Pub Date : 2019-06-10DOI: 10.1108/JGM-02-2019-0008
R. Valk
Purpose The purpose of this paper is to explore the transformation of the Global Mobility (GM) function within global organisations from a tactical/transactional into a strategic function to add value to the business and international assignees. Design/methodology/approach The method of research is an exploratory, qualitative study using an interpretivist paradigm. In total, 37 GM specialists working and living across Europe, America and Australasia were interviewed. Findings Administrative burden, organisational culture and structure, lack of alignment with the business and talent management and the lack of capabilities of the GM function and GM specialists inhibit the transformation from a tactical/transactional GM function into a Strategic GM (SGM) function. Research limitations/implications Although this study included a variety of stakeholders of the GM function, it did not include line managers and senior executives. Therefore, future research should capture the views on the GM function of middle and top management of global organisations to provide a more comprehensive view on SGM. Practical implications The designed “Global Mobility Specialists Competencies” model presents the competencies GM specialists and functions need to develop to be able to fulfil the role of a business partner and to create a GM function that is agile, flexible and responsive to create sustainable value for the organisation. Originality/value This paper identified the characteristics of the roles of the GM function and GM specialists unravelling how these influence the transformation of the GM function into a strategic function.
{"title":"The Global Mobility function","authors":"R. Valk","doi":"10.1108/JGM-02-2019-0008","DOIUrl":"https://doi.org/10.1108/JGM-02-2019-0008","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to explore the transformation of the Global Mobility (GM) function within global organisations from a tactical/transactional into a strategic function to add value to the business and international assignees.\u0000\u0000\u0000Design/methodology/approach\u0000The method of research is an exploratory, qualitative study using an interpretivist paradigm. In total, 37 GM specialists working and living across Europe, America and Australasia were interviewed.\u0000\u0000\u0000Findings\u0000Administrative burden, organisational culture and structure, lack of alignment with the business and talent management and the lack of capabilities of the GM function and GM specialists inhibit the transformation from a tactical/transactional GM function into a Strategic GM (SGM) function.\u0000\u0000\u0000Research limitations/implications\u0000Although this study included a variety of stakeholders of the GM function, it did not include line managers and senior executives. Therefore, future research should capture the views on the GM function of middle and top management of global organisations to provide a more comprehensive view on SGM.\u0000\u0000\u0000Practical implications\u0000The designed “Global Mobility Specialists Competencies” model presents the competencies GM specialists and functions need to develop to be able to fulfil the role of a business partner and to create a GM function that is agile, flexible and responsive to create sustainable value for the organisation.\u0000\u0000\u0000Originality/value\u0000This paper identified the characteristics of the roles of the GM function and GM specialists unravelling how these influence the transformation of the GM function into a strategic function.\u0000","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73482779","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-06-10DOI: 10.1108/JGM-10-2018-0054
Y. McNulty, Jakob Lauring, Charlotte Jonasson, J. Selmer
PurposeThe purpose of this paper is to develop a conceptual framework of severe expatriate crises focusing on the occurrence of “fit-dependent” crisis events, which is when the crisis is “man made” and triggered by expatriates’ maladjustment or acculturation stress in the host country. The authors focus on the causes, prevention and management of fit-dependent expatriate crises.Design/methodology/approachThe authors develop a conceptual framework of fit-dependent expatriate crises that involves different levels of analysis.FindingsThe conceptual framework shows that crises can be triggered at micro, meso and macro levels ranging from the personal and family domains (micro), to the network and organisational domains (meso) as well as the host country domain (macro). The authors conceptualise these “domains of causes” as triggering maladjustment and acculturation stress that ultimately leads to a severe crisis event with correspondingly serious and potentially life-changing consequences. Furthermore, using a process perspective, the authors outline strategies for preventing and managing crises before, during and after the crisis occurs, discussing the support roles of various internal (organisational) and external (specialist) stakeholders.Originality/valueStudying the link between expatriation and crises is a highly relevant research endeavour because severe crisis events will impact on HRM policies, processes and procedures for dealing with employees living abroad, and will create additional challenges for HRM beyond what could normally be expected. Using attribution theory to explain why organisational support and intervention to assist expatriates during a crisis is not always forthcoming, and theories of social networks to elucidate the “first responder” roles of various support actors, the authors contribute to the expatriate literature by opening up the field to a better understanding of the dark side of expatriation that includes crisis definition, prevention, management and solutions.
