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Journal articles on the topic 'Expatriates management'

Author: Grafiati

Published: 9 September 2021

Last updated: 29 July 2025

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1

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 (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 rela

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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 (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 ne

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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 (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 te

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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 (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 expatriat

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Dao, Tuan Cong, Hung Huy Ta, Trinh My Bui, and Yen Hoang Thi Tran. "Identifying Current Research Directions in the Field of Expatriate Management in Cross-National Firms: A Bibliometric Review from 1997 to 2023." International Review of Management and Marketing 15, no. 4 (2025): 371–79. https://doi.org/10.32479/irmm.18325.

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This study aims to analyze earlier studies published from 1997 to 2023 and provide a structured overview of the themes examined as well as support scholars in navigating the topic and determining future research paths in the subject of expatriate management. This study collected 1598 journal publications on the topic of expatriates that were released between 1997 and 2023. Bibliometric analysis is applied to analyze the data. Science mapping combines analysis, classification, and visualization to demonstrate the dynamism of an area of research as well as the structures and interactions between

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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 (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

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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 (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 th

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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 (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 e

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Kempen, Regina, Kate Hattrup, and Karsten Mueller. "Boundary management in a boundaryless world." Journal of Global Mobility: The Home of Expatriate Management Research 5, no. 1 (2017): 43–59. http://dx.doi.org/10.1108/jgm-06-2016-0029.

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Purpose The purpose of this paper is to investigate the relationship of flexible and permeable boundary management with both life domain conflict and life domain enrichment among expatriate workers. Design/methodology/approach This study utilizes a sample of 199 expatriates working in a higher education context, and analyses survey data with hierarchical regression analysis and cluster analysis. Findings Relationships between the permeability and the flexibility of life domains, and work-private life conflict, private life-work conflict, and work-private life enrichment were found. However, no

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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 (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 analy

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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 (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 t

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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 (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 intelli

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He, Beiting, Ran An, and John Berry. "Psychological adjustment and social capital: a qualitative investigation of Chinese expatriates." Cross Cultural & Strategic Management 26, no. 1 (2019): 67–92. http://dx.doi.org/10.1108/ccsm-04-2018-0054.

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PurposeThe purpose of this paper is to explore the psychological adjustment process of expatriates from Chinese multinational enterprises, including how their social capital affects this process.Design/methodology/approachThis qualitative investigation was based on semi-structured, in-depth interviews with 26 Chinese expatriates. The grounded theory method was applied to guide the data collection and analysis.FindingsThe psychological adjustment process of Chinese expatriates includes three periods: crisis, self-adjustment and self-growth period. In addition, bonding capital (including organiz

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Rihansyah, Muhammad Rafi, Gadis Nofenti, and Didin Hikmah Perkasa. "The Strategic Role of Expatriates in International Human Resource Management on Factors Affecting Global Assignment Success and Failure." Jurnal Indonesia Sosial Sains 6, no. 2 (2025): 481–88. https://doi.org/10.59141/jiss.v6i2.1617.

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In the era of globalization, the role of expatriates in International Human Resource Management (IHRM) has become increasingly important, especially for multinational companies operating in various countries. Expatriates not only act as liaisons between headquarters and overseas branches, but also act as agents of change, knowledge transfer, and local network development. However, successful expatriate assignments are not always guaranteed. Challenges such as cultural adaptation, family support, expectation management, and lack of support from the company are often the deciding factors between

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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 (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

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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 (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 expat

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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 (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 busin

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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 (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

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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 (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 –

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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 (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 add

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Maria Zajenkowska, Anna, and Jeffrey M. Zimmerman. "Relative culture." Baltic Journal of Management 9, no. 1 (2013): 2–21. http://dx.doi.org/10.1108/bjm-05-2013-0087.

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Purpose – The purpose of this study was to advance the understanding of the effect of extraversion on an expatriate's level of contexting (adopting a higher or lower level of context) while abroad. Particularly, this study focused on Polish expatriates in the US and American expatriates in Poland. Design/methodology/approach – The participants were 30 American expatriates living in Poland and 41 Polish expatriates living in the USA. Findings – The results from the regression analysis suggest that extraversion has a different effect on contexting among Polish expatriates than American expatriat

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Holtbrügge, Dirk. "Expatriates at the base-of-the-pyramid. Precarious employment or fortune in a foreign land?" Journal of Global Mobility: The Home of Expatriate Management Research 9, no. 1 (2021): 44–64. http://dx.doi.org/10.1108/jgm-08-2020-0055.

