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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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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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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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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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Ciuk, Sylwia, and Doris Schedlitzki. "Host country employees’ negative perceptions of successive expatriate leadership: the role of leadership transference and implicit leadership theories." Journal of Global Mobility: The Home of Expatriate Management Research 10, no. 1 (October 13, 2021): 80–104. http://dx.doi.org/10.1108/jgm-04-2021-0044.
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PurposeDrawing on socio-cognitively orientated leadership studies, this paper aims to contribute to our understanding of host country employees’ (HCEs) negative perceptions of successive expatriate leadership by exploring how their memories of shared past experiences affect these perceptions. Contrary to previous work which tends to focus on HCEs’ attitudes towards individual expatriates, the authors shift attention to successive executive expatriate assignments within a single subsidiary.Design/methodology/approachThe paper is based on an intrinsic case study carried out in a Polish subsidiary of an American multinational pharmaceutical company which had been managed by four successive expatriate General Managers and one local executive. The authors draw on interview data with 40 HCEs. Twenty-one semi-structured interviews were conducted with staff who had been managed by at least three of the subsidiary’s expatriate leaders.FindingsThe authors demonstrate how transference triggered by past experiences with expatriate leaders as well as HCEs’ implicit leadership theories affect HCEs’ negative perceptions of expatriate leadership and lead to the emergence of expatriate leadership schema.Originality/valueTo the best of the authors’ knowledge, this is the first study that explores the role of transference and implicit leadership theories in HCEs’ perceptions of successive executive expatriate assignments. By focussing on retrospective accounts of HCEs who had been managed by a series of successive expatriate leaders, our study has generated a more nuanced and contextualised understanding of the role of HCEs’ shared past experiences in shaping their perceptions of expatriate leadership. The authors propose a new concept – expatriate leadership schema – which describes HCEs’ cognitive structures, developed during past experiences with successive expatriate leaders, which specify what HCEs believe expatriate leadership to look like and what they expect from it.
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Takeuchi, Riki, Yixuan Li, and Mo Wang. "Expatriates’ Performance Profiles: Examining the Effects of Work Experiences on the Longitudinal Change Patterns." Journal of Management 45, no. 2 (April 12, 2018): 451–75. http://dx.doi.org/10.1177/0149206317741195.
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Using four-wave, longitudinal, archival data sets from an expatriate sample (237 engineers and 191 managers) working in China, we explore whether different performance change patterns exist for expatriates during their international assignments and how work-related experiences accumulated prior to the assignments relate to performance change patterns. Using a latent class growth analysis, we identify the coexistence of four distinct longitudinal change patterns of expatriate job performance (i.e., u-curve, learning-curve, stable high-performance, and stable low-performance patterns). Further, we demonstrate that three different types of prior work experiences (i.e., international, job, and organizational) are important antecedents of such performance change patterns. Specifically, expatriates with moderate levels of work experiences displayed a u-curve pattern, expatriates with a high level of international work experience but low levels of job and organizational experiences displayed a learning-curve pattern, expatriates with an abundance of work experiences started off with a high level of job performance and maintained this performance level over the course of the international assignment, and expatriates with insufficient work experiences started off with a low level of job performance and were unable to improve their performance during the course of their international assignments. This set of findings contributes to the expatriation literature by highlighting the coexistence of multiple subgroups with different performance-change patterns based on prior work experiences and providing an effective integration of the social learning perspective and the human capital accumulation perspective.
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Erogul, Murat, and Afzalur Rahman. "The Impact of Family Adjustment in Expatriate Success." Journal of International Business and Economy 18, no. 1 (July 1, 2017): 1–23. http://dx.doi.org/10.51240/jibe.2017.1.1.
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Family adjustment to a new country plays a significant role in expatriate success. This paper investigates the reasons behind expatriate failure relative to personal characteristics of partner, family characteristics, and cultural distance. The authors discuss family related issues and contribute to the better understanding on the problems that cause expatriate failure through identity theory and investigate how organizations could support the expatriate experience by taking into consideration the role of the spouse and family, along with cultural distance to the expatriate destination. There are only a few studies that link experiences of expatriate family and partner to international assignment success. We add to this research by examining the spouse and family adjustment process through the use of identity theory. We provide guidelines on the impact of family adjustment in expatriation literature to help organizations better equip both the expatriate employee and their family with sufficient cross-cultural training and social learning opportunities. Our contribution provides a level of analysis on determining expatriation success factors and guiding organizations in facilitating the cultural adjustment of expatriates and their families. The paper provides implications to industry and practice on key success factors needed to reduce failure.
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Dos Santos, Luis Miguel. "Stress, Burnout, and Turnover Issues of Black Expatriate Education Professionals in South Korea: Social Biases, Discrimination, and Workplace Bullying." International Journal of Environmental Research and Public Health 17, no. 11 (May 29, 2020): 3851. http://dx.doi.org/10.3390/ijerph17113851.
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The purpose of this study is to understand expatriate educators’ overall teaching experiences and opinions about living in South Korea. The research study sought to explore the relationship between stressors and social biases against Black individuals and their suicidal behaviours and turnover decisions. The approach of stress, burnout, career decision, and suicide guided this study as the lens. The research method for this study included a phenomenological analysis of two sessions of semi-structured interviews with 18 Black expatriates in the field of education in South Korea. The results indicate that their experiences were impacted by unfairness against individuals based on their skin colour and nationalities. The outcomes of this study highlight the major difficulties experienced by foreign professionals living in South Korea. They can be used by human resource professionals, school administrators, and government leaders to reform their current policy and improve expatriate experiences so as to prevent turnover.
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Pekerti, Andre Anugerah, Quan Hoang Vuong, and Nancy K. Napier. "Double edge experiences of expatriate acculturation." Journal of Global Mobility 5, no. 3 (September 11, 2017): 225–50. http://dx.doi.org/10.1108/jgm-08-2016-0037.
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Purpose The purpose of this paper is to bring to light the double edges faced by individuals who have international and multicultural experiences. The implication is that these individuals encounter acculturation challenges, and also gain from their multiculturality. The authors adopt Berry’s (2011) integration and multiculturalism framework to analyze the experiences and challenges that multi-culturals face. This paper suggests ways to glean the silver lining within organizations to help manage and master multicultural experiences in the workplace to benefit both individuals and organizations. Design/methodology/approach The authors used empirical materials from expatriates who have worked across multiple cultural contexts. Based on these the authors present three examples to illustrate how expatriates and multicultural individuals place themselves in situations where they experience contact and challenges associated with adopting multiple cultures. The authors then analyze these examples to show how the experiences involve psychological-level integration challenges for Multi- and n-culturals. Findings The three multicultural expatriate examples suggest that individuals with international and multicultural experiences who are successful at managing their experiences develop cognitive and behavioral complexity. However, these individuals also face continuous acculturation including cognitive and ethno-cultural identity conflicts such as, rejection from multiple cultural perspectives because they continually cross-multiple cultural microcosms. Suggestions are presented to help maintain one’s sense of self-worth and minimizing ethno-cultural conflicts. Research limitations/implications Notwithstanding the value of analyzing the examples of expatriate acculturation experiences, the limitation to the examples is that it is limited to the experience of three individuals. However, the examples were effective in raising points to discuss relevant challenges and/or the double-edged reality faced by boundary spanners, multi-, and n-culturals. Practical implications The paper presents possible ways multi- and n-culturals navigate through their multiculturalism, including suggestions to help individuals who struggle with their multiculturalism through mentoring. Social implications The paper highlights the challenges of acculturation and suggests ways that individuals can overcome these challenges. It further suggests how organizations can take advantage of such individuals by utilizing existing personnel within the organization. Originality/value The paper is one of the few that acknowledge multiculturalism is highly challenging even for successful multi-culturals and n-culturals. Currently the literature is scant concerning how individuals can manage and master multicultural experiences in the workplace. The paper suggests a number of useful strategies for individuals and organizations to manage the challenges.
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Selmer, Jan, and Jakob Lauring. "Self-initiated expatriates." Cross Cultural Management 21, no. 4 (September 30, 2014): 422–36. http://dx.doi.org/10.1108/ccm-01-2013-0005.
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Purpose – As it has been suggested that adult third-culture kids may be more culturally adaptable than others, they have been labelled “the ideal” expatriates. The purpose of this paper is to explore the adjustment of self-initiated expatriate academics in Hong Kong, comparing adult third-culture kids with adult mono-culture kids. Design/methodology/approach – The authors use survey results from 267 self-initiated expatriate academics in Hong Kong. Findings – Exploratory results show that adult third-culture kids had a higher extent of general adjustment. No significant results were found in relation to interaction adjustment and job adjustment. The authors also found that recent expatriate experiences generally had a positive association with the adjustment of adult mono-culture kids, but this association only existed in terms of general adjustment for adult third-culture kids. Originality/value – Once corroborated by further studies, this exploratory research project may contribute to the understanding of the adjustment of adult third-culture kids as well as the role of experience and multicultural abilities. Few, if any, prior studies, have examined adjustment of this group of self-initiated expatriates.
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Cooper, Roseanne D. "The Role of Self-Efficacy in Expatriate Adjustment: An Allegorical Perspective." Canadian Journal of Counselling and Psychotherapy 55, no. 1 (January 14, 2021): 122–37. http://dx.doi.org/10.47634/cjcp.v55i1.69844.
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This paper is unique among the articles written about expatriates in that it focuses on the importance of self-efficacy, on developing one’s cultural identity consciously, and on community building in order to facilitate adjustment. Well-adjusted expatriates build an array of strategies to overcome the many challenges they are faced with: awakening, overwhelmingness, culture shock, grief, uncertainty, communication issues, and identity loss. Most expatriates have had a wide array of experiences and thus can relate to characters with otherworldly experiences. James and the Giant Peach, a remarkable story by Roald Dahl, is used as a platform to illuminate the research literature as an invitation to reconceptualize expatriate adjustment creatively.
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Salamin, Xavier. "Specific work-life issues of single and childless female expatriates: an exploratory study in the Swiss context." Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 2 (May 4, 2021): 166–90. http://dx.doi.org/10.1108/jgm-07-2020-0052.
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PurposeResearch on work–life interface in the expatriation context has to date focused on expatriates relocating with a family, and the work–life experiences of single and childless expatriates remain largely unexplored. This is particularly relevant for women, as female expatriates appear to be more often single than their male counterparts and have children less often. The aim of this paper is, therefore, to examine the specific work–life experiences of single and childless female expatriates who are working and living in the French-speaking part of Switzerland.Design/methodology/approachA qualitative research design has been adopted for this exploratory study. Data was collected through semi-structured face-to-face interviews with 20 single and childless female expatriates living and working in the French-speaking part of Switzerland.FindingsOur findings identify a set of personal, work-related, and social and cultural factors contributing to single and childless female expatriates’ conflict and enrichment between work and nonwork spheres, as well as a range of sources and types of social support they rely upon. Our findings demonstrate that work–life issues are also exacerbated for single and childless women in the international context.Originality/valueThis study is the first dedicated to the examination of specific work–life issues of single and childless women in the expatriate context. By revealing the specificities of their work–life experiences, this study contributes to the fields of (female) expatriate research and work–life research and advances current knowledge on nontraditional expatriates.
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Hoffman, Ettiene Paul, and Rommel Pilapil Sergio. "Understanding the effects of toxic leadership on expatriates' readiness for innovation: an Uzbekistan case." Journal of Eastern European and Central Asian Research (JEECAR) 7, no. 1 (March 14, 2020): 26–38. http://dx.doi.org/10.15549/jeecar.v7i1.360.
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Ever-growing business challenges emphasize the necessity for organizations to develop a competent workforce to achieve more stable and inclusive growth. Therefore, this study explored the ever-growing interest in expatriate workers to support organizational competitiveness. This study focuses on Uzbekistan, as its growing competitiveness is pressurizing leader-follower dyads and organizational innovation capabilities to improve productivity, reduce costs, and become more profitable. Workplace environments can be sensitive towards leadership behaviours that can adversely affect expatriates’ readiness for innovation. Therefore, this research study addressed the gap in empirical evidence within the leadership literature relevant to the interplay between toxic leadership and expatriates’ readiness for innovation. This qualitative descriptive study employed an explorative phenomenological cross-sectional design (n=10) into expatriates’ real-life experiences to understand the effects of toxic leadership on their readiness for innovation. The findings from the phenomenological study suggest that toxic leadership can adversely affect expatriate’s readiness for innovation.
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McNulty, Yvonne, and Charles M. Vance. "Dynamic global careers: a new conceptualization of expatriate career paths." Personnel Review 46, no. 2 (March 6, 2017): 205–21. http://dx.doi.org/10.1108/pr-06-2015-0175.
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Purpose Most studies of expatriates have explored global careers as unfolding within assigned or self-initiated expatriation contexts in a predominantly linear fashion. The purpose of this paper is to conceptualize that expatriates’ career progression is facilitated by frequent moves between domains, with an increasing overlap among assigned-expatriate (AE) and self-initiated expatriate (SIE) contexts. Design/methodology/approach Underpinned by findings from extant literature, the authors review and integrate studies of expatriation and careers to conceptualize an AE-SIE career continuum. Findings The authors debunk the idea that AEs and SIEs are a type of expatriate per se, but instead is indicative only of their career orientation in terms of where they choose to sit on the AE-SIE career continuum at any point in time. Specifically, individuals pursuing global careers in international labor markets include up to eight types of expatriate who retain varying degrees of AE vs SIE characteristics dependent on the point they choose along the continuum. Practical implications The tension that dynamic global careers cause for multinational enterprises (MNEs) is not necessarily “bad”, and that by accepting and accommodating changes in career orientation MNEs will be able to make clearer and more consistent global staffing decisions. Originality/value The authors provide a new, improved conceptualization of linear and non-linear global careers and of the challenges global career actors face throughout their career development both at home and abroad. They further show that while career orientation explains why expatriates engage in various types of international work experiences, their typology adds explication of the various types of expatriate who pursue global careers.
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AlMazrouei, Hanan, and Richard J. Pech. "Working in the UAE: expatriate management experiences." Journal of Islamic Accounting and Business Research 6, no. 1 (April 13, 2015): 73–93. http://dx.doi.org/10.1108/jiabr-08-2013-0032.
