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This paper examines the concept of expatriates, arguing that sloppy use of the term in the past has led to problems of inconsistent research, incompatible findings and a lack of clarity in the field. The increasing interest over t...
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This paper examines the concept of expatriates, arguing that sloppy use of the term in the past has led to problems of inconsistent research, incompatible findings and a lack of clarity in the field. The increasing interest over the last dozen years or so in other forms of international experience, often equally poorly conceptualized, has compounded the problem. We argue for the need for greater construct clarity in studies of expatriates and, by extension, of other forms of international experience. Specifically, we attempt to clarify to whom does the term expatriate', and specifically business expatriate', apply and the boundary conditions under which expatriate employment is enacted.
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We proposed and investigated the complex roles of higher order personality dimensions and health-related strains in relation to expatriate adjustment and performance using comparable cross-sectional (n = 170) and longitudinal (n =...
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We proposed and investigated the complex roles of higher order personality dimensions and health-related strains in relation to expatriate adjustment and performance using comparable cross-sectional (n = 170) and longitudinal (n = 77) samples of software engineers posted from India to North America, Western Europe and East Asia. Results indicate that social desirability personality is negatively related to heath-related strains and positively related to task performance, while superiority striving personality is positively associated with cultural adjustment. Using longitudinal data, we also clarified the temporal sequence of health-related strains relative to adjustment and performance. The results suggest that health-related strains are an important antecedent of adjustment, rather than a consequence. Also, expatriate task and relationship performance is a function of health strains and not a predictor. Overall, our findings support a multifaceted influence of dispositions and a pivotal role of health problems on international assignments.
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Purpose The purpose of this study is to explore the adjustment model of expatriates in overseas projects by studying two overseas projects of a Chinese state-owned enterprise. Design/methodology/approach Based on the grounded theo...
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Purpose The purpose of this study is to explore the adjustment model of expatriates in overseas projects by studying two overseas projects of a Chinese state-owned enterprise. Design/methodology/approach Based on the grounded theory, qualitative analysis was performed based on data compiled from 116 pieces of project briefings, 105 questionnaires answered by expatriate workers and 21 interviews conducted to those workers based on briefings and questionnaires. Findings The study found that the simulated home is a standard cross-cultural adjustment model for expatriates in Chinese engineering projects, which are project-oriented and often inattentive to employees' individual rights. The simulated home creates a unique work-place and social environment similar to that of expatriates' home country in the cultural setting of the host country, but it also establishes a cultural barrier, limiting the communication between expatriates and the local people, which is not conducive to the cultural exchange between the two sides, causing cultural clashes and consequently hindering the progress of projects. Originality/value This research puts forward the model of "simulated home." And this study bears significance to the cross-cultural adjustment of expatriate workers in Chinese overseas projects.
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This study extends the international literature by empirically testing a model of expatriate adjustment that examines the relationships between organizational antecedents (i.e., reasons for assignment), a more comprehensive set of...
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This study extends the international literature by empirically testing a model of expatriate adjustment that examines the relationships between organizational antecedents (i.e., reasons for assignment), a more comprehensive set of adjustment behaviors, self-reported performance, and subordinate-rated managerial effectiveness. Using data from 194 expatriate managers and 505 subordinates working in the multinational hotel industry, structural equations modeling results supported the hypothesized model. The conceptual and empirical contributions of this study as well as the managerial implications are discussed.
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The literature on international human resource management indicates a growing array of different forms of international work experiences such as assigned and self-initiated expatriation. However, the criteria for demarcation of th...
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The literature on international human resource management indicates a growing array of different forms of international work experiences such as assigned and self-initiated expatriation. However, the criteria for demarcation of these different forms and the term 'migrant' are often unclear which leads to an unfortunate lack of comparability of research and a potential confusion for readers. Based on the sociological, psychological and economics literature, this article reviews and synthesizes the existing definitions of the three terms in the current research. A qualitative content analysis and the Rubicon model [Heckhausen, H., and Gollwitzer, P.M. (1987), 'Thought Contents and Cognitive Functioning in Motivational Versus Volitional States of Mind', Motivation and Emotion, 1, 101-120.] are used as a theoretical base to structure the findings. The paper creates a criteria-based definition and differentiation of terms and then develops a typology of four different types of expatriates: assigned expatriates, interself- initiated expatriates, intra-self-initiated expatriates and drawn expatriates. Implications for management as well as for future research are outlined.
