Journal articles on the topic 'Expatriate'
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1
Trompetter, D., M. Bussin, and R. Nienaber. "The relationship between family adjustment and expatriate performance." South African Journal of Business Management 47, no. 2 (June 30, 2016): 13–21. http://dx.doi.org/10.4102/sajbm.v47i2.56.
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Following the global economic collapse, executives are significantly more demanding in understanding the Return on Investment of employee-related programmes including expatriate programmes. Expatriates are defined as employees who are recruited to provide a service in a country which is not the country of residence, typically for at least three years. Expatriate programmes carry high risk; even more so when the family accompanies the employee. The cost of an expatriate assignment is, on average, three times higher than that of a local; yet the failure rate is estimated to be up to 40%. Despite the cost, expatriate resources are critical to embed culture, policies and transfer of skills to a host country environment. The objective of this study was to identify the relationship between the adjustments of the expatriate’s family in the hostcountry on the performance of expatriates. The study was conducted using a quantitative research approach. A convenience sample was used and 81 expatriates completed the questionnaire. The results confirmed home to work spillover and that expatriates would value more organisational support for families in the new location. The length of stay in the host location was linked to higher levels of performance – the longer the assignment, the better the performance levels of the expatriate. Human Resources Practitioners can develop support programmes to ensure that expatriates and families are equipped to enhance their adjustment period and consequently positively impact the expatriate’s performance whilst on assignment.
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Lee, Chun-Han, Chao-Chih Hung, Chi-Sheng Chien, Wen-Long Zhuang, and Carol Ying-Yu Hsu. "Regulatory foci and expatriate adjustment." Personnel Review 46, no. 3 (April 3, 2017): 512–25. http://dx.doi.org/10.1108/pr-03-2015-0077.
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Purpose The purpose of this paper is to examine the relationship between regulatory foci and expatriate adjustment and further compares the differences in the aforementioned relationship between promotion focus and prevention focus. Design/methodology/approach This study adopts a convenient sampling method to survey expatriates who work for multinational enterprises and have been expatriated for at least six months. Findings Based on an analysis of 158 Taiwanese expatriates in Mainland China, Thailand, India, Saudi Arabia, and so forth, this study found that promotion focus was positively related to the expatriates’ office interaction adjustment and work adjustment; and prevention focus was positively related to the expatriates’ general adjustment, office interaction adjustment, and work adjustment. Moreover, expatriates’ prevention focus accounted for more variance in the expatriates’ general adjustment, office interaction adjustment, and work adjustment than did that of expatriates’ promotion focus. Originality/value Personality traits are regarded as among the most important antecedents of expatriate cross-cultural adjustment. This study suggests that expatriates’ regulatory foci could perhaps explain their adjustment issues in the host country. However, it seems no study has explored the role played by expatriates’ regulatory foci in expatriate adjustment.
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Sher, Peter Jih-Hsin, Wen-Long Zhuang, Ming-Chieh Wang, Chun-Jung Peng, and Chun-Han Lee. "Moderating effect of perceived organizational support on the relationship between leader–member exchange and expatriate voice in multinational banks." Employee Relations: The International Journal 41, no. 5 (August 2, 2019): 898–913. http://dx.doi.org/10.1108/er-08-2018-0211.
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Purpose The purpose of this paper is to examine the effects of home and host country leader–member exchange (LMX) on expatriate voice and determine whether perceived organizational support (POS) moderates the relationship between home or host country LMX and expatriate voice. Design/methodology/approach This study surveyed 300 expatriates (expatriation of at least six months) working for Taiwanese banks. The participants had expatriated to Cambodia, Indonesia, Japan, Malaysia, Myanmar, the Philippines, Singapore, the USA and Vietnam. Convenience sampling was adopted. Findings Based on an analysis of 132 expatriates working for Taiwanese banks, home and host country LMX were positively related to expatriate voice. Moreover, host country LMX accounted for more variance in expatriate voice than home country LMX did. Financial POS moderated the relationship between home country LMX and expatriate voice. Career POS and adjustment POS moderated the relationships between home and host country LMX and expatriate voice. Originality/value In the field of expatriate management, whether expatriate voice is influenced by home and host country LMX requires further exploration. To the best of the authors’ knowledge, this is the first study to examine the effects of home and host country LMX on expatriate voice in host countries, as well as the moderating effect of POS on the aforementioned relationships.
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Kartika, Nurullaily. "Expatriate Adjustment dan Job Performance di Perusahaan Multinasional." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 11, no. 1 (October 16, 2018): 31. http://dx.doi.org/10.20473/jmtt.v11i1.9599.
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Global staffing is an important aspect of the human resource management, and international assignments play vital role for expanding and building global skills. Many factors affecting the success of international assignments, cross-cultural adjustment received the most attention from researchers. International experiences of expatriate can influence expatriate adjustment because expatriate’s international experience involves living, thinking and learning new set of business practice in foreign business environment. This study focused on international experiences and mentoring behavior on expatriates adjustment. Firstly, this study explored international experiences and mentoring behavior on expatriate adjustment. Secondly, this study explored expatriate adjustment on job performance. The results of this study explained that international experiences and mentoring behavior has positive influence on expatriate adjustment and expatriate adjustment has positive relationship on job performance.
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Pustovit, Sasha. "Improving expatriate adjustment: a social network perspective." Journal of Global Mobility: The Home of Expatriate Management Research 8, no. 1 (January 6, 2020): 55–65. http://dx.doi.org/10.1108/jgm-05-2018-0027.
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Purpose While the value of connections with host-country nationals (HCNs) for expatriate adjustment is well established, there is little guidance regarding which HCNs stand to benefit expatriates most. The purpose of this paper is to utilize a social network perspective to build theory to explain how and why expatriates who are connected to a central HCN are more likely to adjust. This study offers explicit guidance for steps parent country management can take to assist expatriates in the development of valuable connections with HCNs, even while thousands of miles away from the expatriate’s new locale. Design/methodology/approach This study takes a social network approach to build theory that will improve understanding of the expatriate experience. Findings Because central individuals tend to be embedded in the organization, their embeddedness is likely to spread to expatriates with whom they are in close contact with. Links to central HCNs are posited to contribute to improved work adjustment by enabling expatriates to attain a better understanding of workplace requirements and workplace norms. Practical implications Management can take steps to identify central HCNs using social network analysis and introduce expatriates to highly central HCNs to help improve expatriate adjustment. Originality/value This study answers explicit calls in the literature for a greater exploration of social interaction of expatriates in understanding the expatriate experience, as well as calls for taking a more active role in the management of informal relationships. This study is the first to discuss implications of the HCN’s network to expatriate outcomes.
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Miocevic, Dario, Antonija Kvasina, and Biljana Crnjak-Karanovic. "Expatriate’s food adaptation: when does acculturation elicit social identification vs differentiation?" Journal of Consumer Marketing 39, no. 2 (January 28, 2022): 191–203. http://dx.doi.org/10.1108/jcm-02-2021-4448.
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Purpose Extant literature informs that expatriates develop a natural inclination towards host country food with increased acculturation. However, this study argues that expatriates might have divergent goals in different domains of food adaptation (private vs public), which eventually sheds new light on their acculturation process. This paper aims to investigate how expatriate's adaptation in private vis-a-vis public domain influences their food consumption behavior. Design/methodology/approach This study draws on the optimal distinctiveness theory and domain-specific view of adaptation and tests the food adaptation outcomes of expatriates’ acculturation through social interactions with the local community. A survey was conducted among 120 expatriate newcomers currently living and working in the Middle East. Findings The findings show that acculturation positively influences food adaptation in the private (local food consumption), whereas its relationship with food adaptation in the public domain (local restaurant visits) assumes an inverted U-shape. Furthermore, the authors find that the latter relationship is negatively moderated by expatriate’s overall experience and positively moderated by uncertainty avoidance, which also unfolds situations when an expatriate follows social identification vis-à-vis differentiation pattern. Originality/value This work goes beyond the traditional focus on acculturation through social identification and provides evidence that differentiation effects must also be accounted for. The authors argue and provide empirical evidence that expatriates’ greater social interactions with the local community result in different food adaptation outcomes when private vs public consumption domains are considered. In addition, by analyzing the moderating effects of expatriate experience and uncertainty avoidance, the authors further provide evidence on when social identification vis-à-vis differentiation prevails.
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Othman, Irma Wani, Wan Hurani Osman, and Anna Lynn Abu Bakar. "SIGNIFICATIONS OF FAMILY SOCIAL STRUCTURE AND FRIENDSHIP RELATIONSHIPS IN AFFECTING EXPATRIATE EXPERIENCE: FROM THE LENS OF MALAYSIA PUBLIC UNIVERSITY EXPATRIATE COMMUNITY." International Journal of Education, Psychology and Counseling 7, no. 47 (September 29, 2022): 731–49. http://dx.doi.org/10.35631/ijepc.747055.