{"title":"Highway to Hell? Managing expatriates in crisis","authors":"Y. McNulty, Jakob Lauring, Charlotte Jonasson, J. Selmer","doi":"10.1108/JGM-10-2018-0054","DOIUrl":"https://doi.org/10.1108/JGM-10-2018-0054","url":null,"abstract":"PurposeThe purpose of this paper is to develop a conceptual framework of severe expatriate crises focusing on the occurrence of “fit-dependent” crisis events, which is when the crisis is “man made” and triggered by expatriates’ maladjustment or acculturation stress in the host country. The authors focus on the causes, prevention and management of fit-dependent expatriate crises.Design/methodology/approachThe authors develop a conceptual framework of fit-dependent expatriate crises that involves different levels of analysis.FindingsThe conceptual framework shows that crises can be triggered at micro, meso and macro levels ranging from the personal and family domains (micro), to the network and organisational domains (meso) as well as the host country domain (macro). The authors conceptualise these “domains of causes” as triggering maladjustment and acculturation stress that ultimately leads to a severe crisis event with correspondingly serious and potentially life-changing consequences. Furthermore, using a process perspective, the authors outline strategies for preventing and managing crises before, during and after the crisis occurs, discussing the support roles of various internal (organisational) and external (specialist) stakeholders.Originality/valueStudying the link between expatriation and crises is a highly relevant research endeavour because severe crisis events will impact on HRM policies, processes and procedures for dealing with employees living abroad, and will create additional challenges for HRM beyond what could normally be expected. Using attribution theory to explain why organisational support and intervention to assist expatriates during a crisis is not always forthcoming, and theories of social networks to elucidate the “first responder” roles of various support actors, the authors contribute to the expatriate literature by opening up the field to a better understanding of the dark side of expatriation that includes crisis definition, prevention, management and solutions.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90687228","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-06-10DOI: 10.1108/JGM-11-2018-0058
Isabel de Sivatte, B. Bullinger, M. Cañamero, Mónica del Pino Martel Gomez
Purpose The purpose of this paper is to study the antecedents of the adjustment of expatriate children to foreign destinations. This process of adjustment is partly explained by the transformation of their identities while abroad. Design/methodology/approach This research used a mixed method approach. First, to identify the factors that affect expatriate children’s adjustment, 36 interviews were conducted. An ad hoc survey was then developed, distributed and analyzed, in order to determine the factors that really help or inhibit the adjustment of expatriate children. Findings Expatriate children adapt quite well, and they are mostly interested in fitting in with other children, whether locals or other internationals. Some relevant factors found to relate to adjustment were children’s social skills, their academic self-efficacy, the academic level of the school in the host country and the support received from their families. Practical implications Companies could use the results of this study in their cross-cultural training of expatriates traveling with families. Originality/value This is the first study to examine a rather comprehensive set of factors that affect the adjustment of expatriate children, using a mixed methods approach.
{"title":"Children of expatriates: key factors affecting their adjustment","authors":"Isabel de Sivatte, B. Bullinger, M. Cañamero, Mónica del Pino Martel Gomez","doi":"10.1108/JGM-11-2018-0058","DOIUrl":"https://doi.org/10.1108/JGM-11-2018-0058","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to study the antecedents of the adjustment of expatriate children to foreign destinations. This process of adjustment is partly explained by the transformation of their identities while abroad.\u0000\u0000\u0000Design/methodology/approach\u0000This research used a mixed method approach. First, to identify the factors that affect expatriate children’s adjustment, 36 interviews were conducted. An ad hoc survey was then developed, distributed and analyzed, in order to determine the factors that really help or inhibit the adjustment of expatriate children.\u0000\u0000\u0000Findings\u0000Expatriate children adapt quite well, and they are mostly interested in fitting in with other children, whether locals or other internationals. Some relevant factors found to relate to adjustment were children’s social skills, their academic self-efficacy, the academic level of the school in the host country and the support received from their families.\u0000\u0000\u0000Practical implications\u0000Companies could use the results of this study in their cross-cultural training of expatriates traveling with families.\u0000\u0000\u0000Originality/value\u0000This is the first study to examine a rather comprehensive set of factors that affect the adjustment of expatriate children, using a mixed methods approach.\u0000","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81896818","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-15DOI: 10.1108/JGM-08-2018-0042
Joanne Mutter, K. Thorn
Purpose Contemporary global mobility and dual careers are two key features of working life today. Little is known, however, about where they intersect, where one partner travels for their career, while the other partner is left behind, caring for the family and attempting to manage their own career. The purpose of this paper is to explore how the partner’s career is impacted by the traveller’s absence, and the strategies employed to enable their continued career development. Design/methodology/approach The paper employs a qualitative methodology, drawing on semi-structured interviews with the partners of international yachtsmen. Findings The findings highlight the prioritisation of the traveller’s career, for reasons of finance and their passion for their career. The implications of this could be detrimental to the partner’s career. Personalised, flexible working arrangements are essential in order for the partner to achieve a sustainable career of their own. Research limitations/implications The gendered nature of the sample provides an opportunity for further research examining the implications of the female being the traveller and the male the stay at home partner. Practical implications The paper examines a range of alternative strategies for maintaining or developing the career when also faced with additional family responsibilities. Originality/value This paper gives consideration to the career of the stay at home partner. A new dual-career strategy is identified – the entrepreneurial secondary career strategy, which has the potential to deliver the flexibility required to manage both work and family demands, and allow partners to enact their authentic career.
{"title":"Global mobility and the career of the stay-at-home partner","authors":"Joanne Mutter, K. Thorn","doi":"10.1108/JGM-08-2018-0042","DOIUrl":"https://doi.org/10.1108/JGM-08-2018-0042","url":null,"abstract":"\u0000Purpose\u0000Contemporary global mobility and dual careers are two key features of working life today. Little is known, however, about where they intersect, where one partner travels for their career, while the other partner is left behind, caring for the family and attempting to manage their own career. The purpose of this paper is to explore how the partner’s career is impacted by the traveller’s absence, and the strategies employed to enable their continued career development.\u0000\u0000\u0000Design/methodology/approach\u0000The paper employs a qualitative methodology, drawing on semi-structured interviews with the partners of international yachtsmen.\u0000\u0000\u0000Findings\u0000The findings highlight the prioritisation of the traveller’s career, for reasons of finance and their passion for their career. The implications of this could be detrimental to the partner’s career. Personalised, flexible working arrangements are essential in order for the partner to achieve a sustainable career of their own.\u0000\u0000\u0000Research limitations/implications\u0000The gendered nature of the sample provides an opportunity for further research examining the implications of the female being the traveller and the male the stay at home partner.\u0000\u0000\u0000Practical implications\u0000The paper examines a range of alternative strategies for maintaining or developing the career when also faced with additional family responsibilities.\u0000\u0000\u0000Originality/value\u0000This paper gives consideration to the career of the stay at home partner. A new dual-career strategy is identified – the entrepreneurial secondary career strategy, which has the potential to deliver the flexibility required to manage both work and family demands, and allow partners to enact their authentic career.\u0000","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86990009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-15DOI: 10.1108/JGM-01-2018-0007
Hooi Lai Wan
PurposeThe purpose of this paper is to explore the factors needed for the development of global human resources for leadership assignments in foreign subsidiaries. The paper aims to find an answer to enhance expatriate mission accomplishment rate at subsidiaries abroad.Design/methodology/approachThis study examines the development of global human resources. In-depth face-to-face interviews were employed to collect data from eight senior HR managers in three financial institutions in Taiwan, while data from 28 expatriates in the overseas subsidiaries were obtained from asynchronous e-mail interviews. Conventional content analysis was used to code categories directly from the data.FindingsThe results of the study revealed that organizational policies do not focus on developing global human resources. To portray a global image, the focus is on staffing overseas subsidiaries with foreigners and Taiwanese that can speak English. Development to prepare staff for expatriation is limited to pre-departure training that focused mainly on language and cultural awareness training. However, organizational support during expatriation and repatriation is important. Expatriates view security briefing crucial and familiarization visit helps them to decide whether or not to accept expatriation. Organizational policies favor those that were not expatriated in terms of career progression deter managers from accepting international assignments.Originality/valueIt highlights some best practices in developing global human resources taking into consideration the herd mentality and social perspective. Social support, social learning and social capital are instrumental in developing global human resources as these hasten cultural adjustment.
{"title":"Global human resources: a key to mission accomplishment","authors":"Hooi Lai Wan","doi":"10.1108/JGM-01-2018-0007","DOIUrl":"https://doi.org/10.1108/JGM-01-2018-0007","url":null,"abstract":"PurposeThe purpose of this paper is to explore the factors needed for the development of global human resources for leadership assignments in foreign subsidiaries. The paper aims to find an answer to enhance expatriate mission accomplishment rate at subsidiaries abroad.Design/methodology/approachThis study examines the development of global human resources. In-depth face-to-face interviews were employed to collect data from eight senior HR managers in three financial institutions in Taiwan, while data from 28 expatriates in the overseas subsidiaries were obtained from asynchronous e-mail interviews. Conventional content analysis was used to code categories directly from the data.FindingsThe results of the study revealed that organizational policies do not focus on developing global human resources. To portray a global image, the focus is on staffing overseas subsidiaries with foreigners and Taiwanese that can speak English. Development to prepare staff for expatriation is limited to pre-departure training that focused mainly on language and cultural awareness training. However, organizational support during expatriation and repatriation is important. Expatriates view security briefing crucial and familiarization visit helps them to decide whether or not to accept expatriation. Organizational policies favor those that were not expatriated in terms of career progression deter managers from accepting international assignments.Originality/valueIt highlights some best practices in developing global human resources taking into consideration the herd mentality and social perspective. Social support, social learning and social capital are instrumental in developing global human resources as these hasten cultural adjustment.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89636572","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-15DOI: 10.1108/JGM-09-2018-0045
Adam A. Potter, Christopher Richardson
Purpose The purpose of this paper is to show how the theory of researcher positionality can help international business researchers and human resource managers clarify the ideal position of the expatriate in relation to host country nationals (HCNs), so that selection and cross-cultural training (CCT) can be more targeted and assignment specific. Design/methodology/approach This is a conceptual paper linking positionality theory and the methodological practice of reflexivity from ethnographic research and other social sciences to the research of expatriate acculturation. Findings This conceptual paper outlines theory from ethnographic research that, when applied to expatriate selection and acculturation, increases the field’s understanding of the expatriate’s position in relation to HCNs. This theory practically informs selection criteria, CCT programs and support plans as they pertain to specific international assignments. A novel theoretical model is then proposed. Research limitations/implications This paper is conceptual in nature. Empirical research is needed to test the value of this paper and its proposed positionality gap model (PGM) model. Practical implications The research and conceptual model proposed in this paper has the potential to improve how multinational enterprise (MNE) managers conceptualize expatriate assignments, expatriate selections and expatriate CCT leading to more effective work and value added to stakeholders. Social implications The PGM model proposed in this paper highlights the value of HCN’s culture and preferences as input for selection and CCT of an expatriate worker and contributes to the body of literature that views expatriation with multiple stakeholder perspectives. Originality/value This paper’s originality stems from the application of a well-understood phenomenon in ethnographic research and other social sciences to expatriate acculturation. The common practice of reflexology and theory of positionality can clarify the ideal position for an expatriate in relation to the MNE and HCNs for both researchers and practitioners.
