This study extends the approach of using personality characteristics in the selection of individuals for international assignments. Previous research has focused on using broad-based personality factors to test empirically the value of personality variables as predictors of performance during international assignments. In contrast, this study focused on developing and testing the incremental validity of predictors specific to the context of international assignments. Drawing from the literature on expatriate management, a measure named Global Characteristics Self-Assessment was created containing characteristics deemed important to the success of international assignments. Findings suggested that these context-specific predictors were better predictors than the broad-based Five Factors of personality.