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This paper provides an understanding of the social structure, which is seen as a phenomenology that refers to one's thinking about the interpretation and meaning of life experience based on the presence of individuals in economic position, political scenario, statehood, and education system in a country that is not his country of origin. Thus, the interpretation among these independent expatriates is debated by taking into account the role of social structures such as family institutions and the environment of friendship in relation to the significance of expatriate experiences in the host country. In other words, the discussion presented in this paper is to achieve the objective of the study in unravelling the expatriate's interpretation of the expatriate decision, whether it is closely related to the experience of his family members during the expatriate service in the host country.The research was conducted by utilising qualitative methods of in-depth interviews with 30 expatriate academics selected from four Malaysian public universities. The appropriate respondent criteria include the following characteristics, namely (a) has resided for at least a year in Malaysia using a valid employee visa, (b) has been offered a position as academic staff and has renewed his service contract, (c) is an expatriate with his own initiative in expatriating and (d) works full time and is not classified as an exchange staff between universities or those on sabbatical leave.The study results show that the interpretation of family members on the meaning of expatriation experience gives justification for expatriate to remain in the host country. While moral support from friendship provides a positive indication of expatriate’s performance in the context of work throughout performing international duties. Further supporting social networks relationship with the local community is also one of the determinants of expatriate success in adapting to the host country environment.
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Hyung Park, Joon, Je’Anna Lea Abbott, and Steve Werner. "A perspective-taking model for global assignments." Journal of Global Mobility 2, no. 3 (December 2, 2014): 280–97. http://dx.doi.org/10.1108/jgm-05-2014-0014.
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Purpose – The purpose of this paper is to propose a model that explains how proactive cognitive processes, such as perspective-taking, relates to expatriates’ effectiveness. Design/methodology/approach – This conceptual paper presents the model that is based on the perspective-taking models developed by Parker et al. (2008) and applies them to the expatriate context. Findings – The authors present a framework that delineates how the perspective-taking process leads to an expatriate’s effectiveness. The authors provide propositions about which factors motivate expatriates to engage in perspective-taking and which factors influence higher accuracy of understanding of the host country nationals’ (HCN) perspective. Practical implications – Guidance is provided for the training of expatriate to develop perspective-taking. Originality/value – The paper expands the expatriate research by incorporating the perspective-taking model to identify which factors may motivate expatriates to see the HCN view point. Also, the paper contributes to the literature by identifying how resources such as expatriates’ psychological capital may promote the degree of accuracy or comprehension with respect to the HCN thoughts and feelings.
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Susanto, Ely, and Rokhima Rostiani. "Enhancing Cross-Cultural Training Efficacy on Expatriate Adjustment through Emotional Intelligence and Social Capital." Gadjah Mada International Journal of Business 14, no. 2 (May 1, 2012): 123. http://dx.doi.org/10.22146/gamaijb.5440.
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Cross cultural training is widely believed to make a positive contribution to expatriate adjustment. In practice, however, it is very costly and sometimes ineffective for expatriates. Therefore, there is a growing importance placed on increasing the cost effectiveness or enhancing the efficacy of crosscultural training by functioning individual expatriate’s social capital and emotional intelligence as moderating variables towards expatriate’s adjustment and performance. To do so we blend ideas drawn from social capital theory and emotional intelligence to develop the structure that underlies the logic of this paper. Thus, this paper uses social capital and emotional intelligence theories to enrich extant literature on expatriate adjustment
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Sarwar, Farhan, and Tayyaba Zeeshan. "Bidirectional Work Family Conflict of Expatriates: Framework of Antecedents and Moderators." Journal of Research in Psychology 1, no. 1 (April 7, 2019): 1–8. http://dx.doi.org/10.31580/jrp.v1i1.518.
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Expatriates work family conflict is one of the least explored areas in expatriate research literature. Applying the conservation of resource model, the current study presents a theoretical framework to understand as to how expatriates’ work and non work related challenges like person group fit, person supervisor fit, cultural novelty and spousal adjustment relate to their work family conflict. The study also postulates the possibility of expatriate personality moderating the relationship between work and family domain challenges and the work family conflict.
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Kennedy, Jeffrey C. "Forbearance of culturally inappropriate leadership behaviors: a conceptual model." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 1 (March 12, 2018): 4–19. http://dx.doi.org/10.1108/jgm-04-2017-0016.
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Purpose Selection and training of expatriates emphasizes the importance of respecting and adapting to local cultural norms. However, even when motivated to modify their behavior, expatriates tend to act in ways which transgress host country cultural norms. While such transgressions can harm working relationships between expatriate manager and host country nationals (HCNs), this is not an inevitable outcome. The purpose of this paper is to apply the social psychological construct of forbearance to create a model which considers how transgression severity, responsibility attributions made by the HCN, empathy, and expatriate manager reputation influence HCN forbearance in the face of culturally inappropriate leadership behaviors. Design/methodology/approach This is a conceptual paper, which proposes forbearance as a process which can reduce dysfunctional outcomes on working relationships resulting from culturally inappropriate behaviors by expatriate managers. Findings The author argues that differences between expatriate and host country implicit leadership theories influence HCN attributions for culturally inappropriate leadership behaviors. These attributions, together with expatriate reputation, HCN empathy, and the severity of the cultural transgression, will determine the extent to which HCNs are likely to exercise forbearance. Research limitations/implications The paper suggests several important lines of research into the initial establishment of an effective working relationship between expatriate and HCN. Suggestions for further elaboration and testing of the model are also provided. Practical implications The model points to important processes (e.g. establishing incoming expatriate’s reputation, managing attributions, and facilitating empathy) which have the potential to reduce difficulties early in the assignment. Originality/value Much research into expatriate adjustment focuses on the expatriate. This paper adopts the perspective of the HCN, providing a framework for better understanding perceptual and attributional processes influencing the relationship.
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Chen, Yu-Ping, and Margaret Shaffer. "The influence of expatriate spouses’ coping strategies on expatriate and spouse adjustment." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 1 (March 12, 2018): 20–39. http://dx.doi.org/10.1108/jgm-07-2016-0032.
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Purpose Drawing upon Folkman and Lazarus’ (1984) coping framework and interdependence theory (Thibaut and Kelley, 1959), the purpose of this paper is to investigate how expatriate spouses’ coping strategies (problem-focused and emotion-focused) affect expatriate spouse adjustment and expatriate adjustment. In addition, the authors also examine the mediating effect of expatriate adjustment on the spouse coping strategies-spouse adjustment relationship. Design/methodology/approach To test these relationships, the authors collected multi-source data from 191 expatriate spouses and their expatriate partners living in 37 countries. Findings The results revealed that problem- and emotion-focused coping strategies positively and negatively, respectively, influenced all types of spouse adjustment: personal, interaction, and cultural. Both forms of spouse coping also influenced expatriate adjustment. The authors also found that expatriate adjustment mediated the relationship between expatriate spouses’ coping strategies and spouse adjustment. Practical implications The results suggest that multinational organizations should pay equal attention to the adjustment of both their expatriates and their spouses. Both expatriates and their spouses should be included in the initial selection process and in pre-departure training to get well equipped before the international assignment. Training spouses to adopt problem-focused coping strategies would help to facilitate the effective adjustment of both spouses and expatriates. Originality/value The research provides one of the first examinations that investigate expatriate spouses’ coping strategies and their impact on expatriate and expatriate spouse adjustment. This research also highlights the interdependency of expatriates and their spouses.
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Konanahalli, Ashwini, Lukumon O. Oyedele, Ron Coates, Jason Von Meding, and John Spillane. "International projects and cross-cultural adjustments of British expatriates in Middle East: A qualitative investigation of influencing factors." Construction Economics and Building 12, no. 3 (September 11, 2012): 31–54. http://dx.doi.org/10.5130/ajceb.v12i3.2628.
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Increased globalisation within the British AEC (Architectural Engineering and Construction) sector has increased the need for companies to transfer their staff to manage their overseas operations. To be able to perform abroad, expatriates must harmonise themselves to the conditions prevailing in the host country. These include getting accustomed to living, working and interacting with the host country nationals. The process is commonly referred to as ‘cross-cultural adjustment’. Various factors influence the process of adjustment. In order to identify these issues, a qualitative study was undertaken, which mainly comprised of a comprehensive literature review and interviews with British expatriates working on international AEC assignments in Middle Eastern countries. The current study focuses on exploring the role of the organisation, host country, work related factors and their ability to dictate a British expatriate's adjustment. The findings suggest that success of expatriation does not entirely rest on an expatriate's ability but also on organisational support and assistance that expatriates receive prior to and during the assignment. Organisational factors such as, selection mechanisms, job design, training, logistical and social support, mentoring, etc., influence various aspects of expatriate adjustment. Striking cultural contrasts between British and Arab culture both in work and non work situations also dictate the level of support required by the expatriate, suggesting that expatriate relocation to less developed, remote or politically unstable regions, demands additional support and consideration by the parent company. This study is relevant to the AEC companies employing British expatriates, who need to be cognisant of the issues highlighted above to make rational and informed decisions when handling international assignments in the Middle East.
