd statements are those on the positive scale. The number of "yes“ responses on the negative scale was subtracted from the num- ber of "yes" responses on the positive scale to yield the satisfaction score. A positive score would indicate satisfaction and a negative score would indicate dissatisfaction. Reliability and Validity As the Bradburn Affect-Balance Scale is based on self-reported endorsement of positive and negative statements, common concerns about the reliability and validity of self-report measures and the way they were dealt with in the study will be discussed. One concern with self-report measures is their reliability or consistency (Isacc & Michael, 1979). In his 1968 study, Bradburn tested the stability of the ABS using the test-retest method with 179 subjects. The Cochran Q values were uniformly high for all items, with all but one being over .90. The item "excited or interested in something" had a Q-value of .86 (Bradburn, 1969, p. 77). However, as a modest check of the validity of the ABS scores, it was decided to 57 ask four further questions which seem to reflect happiness and which Bradburn states correlate highly with the ABS score. These are Questions 35-37 in Appendix B. Data that will be presented in Chap— ter IV suggest there is a strong positive correlation between scores on the Bradburn scale and responses for these four items. Validity in self-reported attitude measurements has been a matter of critical debate (Cronbach, 1960). But part of the problem, as Cronbach states, is that attitude tests were designed, not to replace less convenient ways of measuring attitudes, but to fill the need for any sort of measuring device. We know little about a man's atti- .tude except what he tells us, so that there is no sure way of comparing his self-report, his "public" attitude, with his true private beliefs (p. 375). As noted earlier, Edwards (1957) cautions that self-report measures are only effective when there is no felt pressure toward conformity. The fact that the ABS in Taipei was administered in a paper-and-pencil format,1uithguarantees of confidentiality, hopefully took away some of the pressure toward conformity. Nevertheless, Cronbach's conclusion that such tests can only be seen as valid when they are taken as opinions which would be publicly verbalized (p. 375) is true of this study. Development of the Instrument Dealing With Expatriate Life Since no existing instrument was available to assess apsects of expatriate life, one was developed by the researcher. The major portion of the questionnaire (Appendix B) was developed around four categories of inquiry derived from the review of the literature 58 outlined in Chapter II. A discussion of these four categories and relevant questions follows. 1. Expatriate Life. Questions in this section deal with important aspects of expatriate living as suggested by Cohen (1977), Useem (1966), and the studies on intercultural adjustment in Chap- ter 11. Important categories include: a. Transiency: Questions lO-19 b. Activities: Questions 20-21 and 31-33 c. Language Proficiency: Questions 22-24 d. Intercultural Contacts: Questions 25-29 2. Corporate Life. Questions in this section deal with aspects of corporate life as suggested by Kanter (1977), Vandervelde (1979), Papanek (1966), and others cited in Chapter 11. Categories include: a. Position of husband: Questions 39-41 b. Corporate expectations: Questions 42-49 c. Training and orientation: Questions 50-51 3. Family Life. Questions in this section deal with aspects of family life suggested by Labovitz (1977) and others cited in Chap- ter 11. Categories include: a. Length of marriage: Questions 52-53 b. Children: Questions 54-58 c. Husband's work hours: Questions 59-60 d. Husband's satisfaction: Questions 61-63 e. Quality of family life: Questions 64-70 59 4. Personal Background. Questions in this section include aspects of personal background suggsested in Chapter II and demographic data. Categories include: a. Employment and work background: Questions 71-73 and 9 b. Educational background: Question 5 c. Family background and mobility: Questions 6-8 d. Age: Question 4 In determining the questions to be asked in the various cate- gories, the researcher selected and held discussions with several expatriate corporate wives with varying degrees of overseas experi- ence. The researcher also relied on her own experience in three overseas posts to evaluate the content of the questionnaire. Pilot Studies and Revisions The questionnaire was piloted three times, using subjects who were similar to the subject pool. These included Canadians and three Americans whose husbands held managerial, but non-corporate-sponsored positions in Taipei. Because of the small size of the subject pool, it was decided to use pilot subjects who were similar to rather than part of the subject pool. The first draft of the questionnaire was given to three pilot subjects, and a critique interview was held. Suggestions were given for additional questions in the "family" area, and general suggestions regarding open—ended questions and format were given. The second draft was piloted and a sample questionnaire was sent to the doctoral committee for review and comment. Following the 6O suggestions of the doctoral committee, some changes were made in the format of multi-response questions, such as #20. Questions regarding the husband's satisfaction were also added. The finalized draft of the questionnaire was then administered to three pilot subjects. No changes were suggested, and all indi~ cated satisfaction with the content and format. Procedure for Collecting the Data After the names of potential subjects were identified, using the membership roster of the ACC as a primary source, each subject was contacted by telephone. Subjects were told that the study was part of a graduate research project for Michigan State University and that its primary purpose was to assist in the development of training directions for corporate wives who might be coming overseas. As a basis for suggesting such directions, the study was meant to explore the ideas and feelings of corporate wives presently living in the Taipei community. Subjects were assured that neither their names nor those of their sponsoring corporations would be used and that all data which could identify individuals would be held in confidence. With the exception of two who did not wish to participate, all agreed with enthusiasm. Questionnaires were mailed to the subjects' home addresses, along with a cover letter, confidentiality statement (Appendix A), and a stamped return envelope. Each subject was assigned an identi- fication number which was written on the questionnaire and on the return envelope. The name, address, phone number, and company of 61 each subject was written on an index card, with the ID number in the upper right-hand corner. These cards were kept in a file and as the return envelopes came in, the cards were removed from the file. After two weeks, those who had not yet returned the question- naire were contacted by phone. It was found that four questionnaires had not been received, due to errors in the Chinese address. These four were then mailed a second questionnaire by registered mail. After four weeks, 63 out of the 66 questionnaires had been returned. Data Analysis Responses to the questionnaire were coded and analyzed, using computer programs from the Statistical Package for the Social Sciences (SSPS). Two statistical methods were used to analyze the data: the Chi-Square and One-Way Analysis of Variance (ANOVA). In the Chi-Square analysis, subjects were assigned to high, moderate, and low satisfaction groups, based on their ABS scores. This was done because scores which are based on an interval scale (such as the ABS) must be categorized into frequency form, for example high, moderate, and low scoring ranges, before the Chi-Square statis- tic can be applied (Isacc & Michael, 1971). Subjects who had ABS scores of +4 were classified in the high satisfaction group. Those whose scores ranged from +3 to +1 were placed in the moderate satis- faction group. Those having scores of O or less were placed in the low satisfaction group. The responses to each questionnaire item for those in each satisfaction group were analyzed using a contingency table analysis 62 (Cross-Tabulation). Given the exploratory nature of the study, it was felt that contingency table analysis would provide a "picture" of the data, i.e., an examination of the pattern of response to each question across the high, moderate, and low satisfaction groups. Responses to each question were analyzed using both a Chi- Square and an Analysis of Variance test. As noted earlier, the Chi- Square test has the advantage of providing a "picture" of the response patterns for each group of respondents. It is also appropriate for analyzing nominal or ordinal data. However, the power of this statis- tic is relatively low; that is, the likelihood of rejecting the null hypothesis may be comparatively small, even when the hypothesis should be rejected. Because the assumption that one is analyzing nominal or ordinal data is relatively easy to satisfy and because this test has comparatively weak power, the Chi-Square test provides a "conserva- tive" test of significance. The Analysis of Variance test, on the other hand, poses a more demanding set of assumptions, but is considerably more powerful than the Chi-Square test. This test assumes, for example, that one is analyzing interval rather than nominal or ordinal data. Because responses to questionnaire items may fail to satisfy these conditions, use of the ANOVA represents a "liberal" test of significance in this study. Use of both a conservative and a liberal test is appropriate in an exploratory study of this type. When both tests point to the same conclusions, one may rest assured that the statistical test has not been unduly influenced by violations in assumptions or level of 63 power. Thus differences in response patterns that are statistically significant according to both tests may be viewed as "promising"; differences that are not significant on either test may be viewed as "not promising"; and those that are significant on the liberal test but not on the conservative test are "inconclusive" and should be examined again in future studies of this type. A significance level of .05 was set for both tests. Given the exploratory and sociological nature of the study, variables which were significant at the .10 level will be noted and considered in drawing conclusions. Data that will be summarized in Chapter IV will be presented in a format which allows examination of both the Chi-Square analysis and ANOVA (Figure 3-1). Variables which are not statistically sig- nificant on either test will be presented as indicated below, with responses for the total population, the mean satisfaction score for each response category, Chi-Square, and F—values. The column labeled "M Sat." stands for the mean satisfaction score, which varies from a high of +4 to a low of -3. Variable N % Total Ll. Sat. x2 |"1 Response Categories a. b. c. Figure 3-l.--Format for data tables. 64 Variables which are significant on either or both of the tests, or were of particular interest in relation to other variables, will be presented in a manner which allows for closer examination of the response frequencies in the high, moderate, and low satisfaction groups. An example of this type of table is shown in Figure 3-2. Variable N % Total M_Sat. % High % Mod. % Low x2 l-T'l Response Categories a. b. c. Figure 3-2.--Format for statistically significant data tables. Early in the data-analysis process, it was tentatively decided to use two "naive" raters to analyze the open-ended responses on the questionnaire and assign a satisfaction score to each individual based on their analysis. It was felt that this might provide a further validity check on the satisfaction scores obtained from the ABS. There was some agreement among the raters on which individuals could be considered highly satisfied, moderately satisfied, or not satis- fied. However, there was not agreement on the criteria which were used to reach these conclusions. Since the open-ended response ques- tions were not originally designed as a parallel form of the ABS and since it was not clear that the raters' judgments of satisfaction 65 were based on the same criteria, it was decided to base analysis of the data on the ABS scores alone. Summary This study is an attempt to describe characteristics of American expatriate corporate wives in Taipei who express high, moderate, and low degrees of satisfaction with their present situa- tion. The population for the sample consisted of all American-born women who are married to American employees of American corporations who were present in Taipei during the spring of 1980. Because of the small size of the potential subject pool, the entire population was sampled. The setting for the study was the expatriate community in Taipei, a relatively small, readily identifiable group of expatriates. These expatriates are united by a common geographical location, common institutions, a common language, and are identified as a common body by the Chinese. The instrument selected to measure satisfaction was the Affect-Balance Scale, developed by Norman Bradburn and his associates at the National Opinion Research Center. The scale is short enough to be accommodated in the body of a long questionnaire and is non- threatening in nature. Reliability and validity of the instrument were discussed in this chapter. The instrument to measure various aspects of the expatriate, corporate life of the subjects was developed by the researcher and piloted on subjects who were similar to those in the subject pool. 66 Questions fall into four major categories: expatriate life, corporate life, family life, and personal background. Questions which relate to each category were identified. The data were analyzed using the SPSS computer program. Both a liberal test for significance (ANOVA) and a conservative test (Chi- Square) were applied to the data. A significance level of .05 was set for both tests, although variables which were significant at the .10 level or below will be considered in drawing conclusions. Data are presented in a manner which displays both methods of analysis. CHAPTER IV ANALYSIS OF THE DATA Introduction In this chapter, analyses of the data are presented. As stated in Chapter I, the purpose of this study was to explore and describe the characteristics of American expatriate corporate wives in Taipei as they relate to satisfaction level. More specifically, these characteristics were described in four major categories: 1. Personal and family background, including age, parents' education and occupations, mobility, previous overseas experience, and work experience. 2. Expatriate factors, including length of time in Taipei, mobility since marriage, and activities of everyday living in Taipei. 3. Corporate factors, including corporate expectations and supports. 4. Family factors, including perceived effects of life in Taipei on husband and children and quality of family life. Sixty-six American corporate wives in Taipei were asked to respond to a questionnaire designed to generate data in each of the four categories. The questionnaire included the Bradburn Affect Balance Scale, an instrument designed to assess satisfaction. Ques- tionnaire data were coded and analyzed, using both the Chi-Square Statistic and One Way Analysis of Variance. The data and analysis procedures used are reviewed here in six sections: (1) Description of the Population, (2) Personal 67 68 Background Factors; (3) Expatriate Factors; (4) Corporate Factors; (5) Family Factors; and (6) Summary. In each section, data relevant to that section will be presented. Response categories, frequency of responses, the mean satisfaction score, Chi-Square Values, and F-Ratio will be presented for each variable in the section. Where a variable proved to be statistically significant at at least the .05 level on either the liberal test for significance (ANOVA) or the conservative test for significance (Chi-Square), frequency of responses for high, moderate, and low satisfaction categories will be presented. At the end of this chapter, samples of responses to the open-ended questions from the questionnaire will be presented. Description of the Population The actual population consisted of 66 American women in Taipei whose husbands were there under the sponsorship of 31 American cor- porations. The corporations included seven banks, eight electronics firms, three chemical companies, two shipping companies, two trading companies, one construction firm, and nine other companies concerned with the manufacture and distribution of other products. All partici- pants were American-born or born overseas of American parents, and all have husbands who are American citizens. Most of the subjects were between 31 and 40 years of age, with the average age being 37.8. Table 4-3 provides additional descriptive data about the subjects. Of the 66 subjects, 63 returned the questionnaires. All of these had completed the questionnaires in such a way that they could 69 be used for the tests. Occasionally, a question was overlooked or not answered, and these were coded as missing data. The Affect Balance Scale The subjects' raw scores on the Affect Balance Scale are depicted in Table 4—1. For purposes of analysis, raw scores were grouped into high, Moderate, and low satisfaction categories accord- ing to the following schedule: High satisfaction = +4 Moderate satisfaction = +3 through +1 Low satisfaction = O and below These categories were converted to percentages, and the resulting frequency distribution is represented in Figure 4-1. The distribu- tion is skewed toward the positive, indicating a high level of satis- faction as measured by the ABS among the population surveyed. Table 4-1.--Frequency distribution of scores on the Affect Balance Scale. +4 +3 +2 +1 Frequency 70 100 1. 9O 4 High 30 4 Moderate Low 70 + 60 i 50 1. 40 m 30 m 20 +1 10 :_—II[ 0 Low Moderate High 31.7% 49.2% 19.0% Percent Response Satisfaction Figure 4-1.--Distribution of satisfaction categories. Table 4-2 represents answers to four questions which were used by Bradburn and his associates to further establish the validity of the ABS test instrument. All four were highly significant for the p0pulation of this study. Personal and Family Background Factors Several items on the questionnaire asked participants to describe various aspects of their personal or family background. Variables of this type include: a. educational and occupational backgrounds of parents b. age of subjects c. subjects' academic background d. mobility (# moves) during childhood 71 Table 4-2.--Questions used to further establish ABS validity. % M. % % % 2 Resp°nse N Total Sat. High Mod. Low X -5 Taken all together, how would you say you are? Are you . . . Very happy 17 27.0 3.41 57.1 13.3 8.3 Pretty happy 36 57.1 2.39 42.9 73.3 41.7 27 82** 14 99** Not too happy 7 11.1 -1.00 O 6.7 41.7 df=6 df=3/59 No response 3 4.8 1.66 .. 6.7 8.3 Compared with your life today, how were things 4-5 years ago? Happier then 22 34.9 .95 14.3 36.7 66.7 Not as happy then 13 20.6 2.46 28.6 13.3 25.0 13 115* 7 29** About the same 27 42.9 3.18 57.1 46.7 8.3 df-6 df=3/59 No response 1 3.0 .. 3.3 Think of how life is going now. Do you want to . . . Continue the same 11 17.5 2.72 19.0 20.0 8.3 Change some parts 41 65.1 2.73 76.2 66.7 41.7 14 32* 8 50** Change many parts 10 15.9 -.10 4.8 10.0 50.0 df=6 df=3/59 No response 1 1.6 1.00 .. 3.3 When you think of what you want from life, would you say you're Doing very well 12 19.0 Doing pretty well 44 69.8 Not doing too well 7 11.1 2.91 33.3 10.0 16.7 1 2.42** 13.48** 2.54 66.7 80.0 50.0 df=4 df=2/60 -.71 0 10.0 33.3 fp < .05. **p < .01. 72 e. present and past employment of subjects f. subjects' intention to seek employment Chi-Square and-ANOVA tests were computed for each item in this set. These tests represent an attempt to determine whether the pattern of responses to each question varies significantly among indi- viduals in the high, moderate, and low satisfaction groups. The results of these tests are summarized in Table 4-3. Neither the conservative nor the liberal test suggested that there were statistically significant relationships between level of satisfaction and any of the personal or family background factors listed above. It may be of some interest, however, to examine the overall responses to each question in this set. The data are sum- marized in Table 4-3. In this table, as in all the tables in this chapter, some of the response categories have been collapsed for clarity, and the degrees of freedom shown are those for the original categories. "No response“ categories have been omitted where they show little or no effect on response patterns. The data portrayed in Table 4-3 provide the following summary of descriptors regarding personal background of the subjects: a. Educational backgrounds and occupations of parents: A majority of the respondents came from families where both parents finished high school. Nearly 40% of the subjects' mothers and 49% of their fathers had some college. Parent backgrounds did not vary sig- nificantly among those in the high, moderate, and low satisfaction groups. Table 4-3.--Personal and family background factors as related to satisfaction. 73 Personal and Family % M Background N Total Sat. X -E Mother's education >high school 13 20.6 2.31 high school 24 38.1 2.17 ;§;$3 df;§357 college work 24 39.7 2.36 Mother's occupation housewife 31 49.2 2.03 clerical 7 11.1 2.00 14 O6 22 skilled, nonclerical 7 .11.1 2.57 df;]0 df;5/57 manager 4 6.3 2.29 professional 11 17.5 2.64 Father's education >high school 16 25.4 1.81 high school 14 22.2 1.64 di;$g d};§§57 college work 30 49.2 2.65 Father's occupation unskilled 8 12.7 1.25 skilled labor 10 15.9 1.13 white-collar 12 19.0 2.60 11.34 1.10 manager 18 28.6 2.67 df=12 df=5/56 professional 10 15.9 2.61 other 5 7.9 4.00 # moves as child a. in-state none 26 41.3 1.89 1-3 28 44.5 3.36 g};?g d};§}56 4 or more 9 14.4 2.22 b. out-state 33 52 4 2 30 none . . 1-3 21 33.3 2.67 ;§;$g df;;§56 4 or more 9 14.4 1.11 # overseas posts as a child none 51 81.0 2.37 1 8 12.6 1.13 3.22 1.73 2 1 1.6 1.00 df=4 df=3/56 3 3 4.8 3.67 Table 4-3.--Continued. 74 Personal and Family N % M_ X2 F Background Total Sat. -— Subject's age 30 or less 10 15.9 2.0 31-40 37 58.7 2.32 8.39 .94 41-50 11 17.5 1.72 df=6 df=3/59 51 or over 5 7.9 3.40 Subject's academic background high school 10 15.9 2.20 vocational school 11 17.5 3.00 17 3] 67 some college 17 27.0 1.82 df;14 df;7/55 Bachelor's degree 18 28.6 2.56 graduate work 7 9.5 1.43 Present employment no 49 77.8 2.14 2.88 .10 yes 14 22.2 2.27 df=4 df=2/6O Hours of employment full-time 6 8.0 2.50 part-time 8 12.7 1.80 A?;§1 di;4758 not applicable 49 79.4 2.28 Present occupation clerical 7 11.0 .33 self-employed 3 4.8 3.33 teacher 2 2.5 1.33 ;;;§9 di;1761 other 1 1.6 0 not applicable 50 79.4 2.34 Intend to seek employment yes 20 31.7 2.25 no 13 20.6 3.00 d$;23 d};g}59 not sure 20 31.7 2.05 75 b. Age of the subjects: The distribution of ages of partici- pants is negatively skewed, with a majority of the subjects falling in the 31-40 age category. The mean age was 37.48. Although the relation between age and level of satisfaction was not statistically signifi— cant, it is interesting to note that the majority of individuals in the high and moderate satisfaction groups were in the 31-40 age cate- gory; the corresponding percent for members of the low satisfaction group was less than 20%. Approximately 40% of the individuals in the low satisfaction group were 41-50 years of age. c. Academic background of participants: A maj0rity of the subjects have had some college or have received a bachelor's degree. Level of education does not vary significantly among members of the three satisfaction groups. d. Mobility (# moves) during childhood: Forty-one percent of the subjects reported no in-state moves as a child, and 52% reported no out-of—state moves. Nineteen percent of the subjects had lived overseas as children. The degree of mobility as a child did not dif- fer significantly among high, moderate, and low satisfaction groups. e. Present employment of subjects: Over 75% of the subjects were not employed at the time of the study. Of those who were employed, more were working part-time than full-time. Eleven percent of the subjects were working at clerical occupations, 4% were self- employed, and 3% were teachers. f. Intention to seek employment in the next few years: At the time of the study,.20% did not intend to seek employment, 31% did intend to look for jobs, and 31% were not sure. Neither the patterns 76 of employment nor the intention to seek work varied significantly among members of the three satisfaction groups. Table 4-4 presents data representative of the subjects' employment background over the past ten years, as related to satis- faction. Neither the number of jobs held nor the total length of time worked nor the type of jobs held was statistically significant as related to satisfaction. Table 4-4.--Employment background as related to satisfaction. Satisfaction 2 Employment N . X F Background H1gh MOd. LOW — 1%) on 1%) No. of jobs none 16 30.0 25.8 18.2 1 19 25.0 32.3 36.4 18.79157 .498 2-3 15 20.0 28.0 9.1 df=15 df=2/59 4-5 19 25.0 12.0 36.4 23.22 M,# of jobs 2.09 1.55 1.75 Length of time worked none 16 30.0 25.8 18.2 7 yrs. 18 40.0 22.6 27.3 M time worked (yrs.) 4.1818 3.3226 4.1818 Type of job clerical 16 20.0 22.0 36.4 self-employed l 5.0 O 0 medical 8 20.0 9.7 9.1 teacher 8 10.0 16.1 9.1 managerial 3 5.0 3.2 9.1 11:07249 °ther "°"‘ 9 10 0 16 1 18 2 df—Z] professional ' ’ ’ other profes- sional 3 O 6.2 O i 77 In the high satisfaction group, 30% of the subjects had not worked during the past 10 years and 40% had worked more than 7 years of the past 10 years. The mean number of jobs held was 2.0, and the mean number of years worked was 4.2. The larger percentage of this group had held clerical or medical jobs. In the moderate satisfaction group, 25% had not worked during the past 10 years and 22% had worked for more than 7 of the past 10 years. The mean number of jobs held was 1.5, and the mean number of years worked was 3.3. The larger percentages of this group held clerical, other nonprofessional, and teaching positions. In the low satisfaction group, 18% had not worked during the past 10 years and 27% had worked for more than 7 of the past 10 years. The mean number of jobs held was 1.75. The mean number of years worked was 4.2. The largest percentages of this group held clerical and other nonprofessional jobs. Table 4-5 provides a summary of all personal background vari- ables investigated. None of these varied significantly on either the Chi-Square or ANOVA tests. Expatriate Factors Several items on the questionnaire asked participants to describe various items related to expatriate life in Taiwan. The variables that were considered include: a. Variables relating to temporariness, including length of time in Taipei, length of time expect to stay, number of moves since marriage, number of previous overseas posts, desire for another 78 Table 4-5.--Summary of personal and family background as related to satisfaction. Personal and Family Signifacant Significant Background X E. Mother's education no no Mother's occupation no no Father's education no no Father's occupation no no Number of moves as a child a. in-state no no b. out-of—state no no Nugge; gfiiezerseas posts no no Age no no Academic background no no Past and present employment no no overseas post, expected permanence of next post, and level of partici- pation in the decision to come to Taipei; b. Time spent in various individual and group activities; c. Degree of participation in various activities; d. Chinese and foreign language ability; e. Nationality mix of friends; f. Feelings about activity participation; 9. Finding sufficient number of friends with whom can be yourself. Chi-Square and ANOVA tests were computed for each item in this set. These tests represent an attempt to determine whether the pattern 79 of responses to each question varies significantly among individuals in the high, moderate, and low satisfaction groups. Those variables that showed a significant relationship to satisfaction on the liberal test only were: a. b. e. f. Number of moves since marriage Length of time in Taipei Time spent entertaining Participation in the YWCA and church activities Desire for more involvement with Chinese and non-Americans Finding sufficient people with whom can be yourself Both the liberal and conservative tests suggested that there were statistically significant relationships between satisfaction and the following variables: a. b. c. d. Taipei considered home Rather not be living somewhere else Positive feeling about activities Expatriate/Chinese mix of friends Data summarizing the relationship between satisfaction and all of the variables related to aspects of expatriate life will be pre— sented in this section of Chapter IV. Some of the response categories have been collapsed for clarity, and degrees of freedom shown on the tables represent those for the original categories. "No response" categories are omitted where they show little or no effect on response patterns. Table 4-6 illustrates some factors related to the "temporari- ness" of expatriates noted by Cohen (1977) and others and outlined in 80 Chapter II. American corporate wives in Taipei gave responses con- sistent with Cohen's theory, with a majority expecting to stay from one to three years and indicating that their next post is likely to be a temporary one as well. Most indicated that they go to the U.S. for home leave every year, with 23% stating that they had not yet been back to the States, possibly because they were completing their first year in Taipei. Forty-one percent are in their first overseas post, and 66% would like another post overseas. None of these fac- tors varied significantly on either the liberal or conservative tests. Table 4-7 summarizes data relating to temporariness which varied significantly on either or both the conservative and liberal tests: a. The length of time subjects have been in Taipei as related to their satisfaction score. This variable was statistically signifi- cant at the .05 level on the liberal test. Fifty percent of those who were in the low satisfaction category have been in Taipei for less than one year. The corresponding figures for the high and moderate satisfaction groups were less than 25%. b. "00 you consider Taipei home?" This variable was statis- tically significant at the .05 level on both the liberal and conser- vative tests for significance. Forty-seven percent of those in the high satisfaction group responded "yes," and the other 52% responded "temporarily." Of those in the low satisfaction group, 41% responded "yes," 33% responded "temporarily," and 25% responded "no.“ Compared to the other two groups, a majority of those in the moderate satis- faction group consider Taipei to be home temporarily. Table 4-6.--Nonsignificant 81 "temporariness" variables as related to satisfaction. Temporariness N % M_ X2 F Variable Total Sat. -— Length of time expect to stay 1 yr. or less 19 30.2 2.79 1-3 yrs. 34 54.0 2.18 5.44 1.19 more than 3 yrs. 7 13.3 1.00 df=8 df=4/59 no response 1 1.5 3.00 Past opportunity for home leave none so far 15 23.8 1.73 every two years 6 9.5 2.00 5.36 1.20 every year 37 58.7 2.62 df=6 df=3/59 other 5 7.9 1.40 Number of previous overseas posts none 26 41.3 2.50 5.90 2.44 one 19 30.2 2.42 df=6 df=3/59 2 or more 18 28.6 1.72 Would like another overseasgpost yes 42 66.7 2.67 maybe 16 25.4 1.31 10.21 2.22 no 4 6.3 2.00 df=6 df=3/59 no response 1 .. 1.00 Expected permanence of next post 1—3 years 18 28.6 1.56 3-5 years 37 58.7 2.43 2.40 1.53 7 or more years 4 6.3 2.50 df=6 df=3/59 no response 4 6.3 3.50 82 Table 4-7.-—Significant "temporariness" variables as related to satisfaction. Temporariness N % U. % % % X2 F Variable Total Sat. High Mod. Low -— Length of time in Taiwan <1 yr. 17 27.0 1.41 19.0 23.3 50.0 1-1.5 yrs. 17 27.0 1.88 19.0 33.3 25.0 8.02 2.48* 2-3 yrs. 20 31.7 2.80 38.1 33.3 16.7 df=8 >3 yrs. 9 14.2 3.33 23.8 10.0 8.3 Taipei consid- ered home yes 23 36.5 2.43 47.6 26.7 41.0 9 49* 4 13* temporarily 35 55.6 2.45 52.4 67.7 33.3 df=4 df=2/60 no 5 7.9 0.00 O 6.7 25.0 Would rather be living somewhere else yes 36 57.1 1.69 33.3 70.0 66.7 no 13 20.6 3.69 47.6 10.0 0 '33?" gfggjgo not sure 14 22.2 2.36 19.0 20.0 33.3 fp_< .05. **p_< .01. c. "Would you rather be living somewhere else?“ This variable was statistically significant at the .01 level on both the conservative and liberal tests. Forty—seven percent of those in the high satis— faction group answered "no," while 70% of the moderate group and 66.7% of the low group answered "yes.” Table 4-8 summarizes the total number of moves the subjects have made since marriage. This variable was statistically significant 83 at the .05 level on the liberal test. Nearly 67% of those in the low satisfaction category had made 4 to 8 moves, and 25% had made 9 or more moves, while those in the high and moderate satisfaction cate- gories indicated that they had not been as mobile as the low satisfac- tion group. Table 4-8.--Number of moves since marriage as related to satisfaction. Number of N % M, % % % x2 F Moves Total Sat. High Mod. Low -— 3 or less 22 34.9 2.77 42.0 40.0 8.3 8.77 3.40* 9 or more 5 7.9 .40 4.8 3.3 25.0 *p_< .05. Table 4-9 summarizes responses regarding who made the decision to come to Taipei. Although differences in responses to this question were not statistically significant, some differences in the pattern of responses can be seen among the high, moderate, and low satisfaction groups. The larger percentage of those whose husbands made the deci- sion alone were in the low satisfaction group. Mean satisfaction scores were somewhat higher for those who said that they made the decision together with their husbands. Table 4-10 represents the amount of time spent during the two weeks prior to filling out the questionnaire engaging in various activities. Thirty-one percent of the subjects indicated that they had spent more than three hours in study and activity groups, cooking, 84 mahjong (a Chinese game), and bridge, which were frequently cited as leisure activities. Almost 29% indicated that they had spent more than three hours in sports activities. The pattern of responses in this series of questions did not vary significantly. Table 4-9.—-Decision to come to Taipei as related to satisfaction. who Made N % It % % % X2 F DeCision? Total Sat. High Mod. Lo —- Made by me 1 1.6 3.00 0 3.3 0 Made together 4.0 1.47 with husband 50 79.4 2.44 90.5 76.7 66.7 df=4 df=2/60 Made by husband only 12 19.0 1.42 9.5 20.0 33.3 Table 4-11 represents the time subjects spent entertaining friends or business associates. This variable was significant at the .01 level on the liberal test. Individuals in the high and moderate satisfaction groups indicated that they had spent more than three hours during the previous two weeks entertaining. Only 25% of the low satis- faction group had spent that much time entertaining. Table 4-12 summarizes the degree of participation in various group and community activities as related to satisfaction. Although mean satisfaction scores were generally higher for those who indicated some degree of participation in these activities, compared to those who did not participate, none of the differences were statistically significant. £35 Nm\mucu o_uce mm._ Pomom.m mm.N N.NN m_ 6N.N o.m_ N_ mN.N o.NN NF oo._ o.m_ N, No. m.o e mecattu mcwccsm mN. mNpeo.m 3m._ o.NN NF m.N m.mp o_ om.P m.m_ o_ mN.m N.N_ N NN.N N.NN m_ mawu_>_uue ”Steam oe._ QNNP¢._P NF.m N.N_ m mN.N o.m_ NF co.N o.m_ N. oo.N m.o e mN.P _.Nm 6N mo_cw>2pua tamues_o> . . . . . . . . . . . . masocm mm _ enema _P om N N Fm ON oe _ m NN m_ 48 N m a. m mm N m m e co _ o 6_ NF Nuw>wpua\»e=um om.N Nm_m¢.m _m.N o.oN m. Nm.N 8.0N m. Fm.m o.ON m_ NN.N N.NN _N om. N.m N mcwaaogm oe.F m_NNe.N N¢.N o.m_ NF mo.N o.NN NF om.N N.NN a. 4,.N N.NN 3F oo._- m.¢ N me=6_2c m:_pwm_> .mfi .efi 3mm 3mm .d% 1. z a z z N z z N z z N z z N z a Nx .mc; mx .mc: m-N .2; P-m. .t; m. .82; o pr>_uu< ucmqm oewh .cowuommmwumm o» umumpmc mm mo_u_>?uuo :_ ucmam we?» pcmomm--.opiv mpamh 86 Table 4-1l.--Recent time spent entertaining as related to satisfaction. Time Spent N % M_ % % % X2 F Entertaining -— Total Sat. High Mod. Low —- 0 hr. 4 6.3 -1.50 O 3.3 25.0 .5 hr. 14 22.2 1.86 28.6 13.3 33.3 15.60 5.46** .5-1 hr. 9 14.3 3.33 19.0 16.7 0 df=10 df=5/57 1-3 hrs. 11 17.5 2.27 14.3 20.0 16.7 >3 hrs. 23 36.5 2.65 38.1 40.0 25.0 No response 2 3.2 3.00 O 6.7 **p < .01. Table 4-13 summarizes the degree of participation in three activities, the YWCA, church services and activities, and the American Club. Participation in the YWCA and church were significant on the liberal test at the .05 level, but not on the conservative test. While participation in the American Club only approached significance, patterns between groups are discernible. In the case of the YWCA and church, mean satisfaction scores were higher for those who partici— pated compared with those who did not. In the case of the American Club, scores were higher for those who had some involvement, but lower for those with the most involvement. Finally, subjects were asked to describe how they feel about the activities in which they are involved. Table 4-14 shows their responses, which were significant at the .01 level on both statistical tests. A majority of the high satisfaction group said that they really enjoyed what they do. A majority of the moderate satisfaction group said they enjoyed most, but some things were a waste of time. The 87 mm\mueu . nsocmcocv mONN. mN.N NN.N N.om sm.N N.Fe em.N m.N ON _ o masseuse? mezem>eecH . . . . . muapw>wuue mm._ NN.N N¢._ o.NN oo.m o _ om _ m N we N m mm m=w=a88_ _8228u _N. 4N.N mm.N m.N_ om.N m.m~ _m._ o.m_ mo.N o.Ne muwpw>wpua Fooeum mp._ mm.N mm.N N..m so.N m.em mm.N o.mp NN.P m.sF pr>mpua\se=pm mpa>wca . . . . 90 mm swan NF.N mo.N 6N.N m.N mm.m N.e as m o NN mN _ N cm A 8M=_uecu;pw : u m.cwsoz No._ em.e _e.N N.N_ mm.N N.N_ m_.m 3.6m ow._ N.mm _m=wwpaeamS=H . 8 . a . . 8 . .38 . .m x yam N yam s yam N .am N cospeawuwptaa mm.» 0 N Lm—zmmm cmpwo meow mcoz mo 9 .cowpomwmwpwm ow uwpmpmc mm mmmpw>waum xpwczeeoo can asocm cw cowamawowpcma to mmcmmoiu.mpue open» 88 Table 4-13.--Participation in YWCA, church activities, and American Club as related to satisfaction. Participation N % M % % % X2 Total Sat. High Mod. Low -E YWCA none 22 34.9 1.36 14.3 46.7 41.0 some 29 42.9 2.66 47.6 43.3 33.3 9.17 2.76* often 8 12.7 2.62 19.0 6.7 16.7 df=6 df=3/59 regular 6 9.5 3.16 19.0 3.3 8.3 Church none 29 46.0 1.52 38.1 40.0 75.0 some 7 11.1 3.29 38.1 40.0 25.0 7.29 3.34* often 4 6.3 3.50 4.8 10.0 0 df=6 df=3/59 regular 23 36.5 2.65 19.0 10.0 0 American Club none 1 1.0 0 O O 8.3 some 15 23.8 2.87 28.6 26.7 58.3 10.20 2.16 often 27 42.9 2.52 47.6 46.7 25.0 df=6 df=3/59 regular 20 31.7 1.55 23.8 26.7 8.3 *p_< .05. largest percentage (25%) of the low satisfaction group said that most things were a waste of time. Mean satisfaction scores showed a cor- responding pattern. Those who indicated that most of their activi- ties were a waste of time had the lowest satisfaction scores. Table 4-15 summarizes subjects' responses in the area of language learning and language ability. While none of the differences in response to these questions were statistically significant, some comparison can be made between the high, moderate, and low satisfac- tion groups. At least 60% of all groups indicated that they had taken 89 Table 4-14.--Enjoyment of activities as related to satisfaction. Enjoyment of N % M_ % % % X2 F Activities Total Sat. High Mod. Low - Really enjoy 32 50.8 2.91 76.2 40.0 33.3 Enjoy most, but some are a 26 41.3 1.92 19.0 56.7 41.7 . 13.78** 7.70** waste of time df=4 df=2/60 Enjoy a few, but most are a 5 7.9 - .20 4.8 3.3 25.0 waste of time **p_< .01. Table 4-15.--Language learning and speaking ability as related to satisfaction. Lang. Learning/ N % M_ % % % X2 F Speaking Ability Total Sat. High Mod. Low —- Chinese lessons yes 40 63.5 2.13 60.0 64.0 66.7 5 48 1 25 no 19 30.2 2.74 30.0 35.5 16.7 df=4 df=2/6O intend to 4 6.3 1.25 10.0 0 16.7 Chinese speak- ing ability <25 words 22 34.9 1.95 33.3 33.3 41. <25 words, no conversation 22 34.9 2.77 42.9 36.7 16.7 3.77 .92 simple con- . df=6 df=3/59 versation 19 28.6 1.94 23.8 _26.7 41.7 rel. fluent l 1.6 3.00 O 3.3 O Other foreigp language yes 33 52.4 2.15 47.6 56.7 50.0 .44 .20 no 30 47.6 2.37 52.4 43.3 50.0 df=2 df=l/6l 90 Chinese language lessons. In the area of Chinese language speaking ability, however, 41% of those in the low satisfaction group indicated that they were able to carry on simple conversations in Chinese. In comparison, only about 25% of those in the high and moderate groups indicated this level of speaking ability. The next four tables explore friendship patterns of the sub- jects within the Chinese and expatriate communities. Table 4-16 rep- resents the expatriate/Chinese mix of both subjects and their husbands. In the case of casual acquaintances and friends of both subjects and their husbands, a majority of subjects indicated that these were "mostly expatriates with some Chinese." Although neither of these friendship patterns was statistically significant when related to satisfaction, mean satisfaction scores were lower for those who gave the "all expatriate" response. Differences in response patterns for the category of friend- ship labeled "friends of mine" was statistically significant at the .05 level on the conservative test and at the .01 level on the liberal test. Eighty-five percent of those in the high satisfaction group listed friends of theirs as being "mostly expatriate with some Chinese," and on1y14% listed them as "all expatriate." Half of both the moderate and low satisfaction groups listed their friends as “all expatriate." Mean satisfaction scores were highest for those who had at least some Chinese friends. Table 4—17 represents the subjects' expatriate friends described in terms of their native language. There were no significant differ- ences between the high, moderate, and low satisfaction groups. A 91 majority of subjects in all but the moderate satisfaction group indi- cated that their expatriate friends were a "mixture of Americans and non-Americans, both native and non-native speakers." Table 4-16.—-Characteristics of friends as related to satisfaction-- nationality. Nationality N % M_ % % % X2 F of Friends Total Sat. High Mod. Low - Casual acquaint- ances all expatriates 3 4.8 .33 5.0 0 16.2 most expat./ ' some Chinese 56 88.9 2.33 95.0 87.1 83.3 9.35 1.07 most Chinese/ df=4 df=3/59 some expat. 2 3.2 2.50 O 6.5 0 all Chinese 0 0 0 O O 0 Friends of ours all expatriates 11 17.5 1.91 5.0 22.6 25.0 most expat./ some Chinese 51 81.0 2.35 95.0 74.2 75.0 4.38 .45 most Chinese/ df=4 df=2/60 some expat. 0 0 0 O 0 0 all Chinese 0 O O 0 O 0 Friends of mine _l .66 14.3 50.0 50.0 .81 85.7 46.7 all expatriates 24 38.1 most expat./ some Chinese 37 58’7 N 4'°7 13.98* 5.38** most Chinese/ df=4 df=3/59 some expat. 0 0 O O 0 0 all Chinese 1 1.6 -3.00 0 O 8.3 *p_< .05. **p_< .01. 92 Table 4-17.--Characteristics of friends as related to satisfaction-- language. Language N % M_ % % % X2 F of Friends Total Sat. High Mod. Low ~— Mainly Americans 14 22.2 2.07 19.0 23.3 25.0 Americans/other native English 18 28.6 2.39 28.6 30.0 25.0 .31 .11 speakers df=4 df=2/6O Americans/native and non-native 31 49.2 2.26 52.4 46.7 50.0 English speakers Table 4-18 represents the subjects' desire to be more involved with both non-American expatriates and with Chinese. Responses to both of these questions varied significantly on the liberal test. In both cases, those in the low satisfaction group expressed a greater desire for involvement with non—Americans and with Chinese than did those in the other two groups. A majority of both the high satisfac— tion group and the moderate satisfaction group indicated that they were satisfied with their present level of involvement with these groups of friends. Table 4-19 represents subjects' responses to the question, "Do you find enough people here with whom you can be yourself?" Responses to this question varied significantly on the liberal test. Ninety percent of those in the high satisfaction group indicated "yes." While a majority of those in both the moderate and low satisfaction groups answered "yes," those in the low category had the highest number of "no" responses. Mean satisfaction scores were low for those who answered "no." 93 Table 4-18.--Desire for involvement with non-Americans and Chinese as related to satisfaction. Desired N % M % % % 2 Involvement Total Sat. High Mod. Low X -E Desired involve- ment with non- American expat. more 22 34.9 1.95 23.8 40.0 41.7 6 3] 5 09** as 15 40 63.5 2.55 76.2 60.0 50.0 df=4 df=2/60 less 0 O O O O O Desired involve- ment with Chinese more 21 33.3 2.05 28.6 33.3 41 7 5 10 4 68** as is 41 65.1 2.49 71.4 66.7 50.0 df=4 df=2/6O less 0 O 0 O O O **p < .01. Table 4-19.--Perceived sufficiency of those with whom you can be your- self as related to satisfaction. Perceived % M % % % 2 Sufficiency N Total sat. High Mod. Low X 5 Yes 48 76.2 2.67 90.5 70.0 66.7 6 89 7 26,, df=4 df=2/6O N0 14 22.2 .71 4.8 30.0 33.3 Table 4-20 summarizes the variables considered within the expa- triate section of the questionnaire. Significant differences on the conservative Chi-Square test and the liberal ANOVA test are indicated. 94 Table 4-20.--Summary of expatriate factors as related to satisfaction. Expatriate Factors Signiigcant Significant E Length of time expect to stay no no Home leave no no Number of overseas posts no no Would like another overseas post no no Expected permanence of next post no no Decision to come to Taipei no no Time spent a. visiting friends no no b. shopping no no c. in study/activity groups no no d. in volunteer activities no no e. in sports activities no no Degree of participation in a. International women's club no no b. American Club no no c. Other clubs no no d. Formal learning no no e. School activities no no f. Private study/activity groups no no 9. Individual interests no no Chinese language lessons no no Chinese language ability no no Other foreign language no no Nationality mix of a. casual acquaintances no no b. business and friends of ours no no Number of moves since marriage no yes Length of time in Taipei no yes Time spent entertaining no yes Participation in YWCA no yes Participation in church no yes Desire for more Chinese and non-American . no es involvement y 95 Table 4-20.--Continued. Expatriate Factors Sign1;}cant S1gn1f1cant E Sufficient people with whom can be self no yes Taipei considered home yes yes Rather be not living somewhere else yes yes Positive feeling about activities yes yes Expatriate/Chinese mix of friends of mine yes yes Corporate Factors Several items on the questionnaire asked participants to describe various items related to corporate expectations and supports. The variables that were considered include: a. Husband's position in company now, as compared with last post, and position changes in Taipei; b. Selected corporate expectations, including attendance at company parties, orientation of new wives to Taipei, entertainment of local clients, entertainment of U.S. visitors, community partici- pation, and volunteer activities; c. General effect on company expectations; d. Company expectations compared to U.S.; e. Making a difference in husband's job; f. Training and information received and adequacy of preparation; 9. Feelings about benefits; h. Satisfaction with company expectations. 96 Chi-Square and ANOVA tests were computed for each item in this set. These tests represent an attempt to determine whether the pattern of responses to each question varies significantly among individuals in the high, moderate, and low satisfaction groups. As indicated in Chapter III, because of the exploratory nature of the study, variables which were not significant at the .05 level set for the study, but which were below the .10 level of significance, will be noted. The liberal test suggested that there were statistically sig- nificant relationships between satisfaction and the following variables: a. Company expectation to entertain U.S. visitors. While not significant at the .05 level, the pattern of responses to this question suggests that there is a positive relationship between satisfaction and the expectation to entertain U.S. visitors often. b. Adequacy of training and information received. Signifi- cance level for this variable was .06. The pattern of responses sug- gests that those who received adequate training before coming to Taiwan had a higher level of satisfaction. c. Satisfaction with company expectations. The pattern of responses suggests that those who are satisfied with what the company expects have a higher level of satisfaction. Data summarizing the relationship between satisfaction and all of the variables related to corporate supports and expectations will be summarized in this section of Chapter IV. Some of the response categories have been collapsed for clarity. Degrees of freedom shown on the tables represent those for the original categories. "No 97 response" categories are omitted where they show little or no influ- ence on the response patterns. Table 4-21 summarizes responses regarding the husband's posi- tion in Taipei as related to the wife's satisfaction. None of the responses in Table 4-21 varied significantly on either the conserva- tive or the liberal test. A majority of the subjects indicated that their husbands held positions other than general manager. These included financial positions, production manager, etc. Eighty-five percent of the population indicated that his position is now higher than in the last post. Twenty-five indicated that their husbands had changed positions while in Taipei, but 20% of these had been a role rather than a level change. Table 4-21.--Husband's position in Taipei as related to satisfaction. . . . % El 2 Husband s Pos1t10n N Total Sat. X .E Husband'syposition general manager 24 37.5 2.13 9 85 1 44 other management 38 58.7 2.32 d%=1o df=5/57 other 1 1.6 3.00 Position level now cpmpared with last post higher 54 85. 7 2. 