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Purpose – The purpose of this study is to examine issues of skills and cultural awareness amongst expatriate managers working in the United Arab Emirates (UAE). The study explores expatriate management and leadership experiences within a predominantly Islamic context and the adjustments that have had to be made by the new arrivals before they could effectively undertake their senior functions within their organisations. Rapid economic growth and recent prosperity in the UAE has resulted in the recruitment and placement of large numbers of expatriate managers. Design/methodology/approach – Interviews were utilised to explore the experiences of expatriate managers in the UAE. These experiences have been interpreted to provide lessons and advice for new arrivals to the UAE, particularly those who are about to be placed into senior management positions. Findings – The findings from our interviews of expatriate managers and leaders reveal a great deal regarding Islamic principles and religious practices, the Arabic language, the preference for a paternalistic management style, customs around issues of female dress and issues of time management. A number of strategies are provided for managing these sensitive cultural issues in the workplace. Practical implications – This research provides an important examination of the effects of the UAE national culture on expatriate managers and how they have adjusted when managing local staff. Originality/value – This article adds to the disciplines of management and human resources by focussing on cross-cultural sensitivity and awareness, specifically within the context of the UAE.
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Phiri, Maxwell Agabu, and Nevoshnee Pillay. "A study on the effectiveness of the orientation process and cross-cultural training for the expatriate." Journal of Governance and Regulation 4, no. 4 (2015): 553–70. http://dx.doi.org/10.22495/jgr_v4_i4_c4_p13.
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This paper focuses on the effectiveness of the orientation process and cross-cultural training (CCT) and its impact on cross-cultural adjustment for the expatriate. The objective of the study on which this paper is based is to evaluate the effectiveness of the orientation process for expatriates and to determine the need for a separate orientation and culture training. By improving the orientation process and identifying a need for culture specific training, the company can thus eliminate relocation and replacement costs. The main objective of this research is to design a guideline for the implementation of a culture specific orientation process for the expatriate. This will be done based on the recommendations made by the respondents of the survey. The paper reviews different writings in the areas of cross-cultural training, cross-cultural adjustment, the orientation process and the expatriate. The study highlights specific issues regarding cultural training, assignment failure and success, and the expatriate experiences. The research is motivated by the need to reduce assignment failure and the subsequent costs associated with engaging expatriation, and ensure smooth transition into a new culture. The research methodology utilized was qualitative, based on structured questionnaires and personal interviews. The study attempts to recommend, based on the findings, a culture centered orientation process for the expatriate.
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Kimber, John A. "Repatriation: a qualitative study of repatriates after returning from China assignments." Journal of Global Mobility: The Home of Expatriate Management Research 7, no. 4 (December 9, 2019): 381–94. http://dx.doi.org/10.1108/jgm-04-2019-0022.
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Purpose Companies expend significant resources on global assignees’ success during deployment. However, the broader repatriation experience of organizational expatriates and their families, beyond securing employment, is still largely unexplored. Thus, the purpose of this paper, an exploratory study, is to describe the repatriation experience of five US Christian repatriates who returned to the USA after long-term expatriate assignments in China. Design/methodology/approach A qualitative approach was employed, and data were collected through five open-ended interviews with US Christian repatriates, focusing on their social networks and family repatriation experiences. Findings Upon repatriation, most global assignees received assistance with relocation and securing stateside employment but no assistance with readjustment issues for themselves or their accompanying family members. Most found repatriation the most difficult part of the assignment, and home churches were of little assistance. The findings support the deterioration of home social networks during longer assignments and extend the literature’s findings to the expatriate spouse and families. Originality/value This exploratory study addresses the experiences of Christian US repatriates and their social support through work and non-work home social networks. The findings highlight the importance of intentional efforts by repatriates and their families to strengthen their home social connections in order to minimize repatriation difficulties.
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Guttormsen, David S. A., and Anne Marie Francesco. "Status and success." Journal of Global Mobility: The Home of Expatriate Management Research 7, no. 4 (December 9, 2019): 364–80. http://dx.doi.org/10.1108/jgm-02-2019-0016.
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Purpose The purpose of this paper is to examine how low status expatriates (lower position, younger, female) are positioned differently compared to high status expatriates (higher position, older, male) in terms of experiencing various types of success. Design/methodology/approach Based on 424 responses from business expatriates working within multinational corporations operating in Asia, the study tests whether low status expatriates experience higher personal success while high status expatriates see more organization-related success. Findings The results demonstrate that expatriates with different status-related characteristics might experience success during an international assignment differently. Additionally, our results reveal the relevance of avoiding treating success as a single variable and of investigating the actual experiences acquired while working abroad to better appreciate how expatriates experience success differently. Originality/value The extant literature offers a limited understanding of expatriate success as the phenomenon has often been conceptualized in relatively simple terms, i.e., the completion of the international assignment contract. Our study offers an alternative view. Measuring success using a single outcome variable does not fully capture the experience. Success can be perceived in different ways, and different types of success are associated with different types of characteristics.
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Sa'adi, Sa'adi. "Countering Islamophobia in Portugal: experience of Indonesian Muslim expatriates." Indonesian Journal of Islam and Muslim Societies 11, no. 1 (June 21, 2021): 29–53. http://dx.doi.org/10.18326/ijims.v11i1.29-53.
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The main purpose of this research is to investigate the Indonesian Muslim expatriate experiences in countering Islamophobia in Portugal. There are 488 Indonesian expatriates in Portugal, of whom 384 (78%) are Muslims, working on diplomatic missions, students, traders, professionals, laborers, and others. To analyze the data, the researcher used triangulation techniques such as interviews through guided written questions, observation, and documentation, using factor analyses covering items of Portugal government policy on religious life, characters of Portuguese culture, the characters of Indonesian Muslim socio-culture, educational background of Indonesian Muslim expatriates, and normative Islamic teaching inspiring their socioreligious views and attitude. As the main findings, the research revealed that in countering the Islamophobia experience, the Indonesian Muslim expatriates in Portugal feel joy, safety, peace, a harmonious life. Also, they feel like in their home towns; they can access public services easily and practice private, and religious activities normally, although the number of mosques in public places is very few. None of them experienced extreme hatred, prejudice, harassment, hostility, bad words, bad attitudes and treatments, discrimination, and Islamophobia from local citizens or other groups.
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Kanstrén, Kaisu, and Vesa Suutari. "Development of career capital during expatriation: partners' perspectives." Career Development International 26, no. 6 (September 29, 2021): 824–49. http://dx.doi.org/10.1108/cdi-12-2020-0314.
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PurposeThe purpose of this qualitative study is to examine the effects of expatriation on the development of career capital among the partners of expatriates.Design/methodology/approachThe study draws on in-depth interviews with 30 Finnish partners of expatriates.FindingsThe results reflect the various learning experiences reported by partners of expatriates that developed their career capital during expatriation. The learning experiences related to the experience of living abroad itself and to the specific activities undertaken when abroad. The extent to which partners developed knowing-why, knowing-how and knowing-whom career capital was found to partly reflect their situation abroad as stay-at-home partners or as employees in less-demanding or more-demanding jobs. Though the experiences were developmental for all partners as have been reported among expatriates, the authors also identified several aspects in which partners' experiences differed from the typical developmental experiences of expatriates.Practical implicationsThe results also highlight the influence of initiative, an active role and career self-management skills in partners' career capital development.Originality/valueThis paper advances the understanding of how expatriation affects expatriate partners' career capital, a topic that has not previously been studied in-depth.