{"title":"How ethnographic research can help conceptualize expatriate acculturation","authors":"Adam A. Potter, Christopher Richardson","doi":"10.1108/JGM-09-2018-0045","DOIUrl":"https://doi.org/10.1108/JGM-09-2018-0045","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to show how the theory of researcher positionality can help international business researchers and human resource managers clarify the ideal position of the expatriate in relation to host country nationals (HCNs), so that selection and cross-cultural training (CCT) can be more targeted and assignment specific.\u0000\u0000\u0000Design/methodology/approach\u0000This is a conceptual paper linking positionality theory and the methodological practice of reflexivity from ethnographic research and other social sciences to the research of expatriate acculturation.\u0000\u0000\u0000Findings\u0000This conceptual paper outlines theory from ethnographic research that, when applied to expatriate selection and acculturation, increases the field’s understanding of the expatriate’s position in relation to HCNs. This theory practically informs selection criteria, CCT programs and support plans as they pertain to specific international assignments. A novel theoretical model is then proposed.\u0000\u0000\u0000Research limitations/implications\u0000This paper is conceptual in nature. Empirical research is needed to test the value of this paper and its proposed positionality gap model (PGM) model.\u0000\u0000\u0000Practical implications\u0000The research and conceptual model proposed in this paper has the potential to improve how multinational enterprise (MNE) managers conceptualize expatriate assignments, expatriate selections and expatriate CCT leading to more effective work and value added to stakeholders.\u0000\u0000\u0000Social implications\u0000The PGM model proposed in this paper highlights the value of HCN’s culture and preferences as input for selection and CCT of an expatriate worker and contributes to the body of literature that views expatriation with multiple stakeholder perspectives.\u0000\u0000\u0000Originality/value\u0000This paper’s originality stems from the application of a well-understood phenomenon in ethnographic research and other social sciences to expatriate acculturation. The common practice of reflexology and theory of positionality can clarify the ideal position for an expatriate in relation to the MNE and HCNs for both researchers and practitioners.\u0000","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75799876","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-15DOI: 10.1108/JGM-05-2018-0024
T. Harry, N. Dodd, W. Chinyamurindi
PurposeSouth Africa has witnessed an increase in self-initiated academic expatriates (SIAEs) coming into the country from all over the world. This movement of labour can result in South Africa performing better than any other African country. However, expatriation is accompanied by several challenges which affect both work and non-work scopes. Given that more is needed to understand the lived experiences of the expatriates, especially self-initiated expatriates from and in Africa, the purpose of this paper is to provide the basis for interventions to assist the expatriates in overcoming challenges by understanding their lived experiences.Design/methodology/approachThe study used an interpretivist approach to understand the lived experiences of SIAEs. The data were collected through the use of unstructured interviews of 25 expatriate academics within South Africa. The individual narratives were analysed through structural and thematic analysis to develop themes.FindingsThrough the stories and narratives, the expatriation experience was one framed to be a challenging process. The lived experiences can be grouped into life and career experiences. The life experiences consist of immigration difficulties, family separation, social adjustment difficulties and unavailability of accommodation. Career experiences include remuneration differences, gender discrimination, limited professional development opportunities and communication difficulties, which affect both work and non-work experiences. Person–environment fit did not play a significant role in the experiences of the academic expatriates.Practical implicationsThe findings showed that the lived experiences of SIAEs in Africa were mostly negative. Higher education institutions looking at hiring academic expatriates should assist the expatriates to have better experiences not only for individual benefit but for institutional benefit as well. However, this role is not only placed in the hands of the organisation but may also require individual effort.Originality/valueThe findings outlined in this study provide a picture of the lived experiences of SIAEs in an African context. The findings are fundamental in understanding this neglected sample group in the extant literature. They also assist in advancing literature and proposing possible solutions. All this is important, given global talent shortages which have warranted the need for highly skilled employees in countries like South Africa.
