The role of goal orientation during expatriation: a cross-sectional and longitudinal investigation

Using cross-sectional and longitudinal data from expatriates in China, the authors investigated the roles of general, work, and interaction adjustment, as well as work stress, as mediators between the antecedents (learning, proving, and avoiding goal orientations, and perceived organizational support) and expatriate outcome (job performance and premature return intention) relationships. Results indicated that goal orientations toward overseas assignments had differential relationships with expatriate job performance and premature return intention. In addition, it was found that these relationships were partially mediated by expatriate adjustment facets. Implications for expatriate adjustment research and practice are discussed.     

Relative importance of personality dimensions for expatriate selection: A policy capturing study

Policy capturing was used to examine relative importance placed by managers on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) in the context of expatriate selection. Ninety‐six managers with expatriate staffing and management experience made judgments about 32 expatriates based on characteristics associated with the Big Five. Judgments were made about (a) completion of overseas assignment, (b) adjustment, (c) interpersonal relations with host‐country nationals, and (d) overseas job performance. Across all four decisions, the raters tended to use the cues (i.e., the Big Five personality factors) in a similar manner. Conscientiousness was perceived to be the most important personality factor for all four judgments examined. Openness to Experience was perceived to be important for completion of overseas assignment. These results from policy capturing are compared and contrasted with those from criterion‐related validity studies of the Big Five for expatriate selection. Implications for expatriate selection systems are discussed.     

Good mercenaries: Performing organizational citizenship behavior in a foreign land

IntroductionResearch on expatriates has typically left underexplored the critical antecedents of expatriates’ organizational citizenship behavior (OCB).ObjectivesThis study aims to fill this research gap by studying the effects of constructs specific and nonspecific to the expatriate context of expatriates’ OCB performance.MethodsUsing online surveys, data were collected from 200 expatriates and 280 of their coworkers working in 62 host countries. The hypotheses were tested with structural equation modeling analysis.ResultsFirst, Agreeableness, Conscientiousness, job satisfaction, work adjustment and interaction adjustment all had unique contributions in predicting expatriates’ OCB. Second, there was initial support for the indirect effect of the host country coworkers’ OCB performance targeted at expatriates on expatriates’ OCB-I performance. Finally, the results did not provide support for the indirect effect of personality factors on expatriates’ OCB performance.ConclusionCompared to job satisfaction, expatriates’ personality traits (i.e., Agreeableness and Conscientiousness) may have a stronger effect on expatriates’ OCB performance.     

SOURCES OF SUPPORT AND EXPATRIATE PERFORMANCE: THE MEDIATING ROLE OF EXPATRIATE ADJUSTMENT

This study examined the role of 3 sources of support in facilitating expatriate adjustment and performance. A model was developed that examined the effects of perceived organizational support (POS), leader-member exchange (LMX), and spousal support on expatriates' adjustment to work, the country, and interacting with foreign nationals. In turn, it was expected that expatriate adjustment would influence expatriate task performance and contextual performance. The model was tested using a sample of 213 expatriate-supervisor dyads via structural equation modeling. The results indicated that POS had direct effects on expatriate adjustment, which in turn had direct effects on both dimensions of performance. Although LMX did not influence adjustment, it did have direct effects on expatriate task and contextual performance. Spousal support did not relate to adjustment or performance. Practical implications for facilitating expatriate adjustment and performance are discussed.     

Lean on me: The importance of one's own and partner's intercultural personality for expatriate's and expatriate spouse's successful adjustment abroad

This research explores the role of three intercultural personality traits—emotional stability, social initiative, and open-mindedness—as coping resources for expatriate couples’ adjustment. First, we examined the direct relationships of expatriates’ and expatriate spouses’ personality trait levels with psychological and sociocultural adjustment. Psychological adjustment refers to internal psychological outcomes such as mental health and personal satisfaction, whereas sociocultural adjustment refers to more externally oriented psychological outcomes that link the individual to the new environment. Second, we examined the association of expatriates’ personality trait levels with professional adjustment, which was defined in terms of job performance and organizational commitment. Cross-sectional analyses among 196 expatriates and expatriate spouses (i.e., 98 expatriate couples) revealed that the three dimensions are each associated with specific facets of adjustment. A longitudinal analysis among a subsample (45 couples) partially confirmed these findings. Furthermore, we obtained evidence for a resource compensation effect, that is, the compensatory process whereby one partner's lack of sufficiently high levels of a certain personality trait is compensated for by the other partner's high(er) levels of this traits. Through this resource compensation effect, the negative consequences of a lack of sufficient levels of a personality trait on adjustment can be diminished. Apparently, in the absence of sufficiently high trait levels, individuals can benefit from personality resources in their partners.     

Study of the adjustment of Western expatriates in Taiwan ROC with the Multicultural Personality Questionnaire

The present paper examined the validity of the Multicultural Personality Questionnaire (MPQ). As criteria of validity three levels of adjustment were used. The study took place among a sample of expatriates ( N = 102) during their assignment in Taiwan. The MPQ has scales for cultural empathy, open-mindedness, social initiative, emotional stability and flexibility. The MPQ scales appeared to be predictive of expatriates' personal, professional and social adjustment. In all three domains, emotional stability appeared most consistently as a predictor of adjustment. Social initiative was an additional strong predictor of psychological well-being, as was cultural empathy of satisfaction with life and of the amount of social support in the host country. Flexibility was a predictor of job satisfaction and social support. The study also examined the effects of marital status on adjustment. Married expatriates showed higher levels of adjustment than expatriates who were single or separated.     

COMING HOME TO THE ARCTIC COLD: ANTECEDENTS TO FINNISH EXPATRIATE AND SPOUSE REPATRIATION ADJUSTMENT

Building on repatriation adjustment research for U.S. managers and spouses, this study is one of the first to identify potential cross-cultural differences by assessing these processes theoretically and empirically in a non-U.S. sample. Focusing on Finnish expatriates and spouses, this study examined anticipatory and in-country variables related to work, interaction, and general repatriation adjustment. Specifically, time overseas, time since returning home, role discretion, and role clarity were significant correlates of Finnish repatriates' work adjustment. Time overseas, culture novelty, and social status correlated significantly with repatriates' adjustment to interacting with home country nationals. Time overseas and time back home correlated significantly with repatriate' general adjustment. For Finnish repatriates' spouses, time back home, culture novelty, and housing conditions correlated significantly with adjustment to interacting with home country nationals. For spouses' general adjustment, time overseas, time back home, culture novelty, and housing conditions were significant correlates. Implications of these findings for researchers and practitioners are explored.
Coming back home was more difficult than going abroad because I had expected changes when going overseas. During repatriation it was real culture shock! I felt like an alien in my own country. Surprisingly, I was totally unprepared for the long, harsh, cold, dark Arctic winter. My attitudes had changed so much that it was difficult to understand Finnish customs. Old friends had moved, had children, or just vanished. Others were interested in our experiences, but only sort of. Most simply could not understand our overseas experience or just envied our way of life. (Finnish Spouse returning from Australia)     

Value systems of self and of Australian expatriates as perceived by indigenous students in Papua New Guinea

The Rokeach Value Survey was administered to 112 students at Goroka Teachers' College in Papua New Guinea. About half of the respondents ranked the values for self and the remainder ranked for Australian expatriates working in Papua New Guinea. There were several differences in the relative importance assigned to the terminal and instrumental values when the two types of ranking were compared. The students assigned more importance to general social and orthodox religious values, to some moral values, and to values involving rules of conduct related to status and authority when rankings were for self than when they were for expatriates. They ranked stimulus-seeking and materialistic values and values concerned with striving and competence higher in importance when rankings were for expatriates rather than for self. The average value systems (medians) for self and for expatriates were also compared for similarity with those obtained from groups previously tested in Papua New Guinea and in Australia. Similarity coefficients involving average rankings for self were much higher when comparisons were made within each nation than between the two nations. It was doubtful that the students were judging expatriate value systems accurately because similarity coefficients were close to zero (terminal values) and low positive (instrumental values) when average value systems for expatriates were compared with corresponding average rankings for self of Australians actually tested in Australia. Results were discussed in relation to the consequences of discrepancies in value systems between the indigenous population and expatriates and more generally as illustrating the importance of developing an ecology of values within and across nations.     

Dimensions of social capital and life adjustment in the transition to early adulthood

The predictive relations between social capital depth (high-quality relationships across contexts) and breadth (friendship network extensivity) and early-adult, life adjustment outcomes were examined using data from a prospective longitudinal study. Interviews at age 22 yielded (a) psychometrically sound indexes of relationship quality with parents, peers, and romantic partners that served as indicators of a latent construct of social capital depth, and (b) a measure of number of close friends. In follow-up interviews at age 24, participants reported on their behavioral adjustment, educational attainment, and arrests and illicit substance use. Early-adolescent assessments of behavioral adjustment and academic performance served as controls; data on what were construed as interpersonal assets (teacher-rated social skills) and opportunities (family income) were also collected at this time. Results showed that depth was associated with overall better young-adult adjustment, net of prior adjustment, and assets and opportunities. Breadth was only modestly associated with later outcomes, and when its overlap with depth was taken into account, breadth predicted higher levels of subsequent externalizing problems. These findings are consistent with the notion that social capital is multidimensional and that elements of it confer distinct benefits during an important life transition.     

EXPATRIATES' PSYCHOLOGICAL WITHDRAWAL FROM INTERNATIONAL ASSIGNMENTS: WORK, NONWORK, AND FAMILY INFLUENCES

Integrating the expatriate adjustment and employee turnover literatures, we develop a model of expatriates' decisions to quit their assignments. This model explicitly considers the role of adjustment, the project-based nature of international assignments, and the importance of several nonwork and family context factors in this withdrawal process. We test this model with a sample of 452 expatriates and a matched subsample (providing multiple sources of data) of 224 expatriates and spouses, living in 45 countries. Consistent with domestic turnover research, multiple regression analyses indicated that the work-related factors of job satisfaction and organizational commitment were significant predictors of expatriate withdrawal cognitions. We also found support for the direct, indirect, and moderating influence of nonwork satisfaction and several family context variables (i.e., family responsibility, spouse adjustment, spouse overall satisfaction, and living conditions) on decisions of expatriates to quit their assignments. Implications for both organizational withdrawal and international HRM researchers and practitioners are discussed.     

Down but not out: Newcomers can compensate for low vertical access with strong horizontal ties and favorable core self‐evaluations

We draw upon and extend socialization resources theory to explain how organizational newcomers leverage their social capital resources (i.e., vertical access and horizontal tie strength within their communication networks) and personal resources (i.e., core self‐evaluations) to learn about and assimilate into their work and organizations. The findings of a multiwave study of organizational entrants in China reveal the synergistic effects of relational and personal resources for newcomer adjustment. Newcomers learn and assimilate effectively not only when they have vertical connections to high‐status organization members but also when they can compensate for their lack of high‐status connections by leveraging their strong horizontal ties with peers and favorable core self‐evaluations. These findings provide a practical perspective on how to tailor newcomer onboarding practices to facilitate effective newcomer adjustment.     