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Davies, Samuel, Albert Kraeh, and Fabian Froese. "Burden or support? The influence of partner nationality on expatriate cross-cultural adjustment." Journal of Global Mobility 3, no. 2 (June 8, 2015): 169–82. http://dx.doi.org/10.1108/jgm-06-2014-0029.
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Purpose – The family and specifically, the partners of expatriates are unfortunately the major cause of expatriate maladjustment. Drawing from and extending the concept of relational demography, the purpose of this paper is to examine the influence of the nationality of expatriates’ partners, conceptualized as host, home or third country nationality, on expatriates’ cross-cultural adjustment. Design/methodology/approach – Survey data from 299 expatriate academics in China, Japan and South Korea were analysed. The authors used confirmatory factor analyses to validate the scales and ANCOVA to test the hypotheses. To further understand the interactions effects the authors conducted simple slopes analysis. Findings – Results show that differences in expatriate academics’ cross-cultural adjustment are not per se based on the different nationality of their partners, but are mainly due to an interaction effect of partner nationality and length of stay in host country. Expatriates with host country national partners perceived the highest increase in cross-cultural adjustment over time, followed by those with third country national partners, whereas those with home country partners did not experience any increase in cross-cultural adjustment. Research limitations/implications – The study was based on a cross-sectional survey of expatriate academics in Asia. Thus, longitudinal, multisource data from various contexts would increase validity and generalizability of findings. Despite these limitations, the study provided new and intriguing findings. The theory and empirical evidence underscore the importance of expatriate partner nationality and thereby, relational demography between expatriate partners and expatriates. Practical implications – The research aims to emphasize the important role that expatriate partners can play concerning the success of expatriate cross-cultural adjustment. Greater attention should be paid to the adjustment processes of expatriates and their partners to facilitate expatriate cross-cultural adjustment. Originality/value – The authors are among the first to study the influence of nationality, conceptualized as host, home country or third country nationality, of expatriates’ partners on expatriates’ cross-cultural adjustment by applying the concept of relational demography. Moreover, the authors look at the role that time in the host country has on the partner’s influence on expatriate adjustment.
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Shortland, Susan, and Stephen J. Perkins. "Women's expatriate careers: losing trust in organisational equality and diversity policy implementation?" Journal of Global Mobility: The Home of Expatriate Management Research 8, no. 2 (June 8, 2020): 183–208. http://dx.doi.org/10.1108/jgm-01-2020-0007.
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PurposeThe purpose of this paper is to examine how female expatriates interpret the effectiveness of practical implementation of equality/diversity policies, trusting this to support their expatriate careers.Design/methodology/approachA cross-sectional, qualitative research approach draws upon in-depth semi-structured interviews with 14 human resources equality/diversity policy implementers and 26 current female expatriates in two oil and gas firms.FindingsEarly-career stage female expatriates believe that equality/diversity policy implementation will support their international careers. At the most senior levels, women expatriates highlight unequal treatment breaching their trust in delivery of equality/diversity principles to support their expatriate career progression.Research limitations/implicationsLongitudinal research is needed to assess how early-career women expatriates' willingness to trust in organisational equality/diversity principles alters as their careers progress, and the effects of any changing trust relations on their contributions to organisational strategic objectives. Larger senior female expatriate samples are needed to research links between trust relations and turnover.Practical implicationsOrganisations must weigh up benefits from using transparent expatriate selection processes versus less formal mechanisms, if informal processes are not to undermine espoused equality interventions. Unconscious bias training should form part of wide-ranging programmes to tackle discrimination. Senior managerial action with embedded accountability is needed.Originality/valueExploring the rhetoric and reality of equality/diversity policy implementation on women comprising a minority expatriate group, this research demonstrates women expatriates' early-career trust in gender equality falls away as they first recognise and then accept diminishing female expatriate senior grade representation and the implications for their expatriate careers. Should turnover result, this could detrimentally affect organisational expatriate gender diversity objectives.
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Ambikar, Digambar B., Kavyashri B. Joshi, and Ashok M. Bhosale. "Knowledge and attitude of Indian expatriate working at Gondar, Ethiopia regarding yellow fever vaccination: a survey." International Journal Of Community Medicine And Public Health 7, no. 3 (February 27, 2020): 946. http://dx.doi.org/10.18203/2394-6040.ijcmph20200946.
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Background: Ethiopia is one of the yellow fever endemic country, located in north east Africa. A large number of Indian expatriates are working in Gondar, a city located in Amhara region of country. Though yellow fever vaccination is mandatory to travel to Ethiopia but less information is available about knowledge and attitude of Indian expatriate regarding yellow fever vaccination. This study was, therefore undertaken to determine the knowledge and attitude regarding yellow fever vaccination amongst Indian expatriate working at Gondar, Ethiopia.Methods: A cross-sectional questionnaire-based study was carried out by dispensing the questionnaire to individual expatriates. 157 responses were collected from expatriate by a pre-designed standardized self-administered questionnaire.Results: The average age of expatriates was 46.62±1.28 years. Most of the expatriate (61%) were not aware of yellow fever before being advised for the vaccination. Many of them have taken the vaccine, because it was mandatory for visa process. 62 % of expatriates are aware about the duration of protection from yellow fever vaccine. Moreover 84 % of the expatriates did not know about the etiology of yellow fever. Many of them (69%) believed that yellow fever vaccine was effective in providing protection, while the remaining didn’t have adequate knowledge about its efficacy.Conclusions: So majority of expatriate didn’t have enough knowledge about yellow fever infection and the vaccination. There is need of creating awareness regarding yellow fever among expatriate.
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Kassa Tsegaye, Wondwossen, and Qin Su. "Expatriates Cultural Adjustment: Empirical Analysis On Individual Cultural Orientation." Journal of Applied Business Research (JABR) 33, no. 5 (August 30, 2017): 963–78. http://dx.doi.org/10.19030/jabr.v33i5.10019.
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Previous researches have shown that expatriates` failure rate has steadily increased in recent years. The failure of expatriates mainly related with the cross-cultural challenges. The purpose of this study was to identify factors which have a paramount implication on expatriates’ cultural adjustment. Hierarchical regression and MANCOVA were applied in data analysis. Hofstede’s (1980) cultural dimension scores were used to measure culture at national level. The individual cultural orientation was measured using a scale that used Hofstede (1980) dimensions as a framework. Moreover, a recently developed model was adopted to analyze the expatriate adjustment. Cultural adjustment found to be affected more by individual cultural orientation than national culture differences among expatriates` home and host countries. The alignment of the expatriate cultural orientation with the national culture found to be critical for effective expatriate cultural adjustment. The result indicated that gender difference does not have a significant role in expatriate cultural adjustment. This research would have a conceptual contribution in comprehensively assessing individual cultural orientation with cognitive expatriate adjustment. The study indicated factors that MNCs managers would use for effective selection and assignment of expatriates.
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Bayraktar, Secil. "A diary study of expatriate adjustment: Collaborative mechanisms of social support." International Journal of Cross Cultural Management 19, no. 1 (March 27, 2019): 47–70. http://dx.doi.org/10.1177/1470595819836688.
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Understanding the antecedents of expatriate adjustment is vital for the success of international assignments. Social support is one of the most critical predictors of cross-cultural adjustment. Nevertheless, the nuances and interaction of diverse sources and types of support in the expatriates’ social networks need further scrutiny. This study examines the distinct and collaborative role of four different social groups in the expatriates’ social network, specifically host country nationals, home country nationals, compatriots, and foreign expatriates, on expatriate adjustment. For that purpose, an exploratory qualitative approach was adopted by using a diary study. The study was conducted with 42 single expatriates working in 21 different countries. The results showed that the nature of support provided by each social group was distinct, contributing to expatriate adjustment via different mechanisms. Moreover, it was found that these mechanisms worked collaboratively toward facilitating the expatriate adjustment.
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Qomariyah, Alfiyatul, Phuoc-Thien Nguyen, Wann-Yih Wu, and Vinh-Long Tran-Chi. "The Effects of Expatriate’s Personality and Cross-cultural Competence on Social Capital, Cross-cultural Adjustment, and Performance: The Context of Foreign-Owned Multinational Firms." SAGE Open 12, no. 3 (July 2022): 215824402211266. http://dx.doi.org/10.1177/21582440221126689.