{"title":"Telling tales","authors":"T. Harry, N. Dodd, W. Chinyamurindi","doi":"10.1108/JGM-05-2018-0024","DOIUrl":"https://doi.org/10.1108/JGM-05-2018-0024","url":null,"abstract":"PurposeSouth Africa has witnessed an increase in self-initiated academic expatriates (SIAEs) coming into the country from all over the world. This movement of labour can result in South Africa performing better than any other African country. However, expatriation is accompanied by several challenges which affect both work and non-work scopes. Given that more is needed to understand the lived experiences of the expatriates, especially self-initiated expatriates from and in Africa, the purpose of this paper is to provide the basis for interventions to assist the expatriates in overcoming challenges by understanding their lived experiences.Design/methodology/approachThe study used an interpretivist approach to understand the lived experiences of SIAEs. The data were collected through the use of unstructured interviews of 25 expatriate academics within South Africa. The individual narratives were analysed through structural and thematic analysis to develop themes.FindingsThrough the stories and narratives, the expatriation experience was one framed to be a challenging process. The lived experiences can be grouped into life and career experiences. The life experiences consist of immigration difficulties, family separation, social adjustment difficulties and unavailability of accommodation. Career experiences include remuneration differences, gender discrimination, limited professional development opportunities and communication difficulties, which affect both work and non-work experiences. Person–environment fit did not play a significant role in the experiences of the academic expatriates.Practical implicationsThe findings showed that the lived experiences of SIAEs in Africa were mostly negative. Higher education institutions looking at hiring academic expatriates should assist the expatriates to have better experiences not only for individual benefit but for institutional benefit as well. However, this role is not only placed in the hands of the organisation but may also require individual effort.Originality/valueThe findings outlined in this study provide a picture of the lived experiences of SIAEs in an African context. The findings are fundamental in understanding this neglected sample group in the extant literature. They also assist in advancing literature and proposing possible solutions. All this is important, given global talent shortages which have warranted the need for highly skilled employees in countries like South Africa.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88214407","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-15DOI: 10.1108/JGM-07-2018-0034
Diana Farcas, M. Gonçalves
PurposeThe purpose of this paper is to inductively develop a model of cross-cultural adaptation for emerging adult self-initiated expatriates (SIEs).Design/methodology/approachData were collected through semi-structured interviews with 18 Portuguese emerging adult SIEs, aged between 18 and 29 years, residing in the UK from 5 months to 2 years. The analysis of these interviews through a grounded theory, using computer-assisted qualitative data analysis software (Atlas.ti), allowed describing what constitutes participants’ cross-cultural adaptation and what are its determinants.FindingsFive dimensions of cross-cultural adaptation emerged (cultural, emotional, social, practical and work), along with 18 determinants related with four different levels: personal, interpersonal, societal and situational. These determinants are related with the pre- and post-relocation phases of participants’ expatriation experience and some of them act as buffers, capturing a more integrative picture of the cross-cultural adaption process.Research limitations/implicationsIn order to enhance the validity of the inductively identified relationships between cross-cultural adaptation and its determinants, the authors consider that they could be empirically tested.Originality/valueThis study points to several contributions in the fields of cross-cultural adaptation, emerging adulthood and self-initiated expatriation. By considering this study’s sample, the authors contributed to Farcas and Gonçalves’ (2016) call for more research focusing on emerging adult SIEs. In doing so, the authors simultaneously addressed the gap in the emerging adulthood literature regarding the focus on non-university samples of emerging adults. The methodology of this study can also be considered a contribution. By conducting interviews with emerging adult SIEs and analyzing them through a grounded theory approach, the authors were able to develop a model of cross-cultural adaptation. To the best of the authors’ knowledge, this is the first model which was inductively developed, enabling a broad understanding of emerging adult SIEs’ cross-cultural adaptation, in terms of what constitutes and influences it.
{"title":"A grounded theory approach to understand the Portuguese emerging adult self-initiated expatriates’ cross-cultural adaptation in the United Kingdom","authors":"Diana Farcas, M. Gonçalves","doi":"10.1108/JGM-07-2018-0034","DOIUrl":"https://doi.org/10.1108/JGM-07-2018-0034","url":null,"abstract":"PurposeThe purpose of this paper is to inductively develop a model of cross-cultural adaptation for emerging adult self-initiated expatriates (SIEs).Design/methodology/approachData were collected through semi-structured interviews with 18 Portuguese emerging adult SIEs, aged between 18 and 29 years, residing in the UK from 5 months to 2 years. The analysis of these interviews through a grounded theory, using computer-assisted qualitative data analysis software (Atlas.ti), allowed describing what constitutes participants’ cross-cultural adaptation and what are its determinants.FindingsFive dimensions of cross-cultural adaptation emerged (cultural, emotional, social, practical and work), along with 18 determinants related with four different levels: personal, interpersonal, societal and situational. These determinants are related with the pre- and post-relocation phases of