Expatriate adjustment: The role of justice and conflict in intimate relationships

Framing expatriation as family relocation, this research examines the influence of perceived justice and conflict on the psychological adjustment of 103 expatriate couples. Based on the actor–partner interdependence model, the proposed model simultaneously addresses effects of justice and conflict on own and partner's outcomes. Supporting the current model, and based on the self‐interest model, distributive justice influenced work‐related task conflict among expatriates and household‐related task conflict among expatriate spouses. Among expatriate spouses, and in line with the group‐value model, fairness perceptions regarding interpersonal treatment influenced both parties' personal conflict. Unanticipated, both parties' distributive justice also influenced personal conflict. Personal conflict negatively affected both parties' psychological adjustment and acted as a mediator in the relationship between distributive justice and psychological adjustment.     

Forgotten partners of international assignments: development and test of a model of spouse adjustment

The authors developed and tested a model of spouse adjustment to international assignments in a sequence of qualitative and quantitative investigations. From in-depth interviews with expatriate spouses, half of whom had either positive or negative experiences living abroad, the authors identified several potentially important sources of adjustment. These constructs were integrated with others from identity theory and earlier research on expatriates to develop a conceptual model of spouse adjustment. The model was tested by collecting multisource questionnaire data from 221 international assignee couples working in 37 countries. Correlation and regression analyses revealed several important relationships between individual, interpersonal relationship, and environmental sources of identity, and the adjustment of expatriate spouses.     

Expatriates’ success in Ethiopia: Empirical evidence on the overlooked impact of cultural value alignment

The present study assessed the impact on the work engagement of expatriates’ personal value orientation alignment with the host country’s national culture. Participants were 231 expatriates from seven countries who are working in Ethiopia (females = 17%; mean age = 36 years, SD = 2.72 years). The expatriates completed measures of personal value orientation, cross-culture adjustment, and work engagement levels. Structural equation modelling analysis indicated expatriates with personal value orientations that align with the host country’s national culture to have a higher work engagement level. Cross-cultural adjustment mediated the relationship between personal value orientation and work engagement. Expatriates’ personal value orientation fit with the host country’s national culture is a resource to accomplish their work successfully.     

Role interference and subjective well-being among expatriate families

The present study examined the relation of demands and social support, and positive and negative Work-Home (WHI) and Home-Work interference (HWI) with the subjective well-being of expatriates. Moreover, we were also interested in crossover effects of expatriate interference to the subjective well-being of their spouses. In a questionnaire study among expatriate couples (N?=?72), we found that particularly home demands, and the negative spillover effects of expatriate roles at home on their work roles were related to expatriate and spouse subjective well-being. Crossover effects from one partner to the other seemed to run via subjective well-being in one partner to subjective well-being in the other, supporting the idea of emotional contagion among couples in times of stress.     

Psychological and Socio-cultural Adjustment during Cross-cultural Transitions: A Comparison of Secondary Students Overseas and at Home

The study further explores the distinction of psychological and socio-cultural adjustment during cross-cultural transitions. One hundred and seventy-eight New Zealand American Field Service (AFS) students residing in 23 different countries completed questionnaires which contained assessments of the following: Personality (extraversion and locus of control); life changes (Social Readjustment Rating Questionnaire); homesickness, cultural distance, acculturation (cultural identity and cultural integration—separation); attitudes toward host country; language ability; amount of contact with host and co-nationals; relationship satisfaction with co-nationals, host nationals and host family; and outcome measures of socio-cultural (social difficulty) and psychological adjustment (Profile of Mood States). Stepwise regressions revealed that homesickness, external locus of control, life changes, and social difficulty accounted for 55% of the variance in psychological adjustment. In contrast, cultural distance, language ability, satisfaction with host national contact, cultural separation and mood disturbance explained 52% of the variance in socio-cultural adaptation. In the second part of the research, psychological and socio-cultural adjustment of AFS students was compared with a sample of 142 home-based New Zealand secondary school students. Although there were no significant differences in psychological adjustment between the two groups, the students who were resident abroad experienced greater socio-cultural difficulties than the students resident in New Zealand (P < 0.0005), and, as hypothesized, the correlation between psychological and socio-cultural adjustment was significantly greater in the home-based students compared to the AFS group (P < 0.0001).     

