What does expatriate success mean? Developing a comprehensive definition through a systematic literature review

IF 3.4 3区管理学 Q2 MANAGEMENT Career Development International Pub Date : 2023-09-07 DOI:10.1108/cdi-12-2022-0326

Nour R. El Amine, Rosalía Cascón-Pereira

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Abstract

PurposeDespite being one of the most used dependent variables in expatriate management research, no clear-cut understanding exists of what expatriate success means. Thus, this study aims to propose an integrative definition of expatriate success by providing an overview of expatriate success's dimensions, antecedents, and their interplay.Design/methodology/approachA systematic literature review (SLR) was conducted to achieve the purpose. A total of 249 empirical studies (quantitative 111, qualitative 50, mixed-methods 17), literature reviews (67) and meta-analyses (4) on expatriate success were reviewed from Web of Science and Scopus databases published from 1990 until December 2021. The study selection criteria followed the PRISMA flowchart steps, and then descriptive and network analyses were performed to identify expatriates' success dimensions, antecedents and their interplay.FindingsThe findings show the interplay among antecedents and dimensions of expatriate success across three levels (individual, interpersonal and organisational) to clarify the concept of expatriate success. Also, the study offers a comprehensive definition of expatriate success based on the dimensions identified.Research limitations/implicationsThe suggested definition of expatriate success elucidates the “atheoretical”, multidimensional and socially constructed nature of the construct and hence, calls for more “theoretical”, multidimensional and subjective considerations of the term to ground human resource management practices addressed to attain expatriates' success.Originality/valueThis paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it.

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移居海外的成功意味着什么?通过系统的文献回顾，形成一个全面的定义

尽管是外派人员管理研究中最常用的因变量之一，但对外派人员成功的含义却没有明确的理解。因此，本研究旨在通过概述外派人员成功的维度、前因及其相互作用，提出外派人员成功的综合定义。设计/方法学/方法为了达到目的，我们进行了系统的文献综述(SLR)。我们从1990年至2021年12月期间发表的Web of Science和Scopus数据库中，对外籍人士成功的249项实证研究(定量研究111项，定性研究50项，混合方法17项)、文献综述(67项)和元分析(4项)进行了综述。研究选择标准遵循PRISMA流程图步骤，然后进行描述性和网络分析，以确定外籍人士的成功维度、前因及其相互作用。研究结果表明，在三个层面(个人、人际和组织)上，外派人员成功的前因和维度之间存在相互作用，从而澄清了外派人员成功的概念。此外，该研究还根据所确定的维度提供了外派人员成功的综合定义。研究局限/影响外派人员成功的建议定义阐明了该概念的“非理论的”、多维的和社会建构的性质，因此要求对该术语进行更多的“理论的”、多维的和主观的考虑，以便为实现外派人员的成功奠定人力资源管理实践的基础。原创性/价值本文提供了外派人员成功的综合定义，除了对其进行批判性反思外，还对其结构进行了更深入的了解。

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来源期刊

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts