Using intra-national diversity for international assignments: A model of bicultural competence and expatriate adjustment

Purpose – The purpose of this paper is to examine relationships between cross-cultural adjustment and stress of expatriate employees with families in a multinational corporation and identify common stressors reported during international transitions. Design/methodology/approach – This study utilized both quantitative and qualitative methods through an online survey based tool. The CernySmith Assessment captured the statistical measures of objective adjustment scales along with written in, subjective stressor responses from a sample of expatriates. Findings – Overall subjective stress level was negatively correlated with all five objective adjustment domains (organizational, cultural, relational, behavioral, and personal). Seven stressor categories (cultural, occupational, relational, historical, crisis, spiritual, physical) demonstrated statistically significant negative relationships with overall adjustment. Regression analysis indicated expatriate adjustment was predicted by spiritual, occupational, and support stressors. Write-in stressor responses provided specific expressions of individual stress challenges, strains, and hassles that support predicted relations according to the Family Adaptation and Adjustment Response model. Research limitations/implications – This study provides a snapshot of objective adjustment interacting with subjective stress for expatriate employees from a single international organization during a specific time period. Originality/value – These findings provide insights to organizations and human resource development professionals as well as to expatriates and their families on how stress impacts expatriate adjustment. It also highlights the need for support mechanisms to ease transitions and reduce stressors.

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A diary study of expatriate adjustment: Collaborative mechanisms of social support

International Journal of Cross Cultural Management ◽

10.1177/1470595819836688 ◽

2019 ◽

Vol 19 (1) ◽

pp. 47-70 ◽

Cited By ~ 3

Author(s):

Secil Bayraktar

Keyword(s):

Social Support ◽

Home Country ◽

Social Groups ◽

Cultural Adjustment ◽

Cross Cultural ◽

Diary Study ◽

International Assignments ◽

Expatriate Adjustment ◽

Host Country Nationals

Understanding the antecedents of expatriate adjustment is vital for the success of international assignments. Social support is one of the most critical predictors of cross-cultural adjustment. Nevertheless, the nuances and interaction of diverse sources and types of support in the expatriates’ social networks need further scrutiny. This study examines the distinct and collaborative role of four different social groups in the expatriates’ social network, specifically host country nationals, home country nationals, compatriots, and foreign expatriates, on expatriate adjustment. For that purpose, an exploratory qualitative approach was adopted by using a diary study. The study was conducted with 42 single expatriates working in 21 different countries. The results showed that the nature of support provided by each social group was distinct, contributing to expatriate adjustment via different mechanisms. Moreover, it was found that these mechanisms worked collaboratively toward facilitating the expatriate adjustment.

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International adjustment of female vs male business expatriates. A replication study in Switzerland

Journal of Global Mobility The Home of Expatriate Management Research ◽

10.1108/jgm-12-2014-0055 ◽

2015 ◽

Vol 3 (2) ◽

pp. 183-212 ◽

Cited By ~ 15

Author(s):

Xavier Salamin ◽

Eric Davoine

Keyword(s):

Host Country ◽

Cultural Adjustment ◽

Cross Cultural ◽

Analysis Of Covariance ◽

International Assignments ◽

Male And Female ◽

Content Type ◽

Expatriate Adjustment ◽

Host Country Nationals ◽

French Speaking

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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Expatriate Adjustment dan Job Performance di Perusahaan Multinasional

Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management ◽

10.20473/jmtt.v11i1.9599 ◽

2018 ◽

Vol 11 (1) ◽

pp. 31

Author(s):

Nurullaily Kartika

Keyword(s):

Job Performance ◽

Cultural Adjustment ◽

Business Environment ◽

Positive Influence ◽

Vital Role ◽

International Assignments ◽

Expatriate Adjustment ◽

Factors Affecting ◽

International Experiences ◽

Global Skills

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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International projects and cross-cultural adjustments of British expatriates in Middle East: A qualitative investigation of influencing factors

Construction Economics and Building ◽

10.5130/ajceb.v12i3.2628 ◽

2012 ◽

Vol 12 (3) ◽

pp. 31-54 ◽

Cited By ~ 4

Author(s):

Ashwini Konanahalli ◽

Lukumon O. Oyedele ◽

Ron Coates ◽

Jason Von Meding ◽

John Spillane

Keyword(s):

Middle East ◽

Host Country ◽

Middle Eastern ◽

Cultural Adjustment ◽

Cross Cultural ◽

International Assignments ◽

Related Factors ◽

Expatriate Adjustment ◽

Work Related ◽

Additional Support

Increased globalisation within the British AEC (Architectural Engineering and Construction) sector has increased the need for companies to transfer their staff to manage their overseas operations. To be able to perform abroad, expatriates must harmonise themselves to the conditions prevailing in the host country. These include getting accustomed to living, working and interacting with the host country nationals. The process is commonly referred to as ‘cross-cultural adjustment’. Various factors influence the process of adjustment. In order to identify these issues, a qualitative study was undertaken, which mainly comprised of a comprehensive literature review and interviews with British expatriates working on international AEC assignments in Middle Eastern countries. The current study focuses on exploring the role of the organisation, host country, work related factors and their ability to dictate a British expatriate's adjustment. The findings suggest that success of expatriation does not entirely rest on an expatriate's ability but also on organisational support and assistance that expatriates receive prior to and during the assignment. Organisational factors such as, selection mechanisms, job design, training, logistical and social support, mentoring, etc., influence various aspects of expatriate adjustment. Striking cultural contrasts between British and Arab culture both in work and non work situations also dictate the level of support required by the expatriate, suggesting that expatriate relocation to less developed, remote or politically unstable regions, demands additional support and consideration by the parent company. This study is relevant to the AEC companies employing British expatriates, who need to be cognisant of the issues highlighted above to make rational and informed decisions when handling international assignments in the Middle East.

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Riding the waves of culture: an empirical study on acclimatization of expatriates in IT industry

Problems and Perspectives in Management ◽

10.21511/ppm.16(3).2018.34 ◽

2018 ◽

Vol 16 (3) ◽

pp. 432-442

Author(s):

Raghavendra A. N. ◽

A. Shivakanth Shetty

Keyword(s):

Cultural Values ◽

Work Experience ◽

Demographic Variables ◽

Adjustment Process ◽

International Assignments ◽

It Industry ◽

Chi Square ◽

Expatriate Adjustment ◽

Chi Square Test ◽

Expatriate Employees

The forces of globalization and subsequent trade across the borders have necessitated the firms to have their presence across the globe to meet the needs of their customers. The employees or expatriates will be sent on assignment to different countries for a period of time ranging from few weeks, months to years. This sudden exposure to the different environment not only makes these expatriates vulnerable to cultural shocks, but also may significantly affect their job performance. Their failure to acclimatize to the foreign conditions will not only hurt the confidence, career and life of the expatriate, but it will also cost a lot to the company. The present paper aims to understand of the process of expatriate adjustment in the Indian Information Technology (IT) industry by examining demographic variables and few organizational variables of expatriate’s adjustment process. A structured questionnaire was distributed to the expatriate employees working in 50 IT companies in the Silicon city, Bengaluru. The study uses Chi-square test and linear regression for testing the hypotheses and found that there is a significant influence of demographic variables like gender, work experience and length of assignment on acclimatization of expatriates to their host country culture. The findings of the study proved that there is a significant relationship between demographic variables and the cultural acceptance of the expatriates. Hence, it is suggested that multinational companies should create an enabling environment within the organizations to make international assignees compatible and comfortable with different cultural values and inculcate cultural acceptance to make them successful in their international assignments.

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