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This study examines moderators of the relationship between cultural distance and the two critical indicators of expatriate failure - maladjustment and premature return rates. Results based on a sample of 126 Taiwanese multinationa...
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This study examines moderators of the relationship between cultural distance and the two critical indicators of expatriate failure - maladjustment and premature return rates. Results based on a sample of 126 Taiwanese multinational corporations indicate that expatriate selection and performance management practices moderate the cultural distance-expatriate maladjustment relationship, and expatriate performance management practices moderate the cultural distance-premature return relationship. Additionally, these relationships were stronger when the use of practices was low. We discuss theoretical and practical implications, and offer suggestions for future research.
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There are numerous studies on the determinants of expatriate success, such as expatriate adjustment, stress and performance. However, a comprehensive research model is yet to be developed. This study integrates three perspectives ...
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There are numerous studies on the determinants of expatriate success, such as expatriate adjustment, stress and performance. However, a comprehensive research model is yet to be developed. This study integrates three perspectives - expatriate-related, family-related and social capital perspectives - as the determinants of expatriate stress, adjustment and performance. By using a meta-analysis of 341 studies conducted during the period 1988-2012, this work tested 10 research hypotheses regarding the interrelationship among the variables. It is anticipated that the results of this study will be able to provide important references for both human resource managers and academics.
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Organizational expatriates, who have been assigned by their parent companies to the foreign location have been thoroughly investigated as compared to self-initiated expatriates, who themselves have decided to expatriate to work ab...
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Organizational expatriates, who have been assigned by their parent companies to the foreign location have been thoroughly investigated as compared to self-initiated expatriates, who themselves have decided to expatriate to work abroad. Consequently, much less is known about the latter type of expatriates. To help alleviate this dearth of research findings, data was collected from 428 self-initiated expatriate academics from 60 countries employed in 35 universities in five northern European countries. Four acquired demographic characteristics were investigated: marital status, nationality, previous expatriate experience and seniority, as well as five individual reasons to expatriate: adventure/travel, career, family, financial incentives and life change/escape. The results indicated support for the research propositions, suggesting that self-initiated expatriates' (SIEs) reasons to expatriate differ in terms of acquired personal characteristics. Implications of these findings are discussed in detail.
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Lack of satisfaction with repatriation has been identified as one of the major causes for high turnover of employees returning from international assignments. Extant literature emphasises the importance of organisational training ...
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Lack of satisfaction with repatriation has been identified as one of the major causes for high turnover of employees returning from international assignments. Extant literature emphasises the importance of organisational training and mentoring, career advancement, and family and spouse support throughout expatriation and repatriation. In the current study we explored factors influencing Korean employees' and spouses' perceptions of expatriation and repatriation. The study involved semi-structured, in-depth interviews with 15 Korean expatriates and spouses, currently on assignment in Australia. The research is important in that, as Korea is Australia's fourth largest overall trading partner and Korean companies employ expatriates in managing their Australian operations, understanding factors which determine willingness of Korean expatriates to relocate to Australia is integral to Korean companies' position in the Australian economy. The findings provide three significant contributions. First, Confucian values affect Korean employees' willingness to expatriate and repatriate, in that their decision is largely influenced by requests from superiors. Second, Korean employees perceive that traditional expatriate training and mentoring are no longer as necessary given advances in technology. Third, Korean employees' decisions to expatriate and repatriate are affected by perceptions of impact on their children's education. The research highlights aspects particular to Korean expatriation and in so doing provides potentially valuable insights into Korean values regarding, and approaches to, international work.
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