Purpose

This study, drawing upon affective events theory (AET), examines the relationships between work environment features, work events, affective states and attitudes in the Malaysian academic environment. Specifically, the authors examine the impact of supervisory support and welfare on role conflict, the impact of role conflict on affective states and the impact of affective states on job satisfaction using data collected from the international faculty.

Design/methodology/approach

The authors collected data from 152 respondents through an online platform, and given this study's causal predictive-explanatory nature, the authors apply partial least squares structural equation modeling (PLS-SEM) for data analysis. In addition, the authors complement their analysis by examining the nonlinear effects within the model as a robustness check.

Findings

From an explanatory perspective, the authors find support for all the hypotheses, implying the applicability of AET in academic contexts. Regarding the predictive perspective, the authors’ model exhibits a high out-of-sample predictive power. Importantly, the robustness check provides additional support for their model.

Practical implications

Given that the international faculty comes from different countries, the authors’ findings suggest that university managers should formulate and implement policies, which encourage and celebrate cultural diversity to increase the international faculty's job satisfaction. Additionally, policies that improve the process of job designs and descriptions need amendments in a way that reduces the role conflict faced by the multicultural faculty which, in turn, leads to negative affect and ultimately to job dissatisfaction.

Originality/value

This article is one of the first research studies focusing on the verification of AET in the context of international higher education. The authors apply the recent evaluative guidelines for a solid and rigorous PLS-SEM analysis and prove that the wandering scholars' emotions matter in achieving desirable organizational outcomes in cross-cultural institutions of higher learning.

中文翻译：

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游子影响的前因后果：以国际化时代多元文化马来西亚为例

目的

这项研究借鉴了情感事件理论（AET），研究了马来西亚学术环境中工作环境特征、工作事件、情感状态和态度之间的关系。具体来说，作者使用从国际教师收集的数据研究了监督支持和福利对角色冲突的影响、角色冲突对情感状态的影响以及情感状态对工作满意度的影响。

设计/方法/方法

作者通过在线平台收集了 152 名受访者的数据，鉴于本研究的因果预测解释性质，作者应用偏最小二乘结构方程模型 (PLS-SEM) 进行数据分析。此外，作者通过检查模型中的非线性效应作为稳健性检查来补充他们的分析。

发现

从解释的角度来看，作者找到了所有假设的支持，这意味着 AET 在学术环境中的适用性。从预测的角度来看，作者的模型表现出很高的样本外预测能力。重要的是，稳健性检查为他们的模型提供了额外的支持。

实际影响

鉴于国际教师来自不同的国家，作者的研究结果表明，大学管理者应制定和实施鼓励和庆祝文化多样性的政策，以提高国际教师的工作满意度。此外，改善工作设计和描述过程的政策需要以减少多元文化教师面临的角色冲突的方式进行修改，这反过来又会导致负面影响并最终导致对工作的不满。

原创性/价值

本文是最早关注国际高等教育背景下 AET 验证的研究之一。作者将最近的评估指南应用于可靠和严格的 PLS-SEM 分析，并证明流浪学者的情绪对于在跨文化高等教育机构中实现理想的组织成果很重要。