**5. Implications and discussion**

To raise the satisfaction degree of the service industry as well as the sales and marketing industry, it is better for the headquarters to undertake adequate foreign culture training and marketing surveys prior to assigning expatriates to work overseas since it helps them to adapt to the local work environment faster and also raises their work performance. Additionally, it is useful for reducing their work stress during expatriation, and facilitates the building of smooth personal relationship networks, all of which, contribute to enhancing expatriates' skills and task achievements, which lead to higher job satisfaction. Another approach to raise the satisfaction degree after repatriation is to prepare fitful positions for expatriates and create better opportunity to utilize their experience, knowledge, and network with local government or employees. This has positive effect on their retention rate and prevent them from turning over after repatriation.

To raise the levels of motivation and satisfaction in China and Taiwan, helpful measures could be higher compensation, better work conditions, welfare, consideration for families, language support during expatriation, promotion or expanded responsibility after repatriation, etc. In parallel, China's vast external environment—companies, institutions, business customs, commercial practices, and management systems—are in dire need of urgent innovation. While the Chinese MNCs have been progressively increasing in recent years, their management and business styles still need to be internationalized. If their management styles could be changed from relational governance to hierarchic governance, it would be easier for Japanese expatriates to adapt to their work and life in Chinese subsidiaries, which would help in increasing their motivation and job satisfaction.

To raise the satisfaction degree in Australia, several measures can be considered. Better trust relationship and intercultural communication environment will contribute to work performance and satisfaction degree. Mutual acceptingness plays important role in building this work place environment. Effective evaluation system is also important for expatriates in Australia. Hence, human resource managers could pay more attention and offer more effort on this facet. As one of the reasons that causes the low satisfaction degree during expatriation is the long distance between Japan and Australia, the headquarters could provide more free flights for expatriates to travel between these two countries for private purposes.

Additionally, not only is there a need to respect the cultures of these countries or regions, but it is also necessary to pay heed to their corporate cultures. Countries' cultures have an impact on their corporate cultures. However, every company has its own unique history, development path, leaders, and leadership styles which comprise their company's corporate culture. Thus, foreign expatriates also need to understand corporate cultures, especially in emerging countries, and adapt to them. Some other factors regarding society, politics, and international relationship are also needed to be considered.

### **6. Conclusions**

This chapter reviews the theories on institutions, cultures, motivation, and incentives. Based on a combination of a comparative analysis of these theories and the questionnaire survey's results, the reasons were established for different characteristics in various cultures, countries, and industries, including sales and marketing, manufacturing, and service, etc. Additionally, to raise the satisfaction and motivation levels of expatriates in Japanese MNCs, institutional improvements

#### *Expatriate Satisfaction and Motivation in Multinational Corporations DOI: http://dx.doi.org/10.5772/intechopen.97046*

need to be implemented more thoroughly in local governments, along with respecting and understanding diverse cultures.

If we have more equally distributed samples, a valuable issue that needs to be further discussed is cross tabulation to check the relationship between job types and regions. For this, future research could collect additional and better data so that the reasons and impact factors for satisfaction degree can be analyzed more thoroughly.

This research is mainly based on data from expatriates in Japanese MNCs. Hence, how to apply the related conclusions to other cultural environments and industries is still an important issue. To confirm this conclusion or expand the direction of this research, future research could also obtain data from other countries. Interviews with expatriates and local employees is also a helpful approach as a case study to confirm the proposals and analyze the reasons in this chapter.