participants’ expatriation experience and some of them act as buffers, capturing a more integrative picture of the cross-cultural adaption process.Research limitations/implicationsIn order to enhance the validity of the inductively identified relationships between cross-cultural adaptation and its determinants, the authors consider that they could be empirically tested.Originality/valueThis study points to several contributions in the fields of cross-cultural adaptation, emerging adulthood and self-initiated expatriation. By considering this study’s sample, the authors contributed to Farcas and Gonçalves’ (2016) call for more research focusing on emerging adult SIEs. In doing so, the authors simultaneously addressed the gap in the emerging adulthood literature regarding the focus on non-university samples of emerging adults. The methodology of this study can also be considered a contribution. By conducting interviews with emerging adult SIEs and analyzing them through a grounded theory approach, the authors were able to develop a model of cross-cultural adaptation. To the best of the authors’ knowledge, this is the first model which was inductively developed, enabling a broad understanding of emerging adult SIEs’ cross-cultural adaptation, in terms of what constitutes and influences it.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86986370","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The Reviewer from Hell","authors":"J. Selmer","doi":"10.1108/JGM-03-2019-069","DOIUrl":"https://doi.org/10.1108/JGM-03-2019-069","url":null,"abstract":"","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78592991","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-02DOI: 10.1108/JGM-09-2018-0043
Svala Gudmundsdottir, T. Gudlaugsson, Gylfi Adalsteinsson
PurposeThe purpose of this paper is to investigate the relationship between adjustment, social support and satisfaction with life for expatriate spouses. The sample consists of European diplomatic spouses, residing all over the world.Design/methodology/approachThis is a quantitative study. The sample consists of European diplomatic spouses, residing all over the world. The sample consists of 268 participants: 231 females and 44 males.FindingsThe findings of this study reveal that there was a significant relationship between adjustment and emotional and instrumental support as well as satisfaction with life. Furthermore, a multiple regression was performed to predict the level of satisfaction with life. Both adjustment and emotional support were statistically significant and they explained nearly 50 percent of the variability in participant’s satisfaction with life.Research limitations/implicationsThe limitations of the paper include, for example, method bias, language and geographic location.Practical implicationsForeign Ministries within the European Union (EU) will be in a better position to improve their expatriate programs and policies. Furthermore, this study indicated that the well-being of diplomatic spouses can be enhanced by considering how social support is provided, the level of adjustment and satisfaction with life.Social implicationsThis study highlights the importance for diplomatic spouses to belonging to various groups, and group membership serves as a means to gain access to social networks. Therefore, being part of support groups of other expatriate spouses can aid cross-cultural adjustment.Originality/valueLittle is known about diplomatic spouses. This paper will be an important first step in examining the relationship between adjustment, social support and satisfaction with life for the spouses of diplomats working for the Foreign Ministries within the EU and European Economic Area.
{"title":"The diplomatic spouse","authors":"Svala Gudmundsdottir, T. Gudlaugsson, Gylfi Adalsteinsson","doi":"10.1108/JGM-09-2018-0043","DOIUrl":"https://doi.org/10.1108/JGM-09-2018-0043","url":null,"abstract":"PurposeThe purpose of this paper is to investigate the relationship between adjustment, social support and satisfaction with life for expatriate spouses. The sample consists of European diplomatic spouses, residing all over the world.Design/methodology/approachThis is a quantitative study. The sample consists of European diplomatic spouses, residing all over the world. The sample consists of 268 participants: 231 females and 44 males.FindingsThe findings of this study reveal that there was a significant relationship between adjustment and emotional and instrumental support as well as satisfaction with life. Furthermore, a multiple regression was performed to predict the level of satisfaction with life. Both adjustment and emotional support were statistically significant and they explained nearly 50 percent of the variability in participant’s satisfaction with life.Research limitations/implicationsThe limitations of the paper include, for example, method bias, language and geographic location.Practical implicationsForeign Ministries within the European Union (EU) will be in a better position to improve their expatriate programs and policies. Furthermore, this study indicated that the well-being of diplomatic spouses can be enhanced by considering how social support is provided, the level of adjustment and satisfaction with life.Social implicationsThis study highlights the importance for diplomatic spouses to belonging to various groups, and group membership serves as a means to gain access to social networks. Therefore, being part of support groups of other expatriate spouses can aid cross-cultural adjustment.Originality/valueLittle is known about diplomatic spouses. This paper will be an important first step in examining the relationship between adjustment, social support and satisfaction with life for the spouses of diplomats working for the Foreign Ministries within the EU and European Economic Area.","PeriodicalId":44863,"journal":{"name":"Journal of Global Mobility-The Home of Expatriate Management Research","volume":null,"pages":null},"PeriodicalIF":1.8,"publicationDate":"2019-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88107358","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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