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.     

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.     

The effectiveness of expatriate coping strategies: the moderating role of cultural distance, position level, and time on the international assignment

On the basis of the stress and coping literature, the authors examined the diverse coping strategies used by expatriate managers in response to the problems encountered while on international assignments. It was hypothesized that although problem-focused coping strategies may be more effective than are emotion-focused coping strategies in affecting cross-cultural adjustment and intention to remain on the international assignment, the relationship is moderated by contextual factors such as hierarchical level in the organization, time on the assignment, and cultural distance. Coded semistructured interview responses from 116 German expatriates on assignment in either Japan or the United States were analyzed with moderated regression analyses. The results suggest that the effectiveness of problem-focused coping strategies in predicting cross-cultural adjustment is moderated by cultural distance and position level but not by time on the assignment. The use of problem-focused coping strategies was not related to expatriates' intention to remain on the assignment.     

The Effects of Hardiness and Cultural Distance on Sociocultural Adaptation in an Expatriate Sales Manager Population

International corporations are increasingly concerned about expatriate executive attrition. There is an urgent need to develop methods for identifying the antecedents to successful expatriate performance. In choosing sales managers for international assignments, special attention should be paid to the candidate’s psychological hardiness and cultural distance between the home and host countries. An empirical study was conducted based on 544 responses from expatriate sales managers originating from 62 countries who are serving in 77 different countries around the globe. Using hierarchical regression, the authors tested main effects of both cultural distance and psychological hardiness on the sales manager’s ability to adapt to a new cultural environment. In addition, psychological hardiness was tested as a moderator of the relationship between cultural distance and sociocultural adaptation. Results suggest that practitioners now include both scales as determinants for justification when selecting expatriate sales assignments. Practically speaking, with both global cultural distance and hardiness scores in hand, companies can better select appropriate personnel who will be able to cope with cultural differences in international placements. Finally, this research provides the first known scholarly study of psychological hardiness in the marketing and sales literature.     

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.     

COMMITMENTS TO A PARENT COMPANY AND A LOCAL WORK UNIT DURING REPATRIATION

When expatriate managers return home from international assignments and re-cross cultural boundaries, they are required not only to exhibit commitment to their parent company, but also to develop commitment to a new local work unit. Accordingly, this study, the first of its kind, examines the extent to which theorized individual, job, organizational, and non job factors account for American expatriate managers'commitment to their parent company and local work unit during repatriation ( N = 174). Regression analysis found that tenure in the parent company, role clarity, repatriation compensation, and the perceived organizational value placed on international experience exhibited positive relationships with commitment to the parent company while total international work experience exhibited a negative relationship. In addition, commitment to the local work unit was positively associated with role discretion, role clarity, and perceived organizational value placed on international experience. Implications of these results for future personnel research and practice are discussed.     

Expatriate Social Ties: Personality Antecedents and Consequences for Adjustment

This expaloratory study examines the relationship between personality characteristics (extraversion, core self evaluations), social tie characteristics (number, breadth, depth), and three types of expatriate adjustment (general, interaction, and work). Data was collected at two points in time from 75 expatriate employees from one organization on international assignments around the world. Results indicate that core self‐evaluations, but not extraversion, are positively related to the number of ties formed with other expatriates and host country nationals. Social ties with other expatriates were found to provide greater social support, but similar access to information, than those with host country nationals (HCNs). In general, depth and breadth of relationships with other expatriates predicted general and work adjustment; whereas, breadth and total number of relationships with HCNs predicted all three types of adjustment. Overall, these results provide initial support for the importance of social ties in facilitating expatriate adjustment.     