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Callahan, Clark, Jesse King, and Audrey Halversen. "Blogadapting: Adaptation Experiences among Expatriate Bloggers." Journal of Intercultural Communication Research 49, no. 3 (May 3, 2020): 227–41. http://dx.doi.org/10.1080/17475759.2020.1765840.
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Goby, Valerie Priscilla, Hamad Mohammed Ahmad Ali, Mohammed Ahmad Abdulwahed Lanjawi, and Khalil Ibrahim Mohammed Ahmad Al Haddad. "Workforce localization, information sharing, and the imperative of culture." International Journal of Organizational Analysis 25, no. 1 (March 13, 2017): 103–22. http://dx.doi.org/10.1108/ijoa-09-2015-0908.
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Purpose The aim of this study is to conduct an initial investigation of information sharing between the vast number of expatriate employees and the small minority of local employees in Dubai’s private sector workforce. Research on the impact of the workforce localization policy has highlighted the frequent marginalization of locals within the expatriate-dominated private sector. One form of this is the reluctance of expatriates to share information with local recruits, and the authors conducted this study to assess the reality and extent of this phenomenon. Design/methodology/approach The authors designed a brief interview survey to probe how Emirati employees secure workplace information and whether they experience information withholding on the part of expatriate colleagues. The authors also explored whether any such experience impacts on their attitudes to working in the private sector since this is a key factor in the success of the localization policy. Complete responses were received from 0.9 per cent of the total local private sector workforce. Findings A notable lack of information sharing emerged with 58 per cent of respondents reporting their expatriate colleagues’ and superiors’ reluctance to share information with them, and 63 per cent describing experiences of discriminatory behavior. Research limitations/implications The authors identify key cultural and communication issues relating to localization within Dubai’s multicultural workforce. These include the broader cultural factors that determine how Emiratis conceptualize information sharing. Future research can pursue this issue to help inform the development of supportive information sharing practices. Such practices are an essential part of the creation of a diversity climate, which is necessary to sustain localization. Originality/value This study is a pioneering attempt to empirically investigate the information sharing practices that Emirati private sector employees experience. It suggests that the exclusion of citizens from the workplace through practices such as “ghost Emiratization” reverberates in the workplace through a lack of information sharing.
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Ren, Hong, Dilek G. Yunlu, Margaret A. Shaffer, and Katherine M. Fodchuk. "Thriving and retention of expatriates: Cultural intelligence and organizational embeddedness inputs." International Journal of Cross Cultural Management 21, no. 2 (March 26, 2021): 203–26. http://dx.doi.org/10.1177/14705958211004655.
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Drawing on Conservation of Resources theory and the socially embedded model of thriving, we examine the resource antecedents and retention outcome of expatriate thriving. Using two-wave panel data from 103 international teachers in the United States, we found that the personal resource of cultural intelligence directly influenced thriving, and thriving led to expatriate actual retention. In addition, the contextual resource of organizational embeddedness served as a boundary condition that augmented cultural intelligence’s positive effect on thriving. Applying the concept of thriving to explicate expatriate experiences, we go beyond the dominant emphasis in the expatriate literature on expatriate adjustment. In doing so, we highlight the joint contribution of both personal and contextual resources associated with global work experiences and pinpoint potential boundary conditions that enable thriving.
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McNulty, Yvonne. "Till stress do us part: the causes and consequences of expatriate divorce." Journal of Global Mobility 3, no. 2 (June 8, 2015): 106–36. http://dx.doi.org/10.1108/jgm-06-2014-0023.
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Purpose – International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that “family concerns” remain a top reason for assignment refusal and assignment failure, including a growing body of anecdotal evidence suggesting that many expatriate marriages fail often at huge cost to organizations, there is not one academic study yet published on expatriate divorce. The purpose of this paper is to empirically examine the causes and consequences of expatriate divorce. Design/methodology/approach – In this exploratory case-based study, the author uses respondent data from 13 face-to-face interviews and 25 online survey participants. Findings – Findings demonstrate that expatriate marriages end in divorce for two main reasons: first, a core issue in the marriage that exists before going abroad (e.g. alcoholism, mental health problems) and which continues while abroad; and second, when one or both spouses is negatively influenced by an expatriate culture to such an extent that a form of “group think” results in polarizing behavior that is counter to how they might behave “back home” (e.g. infidelity, sexual misconduct). The consequences of divorce for expatriates are immense and include bankruptcy, destitution, homelessness, depression, psychophysiological illness, alienation from children, and suicide. Research limitations/implications – Data are cross-sectional and findings are limited by single-response bias. Future studies would do well to research matched samples of couples engaging in global work experiences over different points in time in order to track longitudinal changes in marital quality, including why some go on to divorce while others recover from marital breakdown and stay married. Practical implications – One of the strongest pieces of advice offered by most of the respondents is for spouses, and trailing spouses in particular, to know their legal rights and entitlements in each country where they are living in the event of divorce. Originality/value – This is the first study to empirically explore the lived experience of expatriate divorce.
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Walz, Linda. "‘You wanted to know about expat life’: Authenticating identity in blogs about transnational relocation." Text & Talk 40, no. 3 (May 27, 2020): 377–97. http://dx.doi.org/10.1515/text-2020-2060.
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AbstractExpatriate blogs are personal websites in which individuals share their experiences of relocation and life in a different country, not solely for the benefit of their readers but also for their own benefit. As such, they constitute sites of identity construction in phases of personal transition, afforded by the linear nature of blogging. This paper illustrates how expatriate bloggers discursively authenticate identity. Drawing on tactics of intersubjectivity, the analysis explores twelve personal blogs by Anglophone foreign nationals who have moved to England. Authentication is achieved, firstly, through displaying expertise pertaining to life abroad. This at the same time legitimizes expatriates’ sharing of the everyday experiences, and indeed they portray themselves as providing deep insights and unadorned accounts. Additionally, identity is authenticated through discourses of personal fulfillment. The authentication of expatriate identity is thus closely linked to bloggers’ legitimizing of their own contributions. These findings add to research on discursive identity construction in personal negotiations of relatively privileged migration. They further make a theoretical contribution to the tactics of intersubjectivity as well as more generally to explorations of identity and authentication in online environments.
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Goss, Devon R. "“It’s Like Going Back in Time”: How White Retirees Use Expatriation to Reclaim White Dominance." Sociological Perspectives 62, no. 4 (December 12, 2018): 538–53. http://dx.doi.org/10.1177/0731121418817250.
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The number of Americans and Canadians choosing to live outside of their home countries after retirement is increasing rapidly, with Mexico as the primary destination for emigration. The majority of these expatriates are white. This study explores how race affects the experiences of emigration and expatriation for these retirees. In-depth interviews with 30 white expatriate retirees living in Mazatlán, Mexico, reveal that white expatriates respond to a growing sense of racial victimization and nostalgia by framing their emigration as a chance to reclaim their superior and racialized social standing. Specifically, white expatriates use three strategies to explain how race affected their experiences in Mexico: escaping, wherein they come to Mexico to avoid the racial diversification of their home countries; evoking, in which they position Mexico as a place to recoup old-fashioned values; and reclaiming, wherein Mexico is perceived as a chance to regain their whiteness as standing.
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Al Mazrouei, Hanan, and Richard J. Pech. "The expatriate as company leader in the UAE: cultural adaptation." Journal of Business Strategy 36, no. 1 (January 19, 2015): 33–40. http://dx.doi.org/10.1108/jbs-08-2013-0067.
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Purpose – The purpose of this article is to explore the impact of organizational culture, adaptation, political environment and leadership for expatriate managers working in the United Arab Emirates (UAE). Expatriate leaders on overseas assignment often attempt to transfer their home organization culture to their new location. The subsequent cultural clash can have a destructive impact on both the leader and the organization. Design/methodology/approach – Expatriate leaders’ experiences in the UAE were collected through interviews, with a specific focus on cultural adaptation and most effective leadership styles for implementing strategic organizational change. Findings – Our research revealed that a consultative style was found to be most effective by expatriate leaders in the UAE. Communication with local staff, team building, motivating staff and involving staff in decision-making were highly effective approaches in assisting expatriate leaders to succeed within their organizational cultures. Several strategies have been identified based on the experiences of the expatriate leaders interviewed in our study. Practical implications – The findings offer practical advice for organizational leaders anticipating an assignment in the UAE and human resource management practitioners preparing expatriate leaders for their duties there. The authors also provide suggestions for expatriate leaders to enhance their adjustment to the organizational and political culture. Originality/value – Numerous studies have been done on organizational cultural adaptation; however, comparatively little research has been offered on practical organizational adaptation and leadership specific to the UAE.
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Harry, Tinashe Timothy, Nicole Dodd, and Willie Chinyamurindi. "Telling tales." Journal of Global Mobility: The Home of Expatriate Management Research 7, no. 1 (April 15, 2019): 64–87. http://dx.doi.org/10.1108/jgm-05-2018-0024.
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PurposeSouth Africa has witnessed an increase in self-initiated academic expatriates (SIAEs) coming into the country from all over the world. This movement of labour can result in South Africa performing better than any other African country. However, expatriation is accompanied by several challenges which affect both work and non-work scopes. Given that more is needed to understand the lived experiences of the expatriates, especially self-initiated expatriates from and in Africa, the purpose of this paper is to provide the basis for interventions to assist the expatriates in overcoming challenges by understanding their lived experiences.Design/methodology/approachThe study used an interpretivist approach to understand the lived experiences of SIAEs. The data were collected through the use of unstructured interviews of 25 expatriate academics within South Africa. The individual narratives were analysed through structural and thematic analysis to develop themes.FindingsThrough the stories and narratives, the expatriation experience was one framed to be a challenging process. The lived experiences can be grouped into life and career experiences. The life experiences consist of immigration difficulties, family separation, social adjustment difficulties and unavailability of accommodation. Career experiences include remuneration differences, gender discrimination, limited professional development opportunities and communication difficulties, which affect both work and non-work experiences. Person–environment fit did not play a significant role in the experiences of the academic expatriates.Practical implicationsThe findings showed that the lived experiences of SIAEs in Africa were mostly negative. Higher education institutions looking at hiring academic expatriates should assist the expatriates to have better experiences not only for individual benefit but for institutional benefit as well. However, this role is not only placed in the hands of the organisation but may also require individual effort.Originality/valueThe findings outlined in this study provide a picture of the lived experiences of SIAEs in an African context. The findings are fundamental in understanding this neglected sample group in the extant literature. They also assist in advancing literature and proposing possible solutions. All this is important, given global talent shortages which have warranted the need for highly skilled employees in countries like South Africa.
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Russell, Roger C., and Laurence Dickie. "Paradoxical Experiences Of Expatriate Managers In Indonesia." Journal of Diversity Management (JDM) 2, no. 1 (January 1, 2007): 17–28. http://dx.doi.org/10.19030/jdm.v2i1.5002.
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Romanowski, Michael H., Reem K. Abu-Shawish, and Nora Merouani. "Principals’ perspectives on faculty diversity in Qatar’s government schools." Educational Management Administration & Leadership 47, no. 5 (February 18, 2018): 730–48. http://dx.doi.org/10.1177/1741143218759089.
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Globalization requires the Gulf Cooperation Countries (GCC) to experience numerous economic, social, and educational changes. In particular, Qatar’s unprecedented economic growth has created a flow of high- and low-skilled expatriate workers resulting in a significant imbalance between nationals and expatriates. The implications are evident in Qatar’s government schools where approximately 72% of teachers are expatriates and 99% of the principals are Qatari nationals. Although diversity can enrich schools, it could create conflicts that might hamper the school’s success. Despite the large body of research on school leadership and student diversity, little is written about principals and faculty diversity especially within the GCC. Semi-structured interviews were used to explore 20 Qatari principals’ perspectives regarding their understandings of diversity and experiences with faculty diversity. Findings demonstrate that principals perceive diversity in terms of nationality. They experienced positive and negative influences of diversity and are confronted with challenges that often center on ethnical and cultural issues. Principals addressed how they manage the issues of nationality, culture, and equality. The study suggests that school leadership in a multicultural society such as Qatar demands more competencies to manage faculty diversity. Several recommendations are offered for principals for working with a diverse faculty.
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Salamin, Xavier, and Eric Davoine. "International adjustment of female vs male business expatriates. A replication study in Switzerland." Journal of Global Mobility 3, no. 2 (June 8, 2015): 183–212. http://dx.doi.org/10.1108/jgm-12-2014-0055.
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Purpose – Reasons for women’s underrepresentation in international assignments include stereotypical assumptions within organizations about their ability to adjust abroad and more broadly a lack of trust from the corporate headquarters. Female expatriates’ adjustment may strongly vary depending on the host country and on host-country nationals’ attitudes toward them. Yet up until today, very few studies have examined female expatriate adjustment in a single and non-Asian host country. The purpose of this paper is to address this gap by comparing the cross-cultural adjustment of male and female expatriates in Switzerland. Design/methodology/approach – This study replicates Selmer and Leung’s (2003a) study design in order to compare adjustment of male and female expatriates working in multinational companies in the French-speaking part of Switzerland. Based on 152 valid questionnaires collected, the authors performed a multivariate analysis of covariance and further analyses of covariance to compare male and female expatriate adjustment. Findings – The authors find that female expatriates have significantly higher interaction and work adjustment levels than their male counterparts, while no significant differences between men and women were observed in terms of general adjustment. These findings in a European context are consistent with those of Selmer and Leung in an Asian context. Originality/value – Very few studies to date have examined the adjustment of female expatriates in a western host-country context, despite the fact that host-country cultural norms might strongly influence women’s experiences. The research brings new empirical evidence about cross-cultural adjustment of female and male expatriates in a western location. Contrary to persistent stereotypical assumptions, results emphasize again that women are able to adjust better or at least as well as their male counterparts.
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Mohd Shah, Mohd Kamal, Saifulazry Mokhtar, Irma Wani Othman, Muhammad Safuan Yusoff, Mohd Sohaimi Esa, Romzi Ationg, and Habibah @. Artini Ramlie. "THE PHENOMENOLOGY OF FAMILY INSTITUTIONS IN THE INTERPRETATION AND MEANING OF LIFE EXPERIENCES: THE FAMILY ADAPTIVE ABILITY AS A SIGNIFICANT DETERMINANT TASK SUCCESS OF EXPATRIATE ACADEMICS IN MALAYSIAN INSTITUTIONS OF HIGHER LEARNING." International Journal of Education, Psychology and Counseling 6, no. 39 (May 31, 2021): 74–89. http://dx.doi.org/10.35631/ijepc.639004.
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This paper provides an understanding of the social structure seen as a phenomenology that directs one’s thinking in relation to the interpretation and meaning of life experiences in family institutions where family adaptation is a significant factor in determining the success of expatriate academics. The objective of the study was to unravel expatriate interpretations of expatriation decisions, where such interpretations were debated and taking into account family adaptability as a significant party in determining the success of the assignment of academics who have continuity with the experience of expatriate institutions in the host country. The research was carried out by utilising qualitative methods of in-depth interviews with 20 expatriate academics selected from three Malaysian Public Universities. While the appropriate criteria for respondents include the following characteristics, namely (a) has resided for at least one year in Malaysia using a valid employee visa, (b) has been offered a position as academic staff and has renewed a contract of service, (c) a self-initiated expatriate in undertaking expatriation and (d) work full-time and is not classified as an inter-university exchange staff or on sabbatical leave. The study found that the family factor is the influence of the career environment of an expatriate academic while serving in Malaysia. This is seen as a valuable input for the expatriate academics in adapting to the career of the country’s higher education arena while encouraging retention of expatriate academics in the higher education industry in Malaysia. Two new findings were presented namely (i) moral and emotional support systems which give positive indications of international assignment success, and (ii) support of the relevant social networks with local communities as one of the determinants of expatriate success adapting to the host country environment.
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France, Tami, Lize Booysen, and Carol Baron. "Cross-cultural professional experiences of female expatriates." Cross Cultural & Strategic Management 26, no. 4 (December 5, 2019): 522–45. http://dx.doi.org/10.1108/ccsm-05-2018-0062.
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Purpose In this world of global interconnectedness, women continue to develop cross-cultural careers and their experiences impact global scholarship and practice. The purpose of this paper is to explore the relationships, resources and characteristics that support female expatriate success, with specific focus on the role of mentor/coach relationships. The sample included 102 women from the USA, Canada, Australia and the UK working or formerly working in Mainland China, Hong Kong, Macau or Taiwan. Design/methodology/approach This three phase sequential mixed-methods exploratory research study included 10 one-on-one semi-structured interviews, 102 survey respondents and 3 facilitated focus groups attended by nine professional women. Findings This research offers evidence that resiliency-based characteristics must be cultivated and developed to support expatriate cross-cultural success. These characteristics can be cultivated through relying on multiple relationships, such as mentors, coaches, host country liaisons, expatriate colleagues, friends and family as well as by supporting and mentoring others. These characteristics can also be developed through specific cultural experiences, knowledge and skill building resources, as well as developing an informed view of self and identity clarity through reflective activities. Originality/value Based on the overall findings, a cross-cultural professional success model was designed and implications for scholarship, organizational effectiveness and cross-cultural leadership practice are presented.
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Collins, Heidi Ellise, and Santina Bertone. "Threatened identities: adjustment narratives of expatriate spouses." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (March 13, 2017): 78–92. http://dx.doi.org/10.1108/jgm-01-2017-0003.
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Purpose The purpose of this paper is to explore changes in the identity constructions of expatriate accompanying spouses, as experienced throughout their first year of adjustment to living in Sarawak, Malaysia. Design/methodology/approach Using interview data collected longitudinally throughout ten participants’ first year of living in Malaysia, changes observed in participants’ adjustment narratives over time form the basis of an analysis of successful and unsuccessful cases of identity adjustment. Findings An international relocation presents varying degrees of threat or challenge to expatriate spouses’ central identities. The degree of threat posed will predict the amount of redefinition of social, role, and personal identities required for successful adjustment across social, cultural, and personal domains. Men experienced threats to their career/worker identity, whereas women faced multiple threats to identities such as mother, wife/partner, child, and also their career/worker identity. Research limitations/implications Results of this small-n research may not be generalisable, but do offer new interpretations of adjustment processes, including potential gender differences. The usefulness of longitudinal narrative inquiry for exploring experience of change is highlighted. Practical implications Conversations about identity constructions should be held with expatriate spouses in order to support relocation decision making, and to customise support programmes. Governments wanting to attract and retain foreign talent should consider policies that address employment options for spouses, which will allow for the continuation of central career identities. Originality/value Longitudinal case study analysis results in new interpretations of the adjustment experiences of expatriate spouses over time.
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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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Witkowsky, Patricia, and Osasohan Agbonlahor. "Demographic and Career Trends of Expatriate Student Affairs Professionals." International Education Studies 16, no. 1 (January 8, 2023): 69. http://dx.doi.org/10.5539/ies.v16n1p69.
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Career opportunities for U.S.-educated student affairs professionals to work outside of the U.S. in student affairs have become increasingly available over the past two decades. The purpose of this study was to determine demographics of U.S.-educated expatriate student affairs professionals and their motivations to work abroad, which remains a unique experience in the landscape of student affairs professional experiences. Using a national recruitment approach of social media, networks, and snowball sampling, 43 self-initiated expatriate student affairs professionals participated in the survey to determine their demographics and motivations to work abroad. Results include the personal and educational backgrounds of respondents as well as information about the institutional types, locations, and level of positions of their work experiences abroad. The results indicate that a desire for a new experience, adventure, and an enhancement of career prospects were the main reasons for student affairs professionals seeking work abroad. Implications for future research and career development support are provided.
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Kim, Kowoon, and Mary Ann Von Glinow. "Contextual determinants in disclosing one’s stigmatized identity during expatriation." Journal of Global Mobility 5, no. 3 (September 11, 2017): 317–38. http://dx.doi.org/10.1108/jgm-01-2017-0004.
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Purpose The purpose of this paper is to add to the understanding of the international work experiences of lesbian and gay self-initiated expatriates (SIEs) with a particular focus on the effects of different contexts on their disclosure decisions. In doing so, this study responds to the call for more empirical and extensive studies of lesbian, gay, bisexual, and transgender (LGBT) expatriates. Design/methodology/approach This paper is based on in-depth analysis of four interviews of lesbian and gay SIEs. Findings The findings presented in this paper support three contextual determinants – personal, organizational, and country-level context. These contextual determinants significantly influence lesbian and gay SIEs’ disclosure decisions and their overall international work experience. Originality/value Given the rapid globalization and dynamic business environment, workforce diversity has become a business imperative over the past few decades. Diversity in today’s workforce includes not simply gender and racial diversity, but also age, culture, sexual orientation, religion, education, and disabilities as primary categories of diversity. Moreover, new technologies require highly skilled labor the world over, exacerbating existing global talent shortages. These advancements in technology, accompanied by massive shortfalls in skilled labor, have expanded the pool of potential expatriates to include those non-traditional ones who have been excluded from international assignments. Particularly, as LGBT rights to equal employment opportunity and their potential contributions to international assignments have been increasingly recognized worldwide in recent years, attention to LGBT expatriates has grown exponentially. Nevertheless, neither their experiences as lesbian and gay SIEs in international assignments nor the effects of contexts on those experiences, including disclosure decisions, have yet to be fully explored. In this sense, this paper provides a contribution to the deeper understanding of lesbian and gay SIEs in multidimensional contexts of an international assignment. Although the study examined lesbian and gay expatriates, results suggest insights into the entire LGBT expatriate community.
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Hartl, Katharina. "The expatriate career transition and women managers’ experiences." Women in Management Review 19, no. 1 (January 2004): 40–51. http://dx.doi.org/10.1108/09649420410518421.
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Weiss, Joseph W., and Stanley Bloom. "Managing in China: Expatriate experiences and training recommendations." Business Horizons 33, no. 3 (May 1990): 23–29. http://dx.doi.org/10.1016/0007-6813(90)90037-c.
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Halstead, Huw. "‘Two Homelands and None’: Belonging, Alienation, and Everyday Citizenship with the Expatriated Greeks of Turkey." Journal of Migration History 8, no. 3 (October 10, 2022): 432–56. http://dx.doi.org/10.1163/23519924-08030005.
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Abstract For the expatriated Greeks of Istanbul and Imbros – some of whom have Greek citizenship, some Turkish – citizenship is neither an irrelevance nor a panacea. Turkish citizenship provided limited protection for ethnic Greeks in Turkey, and Greek citizenship could only go so far to ease the burdens of their ultimate emigration to Greece. Moreover, their expressions of self and identity are altogether more complicated and malleable than the apparent fixity and dichotomousness of statism. Nevertheless, citizenship looms large in their experiences, in both pragmatic and affective dimensions. The acquisition, loss and performance of citizenship – even the very materiality of identity documents – are intimately connected to expatriate efforts to navigate the everyday experience of migration and belonging. Whilst the significance of citizenship thus goes far beyond mere words on an official document, these formal aspects of citizenship are nevertheless a part of, not something apart from, the lived experience of citizenship.
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Thirlwall, Alison, Dawn Kuzemski, Mahshid Baghestani, Margaret Brunton, and Sharon Brownie. "‘Every day is a challenge’: Expatriate acculturation in the United Arab Emirates." International Journal of Cross Cultural Management 21, no. 3 (December 2021): 430–51. http://dx.doi.org/10.1177/14705958211039071.
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The United Arab Emirates (UAE) has a very small population of national citizens, so it relies on foreign workers who bring a range of cultures with them, resulting in a unique multi-cultural context. Unlike Western countries, such as the UK, Canada and Australia, workers are unable to permanently migrate to the UAE, so instead they hold temporary, expatriate status. This exploratory study focuses on the experiences of internationally qualified, expatriate nurses in hospitals in Al Ain, gathered by qualitative interviews. Twenty-one registered nurses participated in this study. The nurses faced challenges associated with language requirements and differing cultural expectations, and displayed limited acculturation, which compromised their ability to provide appropriate care for patients. The temporary nature of the work, cultural expectations, language difficulties and potential improvements are discussed. The findings have important implications for organizations that employ large groups of staff from overseas in all sectors. This article contributes to knowledge of expatriates’ challenges in the UAE and highlights the difficulties of working in a diverse environment, leading to a range of actions being recommended for managers.
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AlMazrouei, Hanan, and Richard J. Pech. "Expatriates in the UAE." Journal of Business Strategy 35, no. 3 (May 13, 2014): 47–54. http://dx.doi.org/10.1108/jbs-08-2013-0064.
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Purpose – Sending staff to international locations can be costly for employers as well as employees if the expatriate staff members fail in their ability to assimilate themselves or are unable to work within the construct of the foreign culture. From a strategic perspective, failed overseas deployments can have serious implications in both the firm’s reputation and unnecessary costs. We examine this issue within the context of deployments to the United Arab Emirates (UAE). Design/methodology/approach – Questionnaires are used to examine the factors relating to expatriate leader adjustment in the UAE. The experiences of expatriate managers in the UAE are discussed. Findings – Our study found that well-structured pre-departure training had a positive effect on expatriate managers’ adjustment to working in the UAE. Mentoring was also considered to be highly effective as a means of preparing employees for an overseas deployment. A number of useful guidelines have been developed from the experiences of the expatriate managers surveyed in our research. Research limitations/implications – Practical implications The results provide notable implications for organizational leaders facing a posting to the UAE and human resource management specialists preparing people for work in the UAE. It also provides a practical model to be used by expatriate leaders to facilitate their adjustment to the UAE culture. Originality/value – Although there has been much research on cross-cultural adaptation, relatively little has been written on practical managerial adaptation, specifically in the UAE. This article helps address this imbalance.
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Al-Ismail, Saham, Fiona Carmichael, and Joanne Duberley. "Female employment in hotels in Saudi Arabia and UAE." Gender in Management: An International Journal 34, no. 7 (September 26, 2019): 554–76. http://dx.doi.org/10.1108/gm-11-2017-0151.
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Purpose This paper aims to explore barriers to employment, problems caused by working, motivation to work and job satisfaction of women employed in hotels in the Kingdom of Saudi Arabia (KSA) and the United Arab Emirates (UAE). Design/methodology/approach The study surveyed 385 women working in 75 hotels in KSA and UAE. The sample included citizens of KSA and UAE (n = 177), Arab and non-Arab expatriates (n = 208) and women with and without caring responsibilities for children or adults. The survey responses were analysed by stratifying the sample, using mean-comparison tests to consider sub-sample differences and regression analysis to quantify associations with job satisfaction. Findings Women in the sample with childcare or other caring responsibilities were more likely to report work-family conflicts which were in turn linked negatively to job satisfaction. These women were also the most positive about flexible employment practices. Nationals and expatriate Arabs reported higher levels of satisfaction with managerial aspects of their work. However, nationals in KSA recorded lower levels of job satisfaction in relation to pay and conditions and also said that low salaries were a barrier to taking up employment in the first place. Negative social attitudes towards women working in hotels were a particular concern for nationals and expatriate Arab women. Research limitations/implications The sample is not representative of all females working in hotels in UAE and KSA, and the results cannot be generalised. However, implications include the need to examine the experiences of self-initiated expatriate women and consider women as part of a family system. Originality/value The analysis is based on original data collected through fieldwork. The findings generate new insights on the experiences of women working in hotels in KSA and UAE.
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Guimarães-Costa, Nuno, Miguel Pina e Cunha, and Arménio Rego. "Building your self: a sensemaking approach to expatriates’ adjustment to ethical challenges." Journal of Global Mobility 2, no. 1 (June 3, 2014): 53–84. http://dx.doi.org/10.1108/jgm-04-2013-0020.