3.24 .46 same 8 13.7 2.88 _ _ lower 1 1.6 3.00 df'6 df'3/59 Position change in Taipei yes 3 4.8 2.67 no 46 73.0 2.24 iii: d;:§/59 same level, different role 14 20.6 2.38 98 The next two tables represent responses regarding the com- pany's expectations of the wife as perceived by the subjects. Table 4-22 represents the degree to which certain activities are expected of the wife as related to her satisfaction. In the case of the first four activities, attendance at company parties, orientation of new company wives, entertainment of local clients, and entertain- ment of company employees, a majority of the respondents indicated that these were expected "sometimes" rather than "often." In the case of participation in volunteer and community activities, a majority indicated that this was not expected by the company. None of the expectations represented varied significantly on either the conservative or the liberal test. Responses indicating the degree of the company's expectation for entertaining U.S. visitors varied at the .07 level of signifi- cance on the conservative test. As stated in Chapter III, this is greater than the .05 level set for significance, but is still below the .10 level and may be seen as indicative of some significance and will therefore be considered in the discussion of findings. Mean satisfaction scores were higher for participants who indicated they were expected to entertain U.S. visitors more often. Table 4-23 summarizes data relating to feelings of the subjects toward company expectations. When comparing company expec— tations with the U.S., 68% stated that the expectations were greater than in the U.S. In answer to the question, "To what extent do the company's expectations have an effect on your life here?" a larger percentage of the high and moderate groups indicated that company 99 .umma memscmiwgo m>wpm>cmmcoo we» co no. ".mx oe\Nuea auee ma.N N_.e om.N m.om Nm a_.N N.NN 4N mm.m m.m a ma_ee>wwumemwwunfiwwm Na.F N_.m e_.N N.Na me oa.N N.NN m_ mm.m N.a m maaea>waaa eaaeaepa> _N.N Pa.m ON.N m.N m om._ N.ma Fm NN.N m.Ne NN meaeama> .m.= eaapeaeama e_. ma.m oo.N m.m_ o_ em.N e.FN ma oo.N F._P N maaNo_aea eaaaeaacm mm. Nm.N 8N.N m.em mN Nm._ N.mm mN oN.N N.NN m_ macaw—u Faua_ caaeeapem No. ON.N ¢_.N a.wN N. e_.N 0.04 mN oe.N N.NN m. ma>az 38: pcaaao mN. PN.N oo.N N.m N oo.N e.mm mm Nm.N m.Pa 0N mewpeaa NeaaEae eaeee< m. «x .ymm & z .ymm & z .ymm N z meowgmuumaxm acegsoo cm>mz mmewpweom copeo .cowuomemwumm op umumpmc mm mcowpmpumaxm acmasooii.mmie mpnmh I - . - . 100 expectations had a significant effect or some effect on their lives than did those in the low satisfaction group. Responses to neither question varied significantly on either the conservative or the liberal test. Table 4-23.--Feelings about company expectations as related to satisfaction. Feelings About % M % % % 2 Exnectations N Total sa’t. High Mod. Low X E— Company expects more than in U.S. yes 43 68.3 2.33 61.9 80.0 50.0 same 10 7.9 2.20 19.0 10.0 25.0 5.39 .11 no 5 15.9 1.80 9.5 3.3 16.7 df=6 df=3/59 n.a. 5 7.9 2.20 9.5 6.7 8.3 Effect of com- pany expecta- tions on your life significant 15 23.8 2.33 15.0 32.3 16.7 4 34 87 some 28 44.4 2.53 55.0 41.9 33.3 df=4 df=2/60 little 20 31.7 1.80 30.0 25.8 50.0 Satisfaction with what company_e§pects yes 59 93.7 2.37 100.0 90.3 91.7 2.01 3.73* no 4 6.3 .50 O 10.0 8.3 df=2 df=l/6l fp,< .05. Responses indicating satisfaction with company expectations varied significantly at the .05 level on the liberal ANOVA test. Although a majority indicated that they were satisfied with what the 101 company expects, mean satisfaction scores were significantly higher for those who were satisfied than those who were not. Table 4-24 summarizes responses to the question, "Does who ypp_ are make a difference in your husband's job?" The majority of the respondents answered "yes." Although this factor was not statis— tically significant, the mean satisfaction score was higher for those who answered "yes" to this question. Table 4-24.--Making a difference in husband's job as related to satisfaction. Does who ypp_are make a N % M_ X2 F difference in husband's job? Total Sat. Yes 37 58.7 2.59 .97 1.63 No 26 41.3 1.97 df=2 (”fl/6' Tables 4-25 and 4-26 refer to the preparation which subjects said they had before coming to Taipei. Table 4-25 summarizes answers to the question, "Did you receive adequate preparation for Taipei?" While significant variance among responses was slightly greater than the .05 level but less than .10 on the liberal test, it will be con- sidered in the conclusions. A majority of subjects in the high satis- faction group stated that they had received acequate preparation. A majority of both the moderate and low satisfaction groups stated that they had not. The low satisfaction group had the highest percentage (66.7%) who stated that they had not received adequate preparation. 102 Table 4-25.--Adequacy of preparation for Taipei as related to satis- faction. Adequate N % M_ % % %‘ X2 F Preparation Total Sat. High Mod. Low -— Yes 28 44.4 2.75 57.1 40.0 33.3 4.98 2.81 No 32 50.8 1.71 33.3 56.7 66.7 df=4 df=2/60 Not sure 3 4.8 3.33 9.5 3.2 O p_= .06 Table 4-26 represents a summary of training and information which subjects received in preparation for Taipei. If the subject had received the training or information, she was asked to designate whether she thought it was helpful or not. A majority of the sub- jects indicated that they had not received the training in all cate- gories except "written and verbal information." In all cases except "personal interview," mean satisfaction scores were slightly higher for subjects who received the training, whether they thought it was helpful or not. Variance among responses was not statistically sig- nificant. Table 4-27 summarizes responses related to feelings about company benefits. Although responses did not vary significantly on either the conservative or liberal test, mean satisfaction scores were higher for those who responded that benefits were adequate, that bene- fits were an attraction for coming to Taipei, and that benefits were an incentive to stay. 103 mm\mnmu whee mo. om.¢ mm.m _.FP oo.m o.om mo.m m.mo someepcmwco om. mm._ om.m N.m oo.m ~.m m_.N N.mm mCFCNeLp Peace; o¢._ op.m mo.m o.me mp.m P.mm om.~ m.mp .oecw anem> w ceppwez Fm. mm.m mm.m m.m~ mn.m m.o ¢F.N o.mm =mmmixoON= —N. ¢F.m oo.m N.¢F mm.~ m.m_ mo.~ o.mm zmw>cmpcw _mcomcoa mam N 3% N 5% N. ... a New”. asses aaweaeeé mmmcpzwapm: um>wmoema .cowpummmwumm op cmmewg mm nm>mmumc cowpmseoecw can mcwcwmgpun.mmne mpnmh 104 Table 4-27.--Feelings about benefits as related to satisfaction. Feelings About N % M. x2 F Benefits Total Sat. -— Adeguate yes 50 79.4 2.44 2.63 2.33 no 13 20.6 1.54 df=2 df=2/60 Attraction for coming to Taipei yes 37 58.7 2.49 2.50 1.33 no 26 41.3 1.92 df=2 df=2/60 Incentive to stay yes 21 33.3 2.81 2.99 1.34 no 41 65.1 1.80 df=2 df=2/6O Table 4-28 summarizes the variables considered within the corporate section of the questionnaire. Significant differences on the conservative Chi-Square test and the liberal ANOVA test are indi- cated. Family Factors Several items on the questionnaire asked participants to describe various items related to family life for the subjects in Taipei. The variables considered were: a. Number of years of marriage and previous marriage; b. Satisfaction of children and worries about children's development; c. Husband's work hours compared to U.S.; d. Expected location of husband's next post; 105 Table 4-28.--Summary of corporate factors as related to satisfaction. Significant Significant Corporate Factors X2 .E Husband's position in company no no Husband's position level compared with last post no no Position change in Taipei no no Selected corporate expectations no no a. attendance at company parties no no b. orientation of new wives no no c. entertainment of local clients no no d. entertainment of U.S. visitors no noa e. community participation no no f. volunteer activities no no Effect of company expectations on life no no Expectations of company compared to U.S. no no Making a difference in husband's job no no Training and information received no no Adequacy of preparation no nob Feelings about benefits no no Satisfaction with company expectations no yes a p_= .07 on liberal ANOVA test. bp_= .06 on liberal ANOVA test. 106 e. Factors affecting quality of family life, including absence of extended family, the amah (maid), expatriate lifestyle, social demands, husband's working hours, activity participation, and Chinese lifestyle; f. Time spent with husband and family compared to U.S.; 9. Number of children; h. Number of husband's work hours per week; i. Husband's satisfaction; j. Effect of life in Taipei on relationship with husband; k. Benefit for family to be in Taipei. Chi-Square and ANOVA tests were computed for each item in this set. These tests represent an attempt to determine whether the pat- tern of responses to each question varied significantly among indi- viduals in the high, moderate, and low satisfaction groups. Those variables that showed a significant relationship to satisfaction on the liberal test pply were: a. Activity participation. The pattern of responses indi- cated that where activity participation does not affect quality of family life, satisfaction is higher. b. Chinese lifestyle. The pattern of responses suggests that where Chinese lifestyle is perceived to have a negative effect on quality of family life, satisfaction is lower. Where it has no effect on quality of family life, satisfaction is higher. c. Husband's work hours per week. The pattern of responses on this variable is unclear as related to satisfaction. Significant variance may be due to the effect of one individual outlyer. 107 d. Number of children. Again, the pattern of responses has an unclear relationship to satisfaction. Significance may be due to the effect of an outlyer. This variable should be investigated further. Both the liberal and the conservative tests suggest a sig- nificant relationship between satisfaction and the following vari- ables: a. Husband's satisfaction. The pattern of responses indi- cates that the level of satisfaction is higher for the wife if the husband is satisfied in Taipei. b. Effect of life in Taipei on relationship with husband. The pattern of responses indicates that the level of satisfaction is higher if life in Taipei is perceived to have a positive effect on the wife's relationship with her husband. c. Benefit for family to be in Taipei. The pattern of responses indicates that level of satisfaction is higher if the wife feels that it is good for her family to be in Taipei. On one variable, the effect of husband's working hours on quality of family life, the conservative test suggested significance at the .05 level, while the liberal test was significant at the .09 level. The pattern of responses indicated that level of satisfaction was higher for those who said that husband's working hours had no effect on quality of family life. Data summarizing the relationship between satisfaction and all of the variables related to family life will be summarized in this section of Chapter IV. Some of the response categories have been 108 collapsed for clarity, and degrees of freedom shown on the tables rep- resent those for the original categories. "No response" categories have been omitted where they show little or no influence on the response patterns. Table 4-29 summarizes the responses to questions concerning the number of years of marriage and previous marriage as related to satisfaction. Responses to these questions did not vary signifi- cantly on either test. A majority of the respondents have been mar- ried from 6 to 15 years, and this is the first marriage for most. Table 4-29.--Years of marriage and previous marriage as related to satisfaction. Years of Marriage and N % M_ X2 F Previous Marriage Total Sat. -— Years of marriage l-5 4 6.3 0 6-15 33 52.4 2.48 7.49 2.l4 l6-25 l7 27.0 2.24 df-6 <25 9 l4.3 2.44 Have you been married before? yes 7 ll.l 2.29 .46 .00 no 56 88.9 2.25 df=2 df=l/6l Table 4-30 summarizes the subjects' number of children and the number of children living with them as related to satisfaction. Responses concerning the number of children varied significantly on the liberal test. Twenty-eight percent of those in the high 109 satisfaction group have more than four children, compared to 6.7% in the moderate group and none in the low group. A majority of respondents have between one and three children and have one to three children living with them. Table 4-30.--Number of children as related to satisfaction. Number of N % fl_ % % % x2 F Children Total Sat. High Mod. Low -— Number of children 0 3 4.8 l.66 4.8 3.2 8.3 l-3 5l 8l.0 2.20 66.7 90.0 83.3 12.09 4.34** 4-6 8 12.7 3.50 28.6 6.7 0 df=6 7+ 1 l.6 -3.00 0 0 8.3 Number of children livinggwithgyou 0 9 l4.3 2.78 15.0 l6.0 8.3 l l6 25.4 l.75 35.0 l2.9 4l.7 2 19 30.2 2.53 25.0 35.5 25.0 3%13 3 83 3 l6 25.4 2.25 20.0 32.3 l6.7 4 3 4.8 l.67 5.0 3.2 8.3 **p_< .Ol. Table 4-3l summarizes subjects' perceptions of their chil- dren's satisfaction and worries about children's development in Taipei as related to satisfaction. Responses on these factors did not vary significantly on either test. A majority (79%) of the respondents indicated that their children were satisfied. Forty-one percent of 110 the respondents indicated that they had some worries about their children's develOpment, and 44% indicated that they did not. Table 4-3l.--Children's satisfaction and worries about children's development as related to satisfaction. Children's Satisfaction and % M 2 Worries About Children's N Total Sat X .5 Development ° General satisfaction of children satisfied 50 79.4 2.24 .8l .05 not satisfied 3 4.8 2.00 df=4 df=2/60 no response l0 Worries about chil- dren's development yes 27 4l.9 2.22 l.82 .3l no 28 44.4 2.l4 df=4 df=2/60 no response 8 Table 4-32 summarizes subjects' responses to the question, "Is your husband satisfied here?" and the number of hours worked by the husband. Responses concerning the husband's satisfaction varied significantly on both the liberal and conservative tests. Eighty-one percent of those in the high satisfaction category answered "yes" compared to 76% in the moderate group and 50% in the low group. Mean satisfaction scores were significantly higher for those whose husbands were satisfied. Responses concerning the husband's work hours varied signifi- cantly on the liberal ANOVA test. At least half of the respondents lll indicated that their husbands work 50 hours per week. Mean satis- faction scores were slightly lower for those whose husbands work longer. One individual with a low satisfaction score may have unduly affected the variance. Table 4-32.--Husband's satisfaction and work hours as related to satisfaction of wife. Husband's Satis. N % M_ % % % x2 F & Work Hours Total Sat. High Mod. Low -— Is husband satisfied? yes 46 73.0 2.6l 8l.0 76.7 50.0 no l2 l9.0 l.67 l4.3 23.3 16.7 l4.49* 2.68* not sure 4 6 3 .50 4.8 0 25.0 df=6 df=3/59 .no response l Husband's work hours/week <30 l l.6 -3.0 0 0 8 3 30-50 33 52.4 2.55 52 4 53.3 50 0 3%32 4‘73** >50 29 46.0 2.l0 47 6 46.7 4l 7 *p_< .05. **p_< .Ol. Table 4-33 summarizes additional responses to questions con- cerning the husband's work. None of these varied significantly on either test. Seventy-one percent of the subjects said that their husbands' work hours were longer in Taipei than in the U.S. Sixty percent of the respondents said that their husbands wanted another overseas post, and 33% were not sure. The mean satisfaction score was lower for those who were not sure. Forty-four percent of the 112 subjects expected their husband's next post to be in the U.S., while 33% expected it to be overseas and 20% had "no idea." Table 4-33.--Additional factors relating to husband's work as related to wife's satisfaction. Additional Factors: N % M 2 Husband's Work Total Sat. X -5 Husband's work hours compared to U.S. same 9 l4.3 2.67 longer 45 7l.4 2.40 6.68 l.32 shorter 4 6.3 l.25 df=6 df=3/59 n.a. 5 7.9 l.00 Does husband want another overseas post? yes 38 60.0 2.63 maybe 2l 33.3 l.38 8.43 2.55 no 3 4.8 3.00 df=6 df=3/59 no response 1 Husband's next post U.S. 28 44.4 2.78 3.32 28 overseas 21 33.3 2.29 _ ‘_ no idea 13 20.6 2.23 df'5 df'3/59 no response l The following four tables summarize responses on the effect of several factors on the quality of family life in Taipei as related to the subjects' satisfaction. Table 4-34 summarizes the perceived effect of several factors on quality of family life. None of the factors in Table 4-33 was statistically significant, although "expa- triate lifestyle" approached significance on the liberal test. A majority of respondents (66%) indicated that absence of grandparents 113 Table 4-34.—-Factors affecting quality of family life as related to satisfaction. Factors Affecting Quality of Family Life N Total Sat. x 5 Absence of family positive 7 11.1 2.57 negative 42 66.7 2.19 3%32 dflg/60 no effect 14 22.2 2.29 Amahimaidl positive 32 50.8 2.31 negative 13 20.6 1.92 1.99 .20 no effect 11 17.5 2.27 df=3/59 no response 7 11.1 2.57 Expatriate lifestyle positive 24 38.1 2.33 negative 18 28.6 1.44 5.28 2.33 no effect 18 28.6 2.67 df=3/59 no response 3 Social demands positive 16 25.4 2.56 negative 17 27.0 1.65 5.36 1.04 no effect 27 42.9 2.33 df=3/59 no response 3 and other family had a negative effect on the quality of their family life, although 11% said it had a positive effect and 22% said no effect. Fifty percent indicated that the amah or maid had a posi— tive effect on quality of family life, 20% said the effect was nega- tive, and 17% said she had no effect. Thirty-eight percent indicated that expatriate lifestyle had a positive effect on family life, 28% said it had a negative effect, and 28% said no effect. Forty-two percent of the respondents stated that social demands had no effect 114 on quality of family life, while 25% said the effect was positive and 27% said it was negative. Table 4-35 summarizes responses relating to perceived effect of husband's working hours on quality of family life. Responses on this variable were significant at the .05 level on the conservative test. A majority of all groups indicated that husband's working hours have a negative effect on family life, but a larger percentage of the low satisfaction group (33%) stated that they had a positive effect. Twenty-eight percent of the high satisfaction group and 26% of the moderate satisfaction group indicated they had no effect. Table 4-35.--Effect of husband's working hours on quality of family life as related to satisfaction. Effect of % M % % .% 2 Husband's N -— . X F Working Hours Total Sat. ngh Mod. Low —— Positive 6 9.5 .67 4.8 3.3 33.3 1 . 3.27* 2.26 Negative 42 66.7 2.2 66.7 66.7 66.7 df=6 E? 09 No effect 14 22.2 3.00 28.6 26.7 0 *3 < .05. Table 4-36 represents the effect of the activities in which the wife participates on the quality of family life. Responses on this factor were significant at the .01 level on the liberal test. Mean satisfaction scores were higher for those who said activities had no effect on quality of family life. 115 Table 4-36.-—Effect of activity participation on quality of family life as related to satisfaction. Effect of N % M_ % % % X2 F Activities Total Sat. High Mod. Low ‘— Positive 31 49.2 2.29 38.1 56.7 50.0 . 11.41 7.05** Negative 4 6.3 -.25 0 6.7 16.7 df=6 df=3/59 No effect 27 42.9 2.78 61.9 36.7 25.0 *fp < .01. Table 4-37 summarizes data indicating the effect of Chinese lifestyle on the quality of family life as related to satisfaction. This factor was significant at the .01 level on the liberal test. In the high satisfaction group, 23% said Chinese lifestyle had a positive effect, while 14% said the effect was negative and 57% said no effect. In the moderate satisfaction group, 33% said the effect was positive, 16% said negative, and 46% said no effect. In the low satisfaction group, 25% said the effect of Chinese lifestyle was positive, 50% said negative, and 25% said no effect. Mean satisfaction scores were sig- nificantly lower for those who said Chinese lifestyle had a negative effect on family life. Table 4-38 summarizes responses relating to time spent together by the family as compared to the U.S. and time spent together with the husband as compared to the U.S. Neither of these factors varied significantly on either the conservative or liberal test. Thirty-eight percent of the respondents indicated that the family does not spent more time together than in the States, 27% said they 116 Table 4-37.--Effect of Chinese lifestyle on quality of family life as related to satisfaction. Effect of N % M. % % % X2 F Chinese Lifestyle Total Sat. High Mod. Low -— Positive 18 28.6 2.61 23.8 33.3 25.0 . 7.91 4.22** Negative 14 22.2 .79 14.3 16.7 50.0 df=6 df=3/59 No effect 29 46.0 2.66 57.1 46.7 25.0 **p < .01. spend the same amount of time together, and 17% said they spend more time together. Thirty-six percent said they do not spend more time with their husband, 33% said it was the same, and 20% said they spend more time together with their husband. Table 4-38.--Time spent with family and husband as compared to U.S. as related to satisfaction. Time Spent With . % M 2 Family and Husband N —- X F Compared to U.S. Total Sat. '— Does your family spend more time together than in U.S.? yes 11 17.5 2.54 no 24 38.1 2.25 2.93 .13 same 17 27.0 2.05 df=6 df=3/59 n.a. 11 17.5 2.27 Do you and_your husband spend more time together than in U.S.? yes 13 20.6 2.07 no 23 36.5 2.13 6.62 .28 same 21 33.3 2.57 df=6 df=3/59 n.a. 6 9.5 2.00 117 Table 4-39 summarizes responses to the question, "How does life in Taipei affect your relationship with your husband?" This factor varied significantly on both the conservative and liberal tests. In the high satisfaction group, 57% indicated that the rela- tionship with the husband was positively affected, 5% said the effect was negative, and 33% said there was no difference between the rela- tionship in Taipei and elsewhere. In the moderate group, 47% said the relationship was positively affected, 13% said the effect was negative, and 40% said there was no difference between Taipei and elsewhere. In the low satisfaction group, 8% said the relationship with the husband was positively affected, 66% said it was negatively affected, and 16% said there was no difference. Table 4-39.--Effect of life in Taipei on relationship with husband as related to satisfaction. Effect on Rel. N % M % % % x2 With Husband Tota Sat. High Mod. Low -5 Positive 27 42.9 3.04 57.1 45.7 8.3 ** ** Negative 13 20.6 0.00 4.8 13.3 66.7 ZSFSE l};§§59 No difference 21 33.3 2.67 33.3 40.0 16.7 **p_< .01. Table 40-4 summarizes responses to the question, "Do you think it is good for your family to be in Taipei?" This factor varied sig- nificantly on both the liberal and conservative tests. In the high satisfaction category, 61% said it was good for their family, 28% were 118 not sure, and 5% said it was not good. In the moderate category, 53% said it was good, 36% were not sure, and almost 7% said it was not good. In the low satisfaction category, 8% said it was good, 41% were not sure, and 50% said it was not good. Table 4-40.--Benefit for family to be in Taipei as related to satisfaction. Benefit to N % M % % % Family? Total Sat. High Mod. Low X -E Yes 30 47.6 3.10 61.9 53.3 8.3 No 9 14.3 .11 4.8 6.7 50.0 '3F32** §%§§;;9 Not sure 22 34.9 1.86 28.6 36.7 41.7 **p_< .01. Table 4-41 summarizes factors relating to family life and indicates their significance on both the conservative and liberal tests for significance. Open-Ended Responses From Questionnaire Introduction Participants were asked to respond to several open-ended questions on the questionnaire. These included two questions each in the expatriate, corporate, and family sections and two general questions at the end of the questionnaire. The general questions included one which asked participants to list the three "best" and the three "worst" things about being in Taipei and one question asking 119 Table 4-4l.--Summary of family factors as related to satisfaction. Family Factors Signifgcant Significant X E Number of years of marriage no no Previous marriage no no Satisfaction of children no no Worries about children's development no no Husband's work hours compared to U.S. no no Expected location of husband's next post no no Factors affecting quality of family life a. Absence of family no no b. Amah (maid) no no c. Expatriate lifestyle no no d. Social demands no no e. Husband's working hours yes no f. Activity participation no yes 9. Chinese lifestyle no yes Time spent with husband compared to U.S. no no Time spent with family compared to U.S. no no Number of children living with you no no Husband's work hours (total number/week) no yesa Number of children (total) no yesa Husband's satisfaction yes yes Effect of life in Taipei on relationship with husband yes yes Benefit for family to be in Taipei yes yes aSignificance of variance is unclear and may be due to effect of an individual outlyer. 120 for additional comments. Although responses to these open-ended questions were not coded for computer analysis, a summary of responses is included in this section to provide additional information for the reader. Expatriate Factors There were two open-ended-response questions in the expatriate section of the questionnaire. The first asked for additional activi- ties in which the subjects were involved and which were not listed on the questionnaire. The second asked, "How would you say that your life in Taipei is most different for you than it would be in the U.S. right now?“ The most frequently mentioned additional activities were: (1) entertaining visitors from the U.S. These included both business visitors and relatives or friends who were visiting; (2) involvement in the Girl Scouts or Boy Scouts; (3) coaching ball teams for the Taipei Youth Activities organization; and (4) spending time with children. The most frequently mentioned difference from the U.S. was "presence of household help." In a majority of cases, this factor was mentioned in connection with having more free time after being freed of household tasks. One subject's response was typical in this respect: "I've had to change my whole life style as my main activities in the U.S. centered around the household." Several sub— jects described themselves as being "pampered." Two subjects indicated 121 that they were "uncomfortable" with having someone to do the house- work for them. The second most frequently mentioned difference was "not working outside the home." In two cases, subjects stated that this was a positive factor. One of these indicated, "In the U.S., I would probably be working. Here, I treasure the time I have to spend with my son." The majority of those who mentioned work, however, reflected the feelings of the subject who stated, "I long for work of my own, and anywhere we lived in the U.S., I could continue my own career or pursue advanced studies." "Lack of educational opportuni- ties," "lack of satisfying work," and "lack of professional challenge" were mentioned frequently. The "opportunity to meet interesting people" and have a "variety of cultural experiences" were mentioned by several. One woman stated that in the U.S., her acquaintances would be "narrower." Other differences mentioned were: (1) not being able to drive; (2) travel opportunities; (3) not being able to visit rela- tives; (4) lack of western cultural events, movies, plays, concerts, etc.; (5) frustration with traffic and language barriers; (6) more time spent in social activities; and (7) "being dependent on others." Corporate Factors There were two open-ended-response questions in the corporate section of the questionnaire. One asked if there were any "additional benefits which would make it more attractive to stay in Taiwan." The other was connected with the question, "Do you feel that, generally, 122 who you are and what you do makes a significant difference in your husband's job? If yes, how?" In both questions, most of the respon- dents left the space blank. Three of the respondents indicated that they felt uncomfortable answering any questions having to do with their husband's job and sponsoring corporation, as they were "not sure how the corporation would feel about that." If other subjects felt the same way, they did not indicate this. In the area of additional benefits, those who did respond cited the "need for a driver" most frequently. These women indicated that transportation is a problem for them, as the automobile is owned by the company and they "do not have access to it" or "prefer not to drive in Taipei. As the traffic situation is rather problematic in Taipei, this is a common situation for many women. Other additional benefits cited included additional housing allowances or, where the company does not furnish them, the provision of housing allowances. One respondent stated a "five-day work week" as a desirable benefit (most expatriate managers work a six-day week in Taipei). In describing how they make a difference in their husband's job, most subjects who answered the question indicated that they did this by supporting the husband and "keeping myself from being too unhappy." Two indicated that they "did not want my actions to be viewed as negative in the company's eyes." 123 Family Factors In the family section of the questionnaire, there were two open-ended—response questions. The first asked, "What would you say is the greatest positive effect, for your family, of being in Taipei?" and the second asked, "What would you say is the greatest negative effect, for your family, of being in Taipei?" Both questions were answered by all of the subjects. In the area of positive effects, the most frequent response was that the family was exposed to another culture and was learning to live in that culture. Other responses which were frequent included, "Tolerance for others," "We've learned to appreciate the U.S.," "The variety of different and interesting people we've met," and ”Valuable family discussions of experiences." One respondent stated, I'If you can arrange your lifestyle around your husband's work hours and make time, this can be a broadening experience if the wife is happy." In terms of negative effects, the most frequent response dealt with the absence of extended family, "especially on holidays." Lack of family time together was frequently cited, as was lack of adequate recreational facilities and family activities. Health-care problems were cited by many. The lack of space for children to play and the absence of "neighborhoods" were also frequent responses. Several sub- jects commented that there were not enough activities for teenagers. 124 General Comments There were three general-comment questions at the end of the questionnaire. The first two asked respondents to list the three best things and the three worst things for them about being in Taipei. All of the respondents answered these first two questions. Under "the best things," the most frequent responses centered around "learning to live in another culture" and "meeting different people." The availability of household help was the second most fre- quent response, although this was also mentioned under "worst things" by many. Typical responses in this category were "not having to do housework," "being pampered,“ and "my amah (maid)." Other responses included: "increasing our savings account," "the positive effect on my husband's career," "opportunity to travel," "being away from certain relatives," "my husband not traveling," "more free time,“ and l'Does getting to leave count?" Responses dealing with the three worst things were more numerous and varied. The most frequent response was I'lack of inde- pendence" or "dependence on others." "Lack of work opportunities" or "meaningful activities" was the second most frequent response. Transportation problems were cited by many. Typical responses were "no car," "having to use public transportation and taxis," Environmental factors such as pollution, traffic, and weather were mentioned by many. A feeling of isolation was mentioned by many. Typical responses included: "island fever," "nowhere to get away from it all," "isolation and loneliness," and "confined atmosphere." 125 QLimited entertainment facilities" and "keeping myself busy with meaningful activities" were also frequent responses. Several respondents expressed a "fear of robbery" and I'dis- honesty" as the worst things about being there. This was often combined with the perceived dislike of Americans. The last open-ended-response question simply asked for addi- tional comments. This question was answered by most of the respon- dents, often eloquently and at length. Although it is difficult to summarize these responses, most dealt with the theme of adjustment and the adjustment process the respondents had gone through. Several typical responses will be quoted in part to provide the "flavor" of responses to this question: Being my first overseas assignment, this has been an experience I'll never forget. The Chinese people I find are very warm and friendly . . . there are some foreign people that are hard for me to accept. . . . If you are a woman who likes your kitchen and house, this must be worked out with your live-in amah or you can be miserable if not at ease in your own home. In our assignments outside the U.S., I find this the least enjoyable. . . . I was, for the most part, left on my own when first arriving. In the first year and half, I pushed myself to become "involved" and seemed to be running myself into the ground by keeping busy at things I was getting very little enjoyment from. I find I have excess time on my hands, and do not enjoy running to and from one place to another such as classes or shopping or tours. On the whole, I am quite enjoying my stay in Taiwan. My husband and I do more things together here than in the States. Yes, he is more tired and works harder here, but we generally make more time for each other here. Every emotion I have ever felt and some I didn't know existed have been experienced in Taiwan. Possibly this would have hap- pened anyplace overseas, I'm not sure. 126 There are more Opportunities for social and educational activi- ties here than at any other foreign assignment we've had. How- ever, because there is less time to be together and more difficulty in "getting away from it all" there is also more strain to living here. Because of getting caught up in such a free life style, it will be difficult for us to readjust to the States, to go back to the real world. . . . Having lived overseas, and enjoyed it, we are open to another assignment one day. I think there are two groups of people for life like this; those who make it and those who don't. There are no middle road travelers.. Taipei, like every other city, presents some problems. However, living here has been a fantastic experience which I would not trade for all the comforts of home. I have tried very hard to like it here, but I just don't like this place! A Summary and Discussion of Findings Four aspects of the corporate wife's life in Taipei were studied in relation to her satisfaction. Findings indicate that general satisfaction is closely related to the family and expatriate aspects of the corporate wife's life in Taipei and apparently not closely related to her personal background or the corporate aspects of her life. In this section, a summary of significant findings in the personal background, expatriate, corporate, and family sections will be presented. Following the presentation in each section, a discus- sion of the findings for that section will be presented. Personal and Family Background Findings There were no findings in this section which were statis- tically significant as related to satisfaction. 