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PurposeInternational human resource management research has only recently started to recognize the many millions of people who engage with the international labor market as low-skilled self-initiated expatriates. In contrast to company-assigned expatriates, they predominantly come from less-developed countries (often from rural areas) and independently decide to pursue an international career. The aim of this study is apply an expatriate-centered perspective and explore how expatriates at the base of the pyramid perceive the conditions of their international employment.Design/methodology/appro

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Du, Runping, and Qingxiao Du. "Enhancing Expatriate Success in Multinational Corporations: Strategies for Effective Assignment and Family Support." International Journal of Global Economics and Management 6, no. 3 (2025): 1–5. https://doi.org/10.62051/ijgem.v6n3.01.

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This article explores the critical role of expatriate management in multinational corporations (MNCs), highlighting the challenges and strategies for successful expatriate assignments. It discusses the importance of investing in expatriate practices, particularly during the early stages of a subsidiary's development, to bridge skill gaps and ensure smooth operations. Key strategies for selecting expatriate staff, managing family-related challenges, and preparing expatriates for assignments are examined. The article also emphasizes the need for collaboration between MNCs and host countries to s

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Yu, Lu, and Hong Ren. "An identity conflict perspective on female expatriate work adjustment." Journal of Global Mobility 9, no. 3 (2021): 408–33. http://dx.doi.org/10.1108/jgm-08-2020-0056.

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PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive nat

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Nur, Syahirah Binti Mad Rosli, Mashitah Binti Mohd Udin Dr, and Kamarul Azman Bin Khamis Dr. "The Factors of Expatriate Learning and the Effect to Work Performance." Journal of Scientific and Engineering Research 10, no. 5 (2023): 198–215. https://doi.org/10.5281/zenodo.10458537.

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<strong>Abstract </strong>The increase of global competition and the internationalization of the world market drive toward the speed of international human resource management. The rising number of expatriates has contributed to the internationalization processes that act as one of the main factors in sharing knowledge and ideas through international assignments. In order to improve the function of expatriates in international assignments, it is important to practice effective strategies to ensure that expatriates play their optimal role. Therefore, the objectives of this study are to identify

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Rodsai, Tayaphon, Jol Stoffers, and Margaretha Banowati Talim. "Cross-Cultural Adjustment: A Case Of Thai Expatriates In Indonesia." Journal of Applied Business Research (JABR) 33, no. 6 (2017): 1139–52. http://dx.doi.org/10.19030/jabr.v33i6.10051.

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This study empirically examines individual and organizational factors that influence expatriates’ cross-cultural adjustment and job performance. The study was a quantitative research from 117 Thai expatriates who work in Thai multinational companies (MNC) located in Indonesia. The results of the study indicated that financial perceived organizational support influence positively towards Thai expatriates’ overall cross-cultural adjustment in Indonesia. This study found that cross-cultural training influenced positively towards Thai expatriates’ adjustment. A causal relationship between th

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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 (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 compet

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Zha, Xinni. "A Literature Review of Existing Problems and Performance Influencing Factors of Expatriate Performance Management in Chinese Enterprises." Transactions on Economics, Business and Management Research 14 (December 23, 2024): 418–23. https://doi.org/10.62051/dbhv9b87.

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Research on issues related to expatriate employee performance management in Chinese enterprises can help enterprises manage their employees more scientifically and reasonably and improve their performance and efficiency. This paper aims to summary and analyse the current research trends and key issues in the field of performance management of expatriates in Chinese enterprises through a comprehensive literature review of the field. The paper summary the current situation and existing problems of performance management of expatriate employees in multinational corporations, and analyses the impa

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Wu, Wann Yih, Li Yueh Lee, and That Thi Pham. "Examining the influence of expatriates’ social capital and knowledge-sharing behavior on financial performance." International Journal of Organizational Analysis 28, no. 3 (2019): 557–77. http://dx.doi.org/10.1108/ijoa-07-2019-1822.

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Purpose The purpose of this paper is to examine the impact of expatriate’s social capital and knowledge sharing on multinational companies’ (MNCs) financial performance, with a specific focus on the influence of trust, commitment, organizational support and the four elements of balanced scorecard (BSC). Design/methodology/approach A quantitative questionnaire survey was conducted using expatriates of MNCs in Taiwan as the respondents. Findings Trust and organizational support are significant predictors of knowledge sharing and social capital, which further facilitate their influence on learnin

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Kim, Hyeong-Deug. "Determinants of Organizational Commitment in Emerging Market: Korean Expatriates in India." European Journal of Economics and Business Studies 5, no. 1 (2019): 116. http://dx.doi.org/10.26417/ejes.v5i1.p116-125.

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This study examined expatriates’ organizational commitment by focusing on how willingness to accept an international assignment, training for an international assignment, expatriate empowerment, perceived organizational support, and demographic variables in order to predict the Korean expatriates’ organizational commitment in India. The results provided empirical evidence that expatriates are more committed to their organization when they perceived organizational support and empowerment and gave some valuable insights to develop relevant training for cultural adjustment and managerial skill de

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Dang, Nguyen Tran Dieu, and Nguyen Tran Nguyen Khai. "The effects of cultural intelligence and Vietnamese proficiency on expatriate adjustment in Vietnam." HO CHI MINH CITY OPEN UNIVERSITY JOURNAL OF SCIENCE - SOCIAL SCIENCES 11, no. 1 (2021): 55–65. http://dx.doi.org/10.46223/hcmcoujs.soci.en.11.1.1922.2021.

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The expatriate adjustment has been receiving more and more academic attention due to its increasing importance in globalization. There are many antecedents and outcomes of cross-cultural adjustment of expatriates. This research explores the relationships among Vietnamese proficiency, four dimensions of cultural intelligence, and expatriate adjustment. The study was conducted with data from 379 expatriates living/lived in Vietnam. The results reveal that Vietnamese proficiency and metacognitive cultural intelligence affect general adjustment indirectly through work and interaction adjustment. M

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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 (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 q

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Lee, Haekyung, and Bongsoon Cho. "The Effects of Expatriates' Psychological Contract Breach Perception on Job Burnout: The Mediating Role of Career Growth Opportunity and Feeling of Violation." Korean Academy of Organization and Management 46, no. 4 (2022): 225–52. http://dx.doi.org/10.36459/jom.2022.46.4.225.

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With the recent attention to expatriate management increasing in high uncertainty, this study focused on the job burnout of expatriates as a topic organizations should be interested in. Building on psychological contract perspective, this study casts career growth opportunity and feeling of violation as an explanatory mechanism to explain why expatriates’ psychological contract breach results in harm to expatriates’ job burnout - emotional exhaustion and cynicism. The study, using survey data from 210 expatriates in 34 countries working at large Korean companies found that the psychological co

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YUAN, Kuo-Shu, Tung-Ju WU, and Margaret FLYNN. "The Influence of Work-Family Conflict on Taiwanese Expatriates' Burnout and Turnover Intention in China: Guanxi as a Moderator." Revista de Cercetare si Interventie Sociala 64 (March 6, 2019): 140–55. http://dx.doi.org/10.33788/rcis.64.12.

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Guanxi has been shown to play an important role in the management of Taiwanese expatriates assigned to China. In this study, we examined the relationships between expatriates’ work-family conflict, burnout, and intent to return early and the moderate role of supervisor-subordinate Guanxi in these relationships from the perspective of job demands-resources model. We used a two-waved data from a sample of 257 Taiwanese expatriates in China, and the results supported the moderating hypotheses of supervisor-subordinate Guanxi. Besides, burnout mediated the effect of work-family conflict on intent

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Sokro, Evans, Soma Pillay, and Timothy Bednall. "The effects of perceived organisational support on expatriate adjustment, assignment completion and job satisfaction." International Journal of Cross Cultural Management 21, no. 3 (2021): 452–73. http://dx.doi.org/10.1177/14705958211061007.

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This study examines the influence of perceived organisational support (POS) on expatriates’ cross-cultural adjustment, assignment completion and job satisfaction in the sub-Saharan African context. While multinationals depend on expatriates to manage their foreign subsidiaries, successful expatriation is influenced by expatriates’ cross-cultural adjustment to their host country’s environment. Survey responses from 229 expatriates were analysed using partial least squares path modelling. The results reveal that support from their organisations relates positively to expatriate adjustment, assign

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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 (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 cultura

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Sambasivan, Murali, Morvarid Sadoughi, and Pouyan Esmaeilzadeh. "Investigating the factors influencing cultural adjustment and expatriate performance." International Journal of Productivity and Performance Management 66, no. 8 (2017): 1002–19. http://dx.doi.org/10.1108/ijppm-10-2015-0160.