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Purpose – The purpose of this paper is to understand the behaviours described by expatriates (“what expatriates say they do”) when they are pressed for adjustment and, at the same time, they feel ethically challenged. Design/methodology/approach – The authors interviewed 52 expatriates from the European Union working in Sub-Saharan Africa who were immersed in what was considered by them to be an ethically challenging context or situation while they were in the process of adjusting to their international assignment. The authors conducted a reflexive qualitative analysis between the data and existing literature. Findings – The authors found that the feeling of moral discomfort that causes the perception of an ethical challenge is triggered by an event that contrasts with the expatriates’ notion of morals. After feeling ethically challenged, expatriates engage in a sensemaking process that is hinged in an “intended future identity”. Research limitations/implications – The authors contribute to the literature by stressing the ethical dimension of adjustment. The authors complement the normative approaches to ethical decision making in international contexts. The research identifies a set of events that are considered as ethical challenges by business expatriates. Practical implications – The research opens the possibility to anticipate and manage potential conflicts, thus minimizing the probability of expatriation failure. Early knowledge about an expatriate's intended future identity can provide relevant information concerning the probable type of adjustment problems s/he will face. Originality/value – The research combines two hitherto separate streams of literature – expatriate adjustment and ethical decision making in international contexts – to open the possibility of ethical adjustment. This is supported by a sensemaking process that is also grounded in future intentions, and not only in past experiences and present signals.
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Wilczewski, Michał, Zbigniew Wróblewski, Mariusz Wołońciej, Arkadiusz Gut, and Ewelina Wilczewska. "Spirituality in expatriate experience and coping in mission." Journal of Global Mobility: The Home of Expatriate Management Research 8, no. 2 (June 8, 2020): 229–48. http://dx.doi.org/10.1108/jgm-04-2020-0022.
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PurposeThe purpose of this qualitative study is to explore the role of spirituality, understood as a personal relationship with God, in missionary intercultural experience.Design/methodology/approachWe conducted narrative interviews with eight Polish consecrated missionaries in Argentina, Bolivia, Ecuador, Peru and Paraguay. We used thematic analysis to establish spirituality in missionary experience and narrative analysis to examine sensemaking processes.FindingsMissionary spirituality was defined by a personal relationship with God as a source of consolation, psychological comfort, strength to cope with distressing experiences, and Grace promoting self-improvement. It compensated for the lack of family and psychological support and enhanced psychological adjustment to the environment perceived as dangerous. Spirituality helped missionaries deal with cultural challenges, traumatic and life-threatening events. Traumatic experiences furthered their understanding of the mission and triggered a spiritual transition that entailed a change in their life, attitudes and behavior.Research limitations/implicationsComparative research into religious vs nonreligious individual spirituality in the experience across various types of expats in various locations could capture the professional and cultural specificity of individual spirituality. Research is also needed to link spirituality with expat failure.Practical implicationsCatholic agencies and institutions that dispatch missionaries to dangerous locations should consider providing professional psychological assistance. Narrative interviewing could be used to enhance missionaries' cultural and professional self-awareness, to better serve the local community. Their stories of intercultural encounters could be incorporated into cross-cultural training and the ethical and spiritual formation of students and future expats.Originality/valueThis study captures a spiritual aspect of intercultural experience of under-researched expats. It offers a model of the involvement of individual spirituality in coping in mission.
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Egilsson, Birnir, and Harald Dolles. "“From Heroes to Zeroes” – self-initiated expatriation of talented young footballers." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 2 (June 12, 2017): 174–93. http://dx.doi.org/10.1108/jgm-10-2016-0058.
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Purpose The sports industry is a forerunner in the international quest for talent as the search by sport clubs and the corresponding self-initiated expatriation of athletes starts at a very early age. The purpose of this paper is to address this phenomenon by exploring the experiences of talented young Icelandic footballers (soccer players) in their transition from Iceland into senior-level professional football in European leagues across six dimensions – three individual and three cultural. Design/methodology/approach Biographical narrative interviews have been conducted with eight Icelandic players moving overseas at a young age with the purpose of advancing their career. To investigate the coping strategies applied, a purposeful sampling approach was chosen, given that half of the participants successfully dealt with transitions in their career, while the other half did not experience the same success. Findings As an overall result, the expatriate journey for young footballers is complex, influenced by many events, expectations, conditions and pressures that affect their support web and ability to adjust. Reflecting on the experiences of successful transitions, problem-focused coping strategies have been more effective than emotion-focused coping. Research limitations/implications This study highlights some necessary conditions and coping strategies for young self-initiated sports expatriates to cope with the expatriate transition successfully. Originality/value The authors contribute to research on expatriation, as this specific group of “young professionals” has not yet been addressed by the research within international human resource management. Our research framework responds to calls in the literature to consider additional stages of player development and an array of individual and cultural factors that may have a significant role in shaping players’ careers abroad.
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Abugre, James Baba. "Cross-cultural communication imperatives." critical perspectives on international business 14, no. 2/3 (May 8, 2018): 170–87. http://dx.doi.org/10.1108/cpoib-01-2017-0005.
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Purpose Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly important to the human resource management of these MNCs. This paper aims to provide critical lessons on cross-cultural communication competences for Western expatriates working in the sub-Saharan Africa business environment. Design/methodology/approach This paper is a qualitative phenomenology that makes use of lived experiences of senior expatriate staff working in Ghana in the form of direct interviews. Findings Results showed that cross-cultural communication competence is very important for Western expatriates’ functioning in sub-Saharan Africa. The findings also established a plethora of cross-cultural communication skills that are essential for Western expatriates’ successful adaptation and work outcomes in Africa. Practical implications This research argues that there is the need for the appreciations of the differing cultural patterns of expatriates and local staff, and this provides the underlying assumptions of intercultural and cross-cultural communication in global business. Originality/value A critical perspective of international business that has scarcely been studied offers lessons for Western expatriates working in sub-Saharan Africa.
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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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Shortland, Susan, and Stephen J. Perkins. "Great expectations? Female expatriates’ perceptions of organisational performance and development reviews in supporting access to international assignments." Career Development International 24, no. 2 (May 7, 2019): 110–26. http://dx.doi.org/10.1108/cdi-07-2018-0183.
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Purpose The purpose of this paper is to examine the role of organisational performance and development review policy and practice on women’s access to international careers via long-term expatriate assignments in the oil and gas industry, with a specific focus on women’s perceptions of procedural justice. Design/methodology/approach A qualitative cross-sectional case study research design is used to analyse performance and development review, and international assignment policies in two firms, together with in-depth, semi-structured interviews with 14 Human Resource policy custodians and 21 female long-term current assignees. Findings Women assignees do not see performance and development reviews as effective mechanisms to access expatriate roles. Nonetheless, women use these procedures while also operating within senior male networks to signal their desire to expatriate. Research limitations/implications This study identifies differences between organisational policy objectives and policy implementation, and female assignees’ experiences and expectations of accessing expatriate roles. Women’s perceptions of organisational justice are not harmed because women place more emphasis on process and conversations than on policy. Research propositions are suggested extending organisational justice theory. Practical implications Clear articulation of performance and development review processes aids organisational succession planning. Formalised, transparent expatriate career management supports women’s access to expatriation. The roles of key personnel in determining access to expatriate career paths require clarification. Originality/value This paper extends our knowledge of women’s organisationally assigned expatriate careers and perceptions of procedural justice. Women use performance and development reviews to access expatriate opportunities. Employer action aligned to policy intent could help increase female expatriate participation.
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Tan, Jacintha A. C., Charmine E. J. Härtel, Debra Panipucci, and Victoria E. Strybosch. "The effect of emotions in cross‐cultural expatriate experiences." Cross Cultural Management: An International Journal 12, no. 2 (June 2005): 4–15. http://dx.doi.org/10.1108/13527600510797980.
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