127 Discussion.--The lack of statistically significant findings in this section was surprising, particularly as related to academic background and work experience. While a majority of the subjects had had education beyond high school, with 40% having reached a bachelor's level or beyond, only 20% of those who are not presently employed had plans to seek employment during the next few years. The fact that nearly 78% are not working in Taipei was not surprising, as work opportunities for foreign women are limited, but the fact that nonemployment did not affect satisfaction was surprising. Acceptance of the difficulty of obtaining a job overseas may be one part of the explanation, and acceptance of traditional roles may be another. One can surmise that “traditional" expectations regarding employment are still widely accepted among corporate wives in Taipei. This goes along with Vandervelde's (1979) research and supports the notion that while "intelligence" is a valued characteristic among corporate wives, pursual of an independent career is not an accepted trend. While pressures in U.S. society for independence and dual- career families are on the increase, the group of corporate wives in Taipei appears to represent the traditional viewpoint. They are women in their mid-thirties, generally, who come from a relatively high socioeconomic background, as indicated by parents' education and occupation, and have had a relatively high level of education. They have a limited amount of previous work experience and, for the most part, do not intend to seek employment or are unsure about future employment. 128 While not statistically significant, satisfaction levels were higher for those who had not been employed at all during the past 10 years. This may suggest some ambivalence among those who held jobs before coming to Taipei. While these findings, or lack of them, are discouraging for advocates of feminism, they do suggest that women who hold tradi- tional values regarding work may be more satisfied overseas spouses. In generalizing to other overseas locations where work opportunities are also limited, employers may want to consider corporate wives who hold more traditional values regarding work as being more adaptable to overseas life, where work opportunities are limited. Certainly, further research should be done regarding personal background factors among corporate wives. If questions could be structured more around feelings about work, or lack of it, in the overseas setting, a more complete picture of the effect on satisfac- tion might emerge. Expatriate Findings The following represent the significant findings for ques— tionnaire items that focused on expatriate lifestyle: 1. All of the American corporate wives in Taipei who are highly satisfied, as measured by their scores on the Affect-Balance scale, consider Taipei to be home. A greater percentage of those in the moderate and low satisfaction categories consider Taipei to be home temporarily or not at all. 2. A majority of those in the moderate and low satisfaction groups indicated that they would rather be living somewhere besides 129 Taipei, while a majority of those in the high satisfaction group said they did not want to be living anywhere else. 3. The length of time subjects had lived in Taipei was sta- tistically significant on the liberal test. Those who had been in Taipei for the longest time (more than three years) had the highest satisfaction scores. 4. Those in the low satisfaction group had made more moves since marriage than the other two groups. 5. Those in the high satisfaction group had spent more time entertaining and had a higher degree of involvement in the YWCA and church activities than those in the other two groups. Satisfaction scores generally were higher for those who had some degree of par- ticipation in the American Club, the International Women's Club, other clubs, private study or interest groups, school or church activities than for those who did not participate in these activities. 6. A large majority of those in the highly satisfied group indicated that they really enjoyed the activities in which they were involved in Taipei. The majority of those in the moderate and low satisfaction groups indicated that they found some of the activities a waste of time, with the largest percentage of those in the low satis- faction group indicating that most were a waste of time. 7. Satisfaction scores were higher for those who had spent some time entertaining during the previous few weeks, compared to those who had spent little or no time entertaining. 8. A large majority of those in the high satisfaction group indicated that their friends were a mixture of expatriates and Chinese. 130 Half of both the moderate and low satisfaction groups indicated that their friends were exclusively expatriates. 9. Larger percentages of those in the moderate and low satis- faction groups indicated that they wished to have more involvement with Chinese and non-American expatriates than they presently had. A large majority of those in the high satisfaction group were content with their present level of involvement with Chinese and non-Americans. 10. Most of those in the high satisfaction group indicated that they found enough people in Taipei with whom they could be them- selves. Greater percentages of those in the moderate and low satis- faction groups indicated that they did not. Discussion.--Individuals in the high satisfaction group con- sidered Taipei their home and generally indicated that they did not want to live somewhere else. These findings provide additional face validity to the Affect-Balance score for satisfaction. It was expected that there should be a relationship between these variables and satisfaction. The mobility variable provided interesting results. It is often held in common belief that those who have moved frequently will find it easiest to adjust and be happiest making an overseas move. This is held to be true particularly if the individuals have had previous overseas posts. Results of this study are contrary to this popular belief, since satisfaction scores were lowest for those who had had more moves during their married life. Additionally, those who had been overseas before had lower satisfaction scores, with those who had had two or more overseas posts having the lowest 131 satisfaction scores. It could be that this is peculiar to the Taipei situation or may be related to the location of the other overseas posts versus Taipei. Although no definite conclusions can be drawn from these data, this factor should be examined in comparable studies in other overseas locations. Those with the highest satisfaction scores had lived in Taipei for more than three years, while those with the lowest scores had been there for less than a year. Some of this difference may be accounted for by the culture-shock phenomenon (Oberg, 1960), or it may be that those who remain are those who like it, while the others move on or urge their husbands to leave. Involvement in the YWCA and in church activities was signifi- cantly related to satisfaction, and trends in the data also indicated that satisfaction scores were higher for those with some involvement in the American Club and other groups than those who were not. This finding is consistent with Wright's (1979) study of youngsters in Asian overseas schools. He found that those who were more involved in extracurricular activities were more satisfied and had a more culturally mixed group of friends than those who were not involved in these activities. Individuals with high satisfaction scores engaged in a large number of activities and felt that the activities were worthwhile. Individuals with low satisfaction scores participated in fewer activities and generally were more likely to feel that the activities were not worthwhile. Frequent comments in the open-ended questions indicated many wives had difficulty finding worthwhile activities. 132 It is unclear from the data whether the specific activities in which the highly satisfied women participate are deemed the most worthwhile in and of themselves or whether they are a function of group norms. One explanation may be that these activities satisfy affiliation needs. The significance of time spent entertaining and the significant variables dealing with friendship seem to support this conjecture. Church affiliation and activities may form strong support groups, particularly in the absence of extended family and long-time friends. The YWCA offers a number of activities, the most popular being a monthly tour to areas of cultural interest or shopping opportunities, and, again, may meet needs for affiliation. Three significant findings relate to friendship. The highly satisfied group indicated that they find enough people with whom they can be themselves and that these people are more likely to be a mixture of expatriates and Chinese than all expatriates. Those in the low and moderate satisfaction groups show more evidence of reach- ing out for more friendships among Chinese and non-Americans and indicate that they do not find enough people with whom they can be themselves. In future studies, it may prove worthwhile to investigate the relationship between friendship and activities. It may also be worth- while to look at the relative importance of friendship and activities in a number of overseas locations. The Taipei expatriate community is relatively well-defined and fits Cohen's (1972) description of expatriate communities which arise in environments with a high degree 133 of "strangeness." Whether the friendship and activity patterns would be the same in other locations remains as a subject for further study. It is interesting to note that Chines language ability and language lessons were not related to satisfaction. Indeed, mean satisfaction scores were slightly higher, although not significantly higher, for those who had not taken language lessons and could not carry on a conversation in Chinese. This finding is contrary to common belief and may be peculiar to the Taipei situation. Corporate Findings 1. Mean satisfaction scores were highest for those who stated that they were satisfied with company expectations. 2. A relationship exists between satisfaction and the ade- quacy of preparation for coming to Taipei. Discussion.--The paucity of findings in the corporate area was surprising. Indications appear to be that affiliation and family life have a much larger impact on the satisfaction of the wife than do company policies. It may be that some were hesitant in their answers regarding the sponsoring corporation. Comments regarding the open—ended questions support this conjecture. Findings do indicate that some level of corporate support is necessary for the wife's satisfaction. Satisfaction scores were higher for those who were satisfied with company benefits and with company expectations. Scores were generally higher for those who indicated 134 that they were expected to participate to some degree in entertain- ing and social functions than for those who were not. Entertainment of U.S. visitors and participation in community activities were the most influential on satisfaction. Additional feelings of worth may be given to wives who are expected to participate in their husband's career. A majority of the subjects indicated that they feel they do make a difference in their husbands' jobs, and satisfaction scores were higher for those who felt they made a difference. This is con- sistent with Hanna Papanek's (1966) theory of the Two-Person Single Career, in which one partner receives a degree of "vicarious achieve- ment" through participation in the other partner's career. Adequacy of preparation for Taipei approached significance and lends support to the idea that wives should be included in the orientation and training process. Satisfaction scores were generally highest for those who had received information or training which was helpful. They were also higher for those who had received training which was not too helpful than for those who had received no infor- mation or training. This indicates that the training programs for wives should be as helpful as possible, but may also say that some information is better than none. Inclusion in the training process may also convey a feeling of worth. It was surprising that the ”look-see" trip appeared to have little effect on satisfaction. Since the trip is expensive for companies to provide, this area deserves further investigation. Evaluating and improving the effectiveness of the trip may improve satisfaction. 135 Findings in this section support those in the personal back- ground section--that the corporate wives in Taipei follow the "tradi- tional" model of the corporate wife. Entertainment and social activities form an important part of the wife's role, and there is some indication that satisfaction increases when these are expected "often." Participation in the husband's career follows the lines of the Two-Person Single Career (Papanek, 1966). Autonomous pursual of her own career is not common for the corporate wife in Taipei. Family Findings The following represent statistically significant findings from the section of the questionnaire dealing with family: 1. Mean satisfaction scores were significantly higher for those who indicated that their husbands were satisfied in Taipei. Half of those in the low satisfaction group indicated that their hus- bands were not satisfied or were not sure whether they were satisfied. 2. A majority of those in the low satisfaction group indi- cated that life in Taipei had a negative effect on their relationship with their husband. Majorities of both the high and moderate groups indicated that the relationship was positively affected or that there was no difference in the relationship between Taipei and elsewhere. 3. Mean satisfaction scores were highest for those who stated that their husband's working hours had no effect on the quality of family life, although a majority of all respondents stated their husband's working hours had a negative effect on family life. 136 4. Mean satisfaction scores were higher for those who indi- cated that their activity participation had no effect on their family life. 5. Mean satisfaction scores were higher for those who indi- cated that Chinese lifestyle had no effect on their family. Half of those in the low satisfaction group indicated that Chinese lifestyle had a negative effect. Majorities in both of the other satisfaction groups indicated that Chinese lifestyle had no effect. 6. Mean satisfaction scores were higher for those who indi- cated that it was generally good for their family to be in Taipei. Discussion.--The husband's satisfaction and the wife's per- ception of her relationship with her husband were highly significant as related to the wife's satisfaction. These findings are consistent with the common belief that satisfaction of one partner affects that of the other. One surprising finding was, however, that satisfaction of the children and worries about their development were not significant as related to the satisfaction of the corporate wives. This finding is contrary to common belief and deserves further investigation. Although it is difficult to draw specific conclusions from the data regarding quality of family life, it appears that those who are most satisfied seek to maintain family life separate from influ— ences in the environment such as husband's work hours, activities, social demands, and Chinese lifestyle. Those who were most satisfied felt it was good for their family to be in Taipei. 