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Purpose The fundamental question addressed in this research is: How do cultural intelligence, personality traits of expatriates, spousal support and cultural adjustment of expatriates impact their performance? The answer to the question is important to ensure that expatriation is successful. The paper aims to discuss these issues. Design/methodology/approach The integrated framework linking the factors was formulated and tested among the 139 expatriates employed by multinational corporations (MNC) in Malaysia. A questionnaire was developed and distributed. The framework was validated using str

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Tahir, Rizwan, and David Egleston. "Expatriation management process." Journal of Workplace Learning 31, no. 8 (2019): 520–36. http://dx.doi.org/10.1108/jwl-03-2019-0036.

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Purpose The purpose of this study is to validate Ozdemir and Cizel’s (2007) model of expatriate management. The researchers tested the framework developed initially by Ozdemir and Cizel (2007) by relating the four stages of the expatriation process with the performance and commitment of expatriate managers. Design/methodology/approach The research population consists of expatriate managers from five Anglo-Saxon countries. A total of 110 surveys were collected. However, due to missing data and internal inconsistencies (i.e. random answering), six surveys (5.5%) were deleted resulting in a sampl

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DARAWONG, C., and B. IGEL. "MANAGING INTERPERSONAL CONFLICT BETWEEN EXPATRIATES AND THAI MANAGERS THROUGH INTERCULTURAL COMMUNICATION: THE MODERATING EFFECT OF EXPATRIATES’ CULTURE OF ORIGIN." International Journal of Innovation Management 21, no. 04 (2017): 1750041. http://dx.doi.org/10.1142/s1363919617500414.

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Intercultural communication has been considered as an effective tool in performing international business in overseas subsidiaries. In this paper, we investigate the impact of intercultural communication on interpersonal conflict between expatriates and Thai managers during the new product development process, and how expatriates’ culture of origin moderates this impact. Data were collected through a questionnaire survey from local managers who regularly communicate with expatriate managers working in Thailand. The results show that intercultural communication reduces relationship conflict and

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Lee, Hyun-Jung, Chei Hwee Chua, Christof Miska, and Günter K. Stahl. "Looking out or looking up: gender differences in expatriate turnover intentions." Cross Cultural & Strategic Management 24, no. 2 (2017): 288–309. http://dx.doi.org/10.1108/ccsm-02-2016-0046.

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Purpose With the steady increase in the number of female expatriates and multinational corporations’ (MNCs’) pressing need for global female talent, understanding the factors that attract and retain female expatriates is urgent. Drawing from the literatures on gender differences in (domestic) labor turnover and gender differences in social networks, the purpose of this paper is to investigate gender differences in expatriates’ turnover intentions. Design/methodology/approach The authors collected data via a questionnaire survey from an international sample of female (n=164) and male (n=1,509)

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Abugre, James B., and Yaw A. Debrah. "Assessing the impact of cross-cultural communication competence on expatriate business operations in multinational corporations of a Sub-Saharan African context." International Journal of Cross Cultural Management 19, no. 1 (2019): 85–104. http://dx.doi.org/10.1177/1470595819839739.

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This study investigated the impact of cross-cultural communication competence (CCC) on expatriates’ work outcomes in emerging economies. Using a convergent parallel design methodology of data collection comprising an in-depth face-to-face interview with 21 expatriate executives, and a quantitative survey of 204 expatriates in various subsidiaries in Ghana, a structural equation modeling and a content analysis were the basis of data analysis. Findings suggest that host country culture is related to CCC. Additionally, expatriates’ CCC is influenced by multicultural team effectiveness and their i

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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 (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 restr

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Wang, Christina Yu-Ping, Man-Chun Lien, Bih-Shiaw Jaw, Chen-Yu Wang, Yi-Shien Yeh, and Shu-Hung Kung. "Interrelationship of expatriate employees' personality, cultural intelligence, cross-cultural adjustment, and entrepreneurship." Social Behavior and Personality: an international journal 47, no. 12 (2019): 1–16. http://dx.doi.org/10.2224/sbp.8341.