Reactive Adjustment or Proactive Embedding? Multistudy,Multiwave Evidence for Dual Pathways to Expatriate Retention

The dominant perspective on expatriation characterizes the process as a continuing adaptation to existing job demands on an international assignment. Another, less studied perspective, emphasizes that expatriates can initiate tactics to acquire task, interpersonal, and affective resources for shaping their assignment experiences. Adopting a positive organizational scholarship lens and drawing on the job demands–resources model, we simultaneously examine both of these reactive demand‐based and proactive resource‐based pathways to expatriate retention. We propose that cross‐cultural uncertainty demands and expatriate‐initiated resource acquisition tactics both influence adjustment and embeddedness. Thus embeddedness works alongside adjustment to drive expatriates’ plans to remain in the international position, which in turn leads to actual retention. Using evidence from 2 separate panel studies (one with 2 waves and the other with 4 waves of data), we demonstrate the importance of the resource‐based pathway for expatriate assignments.     

Who Belongs to Me? Social Relationship and Personality Characteristics in the Transition to Young Adulthood

Not much is known about how social network characteristics change in the transition out of school and what role Big Five personality plays in this context. The aim of this paper was twofold. First, we explored changes in social network and relationship characteristics across the transition out of secondary school. Second, we examined within‐person and between‐person effects of personality on these social network changes. Results based on a series of multilevel models to a longitudinal sample of 2287 young adults revealed four main findings. First, social networks increased in size, and this increase was mainly due to a larger number of nonkin. Stable social networks during the transition consisted mainly of family ties but were generally characterized by high closeness. Second, extraversion and openness consistently predicted network size, whereas agreeableness predicted network overlap. Third, increases in emotional closeness were found only for kin; closeness was generally lower for unstable relationships. Fourth, changes in emotional closeness were related to personality, particularly neuroticism, agreeableness, and conscientiousness for stable relationships; for unstable relationships, however, closeness was related to extraversion and openness. The article concludes by discussing the role of personality for social relationship development and the active moulding of social networks in young adulthood. Copyright © 2014 European Association of Personality Psychology     

Relationships Among Disease,Social Support,and Perceived Health: A Lifespan Approach

We examined the relationship between the cumulative presence of major disease (cancer, stroke, diabetes, heart disease, and hypertension), social support, and self‐reported general and emotional well‐being in a community representative sample of predominantly White and African American respondents (N = 1349). Across all ages, greater presence of disease predicted poorer reported general health, and predicted lower emotional well‐being for respondents 40 and above. In contrast, social support predicted better‐reported general and emotional well‐being. We predicted that different types of social support (blood relatives, children, friends, community members) would be relatively more important for health in different age groups based on a lifespan or life stage model. This hypothesis was supported; across all ages, social support was related to better reported general and emotional health, but sources of support differed by age. Broadly, those in younger age groups tended to list familial members as their strongest sources of support, whereas older group members listed their friends and community members. As a whole, social support mediated the effect of disease on reported well‐being, however, moderated mediation by type of support was not significant. The results are consistent with a lifespan approach to changing social ties throughout the life course.     

ANTECEDENTS AND CONSEQUENCES OF PSYCHOLOGICAL WORKPLACE STRAIN DURING EXPATRIATION: A CROSS-SECTIONAL AND LONGITUDINAL INVESTIGATION

In this study, we examined nonlinear/interaction effects associated with the antecedents and consequences of psychological workplace strain, using cross-sectional ( N = 165) and longitudinal ( N = 133) data collected from Western expatriates in China. The results of this study indicate that family characteristics interact to affect the level of psychological workplace strain experienced by expatriates. In addition, we find an inverse u-curve relationship between psychological workplace strain and supervisory rated job performance for both cross-sectional and longitudinal analyses. Finally, the empirical results lend support to the hypothesized positive relationship between work adjustment measured at Time 1 and job performance measured at Time 2. Implications for expatriate adjustment research and practice are discussed.