137 It is difficult to draw conclusions from the data regarding the significance of number of children and husband's work hours. The influence of an outlyer offers some explanation, since there was one individual in the study with an extreme satisfaction score whose husband's working hours and whose number of children were atypical. Consequently, this single subject can be seen as unduly influencing the outcomes in these two areas. CHAPTER V SUMMARY, CONCLUSIONS, AND RECOMMENDATIONS Summary The Purpose The purpose of this study was to describe characteristics of American expatriate corporate wives in Taipei as related to their expressed level of satisfaction. More specifically, the study was designed for the following purposes: 1. To explore specific areas of the corporate wife's satis- faction with aspects of everyday living in Taipei. 2. To explore perceptions of corporate expectations and supports which relate to the wife's satisfaction. 3. To explore and describe the wife's perceptions of satis- faction among family members which, from her point of view, influence her overall satisfaction with the present situation. 4. To describe the wife's past experiences, such as family background, mobility, previous overseas experience, and work back- ground, which may influence satisfaction. The Need In addition to a lack of information on the corporate wife overseas and factors which influence her satisfaction, the need for a study of this kind can be traced to: 138 139 l. The high cost in both human and economic terms of sending and maintaining expatriate families and the high cost of early ter- mination of an overseas tour because of dissatisfaction. 2. The need for a stable, experienced overseas executive force. Positive overseas experiences for the spouse may encourage families to accept further overseas postings and consequently create a larger pool of executives with overseas experience. 3. The need to base orientation and training programs for spouses and families going abroad on a realistic needs assessment in specific locations. 4. The need to explore current role expectations of the expatriate corporate wife. The Methodology The instrument selected to measure satisfaction was the Affect-Balance Scale, developed by Norman Bradburn and his associates at the National Opinion Research Center. The scale was short enough to be accommodated in the body of a long questionnaire and was rela- tively nonthreatening in nature. The instrument to measure various aspects of the expatriate, corporate life of the subjects was developed by the researcher and piloted on subjects who were similar to those in the subject pool. Prior to the analysis, questions were grouped into four major cate- gories: expatriate life, corporate life, family life, and personal background. 140 Questionnaires were sent to 66 American corporate wives in Taipei, representing the total identifiable population of American- born women who were married to Americans working for American cor- porations during the spring of 1980. The information was analyzed using computer programs within the Statistical Package for the Social Sciences (SPSS). Relations between level of satisfaction and variables dealing with aspects of expatriate life, corporate life, family life, and personal background were tested using a liberal test of significance (ANOVA) and a con- servative test of significance (Chi-Square). In Chapter IV, results of these analyses were summarized in four sections: expatriate factors, family factors, corporate factors, and personal background factors. A summary and discussion of the findings was provided. A summary of responses to the open-ended questions on the questionnaire was also presented at the end of Chapter IV. Table 5-1 summarizes the statistically significant findings relating expressed satisfaction of American corporate wives in Taipei to aspects of expatriate life, corporate supports and expectations, and family life. There were no significant relationships between personal background and expressed satisfaction. A full discussion of findings can be found at the end of Chapter IV. Conclusions Based on findings previously outlined and discussed in Chapter IV, the following conclusions can be made: 141 Table 5-l.--Summary of statistically significant findings. Variable Signiigcant Significant F Expatriate variable Taipei considered home yes yes Rather be not living somewhere else yes yes Positive feeling about activities yes yes Expatriate/Chinese friends yes yes Number of moves since marriage no yes Length of time in Taiwan no yes Recent time spent entertaining no yes Participation in YWCA no yes Participation in church activities no yes Desire for more involvement with non-Americans no yes Desire for more involvement with Chinese no yes Sufficient people with whom can be self no yes Corporate variable Satisfied with what company expects no yes Adequate preparation for Taipei no yesa Family variable Husband's satisfaction yes yes Life in Taipei related to positive relationship with husband yes yes Benefit for family to be in Taipei yes yes Number of children no yesb Husband's work hours (# per week) no yesb Effect of activities on family life no yes Effect of Chinese life on family life no yes Effect of husband's working hours on family life yes no ap_= .06. bRelationship to satisfaction unclear. 142 l. The expressed satisfaction of American corporate wives in Taipei is dependent primarily on expatriate and family-living factors rather than on personal background or corporate influences. 2. Satisfaction among American corporate wives in Taipei is related to previous mobility patterns. Those who have had a greater number of previous moves may be less likely to be satisfied in Taipei. 3. Satisfaction among American corporate wives in Taipei is related to affiliation needs. Those who are able to meet these needs through participation in activities seen as worthwhile and are able to find friends among both expatriates and Chinese are most likely to be highly satisfied. 4. Satisfaction among American corporate wives in Taipei is related in some degree to the adequacy of corporate supports. Com— panies can affect the satisfaction of corporate wives through prepara- tory training and orientation programs. 5. Corporate wives whose husbands are satisfied in Taipei and who are able to maintain a satisfactory relationship with their hus— bands are most likely to be satisfied. 6. Corporate wives who feel it is good for their family to be in Taipei and who seek to maintain a satisfactory quality of family life, regardless of influences from the environment, are most likely to be highly satisfied. Recommendations for Further Study The conclusions of this study represent a first step in exploring specific factors which influence the satisfaction of 143 corporate wives abroad. The general directions for future research are suggested by the major finding that expatriate and family factors appear to have the most effect on satisfaction. Specific recommenda- tions for further research follow: 1. Factors which were important influences on satisfaction among corporate wives in Taipei should be investigated in other loca— tions abroad. Particular attention should be paid to affiliation patterns and group norms in specific areas. These should include expatriate communities which are both open and closed in regard to influences from the local environment. 2. Findings in this study which run contrary to common belief, such as the influence of children's satisfaction and ability to communicate in the local language, should be investigated in other locations. 3. Efforts should be made to isolate the specific dimensions of such factors as mobility, affiliation, husband's satisfaction, and family life which influence satisfaction. A more in-depth study of these factors could point out specific criteria for predicting satisfaction. 4. Corporations should further investigate the effects of selection, preparation, and orientation given to wives. Whether selection and training programs which focus on the affiliation and maintenance of a quality family life abroad would increase satisfac- tion remains a question to be answered in further research. 5. Further research should be done regarding feelings about limited work opportunities for spouses in the overseas setting. 144 Questions remain whether lack of work opportunities is simply an accepted "fact" of overseas living and does not affect general satis- faction for most, and whether women who espouse "traditional” values regarding work are more satisfied overseas. Implications of the Study for Corporations The major implications of this study for corporations are in the area of selection and preparation of corporate wives for overseas posts. Posts which resemble Taipei in that they provide a relatively distinct foreign community in which expatriates live, share familiar institutions and facilities, and maintain a lifestyle which differs considerably from that of the local nationals may present similar adjustment problems for American corporate wives. This may include other posts in Asia and around the world, with the possible excep- tion of Europe. The findings of this study indicate that corporate wives who have gone through several moves and have had a number of overseas posts are less likely to be satisfied in Taipei. It may be that the level of satisfaction is higher among those serving in their first overseas post, due to the novelty and excitement of living in another culture, or it may be that those who have been in other overseas locations find it difficult to adjust to a setting like that of Taipei. The relationship of previous mobility to satisfaction over- seas should be investigated in other locations to further define the relationship. Previous mobility and factors which the wife found desirable or undesirable in other posts should be discussed in the selection interview. In terms of the wife's satisfaction, it may be 145 better to select individuals with no previous experience for posts such as Taipei. The need for affiliation and worthwhile activities were strongly related to satisfaction for individuals in this study. Since the Taipei setting provides an opportunity for most families to employ servants, there may be more time for women to find satis- fying activities outside the home. In areas where workopportunities are limited, as they are many places overseas, this means that an effort should be made to determine what activities are available far wives and if they are perceived as worthwhile by individuals consider- ing a post such as Taipei. The findings of this study indicate that while corporate supports, such as benefits, may be helpful in attracting people to overseas posts, they do not, of themselves, guarantee satisfaction. While a certain level of benefits may be necessary to prevent dis- satisfaction, much as they do in Herzberg's theory, factors such as worthwhile activity and desirable friendships are more important determinants of the wife's satisfaction. The husband's satisfaction was an important influence on the satisfaction of the wife, as was the ability to maintain quality of family and marriage relationships independent of environmental influ- ences such as long work hours, social obligations, and influences of J the local lifestyle. Discussions of values concerning family life 1 and how family life can be maintained would be helpful in selection ‘ interviews and preparation sessions for corporate families going 146 overseas. Setting realistic goals for family life beforehand might facilitate the adjustment process. The adequacy of preparation for going overseas was related to the satisfaction of the wives in the study. Just as wives indi- cated they were more satisfied if they had had some part in the decision to go to Taipei, they were also more satisfied if they had received adequate preparation. Many of the women indicated they had received little or no preparation. Both the selection interview and training and orientation process could be structured to provide infor- mation about and assess needs of individuals which relate to affilia- tion, family life, and friendship, as well as the survival needs such as what to pack. Since local language fluency was not related to satisfaction for the wives in this study, time spent in goal setting for family needs, making friends, and becoming involved in worthwhile activities might prove more fruitful than language lessons. On-site programs, such as orientation and the look-see trip, might be better focused on activities, friendships, and family life as well. Last, the overall implication for corporations appears to be that corporate wives need to be involved and considered by corpora- tions in many aspects of the overseas assignment--in selection, train- ing, and orientation; in social and entertainment functions; and in maintenance of a high quality of family life. The importance of the wife in the success of the overseas assignment should be stressed and recognized by the corporation. Wives should be encouraged to assess the location in terms of their personal goals, including work and the availability of worthwhile activities and meaningful friendships with 147 both Americans and non-Americans. Realistic assessment and goal setting beforehand are important from both the wife's and the cor- poration's perspective. Implications of the Study for Corporate Wives Making the decision to accept an overseas post may not be easy for either the husband or the wife. From the wife's perspective, there are several factors which this study indicates would be helpful to consider. Most of these factors relate to the "match" between individual needs and goals and the opportunity fOr meeting these goals in the particular overseas post one is considering. The wife should take an active role in making the decision to accept the post. She should ask herself not only "Can I survive there?" but "Can I grow there?" "Can I find opportunities there which I think are important for my own growth and that of my family?" Findings of this study indicate that women who had not been overseas before and who had not moved a great deal since marriage were most likely to be satisfied in Taipei. This may mean that the novelty and excitement of a first overseas post can overcome some of the drawbacks. Many moves, wherever they are, may lead to one becoming weary of "temporariness." It may also be that some have had Opportunities and experiences in other overseas posts that they can- not find in Taipei. It is a matter of individual needs, and the advantages and disadvantages of a particular post deserve a long, close look before making the decision to go there. The women in this study indicated that they were more satis- fied if they had received adequate preparation for going to Taipei. 148 Those who are in the process of making the decision to go should seek out as much information as they can from the company, the library, friends, etc. It is very helpful to find and ask Americans who have lived in that post what it is like. While conversations with local nationals are very helpful, it is often difficult for anyone to give a foreigner an accurate picture of what it is like to live in his or her own country. It is important to get both the perspective of the local nationals and foreigners who may have lived in the particular country. Women in the study indicated that learning the local language was not important for their satisfaction. Since Chinese is a diffi- cult language to learn, this may be less true in other posts. Never- theless, results of this study indicate that before taking a foreign assignment it may be more important to ask: (1) “What opportunities will I find there for worthwhile and meaningful activity?"; (2) "What kinds of friends do I want to make there, and what will I do to make friends?"; (3) "What will the company expect of me there, and how do I feel about that?"; and (4) I'What will be the effects of life there on my family, and how can we maintain the kind of family life that we want to have?" Most of the women in this study were not employed outside of the home, and opportunities for employment are often limited for spouses overseas. Since Taipei is a post where servants are avail- able, many women who spent time in the States in homemaking activities had free time for activities outside the home. Women contemplating an overseas move should make an effort to find out what activities 149 are available and consider whether they find them adequate and mean- ingful. Setting goals beforehand about what one wants to learn and become involved in will provide a helpful basis for adjustment. Women in this study indicated that friendships were important for satisfaction. Those who were most satisfied had friends who were mostly expatriates, but also included some Chinese. Their expatriate friends were both Americans and non-Americans. Becoming involved in activities is a way to make friends who share your interests and who may be from many nations. Making local national friends may be dif- ficult at first and requires a sustained effort, but is really worth it. Most important, women abroad should make an effort to find friends with whom they can relax and be themselves. In the absence of family and old friends in the U.S., this is especially important, but may be difficult at first in a community where so many people are also there temporarily. The corporate wives in Taipei indicated that companies expected more of them there than in the U.S. Entertainment activi- ties, especially entertaining visitors from the U.S., were important. Those who were the most satisfied indicated that they were expected to entertain U.S. visitors often and that the company affected their lives in Taipei. The most satisfied women indicated that who they were and what they did made a difference in their husband's job. They were satisfied with what the company expected of them. Women who do not enjoy or desire this level of involvement with their husband's company may be less satisfied in a post such as Taipei. 