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Expatriation is still a challenging task, although the determinants of expatriate adjustment and performance have been evaluated extensively. This study aimed to empirically investigate the influence of the expatriates’ personality and cross-cultural competence on social capital, cross-cultural adjustment, and performance with expatriates from foreign-owned multination firms in Taiwan. This study integrated three perspectives to explain expatriate success and failure. The first perspective involves expatriate-related factors, including the Big Five personality traits, and the emotional intelligence (otherwise known as emotional quotient or EQ) of expatriates. The second perspective is cross-cultural competence factors, including cultural intelligence, cultural adaptability, and cultural empathy. The third perspective is the social capital of expatriates, which includes leader-member exchange (LMX), perceived organizational support (POS). Furthermore, this study incorporated these perspectives into antecedents and identified their individual and combined effects on expatriates’ cross-cultural adjustment and performance. The findings of this study may be helpful for human resource managers in managing their expatriates. The findings may also help academicians in exploring expatriate management.
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A. N., Raghavendra, and A. Shivakanth Shetty. "Riding the waves of culture: an empirical study on acclimatization of expatriates in IT industry." Problems and Perspectives in Management 16, no. 3 (September 17, 2018): 432–42. http://dx.doi.org/10.21511/ppm.16(3).2018.34.
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The forces of globalization and subsequent trade across the borders have necessitated the firms to have their presence across the globe to meet the needs of their customers. The employees or expatriates will be sent on assignment to different countries for a period of time ranging from few weeks, months to years. This sudden exposure to the different environment not only makes these expatriates vulnerable to cultural shocks, but also may significantly affect their job performance. Their failure to acclimatize to the foreign conditions will not only hurt the confidence, career and life of the expatriate, but it will also cost a lot to the company. The present paper aims to understand of the process of expatriate adjustment in the Indian Information Technology (IT) industry by examining demographic variables and few organizational variables of expatriate’s adjustment process. A structured questionnaire was distributed to the expatriate employees working in 50 IT companies in the Silicon city, Bengaluru. The study uses Chi-square test and linear regression for testing the hypotheses and found that there is a significant influence of demographic variables like gender, work experience and length of assignment on acclimatization of expatriates to their host country culture. The findings of the study proved that there is a significant relationship between demographic variables and the cultural acceptance of the expatriates. Hence, it is suggested that multinational companies should create an enabling environment within the organizations to make international assignees compatible and comfortable with different cultural values and inculcate cultural acceptance to make them successful in their international assignments.
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Wang, I.-Ming. "THE RELATIONS BETWEEN EXPATRIATE MANAGEMENT AND THE MENTALITY AND ADJUSTMENT OF EXPATRIATES." Social Behavior and Personality: an international journal 36, no. 7 (January 1, 2008): 865–82. http://dx.doi.org/10.2224/sbp.2008.36.7.865.
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This article reports the results of a study of the mentality and adjustment of expatriates from Taiwan with job assignments in China. A total of 1000 questionnaires were sent out to the Taiwanese directors and staff in 600 Taiwanese businesses in Kun-Shan, China, with 788 valid responses included for further analysis. Four relationships were examined in the study: the correlation between the mentality and adjustment of expatriates and expatriate management, that between government and expatriate management, that between government and the mentality and adjustment of expatriates, and finally the effect of government on the correlation between the mentality and adjustment of expatriates and expatriate management. Findings are discussed and suggestions are offered.
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Richardson, Christopher. "It's all in the past: how do colonial legacies between host and home countries affect the expatriate experience?" Journal of Global Mobility: The Home of Expatriate Management Research 10, no. 1 (December 15, 2021): 36–54. http://dx.doi.org/10.1108/jgm-05-2021-0060.
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PurposeWithin the expatriation subset of the wider IB literature, the focus of research has been on contemporary contextual factors. The purpose of this paper is to link the present to the past by investigating how the individual expatriate experience may be affected by a colonial legacy between host and home countries.Design/methodology/approachGiven the exploratory nature of this study, a qualitative interview-based approach eliciting thick, detailed descriptions of the practical experiences of seven Japanese expatriate managers working in Malaysia was adopted. These were supplemented by additional interviews with three host-country nationals who work alongside some of the expatriates. The data were analysed through a two-stage coding process.FindingsThe expatriate respondents were largely unanimous in their view that the colonial past between the two countries had no negative impact on their experiences in Malaysia, and the Malaysian interviewees corroborated this. On the contrary, the majority of the expatriates actually spoke positively about their experiences. This was especially true for expatriates in both the tourism and education/research field whose work was linked in some way to the period of Japanese occupation.Research limitations/implicationsThe small, single-context nature of the investigation limits generalisation. There are also many particularities in this study (the nature of Japanese-Malaysian postcolonial relations, cultural values of the Malaysians and Japanese, and so on) that are perhaps not easily relatable to other contexts. Having said this, qualitative research is not always geared towards generalisability but rather towards contextual intricacies and nuances.Originality/valueWhile most of the extant literature on expatriation has examined largely contemporary factors, this paper explores the impact of more historical events on the expatriate experience. Although such events may seem distant from an expatriate's current activities, this study suggests that in certain circumstances, they may have a lingering effect.
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Sonesh, Shirley C., and Angelo S. DeNisi. "The categorization of expatriates and the support offered by host country nationals." Journal of Global Mobility 4, no. 1 (March 14, 2016): 18–43. http://dx.doi.org/10.1108/jgm-09-2015-0036.
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Purpose – Although several authors have suggested that host country nationals (HCNs) play an important role in the management of expatriates (e.g. Toh and DeNisi, 2003; Farh et al., 2010), research has also suggested that this relationship is not always good, and the flow of critical information to expatriates can be limited. This is especially true when HCNs categorize the expatriates as “out-group” members. The purpose of this paper is to examine potential determinants of categorization decisions as well as potential outcomes related to expatriate socialization. Design/methodology/approach – The paper employs a dyadic survey approach to determine the antecedents to expatriate categorization and HCN socialization behaviors from the perspective of both the expatriate and HCN. Findings – The results of survey data from 65 expatriate-HCN dyads indicated that expatriate ethnocentrism and the salience of the expatriates’ nationality were important predictors of categorization, but that categorization was related to only one dimension of socialization. However, affect was found to play a role in predicting socialization behaviors. Research limitations/implications – There is potential selection bias since expatriates chose HCNs as respondents, but results suggested this was not a serious problem. Other limitations include a relatively small sample size and the fact that a number of contextual issues such as national stereotypes and MNC strategy, are not controlled for. Practical implications – Implications of these findings for the successful management of expatriate assignments include sending over expatriates with the right relational skills, and those low in ethnocentrism, rather than just the right technical skills. Originality/value – The present study was one of the first to empirically test the potential role of categorization in the process of socialization.
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Ray Moulik, Sujoya, and Sitanath Mazumdar. "Expatriate Satisfaction in International Assignments: Perspectives from Indian IT Professionals Working in the US." International Journal of Human Resource Studies 2, no. 3 (August 9, 2012): 59. http://dx.doi.org/10.5296/ijhrs.v2i3.2141.
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Rapid globalisation and boundaryless business ventures have contributed to a growing number of expatriates working in foreign locales. As a result of this, it is increasingly important that multinational corporations sending their employees for international assignments prioritise expatriate management. The Global Delivery Model followed by the Indian software firms creates a number of onsite (international) opportunities for Indian software professionals. The effective management of expatriates is increasingly been recognised as a major determinant of success or failure in international business. This study attempts to identify factors that impact expatriate satisfaction in the software industry. Using the method of exploratory factor analysis, through a survey conducted of 75 Indian expatriates currently on assignment in the United States, 25 variables which impact expatriate performance have been grouped into five factors and the correlations of these factors with overall expatriate satisfaction have been examined.
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Zhong, Yifan, Jiuhua Cherrie Zhu, and Mingqiong Mike Zhang. "Expatriate Management of Emerging Market Multinational Enterprises: A Multiple Case Study Approach." Journal of Risk and Financial Management 14, no. 6 (June 7, 2021): 252. http://dx.doi.org/10.3390/jrfm14060252.
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Expatriate management has evolved through the practices of developed economy multinational enterprises (DMNEs), with the aim of improving expatriate adaptability, cross-cultural adjustment, and performance. However, most of these studies focus on expatriates from developed countries and try to help DMNEs instead of emerging market MNEs (EMNEs). In a turbulent global economy, how EMNEs manage their expatriates when conducting business through their outward foreign direct investment (FDI) is understudied. This empirical study aims to address this research gap by utilising a qualitative approach and a multiple case study. It has conducted semi-structured interviews with expatriates, executives, and middle managers of Chinese MNEs in 2014. It contributes as one of the few to systematically examine expatriate related issues in the context of EMNEs with first-hand empirical evidence. The findings show that EMNEs are leapfrogging with their internationalisation and hence their expatriate policies are often ad hoc without systematic planning. Moreover, this study has contributed to practice, especially to EMNEs, regarding the way they need to improve their expatriate policies and practices.
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Wang, Chun-Hsiao, and Arup Varma. "A process model of how interpersonal interaction leads to effectiveness of the expatriate-host country national relationship." Cross Cultural & Strategic Management 25, no. 4 (October 1, 2018): 670–89. http://dx.doi.org/10.1108/ccsm-11-2017-0147.
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Purpose The purpose of this paper is to develop and present a conceptual model of expatriate–host country national (HCN) interaction that explains how organizations can help increase cooperation between expatriates and HCNs by facilitating interaction between expatriates and HCNs. Design/methodology/approach The authors draw upon intergroup contact theory to develop a process model which describes the processes critical to “the effectiveness of the expatriate–HCN relationship,” from both the expatriate and HCN perspectives. Findings HCN–expatriate interactions are critical to the success of both expatriates and HCNs, but such interactions should not be left to chance – instead, organizations should intervene and facilitate conditions that foster such interactions, which can lead to better understanding and appreciation of each other. This would ensure that both expatriates and HCNs have a better understanding of the critical role played by the other party, and thus be willing to offer relevant and necessary support at the right time. Practical implications Prior research reveals that most expatriate–HCN interactions are left to the individuals themselves and are thus subject to stereotypes, misperceptions and even unfulfilled expectations. By intervening in this process, and providing relevant information about each other to both parties, organizations can facilitate higher quality interactions, help reduce or remove stereotypes and increase the chances that both parties receive required and relevant information on a timely basis from each other. Originality/value The authors specifically discuss how interpersonal expatriate–HCN interactions allow the two parties to become acquainted with each other, when the effects of such interactions can be strengthened, and what the resultant effects are in terms of expatriate–HCN relationships.
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Waxin, Marie-France, Chris Brewster, and Nicolas Ashill. "Expatriate time to proficiency: individual antecedents and the moderating effect of home country." Journal of Global Mobility: The Home of Expatriate Management Research 7, no. 3 (September 9, 2019): 300–318. http://dx.doi.org/10.1108/jgm-12-2018-0060.
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Purpose The purpose of this paper is to examine the direct impact of individual variables (cultural openness, social orientation, willingness to communicate, confidence in own technical abilities, active stress resistance, prior international experience) on expatriate time to proficiency (TTP); and the moderating effects of the home country on the relationships between these individual variables and expatriate TTP. Design/methodology/approach The authors use a quantitative, self-administered questionnaire to gather data from assigned expatriates from different countries in India, analysed through partial least squares. Findings The findings show that, first, four individual variables, i.e. social orientation, willingness to communicate, confidence in technical abilities and active stress resistance reduce expatriate TTP in the global sample. Second, the individual antecedents of expatriate TTP vary significantly across home countries. Research limitations/implications The results confirm the importance of individual antecedents in explaining expatriate TTP and the importance of context in the study of expatriates’ cross-cultural effectiveness. The authors also propose new, shorter measures for the individual antecedents. Practical implications The practical implications for HRM professionals relate mainly to selection and cross-cultural training. Expatriates may also get a better understanding of the individual and contextual variables that impact their TTP. Originality/value The authors show that individual antecedents interact with context, here home country, to predict expatriate TTP in an under-researched host country, India.
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Krzyżanowska-Celmer, Magdalena. "Unique Competences of Expatriate Managers." Kwartalnik Ekonomistów i Menedżerów 53, no. 3 (October 10, 2019): 143–54. http://dx.doi.org/10.5604/01.3001.0013.5250.
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The article reviews the competences of expatriates (specifically expatriate managers), including personality attributes, in the light of the available literature on the subject matter. To-date empirical studies and theoretical investigations demonstrate various competences and sets of personality attributes, as a significant component of the competences expected from the expatriates. These competences including personality attributes are discussed in the context of international selection decisions, new employee orientation programs, development and retention initiatives. Expatriate managers are assigned for specific tasks. Various dimensions of cultures and peculiarity of the tasks assigned determine success factors of the expatriates’ performance. Only expatriates who present unique competences, including unique personality attributes, can face local challenges and become successful.
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Shortland, Susan, and Stephen J. Perkins. "What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research." Career Development International 27, no. 2 (February 25, 2022): 274–97. http://dx.doi.org/10.1108/cdi-08-2021-0209.
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PurposeThe purpose of this paper is to report on trends in the deployment of minority expatriates, review organisational interventions to increase expatriate diversity and to consider the challenges facing employers in widening expatriate diversity through a review of practitioner publications published by relocation management companies/consultancies.Design/methodology/approachA review of 109 practitioner publications on organisational international assignment policy and practice was conducted to identify trends across three decades in minority expatriation and employer interventions to widen expatriate diversity.FindingsPractitioner publications record percentage female expatriate participation and expatriate age profiles. While expatriate diversity challenges are reported, employer interventions focus on supporting women and LGBTQ+ assignees but with little detail on their outcomes. There is little emphasis on ethnicity/race, religion, disability, pregnancy/maternity, intersectionality of diversity characteristics and inclusion.Research limitations/implicationsPractitioner publications consulted were primarily Western-focused, with access to a “complete” publications record precluded. Academic research that compares employer policy on diversity interventions with how it is implemented is needed.Practical implicationsA stronger focus on supporting the full range of expatriate diversity attributes and intersectionality is required, explaining how challenges have been addressed and inclusion achieved.Social implicationsAnalysis of employer interventions could assist organisations to widen expatriate diversity and inclusion, and minorities to access international careers.Originality/valueThis review of practitioner data reveals trends in the deployment of minority expatriates, interventions taken by employers and challenges they perceive in widening expatriate diversity, providing a unique perspective and enriching our understanding of academic expatriate diversity research. Path-dependent organisational action may hinder employers' future focus on diversity, inclusion and intersectionality.
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Gupta, BIndu, Davinder Singh, Kaushik Jandhyala, and Shweta Bhatt. "Self-monitoring, Cultural Training and Prior International Work Experience as Predictors of Cultural Intelligence - a Study of Indian Expatriates." Organizations and Markets in Emerging Economies 4, no. 1 (May 31, 2013): 56–71. http://dx.doi.org/10.15388/omee.2013.4.1.14259.
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The present study examined the role of self-monitoring, expatriate training, and prior international work experience on the cultural intelligence of expatriates. The data was collected from 223 Indian expatriates through a questionnaire survey. The results of data analysis indicated that self-monitoring has a significant impact on the cultural intelligence of the expatriates. Further analysis was done to examine the effect of these independent variables on individual dimensions of cultural intelligence. The findings signify that self-monitoring has a significant effect on all the three cultural dimensions, namely, cognitive, emotional/motivational and behavioral, and that expatriate training has a significant impact on the emotional/motivational dimension, but not on the other two. Prior international work experience was found not to have a significant effect on cultural intelligence and its dimensions. These findings provide significant insights into organizations for selecting and training the expatriates leading to their effective adjustment and performance in a different culture context. This paper contributes to expatriate management literature highlighting the effect of personality variables along with expatriate training. Further, it is a contribution to the research in cultural intelligence which is a relatively nascent area of research.
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Caligiuri, Paula, Nataliya Baytalskaya, and Mila B. Lazarova. "Cultural humility and low ethnocentrism as facilitators of expatriate performance." Journal of Global Mobility 4, no. 1 (March 14, 2016): 4–17. http://dx.doi.org/10.1108/jgm-03-2015-0007.
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Purpose – For decades, expatriate scholars have understood that the individual factors of cultural humility and ethnocentrism and the contextual factors of feedback and support affect expatriates’ outcomes. The study, rooted in the observation that great advice and support are often ignored by expatriates, seeks to uncover why. Based in the humility literature, the authors test whether individual differences interact with support to affect expatriate performance. The paper aims to discuss these issues. Design/methodology/approach – The authors surveyed a matched sample of 62 expatriates and their supervisors from one multinational organization. Findings – The study found that expatriates higher in cultural humility benefit more from the support and feedback offered in the host national work environment which, in turn, facilitates better supervisor ratings of performance. The authors also found that expatriates’ ethnocentrism has a direct negative influence on their ratings of performance. Research limitations/implications – The findings in the study are focussed and robust, but tested within a single organization. That said, the authors believe the results have implications for expatriate selection and for ways to manage the host national environment to improve expatriate performance. Originality/value – The study joins the research conversation on how expatriates’ individual differences interact with the environments in which they are placed to affect their success. This study also underscores the importance of humility in the global professional context.
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Zhong, Yifan, Cherrie Jiuhua Zhu, and Mingqiong Mike Zhang. "The management of Chinese MNEs’ expatriates." Journal of Global Mobility 3, no. 3 (September 14, 2015): 289–302. http://dx.doi.org/10.1108/jgm-12-2014-0053.
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Purpose – Expatriate management is a popular topic in international human resource management (IHRM) because expatriates play a critical role in a firm’s international business operations. The purpose of this paper is to discuss the existing studies that often examine the expatriate management of developed country multinational enterprises (MNEs), aiming to help them identify, employ, prepare and retain expatriates and address challenges these MNEs may face, while how MNEs from emerging countries manage their expatriates is understudied. Design/methodology/approach – The knowledge of expatriate management from emerging market MNEs (EMNEs) may help us understand whether there is anything new for IHRM theory and practice. This conceptual paper aims to address this research gap by selecting China, a leading emerging economy, and reviewing the existing literature in both English and Chinese to examine the status quo of the expatriate management in Chinese MNEs to highlight challenges facing these MNEs in managing their expatriates when conducting outward foreign direct investment (FDI). Findings – This paper aims to make theoretical contributions by generating research propositions to address an under-researched area, i.e., how EMNEs manage their expatriates and the role of their expatriates in the outward FDI. Originality/value – No other person’s work has been used in the main text of the paper. This paper has not been submitted for the award of any other degree or diploma in this or any other tertiary institution.
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Shortland, Susan, and Christine Porter. "Unlocking inhibitors to women's expatriate careers: can job-related training provide a key?" Journal of Global Mobility: The Home of Expatriate Management Research 8, no. 1 (March 9, 2020): 85–105. http://dx.doi.org/10.1108/jgm-10-2019-0051.
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PurposeThe purpose of this study is to examine what job-related training interventions female expatriates seek and can access in order to build necessary knowledge and skills to progress into further career-enhancing expatriate positions.Design/methodology/approachThis study uses a cross-sectional qualitative research approach, drawing upon semi-structured interviews in respect of organisational training practice with 26 current female expatriates and nine human resource, international assignments and training managers in two oil and gas exploration firms.FindingsBudgets, time and travel restrictions and competitive business pressures constrain on-the-job training provision for expatriates. Assignees require specific knowledge and skills ahead of appointment to subsequent expatriate positions. HR personnel believe training provides appropriate knowledge and capability development, supporting women expatriates' career ambitions. Women assignees view training available within their current roles as insufficient or irrelevant to building human capital for future expatriate posts.Research limitations/implicationsLongitudinal research across a wider spectrum of industries is needed to help understand the effects of training interventions on women's access to future career-enhancing expatriation and senior management/leadership positions.Practical implicationsOrganisations should ensure relevant technical skills training, clear responsibility for training provision, transparent and fair training allocation, positive communication regarding human capital outcomes and an inclusive culture that promotes expatriate gender diversity.Originality/valueSet within the framework of human capital theory, this study identifies the challenges that female expatriates experience when seeking relevant job-related training to further their expatriate careers. It identifies clear mismatches between the views of HR and female assignees in relation to the value of job-related training offered and women's access to it.
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Barakat, Areeg, and Faten Moussa. "Variables influencing expatriate learning and organizational learning." Competitiveness Review 24, no. 4 (August 12, 2014): 275–92. http://dx.doi.org/10.1108/cr-06-2013-0063.
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Purpose – The purpose of this paper is to identify the variables that influence the international assignment – expatriate learning relationship and the expatriate learning – organizational learning relationship. Design/methodology/approach – The paper contains a literature review of the research on expatriates' learning and organizational learning Findings – The paper provides an integrative framework that identifies the moderating variables that influence both the relationship between the expatriate international assignment and expatriate learning as well as the relationship between expatriate learning and organizational learning. In addition, this framework specifies the process by which the international assignment influences organizational learning and shows that expatriate learning mediates this relationship. Several hypotheses were generated to provide avenues for future investigation. Research limitations/implications – The paper does not provide an exhaustive set of the moderating variables and does not focus on the interaction between situational and individual differences moderators. Practical implications – Managers should pay attention to the selection, maintenance and repatriation of expatriates and facilitate the conditions under which expatriate learning and organizational learning can be maximized. To remain competitive, managers should engage in the continuous process of assessing the effectiveness of international assignments in enhancing expatriate and organizational learning. Originality/value – The present research identifies the conditions that facilitate or hinder expatriate learning and organizational learning as well as the process by which international assignments influence organizational learning. Expatriate learning and organizational learning are critical for the continuous growth and competitive advantage of organizations, and, accordingly, it is imperative to study the factors and the process that influence learning in organizations, especially in response to the increasing popularity of globalization and the pressure to remain competitive.
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Tager, Michael. "Expatriates and Elections." Diaspora: A Journal of Transnational Studies 15, no. 1 (March 2006): 35–60. http://dx.doi.org/10.3138/diaspora.15.1.35.
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This article offers an analysis of an important aspect of transnational politics: emigrants’ participation by voting in the elections that take place in their countries of origin. In the past few decades, an increasing number of countries have allowed their expatriates to vote in such home state elections. Expatriate voting might be considered a form of transnational politics, or political globalization, or a way to adjust democracy to conditions of greater human mobility. Italy and Mexico recently enfranchised their expatriate citizens, and expatriates fi rst voted in the elections of 2006 in both countries. Tager’s article examines the different electoral mechanisms the two countries established to accommodate expatriate citizens, the procedures they enacted for registration, and the similarities and differences between the expected and actual impact that expatriate voters had on the 2006 elections in Italy and Mexico. Using the Italian and Mexican cases, Tager explores reasons for the trend toward allowing expatriates to vote and also evaluates the implications for democratic practice in having relatively large transnational populations potentially deciding the outcome of elections in countries in which they no longer reside.
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Othman, Irma Wani. "THE SIGNIFICANCE OF FAMILY SOCIAL STRUCTURE AND THE RELATIONSHIP OF FRIENDS IN INFLUENCING THE EXPATRIATE ACADEMIC EXPERIENCE IN PUBLIC UNIVERSITIES MALAYSIA." International Journal of Politics, Public Policy and Social Works 1, no. 3 (December 15, 2019): 14–31. http://dx.doi.org/10.35631/ijppsw.13002.
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The identification of family structure and friendship relations is vital in influencing the expatriate’s experience. A family is defined as a group of individuals who have a family bond through marriage or descent who live together in a life led by a family leader and made up of living spouses, children and immediate family. While friendly relationships refer to good social networks with local employees in creating a conducive environment at work. This study examines the experience of expatriates on their own initiative in pursuing expatiations with family influence and supportive friendships. The question raised is whether expatriates who face less conflict between work and life tend to bring positive aspects of daily life born of a stable family system to work. The choice of case study as the design of the study is to deepen the occurrence of events related to the interaction of the environment of a social unit consisting of individuals, groups, organizations or local communities. The research was carried out by qualifying in-depth qualitative interviews with 30 expatriate academics selected from four Malaysian public universities. Family members' interpretations of the meaning of their experiences of expatriate experience give expatriates a right to remain in their host country. While the moral support of the friendship provides a positive indication of the performance exhibited by the expatriates in the context of their work during their international assignments.
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Rizani, Dhia Qomara, and Intan Ratnawati. "PHENOMENOLOGY OF CULTURE SHOCK AMONG EXPATRIATE TEACHERS IN SEMARANG." International Journal of Economics, Business and Accounting Research (IJEBAR) 6, no. 1 (March 28, 2022): 671. http://dx.doi.org/10.29040/ijebar.v6i1.4869.
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IndoneIndonesia is a country that is a destination for expatriates from all over the world. Expatriates come to Indonesia for various matters, both business and to work for organizations and institutions in Indonesia. However, there are still few studies that examine how expatriates from various countries in the world can adapt to the culture and society in Indonesia. There are 8 school foundations in Semarang that work together with Foreign Education Institutions (LPA), as a result this school will bring in teachers to teach in Semarang schools which are affiliated with several countries in the world.
Understanding how expatriate teachers can easily adapt to Indonesian culture is very important. By accelerating the adaptation process, expatriate teachers can show more optimal teaching performance quickly and precisely. For this reason, this research will conduct studies in international-based schools where the teachers are imported directly from abroad or the teachers are expatriates. This study uses the culture shock variable to analyze expatriate teachers in Semarang.
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Lakshman, Sangeetha, and C. Lakshman. "The dynamic change in expatriate roles: strategy type and stage of internationalization." Management Decision 55, no. 8 (September 18, 2017): 1770–84. http://dx.doi.org/10.1108/md-11-2016-0816.