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In this study we combined the organizational behavior literature with international human resource management theory to investigate expatriates in the context of the interrelationship of the Big Five personality traits, cultural intelligence, cross-cultural adjustment, and entrepreneurship. We used a data sample of 230 individuals to empirically confirm that expatriates' personality, cultural intelligence, and cross-cultural adjustment are key factors in successful expatriate entrepreneurship in a cross-cultural context. Our results provide a deeper understanding of the antecedents of entrepre

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Abdyrakhmanova, Kaiyrkul, and József Poór. "The role of emotional intelligence and cross-cultural adjustment on job performance of self-initiated expatriates with origins from Central Asian countries." Journal of Eastern European and Central Asian Research (JEECAR) 10, no. 2 (2023): 326–38. http://dx.doi.org/10.15549/jeecar.v10i2.1127.

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The current empirical study observes the impact of Emotional Intelligence (EI) and Cross-Cultural Adjustment (CCA) on Job Performance (JP) particularly Task Performance (TP) and Contextual Performance (CP) of Self-Initiated Expatriates (SIE) located in Central-Eastern Europe countries. The PLS SEM technique was implemented to analyze the data from a survey of 314 self-initiated expatriates. The findings showed that Emotional Intelligence has strong impact on CCA and Task Performance. As to CCA it has an influence on contextual performance. Considering that there have been few empirical investi

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Arokiasamy, Jessica Marie, and Soyeon Kim. "When does emotional intelligence function better in enhancing expatriates' cross-cultural adjustment? A study of Japanese PCNs in Malaysia." Journal of Global Mobility: The Home of Expatriate Management Research 8, no. 1 (2020): 67–84. http://dx.doi.org/10.1108/jgm-05-2019-0027.

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PurposeAs globalization expands opportunities for foreign investments, the role of expatriates is becoming important for business success in host countries. Cross-cultural adjustment (CCA) of expatriates is considered significant in determining business success in host countries. This study investigated the issue among Japanese expatriates in Malaysia. The purposes of this study were to unravel the influence of emotional intelligence (EI) on CCA and clarify the facilitating role of cultural intelligence (CI) on the relationship between EI and CCA.Design/methodology/approachA survey was adminis

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Su, Decan. "A Study on Enhancing the Adaptability and Satisfaction of Expatriate Employees Through Health and Welfare Strategies in Human Resource Management." Transactions on Economics, Business and Management Research 14 (December 23, 2024): 430–34. https://doi.org/10.62051/82rgcq18.

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When multinational companies assign employees to international roles, they often prioritize performance indicators and overlook the health and well-being of their expatriates. The aim of the present study is to highlight the importance of health and well-being policies for expatriates and multinational companies and to explore how such strategies can enhance expatriates' adjustment and satisfaction. Through a systematic literature review and qualitative analysis, this study examined several high-quality studies on expatriate adjustment and satisfaction. The findings show that organizational su

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Wang, Sheng, Tony W. Tong, Guoli Chen, and Hyondong Kim. "Expatriate Utilization and Foreign Direct Investment Performance: The Mediating Role of Knowledge Transfer†." Journal of Management 35, no. 5 (2008): 1181–206. http://dx.doi.org/10.1177/0149206308328511.

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Multinational corporations (MNCs) often assign expatriate executives overseas to transfer knowledge, yet prior research has not specifically examined the utilization of expatriates as a strategic resource to facilitate knowledge transfer and enhance foreign direct investment performance. Drawing from the resource-based view of the firm and the international strategy literature, the authors argue that assignment of particular expatriates to the subsidiary will enhance subsidiary performance and that the knowledge transferred into the subsidiary through expatriates will mediate this relationship

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Abugre, James Baba. "Cross-cultural communication imperatives." critical perspectives on international business 14, no. 2/3 (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 Resu

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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 (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’ experien

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Miocevic, Dario, and Srdan Zdravkovic. "Expatriate Consumers’ Adaptations and Food Brand Choices: A Compensatory Control Perspective." Journal of International Marketing 28, no. 4 (2020): 75–89. http://dx.doi.org/10.1177/1069031x20961112.

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The number of expatriates has been steadily growing during the last two decades. For these reasons, academia has exhibited a growing research interest in expatriates’ food consumption choices. Although interest is there, the extant literature is inconclusive about conditions under which expatriate consumers make trade-offs between host-country (local) and global food products and brands. The present study presents mechanisms that explain expatriate consumers’ compensatory coping behaviors and choices between local versus global food brands. By drawing on compensatory control theory and the per

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