150 Those women who were most satisfied in Taipei indicated that they were able to maintain a high quality of family life, in spite of influences from the environment, such as husband's long work hours and social demands. This indicates that planning for "family time" and developing strategies for maintaining family life would be help- ful before going overseas. Women should make an effort to find out what the influences on family life will be and weigh the effects they vfill have carefully. Activities for children and the whole family should be investigated. While factors such as the husband's position, pay, benefits, etc., are important considerations in making the decision to go over- seas, they may not be enough to make the experience satisfying and growth-producing. A wife should attempt to obtain as much informa- tion as she can about those factors which will be important for her own satisfaction. While factors such as weather, housing, availa- bility of American foods, and the like often come to mind first, the most important considerations for the wife may be in the areas Of meaningful activity, friendships, and the effects life in the particu- lar overseas post will have on her family. Whether the overseas experience is a positive or negative one may depend on individual needs and the Opportunities one finds to fulfill them in a particular place. Women going abroad should seek to Obtain as much information as they possibly can before making the decision. APPENDICES 151 APPENDIX A LETTER SENT TO SUBJECTS CONFIDENTIALITY STATEMENT 152 APPENDIX A MARY ANN DONAHUE #34. Road 7 Wellington Heights Old Peitou TEL: 835-0049 Dear Thank you for agreeing to participate in this study of American Expatriate Spouses in Taipei. As you know, the purpose of the study is to obtain research data which may be helpful in preparing people to come abroad. Your responses will assist many others who may be planning to come to Taipei or other countries in Asia. This study is being conducted in partial fulfillment of require- ments for a Ph.D. from Michigan State University and, therefore, all information obtained will be used for research purposes only. Infor— mation you give will be held strictly in confidence, and no names or names of companies will be used. Please complete the enclosed forms by yourself and place them in the brown envelope. In order to assure accurate analysis, I would ask that you hold the content of the questionnaire in confidence until June, 1980. Please return both the confidentiality statement and the questionnaire to me. The questionnaire will take 30-45 minutes to complete, and it would be best to do it as soon as possible. After all questionnaires are mailed back to me, about 20 randomly selected participants will be asked to engage in a follow-up interview. The interview will be meant to get feedback on the questionnaire and supplement information which was not included in the written response. Thank you so much for your time and for sharing information which may eventually prove to be of value to many others in adjusting to overseas life. Sincerely, Mary Ann Donahue 153 154 CONFIDENTIALITY STATEMENT I understand that information in the enclosed questionnaire and satis- faction scale will be used for research purposes only as partial fulfillment of requirements for a Ph.D. at Michigan State University. I further understand that all names, names of companies and any infor- mation which could identify individuals will be held in strictest confidence and will be known to no one in Taipei except the researcher, Mary Ann Donahue. I give permission for the information I give to be incorporated into the data base for the study, provided that the above conditions of confidentiality are respected. Signature Date **********************************************‘Id:********************** After the study is completed, it will be possible to obtain an abstract of the major results of the research. If you wish to have a copy of ! this abstract, please indicate below. I wish to obtain an abstract of the study when it is completed. Mailing address: APPENDIX B QUESTIONNAIRE 155 APPENDIX B QUESTIONNAIRE The following questions deal with various aspects of your life in Taipei. Please answer all questions as completely and as honestly as you can. 1. Country of citizenship Husband's country of citizenship Place Of birth poem Date of birth 5. Number of years of schooling completed: High School Vocational School College Graduate School Degrees held ' Major field Other licenses or credentials held 6. Mother (if retired or deceased, indicate former occupation) Number of years of school completed Occupation(s) 7. Father (if retired or deceased, indicate former occupation) Number of years of school completed Occupation(s) 8. Number of times you moved before marriage (from childhood): Within state of birth Outside state of birth 156 10. 11. 12. 13. 14. 15. 16. —J 157 Your employment: Presently employed Not presently employed Position Number of hours per week How long have you lived in Taipei? How long do you expect to remain here? 1 yr. or less_ 1-3 yrs.____ 3-5 yrs.____ 5 yrs. or more Do you consider Taipei to be home? Yes Temporarily No How many times have you been back to the U.S. since coming to Taipei? Never ____ Every two years ____. Once a year ____ More than once a year_____ When the decision was made to come to Taiwan, did you feel the primary choice was Yours mostly ______ Yours and your husband's Your husband's mostly Would you rather be living somewhere else right now? Yes No Not sure Please list the places where you have lived during your marriage. Start with the last place you lived before coming to Taipei. Continue on the back of this sheet if you need more room. Place Length of Stoy, Reason for Moving OKOCDNOSU'I-th-H 17. 18. 19. 20. 21. 22. 23. 158 Did you live overseas before age 21, and if so, where? Yes No Post Length of stay Age at the time 1. 2. 3. Would you ever like to have another post outside the U.S.? Yes__ Maybe__ NO_ If yes, when? Right away ____ After returning to the U.S. Much later ___- for a while ____ DO you expect your next post to be Temporary Moderately permanent Long-term (1-3 yrs.) (3-5 yrs.) (7 or more yrs.) During the past two weeks, approximately how much time each day (8 a.m.-lO p.m.) did you spend... OY‘ more a) W 0 U) El— U) S- S- 0 'PF“ '0) .C .C U) Her— L a: f— C") .C 0+9 $- l I CCUHINO r1101 .— m visiting friends shopping at the club in study or activity groups in volunteer activities in sports activities running errands or transporting others entertaining friends or business associates How many hours during a day did you spend... At home At work Have you taken Chinese language lessons here? Yes No No, but intend to a. Please describe your Chinese language ability: Know less than 25 words ____ Know more than 25 words, but cannot carry on a conversation ____ Can carry on simple conversations_ Relatively fluent_ Fluent ____ 24. 25. 26. 27. 28. 29. 30. 159 Do you speak another foreign language (besides Chinese)? Yes NO ' If yes, which ones and where did you learn? In each of the following groups, please check the one which best fits your particular circumstances? 0) OJ >» «U1 E w >» PC) 0.30) 0,0) P Q,“ 44: +9 0) >15 (Gfl— “M > 'l-‘l- w—S m°F 01-0) (05-- >3LU >50)!— WU) 344 F44 r—OJ-OJ :0) PM C(60) :20 PE QC). 'r-QE 'I-‘f-D. 0‘!- xx MXO MIX X: QJQ) EQJW EUQJ (DU casual acquaintances friends of ours (incl. my husband friends of mind business associates Please check the one phrase which best describes the expatriates with whom you associate frequently: Mainly Americans ____ Mostly Americans, with some other native English speakers_____ A mixture of Americans and non-Americans (both native and non-native English speakEFE) Would you like to be involved with non-American expatriates? More ____ Less _____ As is ____ Would you like to be involved with Chinese? More Less As is DO you find an adequate number of people here with whom you can be yourself? Yes No How would you say that your life in Taipei is most different for you than it would be in the U.S. right now? (Use other side if more space required.) 160 31. Please check the following activities in which you participate and indicate the level of participation. Regularly Often Sometimes YMCA Board of Directors Meetings Classes Journeys Into Chinese Culture TIWC Board of Directors Meetings Interest Groups Tours American Club General Meetings Sports Activities Social Activities Restaurant & Bar Other Clubs FASD VFW International Businessman's Other (specify) Private Interest Groups Cooking Art Study Brush Painting Exercise Bridge Other (specify) School Activities (TAS, Dominican, etc.) Board of Directors Parent Volunteer Room Mother Other (specify) Church Activities (Jewish, Christian, etc.) Board Of Directors Auxiliary Group Study Group Sabbath or Sunday Services Other (specify) School or College Courses “TEanguageTSchool University of Maryland Michigan State University Other (specify) Personal and Social Activities Reading Sewing and handiwork Running Tenn1s Writing Letters 32. 33. Questions 34-38 are a general scale of how people feel. In addition to the activities already mentioned, what are other ways 161 in which you have spent your time during the past few weeks? Which of the following phrases best describes how you feel about the things you are doing in Taipei? I really enjoy what I do here. I enjoy some of the things I do, but some things are a waste of time. I enjoy a few of the things I do, but most things seem to be a waste of time. the best answers for you. 34. 35. 36. During the past few weeks, how often have you felt... . Particularly interested in something? Please Often occasionally check seldom never C'O’ So restless that you couldn‘t sit in a chair? O Proud because someone complimented you on something? Very lonely or remote from other peOple? d. e. Pleased about having accomplished something? f Bored? g:On tOp of the world? h. Depressed or very lonély? i. That things were going your way? j. Upset because someone criticized you? Taken all together, how would you say things are these days-- Would you say that you are... Very happy ____ Pretty happy Not too happy Compared with your life today, how were things four or five years ago? Happier then Not as happy then About the same 37. 38. 39. 40. 41. 42. 43. 162 Think of how your life is going now. Do you want it to... Continue much the same way ____ Change some parts ____ Change many parts ___ When you think of the things you want from life, would you say that you're... Doing very well now ____ Doing pretty well now ____ Not doing too well now ___ What is your husband's present job here in Taipei? (Please provide job title and a brief description of his work.) Is his position higher or lower than in your last post? Higher ____ Lower ___ Same level, different role Same level, same basic role __ Has his position changed since you have been in Taipei? Yes No ____ If yes, is it higher ____ Lower ___. Same, but different company ___ Please indicate to what extent you feel the following are expected of you as a result of your husband's job: sometimes often never Attendance at company-sponsored parties Orientation of other company wives Entertainment of local clients Entertainment of company employees and spouses Entertainment of visitors from U.S. or other Participation in community social activities Participation in volunteer activities Club membership Other (Please specify) In general, to what extent do the company's expectations have an effect on your life here? Significant effect ___ Some effect ____ Little effect ___ 44. 45. 46. 47. 48. 49. 50. 163 Does the company expect more of you here than in the States? Yes NO Same ____ Not applicable ____ Does the company expect more of you than in other overseas posts? Yes No ___ Same ____ Not applicable ____ Please answer the following questions about company benefits: Are the benefits adequate to maintain your desired lifestyle? Yes No Were the overseas benefits an attraction for coming here? Yes No Are benefits an incentive to stay in Taiwan? Yes No Are there benefits which could be added to make it more attractive to stay here? If so, what would they be? Do you feel that, generally, who yop_are and what you do makes a significant difference in your husband's job? If yes, how? Yes No . Is this different than in the States? Yes____ NO NA Is this different than in other overseas posts? Yes No NA Are you generally satisfied with what the company expects of you? Yes No Did you receive adequate preparation for coming to Taipei? Yes NO ____ Not sure ____ 51. 52. 53. 54. 55. 56. 57. 58. 59. 164 Please check any of the following which you received before coming to Taipei and indicate how helpful it was for you. (O=no help, 1=some help, 2=pretty helpful, and 3=very helpful) __ personal interview I__ "look-see” trip ___information about Taipei and ROC (written___verbal__) ___ formal training sessions __ orientation when you arrived By whom? __ other (please specify) How many years have you been married? Have you ever been married before? Yes No How many children do you have? ___ Please list the number of children living with you and their ages. Number Ages ___) , , , , , If you have children who are not on Taiwan, are they ...? Away at school ____ Working ____ With former spouse ___ Married with own family ___ Other (specify) Would you say that your children are generally satisfied here? Yes No Do you have any worries about your children's development here? Yes No ____ Please specify: How many hours per week does your husband work here (incl. evenings)? Less than 30 30-50 60 or more 60. 61. 62. 63. 64. 65. 66. 67. 68. 69. 165 Are his work hours different than in the States? No difference____ Longer ___ Shorter ____ Not applicable ____ Are his work hours different than in other overseas posts? No difference ____ Longer ___. Shorter ____ Not applicable ___ Would you say that your husband is generally satisfied here? Yes No ____ Not sure ___ Would your husband like to have a post outside the U.S. again? Yes ____ Maybe ____ NO Where do you expect your husband's next post to be? Probably in U.S. ___ Probably overseas ____ Have no idea ____ How would you say that the following affect the quality of your family life in Taipei? Positive Negative NO effect Absence of grandparents & family, Amah Expatriate lifestyle & values Social demands Husband's working hours Number of activities in which you participate Chinese lifestyle & values How does your life in Taipei affect your relationship with husband? your Mostly positive ____ Mostly negative ____ No difference____ In general, does your family Spend more time together here the States? Yes No ____ About the same ___ Not applicable ___ _— than in In general, do you and your husband spend more time together here than in the States? Yes No ____ About the same ____ Not applicable ____ Do you think it is good for your family to be here? Yes No ___ Not sure ___ What would you say is the greatest positive effect, for your family, of being in Taipei? 70. 71. 72. 73. 74. 166 What would you say is the greatest negative effect, for your family, of being in Taipei? If you have been employed during the past 10 years, please list the positions you have held, the place of employment, and the length of time employed, starting with the most recent job. Position Place 4 Length of employment OkDmNONU'I-hQJN—J u—l If you are presently employed, please rate the following descrip- tions of your job: es sometimes It offers a lot of challenge. It offers a chance for meaningful achievement. It is well-paid. It is a stepping-stone for future career. It is mostly a time-killer. 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