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Purpose The purpose of this paper is to provide an initial exploration of how expatriate roles change over time, across different stages of MNC international expansion, and subsequently theorize on the dynamic nature of change in expatriate roles. Design/methodology/approach The authors used the qualitative approach of building theory from interviews, creating theoretical propositions from empirical evidence. The authors conducted in-depth interviews with 22 top executives of large MNCs to derive rich descriptions on expatriate roles to build the cases which were subsequently comparatively analyzed. Findings The authors find that expatriate roles become increasingly differentiated over time, with different expatriates performing specialized roles. The findings suggest that the proportion of expatriates used as commanders in directly/explicitly controlling subsidiaries decreases over time. Role differentiation is strongly linked to the pressures for local responsiveness and pressures for standardization, respectively. Research limitations/implications The exploratory evidence and resulting theorization needs to be verified in other samples and refined further using more longitudinal designs. Practical implications Knowledge of how and when expatriate roles change provides crucial inputs to HR managers for designing expatriate jobs, selecting appropriate candidates, and preparing them through appropriate training. Originality/value The findings identify the unique contribution that expatriates in later stages move away from commander roles in to roles demanding socialization, networking, knowledge sharing, coaching, and training, especially in firms that are high on the dimension of local responsiveness. Bears become bumble-bees and spiders in later stages of internalization especially for firms pursuing multi-domestic and transnational strategies.
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AlMazrouei, Hanan, Robert Zacca, Chris Bilney, and Giselle Antoine. "Expatriate managers decision-making practices within the UAE: a qualitative study." International Journal of Organizational Analysis 24, no. 5 (November 7, 2016): 856–82. http://dx.doi.org/10.1108/ijoa-10-2015-0929.
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Purpose Managing across cultures is vital for international business success. Leaders need to make decisions in a way that suits the new culture in which they are placed. This paper aims to explore how expatriate managers in the UAE make decisions in respect to their contextual environment. Additionally, the study investigates the approaches expatriate managers use to adjust their decision-making and how they manage local staff in contrast to home country staff. Finally, the study investigates the factors that contribute to the situation-specific environment of the expatriate leaders’ experience. Design/methodology/approach Structured personal interviews of expatriates drawn from stratified sampling were used to discover the styles of decision-making that were effective in the UAE. Findings The consultative management style of management enhanced by a hybrid approach of melding the strongest aspects of the expatriates’ decision-making style with the strongest aspects of the local decision-making style met with much success managing in the UAE. Additionally, the expatriate managers’ expression of appreciation towards local staff provided motivation and encouraged cooperation. Moreover, it was found that expatriates can face difficulties in expressing their wishes and requirements accurately to local staff because of their unfamiliarity with the Arabic language. Practical implications This research provides practical guidance for expatriate managers charged with successfully leading organizations in UAE. It also offers guidance for employers seeking to recruit or employ appropriate management talent to UAE. Originality/value The paper concentrates on expatriate managers’ decision-making practices within the UAE.
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Shortland, Susan. "Female expatriates’ motivations and challenges: the case of oil and gas." Gender in Management: An International Journal 33, no. 1 (March 5, 2018): 50–65. http://dx.doi.org/10.1108/gm-02-2017-0021.
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Purpose This case study is designed as a teaching exercise and this paper aims to highlight the key issues for organisations’ expatriating women within masculine industry sectors and/or into challenging international environments. Design/methodology/approach This case study draws together key published findings relating to women’s expatriation in the oil and gas exploration and production sector. It demonstrates a triangulated research design, drawing upon organisational policy from two oil and gas firms, semi-structured interviews with 14 human resource professionals and 26 female expatriates, as well as from 71 female assignees’ questionnaire responses. Findings Career and financial drivers underpin women’s motivations for accepting organisationally assigned expatriation. Women expatriates engage in satisficing and career compromise. The main challenges women face in masculine industries include access to expatriate roles because of limited female networks, family concerns, managing working time and work-life balance and coping with loneliness. Research limitations/implications The oil and gas case findings are based on a cross-sectional research design. The majority of female expatriates undertook long-term assignments; limited numbers engaged in flexpatriation. Practical implications While organisational policy supporting expatriation does not usually address gendered expatriate concerns specifically, inclusion of interventions that are identified by women as helpful to their expatriate participation can assist in increasing expatriate gender diversity. Originality/value This oil and gas research case brings together and presents a summary of the motivations, problems and challenges faced by women in male-dominated expatriate environments, together with relevant theoretical approaches and organisational interventions to help us understand and increase expatriate gender diversity.
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Ren, Shuang, Doren Chadee, and Alfred Presbitero. "Influence of Informal Relationships on Expatriate Career Performance in China: The Moderating Role of Cultural Intelligence." Management and Organization Review 16, no. 3 (July 2020): 569–93. http://dx.doi.org/10.1017/mor.2020.16.
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ABSTRACTPursuing an international career in China can be risky particularly when there is a lack of informal relationships and knowledge of the socio-cultural environment of the country. Drawing from social capital theory of career success and intelligence theory, this study investigates the influence of expatriate manager-local subordinate guanxi on expatriate managers’ career performance and the contingency role of cultural intelligence. Using multi-source data from a sample (N = 154) of expatriate managers in China, our results show that expatriate manager-local subordinate guanxi positively influences expatriate career performance, and that this relationship is positively moderated by expatriates’ cultural intelligence. The broader theoretical and practical implications of the findings for international careers are fully discussed.
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Mäkelä, Liisa, Hilpi Kangas, and Vesa Suutari. "Satisfaction with an expatriate job." Journal of Global Mobility: The Home of Expatriate Management Research 7, no. 3 (September 9, 2019): 255–68. http://dx.doi.org/10.1108/jgm-04-2019-0025.
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Purpose The purpose of this paper is to focus on satisfaction with an expatriate job and how such satisfaction is linked to leadership. Specifically, this research examines how two different kinds of distances – physical distance and functional distance – between an expatriate and his/her supervisor are related to satisfaction with the expatriate job. Design/methodology/approach The study was conducted among 290 Finnish expatriates. Moderated hierarchical regression analysis was conducted in order to test the research hypothesis. Findings The results show that low functional distance with a supervisor is related to greater satisfaction with the expatriate job. The physical distance is not directly connected to expatriate job satisfaction, but the common effect of the two types of distance shows that among those whose functional distance is low, working in the same country with the leader is linked to greater expatriate satisfaction than recorded among those who were physically distant. Interestingly, expatriates with high functional distance are more satisfied with the expatriate job if they work in a different country to their supervisor. Originality/value This study makes a contribution in three areas; first, it addresses the understudied phenomena of international work-specific job satisfaction, specifically satisfaction with an expatriate job. Second, it provides new knowledge on the outcomes of leader distance in the context of expatriation, a work situation that is inherently related to changes in physical location and to organizational relationships. Third, it contributes to leadership literature and highlights the importance of the conditions and the context in which leadership occurs.
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Chertian, Vivian Graciela, and Esther Kuntjara. "The Construction of Expatriate Identity: A Critical Discourse Analysis on “Indonesia Expat” Magazine." K@ta Kita 8, no. 2 (October 28, 2020): 169–82. http://dx.doi.org/10.9744/katakita.8.2.169-182.
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This thesis is a study on the construction of expatriate’s identity in Indonesia Expat magazine. The purpose of this study is to find how the expatriate’s identity is constructed in Indonesia Expat. In this study, the theory used was van Dijk’s (2015) critical discourse analysis. The data were parts of texts taken from Meet the Expat and Info for Expat columns in Indonesia Expat magazine. The writers took a descriptive qualitative approach in this study. According to the findings, there were five identities constructed about the expatriates: skillful, successful, wealthy, healthy, and caring. These identities were constructed by utilizing background, details, graphics, and word choice to generate particular interpretations.Keywords: Critical discourse analysis, expatriate, identity, elite
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Valk, Reimara. "Working effectively and living contentedly in a foreign country: what human capital do expatriates require and develop?" Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 2 (May 3, 2021): 241–63. http://dx.doi.org/10.1108/jgm-11-2020-0076.
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PurposeThe purpose of this paper is to explore the human capital (HC) expatriates require and develop during an international assignment (IA) to work effectively and live contentedly in a host country.Design/methodology/approachQualitative research entailing interviews with 78 expatriates and repatriates across the globe, investigating the competencies they developed and the HC they gained during their IAs.FindingsFive interrelated competence clusters were derived: cultural competence (CC); interpersonal competence; intrapersonal competence; global business competence; global leadership competence, each containing competencies crucial for expatriate success.Research limitations/implicationsThis study relied on self-reports by expatriates and repatriates. Future research should also include senior/line managers and chief human resource officers from a range of organizations across the world to gather their assessments on the competencies and HC of expatriates and repatriates.Practical implicationsLine/HR managers can use the designed “Expatriate/Repatriate Human Capital model” to assess an individual's overall readiness and capacity to perform effectively in a foreign country and culture and consecutively identify and select the right candidates to undertake IAs.Originality/valueThis paper contributes to the literature by presenting a HC model called the “Expatriate and Repatriate Human Capital Model; the body of competence”. The model identifies and defines the competencies/knowledge, skills, abilities and other characteristics (KSAOs) required for intercultural effectiveness and expatriate success and serves as a tool for the selection, training, development and performance evaluation of expatriates and repatriates, in order to aid the accomplishment of individual and organizational objectives.
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Hutchings, Kate, Erica French, and Tim Hatcher. "Lament of the ignored expatriate." Equal Opportunities International 27, no. 4 (May 2, 2008): 372–91. http://dx.doi.org/10.1108/02610150810874322.
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PurposeThe purpose of this paper is to investigate the relationship between gender and the individual and social aspects of expatriate work, emphasising how issues external to the organisation impact on the experience of female expatriates.Design/methodology/approachIn total, 102 male respondents and 44 female respondents were surveyed in order to test the perceived organisational support, career satisfaction, and expatriate social support.FindingsSignificant gender‐related differences were identified in all three areas with notable contradiction in the perception and practice of how multinational corporations (MNCs) manage their expatriates. While earlier research suggested that organisations perceived their treatment of female expatriates to be equivalent to that of men, the results indicate that female international managers do not perceive equal treatment on international assignments.Research limitations/implicationsAlthough based on a smaller sample than other international studies, the gender breakdown was sufficient for moderated regression testing.Practical implicationsAs the expatriate social support construct is largely exploratory in nature, future research could examine the effect of perceived expatriate social support on other related workplace behaviours, both domestically and internationally, including work‐life balance and diversity management.Originality/valueWhile other studies have provided a rich descriptive picture of the gendered nature of expatriation, little research has attempted to quantify the reasons behind the phenomenon. This paper addresses this gap in the literature through exploration of the issues, which impact upon the experience of female expatriates in foreign MNCs in China.
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Germann, Micha, and Uwe Serdült. "Internet Voting for Expatriates: The Swiss Case." JeDEM - eJournal of eDemocracy and Open Government 6, no. 2 (December 2, 2014): 197–215. http://dx.doi.org/10.29379/jedem.v6i2.302.
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In 2008 the first Swiss canton introduced internet voting for expatriates, thus initiating the second phase in Switzerland’s piecemeal i-voting roll-out. More cantons soon followed, and as of this writing expatriates from 12 out of the 26 cantons can vote online. This paper focuses on the second phase involving expatriates. We address three questions at the core of the internet voting research agenda. First, the popularity question: to what extent do expatriates make use of the new online channel? Second, the ‘who’ question: what is the profile of the typical expatriate i-voter? Finally, the turnout question: did the extension of internet voting to the expatriates have an effect on electoral mobilization? Our findings indicate that the online channel is very popular among expatriates, both if compared to other trials in Switzerland itself and internationally. On the other hand, known patterns regarding the profile of i-voters and the effect on mobilization seem to be also replicated in the expatriate trials. Expatriate i-voters tend to be young, male, and there is some evidence of an upper-class bias. Thus, usage of the online channel seems driven by the digital divide also among expatriates. Moreover, we find some evidence that i-voting did not affect electoral mobilization, similarly to trials involving residents.
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Vögel, A. J., J. J. Van Vuuren, and S. M. Millard. "Preparation, support and training requirements of South African expatriates." South African Journal of Business Management 39, no. 3 (September 30, 2008): 33–40. http://dx.doi.org/10.4102/sajbm.v39i3.565.
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A major issue in international human resource management is the failure of expatriates. The failure rate of expatriates has been reported to range anywhere between 10 and 80 percent, costing multinational enterprises (MNEs) between US$40 000 and US$1 million for each failed assignment. In order to address the problem it is recommended that MNEs provide sufficient preparation, support and training to not only the expatriate but also to their trailing spouses and children. This research has, however, proven that not only are South African MNEs not providing the preparation, support and training required by their expatriates, they are also falling short in the preparation, support and training provided to expatriate’s trailing spouses and children. The research does, however, provide guidelines on the preparation, support and training that can be offered to expatriates, their trailing spouses and children.
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Yunlu, Dilek G., Hong Ren, Katherine Mohler Fodchuk, and Margaret Shaffer. "Home away from home: community embeddedness and expatriate retention cognitions." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 2 (June 11, 2018): 194–208. http://dx.doi.org/10.1108/jgm-10-2017-0045.
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Purpose The purpose of this paper is to propose a model that examines the influences of expatriate community relationship building behaviors on community embeddedness and community embeddedness on expatriate retention cognitions. The authors further investigate the moderating role of organizational identification. Design/methodology/approach Survey data from 127 expatriates in the USA were collected and analyzed. The authors used multiple (moderator) hierarchical regression analyses to test the hypotheses. In addition, simple slopes analyses were conducted to further understand the interaction effects. Findings The results demonstrate that community relationship building behaviors positively influence expatriate community embeddedness, and the latter is associated with stronger retention cognitions. In addition, the paper finds that, for individuals who have lower levels of organizational identification, community embeddedness is particularly important. Research limitations/implications This study is based on cross-sectional and self-report data, which limits the ability to draw definitive conclusions about causality. Thus, more multi-source and longitudinal data from different expatriate populations would increase the validity and the generalizability of findings. The theory and empirical evidence indicate the importance of community embeddedness, particularly when organizational identification is low, for expatriates’ retention cognitions. Practical implications This study examines the important role of community relationship building behaviors on community embeddedness, and the role of community embeddedness in expatriates’ intention to stay. Originality/value This paper integrates the unique view of personal resources associated with different social contexts (i.e. community and organizational contexts) in expatriate studies.
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van der Laken, Paul, Marloes van Engen, Marc van Veldhoven, and Jaap Paauwe. "Expatriate support and success." Journal of Global Mobility: The Home of Expatriate Management Research 4, no. 4 (December 12, 2016): 408–31. http://dx.doi.org/10.1108/jgm-11-2015-0057.
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Purpose The purpose of this paper is to review empirical research on the relationship between organization-based social support and the success of international assignments (IAs). Design/methodology/approach Four search engines were used to obtain empirical studies relating organization-based social support to success criteria. Studies were compared based on type of theoretical foundation, criteria of success, source of social support and study design. Findings The reviewed studies draw on three theoretical paradigms – based on stress, social capital and relational exchange. The results demonstrate that expatriates receive social support from multiple organization-based sources and that these sources’ proximity to the expatriate influences the relationship between social support and success. Regarding geographical proximity, sources in the home and host countries fulfil different supportive functions and therefore stimulate different success criteria. Additionally, the success criteria stimulated by organizational support depend on the type of supportive practices offered. The impact of support from organizational members is further influenced by their hierarchical proximity to the expatriate, with supervisory support relating most strongly to success. In addition to proximity, characteristics of the expatriating employee and the assignment (e.g. expatriate motivation and assignment hardship) influence the value of social support. Finally, social support relates most strongly to expatriates’ satisfaction, commitment, and adjustment and these frequently mediate its effect on expatriates’ retention and performance. Research limitations/implications Although only organization-based sources were considered, this review demonstrates that a multidimensional perspective is warranted when examining the effects of social support during IAs. Practical implications This review provides insights into the ways organizations could and should assist (self-initiated) expatriates when aiming for specific outcomes. Originality/value This in-depth examination of social support in the work environment of expatriates combines several theoretical paradigms and investigates multiple criteria of success.
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Abur, Hilder A., Peter K’Obonyo, and Anne Omamo. "Expatriate Employees’ Perception Of Challenges In Their Work Environment In The Ngo Sector In Nairobi Kenya." International Journal for Innovation Education and Research 3, no. 12 (December 31, 2015): 153–63. http://dx.doi.org/10.31686/ijier.vol3.iss12.496.
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This study examined how expatriate employees perceive the challenges in their work environment in the NGO sector in Nairobi, Kenya. The study question was “how do expatriate employees’ workings in the NGOs sector in Kenya perceive the challenges in their work environment?” The study was anchored on person-environment fit theory and the culture shock theory of adaptation to explain the strategies employed by expatriate employees to cope with challenges in their work environment. The research design used was a descriptive survey with a target population of 2394 NGOs based in Nairobi, Kenya. The study sample consisted of 120 expatriates, although only 84 participated in the final study drawn from 60 NGOs. Questionnaires were used to collect the data. Data was analyzed using SPSS. The result showed that expatriate employees working in the Kenyan NGOs respond to challenges in their work environment by finding a fit between the Kenyan culture and that of their countries. However, sometimes there is a big clash between the two cultures which makes it difficult for the expatriates to adjust well. Some have devised some strategies to interact with the locals that have improved their communication skills and ability to work on the assignments. In cases where conversing in the local languages has been a challenge, the expatriates have sought the help of locals as interpreters. Some expatriates accompanied by their families to provide psychological support. The study therefore recommends that since the expatriate employees seem to have integrated well into the Kenya society, they can be a great source of strength to those who are taking up new assignments in this country -Kenya. The future studies could focus on how the extent of expatriate employees ‘adjustment to the conditions in the host country affects their performance. In addition, they are a source of transmission of management ‘know-how’. This makes them a strong pillar as the local employees rely on their explicit knowledge and tacit knowledge to manage the NGOs even after their repatriation.