Measurement equivalence in the conduct of a global organizational survey across countries in six cultural regions

This study examined the measurement equivalence of a global organizational survey measuring six work climate factors as administered across 25 countries (N = 31,315) in all regions of the world (West Europe, East Europe, North America, Latin America, South America, Middle East, Africa and Asia‐Pacific). Across all countries, the survey instrument exhibited ‘form equivalence’ and ‘metric equivalence’, suggesting that respondents completed the survey using the same frame‐of‐reference and interpreted the rating scale intervals similarly. Schwartz's (1994, 1999, 2004) cultural value theory was then used for grouping the countries in cultural regions, and to anticipate measurement equivalence of the data from the survey within and between these regions. Results showed partial support for Schwartz's theory. The English‐speaking region was the only region where empirical evidence for ‘scalar equivalence’ was found. No support was found for the prediction that measurement equivalence would be higher among countries that are part of cultural regions with a small cultural distance than among countries that are part of cultural regions with a large cultural distance. However, the use of a common language in a particular cultural region reduced the bias present in the cross‐country comparison within that region.     

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.     

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.     

Predictors of international students' psychological and sociocultural adjustment to the context of reception while studying at Aarhus University,Denmark

The number of international students engaging in intercultural education and thereby adjusting to cross‐cultural transition has risen conspicuously as a consequence of globalization and increased mobility. This process of acculturation has been associated with increased creativity as well as adaptation challenges. This paper investigates international students' psychological and sociocultural adjustment to studying at Aarhus University in Denmark. Both international students (n = 129) and domestic students (n = 111) participated in the study. The international students did not report impaired psychological conditions as compared to the control group of domestic students. However, the international students reported a significantly lower level of social support. Social support and perceived discrimination were significant predictors of both psychological and sociocultural adjustment. Additionally, the level of English proficiency alone predicted sociocultural adjustment. Values of vertical individualism and horizontal collectivism predicted psychological adjustment. Finally, integration was found to be a significantly more adaptive acculturation orientation than separation in regard to sociocultural adjustment. These findings were discussed in relation to relevant international research and it was concluded that international students comprise a resourceful student sample and that the international academic environment at Aarhus University appears to be an adequately cultural and value‐oriented good fit as a context of reception for the multicultural engagement of international students.     

Working Abroad and Expatriate Adjustment: Three Disciplinary Lenses for Exploring the Psychological Transition Cycle of International Employees

Millions of people are working abroad in countries other than their native ones. Among the largest group are those relocated for temporary assignments by their employers. Expatriate employees go through a psychological transition cycle as they prepare to leave their home country, arrive, adapt, and work in the host country, depart, return and re‐adjust to their home country. Three social science disciplines, psychology, intercultural communications studies, and international management, have examined this progression of cultural transitions, recommended coping solutions and advanced our understanding of the process of working abroad. These literatures on expatriate adjustment are summarized in this article. An interdisciplinary approach is suggested which would pose research questions aimed at pragmatic solutions to the transition crises experienced by international employees.     

Socialization in an International Context

The globalization of the world economy, the widespread expansion of corporations into overseas markets and the increased use of expatriate and repatriate job assignments have all fundamentally changed the context in which organizational socialization now takes place. This article examines the distinctive socialization issues made salient by this organizational context change. The paper reviews existing theoretical and empirical research, provides hypotheses to guide future socialization research in this area and discusses the implications of an international context for the management of organizational socialization programmes.     

Are cultural differences overrated? Examining the influence of national culture on international buyer‐seller relationships

The notion that differences in national culture influence international buyer‐seller relationships (and, indeed, all aspects of international management) is not only held as true but also axiomatic. This study questions the degree to which cultural differences impact upon buyer‐seller relations for seven key dimensions using Hofstede's indices of culture. Via two stages of data collection using two methodological approaches (seven interviews and 322 useable responses from a mail survey), the impact of culture on international buyer‐seller relationships was examined. The study's findings identified little evidence to support the popular idea that culture exerts a significant influence on international business relationships. Instead, the findings suggest that some managers perceived factors such as communication/language barriers, political barriers, geographic distance, economic factors, industry barriers, time differences, technology barriers, legal differences and infrastructure barriers as being more likely to have a greater impact on cross‐national relationships. Copyright © 2003 Henry Stewart Publications.     

Enhancing Cultural Intelligence: The Roles of Implicit Culture Beliefs and Adjustment

Although international experience has been proposed as an important factor contributing to the development of cultural intelligence (CQ), its effect on CQ has often been assumed. Through a contact hypothesis framework, this study advances our understanding of CQ. It examines the process through which CQ changes occur against the backdrop of international exchanges. University students who were enrolled in an international exchange program with partners worldwide participated in this study. Using a 3‐wave time‐lagged design, we found that implicit culture beliefs (the beliefs about fixedness or malleability of cultural attributes) influenced intercultural rejection sensitivity, which impacted the cross‐cultural adjustment of sojourning students and their subsequent CQ. Specifically, we found that cross‐cultural adjustment experiences, particularly in the social domain, play an important role in influencing CQ. Findings from this study raise novel research questions and underscore the need for more empirical work in this area. Theoretical and practical implications are discussed.     

Differentiation of Self,Personal Adjustment,Problem Solving,and Ethnic Group Belonging Among Persons of Color

This study focused on examining the cross‐cultural validity of Bowen family systems theory (M. Bowen, 1978), namely differentiation of self for individuals of color. Ethnic minority men and women completed measures of differentiation of self, ethnic group belonging, and 3 indices of personal adjustment. Initial support for the cross‐cultural utility of Bowen family systems theory was observed. Higher levels of differentiation of self predicted better psychological adjustment, social problem‐solving skills, and greater ethnic group belonging among persons of color. Limitations regarding the cross‐cultural utility of differentiation of self, directions for further research, and implications for counseling are discussed.     

When learning is not enough: A process model of expatriate adjustment as cultural cognitive dissonance reduction

Although considerable organizational research exists on the topic of expatriate adjustment and early departure, little has focused on the actual psychological processes causing change in adjustment outcomes. Specifically, researchers have not focused on cognitive dissonance that arises from adopting or condoning culturally expected behaviors that are inconsistent with the expatriate’s own values or attitudes. We propose that dissonance experiences and the methods used for dissonance reduction influence expatriates’ adjustment outcomes and, in turn, their tendency for early departure. We further specify key situational and individual difference constructs that regulate these causal relationships. Along with a greater understanding of cross-cultural adjustment, the current model suggests new directions for expatriate research and management.     

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.     

Cultural Adjustment of International Students at an African University

The study explored the cultural adjustment needs of international students enrolled with an African university. Participants were 33 students (males = 13, females = 20). They took part in-depth individual interviews and focus group discussions on pertinent adjustment needs. Data gathered from the interviews were transcribed and content analysis was performed. Findings suggested adjustment needs were ameliorated by available opportunities such as presence of supportive people, availability of services and academic facilities, political stability, as well as individual qualities such as self determination and inner strength. Challenges such as language problems, lack of social support networks, financial problems and role strain made student adjustment problematic. Prospective solutions to these needs included implementing comprehensive orientation programmes; expanding support networks for international students; improving information dissemination about available services on campus and outside as well as empowering students with knowledge and skills to cope with psychological challenges of adjustment.     

Assessing the Climate for Creativity (KEYS): Confirmatory factor analysis and psychometric examination of a Taiwan version

Understanding the feasibility of using KEYS to assess the organizational climate for creativity in non‐Western societies is essential for researchers studying cultural influences on workers' perceptions of workplace climates. This study reports on the effectiveness of translating KEYS, using data from 401 employees of 13 different companies in Taiwan. A confirmatory factor analysis was performed and its results indicated a satisfactory fit for a 10‐factor model. However, six items tackling environmental obstacles had low factor loadings (<0.3) and should either be eliminated or amended. The results raise questions regarding the role of cultural influences in international studies that assess creativity climates. Further research into the conceptualization of organizational creativity in Chinese societies is warranted.