REFERENCE OBJECTIVE METHODOLOGY DEPENDENT INDEPENDENT OTHER FINDINGS

VARIABLE VARIABLE VARIABLE

Jeffrey P. Shay & J. To examine the mediating  Sample Relationship Relations-oriented The researcher
Bruce Tracey (2009) effects of relations- oriented  Procedures between two modes managerial found evidence of
managerial behaviours on the  Measures of expatriate behaviours full mediation for
relationship between two  Analyses adjustment- role the role innovation–
modes of expatriate innovation and performance
adjustment- role innovation and personal change- relationship. For
personal change- and and contextual ratings of expatriate
contextual performance. performance effectiveness,
recognizing and
team building
behaviours appear
to fully mediate the
role innovation–
performance
relationship. For
ratings of supervisor
satisfaction,
inspiring,
supporting, and
team building
appear to fully
mediate the role
innovation–
performance
relationship. No
significant results
were found for the
personal change–
performance
relationship.
Susan Freeman & To explore how Australian  Phenomen Expatriate managers Ethnic diversity The qualitative
Sarah Lindsay (2009) expatriate managers interpret ology analysis suggests
their experience of working in a that the key to
new and ethnically diverse performing in such a
workplace in Malaysia. context lies in the
individual’s ability to
change and adapt
beyond culture and
language skills. The
key managerial
implication is that
cross-cultural
training can assist
with the
development of
personal attributes
by expatriate
managers involved
in ethnically diverse
workplaces.
Implications for
future research are
provided.
Eeva Kohonen Aims to capture the identity  Phenomen Expatriates identity International Narrative interviews
(2008) Construction of Finnish ological and career assignments and reveals that
expatriate managers during paradigm aspirations expatriation is often
their international assignments,  Narrative accompanied by
and the impact of this on career approach self-reflection and
aspirations and re-entry identity work. Three
experiences. types of identity
modification
emerged from the
Narrative data,
namely‘ identity
 shifters’, expatriates
with ‘balanced
identities’ and ‘non-
shifters.’ Because
the identity shifters
had typically
unpleasant
repatriation
Experiences and
narrated their
career aspirations in
terms of a new
personal challenge,
It is suggested that
home companies
could be more alert
to the identity
changes and career
aspirations of
repatriates.
Elisa J. Grant-Vallone This study analyzes the effect of  Sample Work and personal Expatriate Overall, employees
& Ellen A. Ensher two types of work and personal  Procedures life conflict and employees’ mental reported higher
(2001) life conflict and organizational  Measures organizational well-being. levels of work
support on expatriate  Professiona support interfering with
employees’ mental well-being. l and their personal life,
personal than personal life
life conflict interfering with
 Organizatio their work. Results
nal support demonstrated that
 Employee work–personal life
well-being conflict was related
 Data to employees’
analysis depression and
 anxiety and
personal–work life
conflict was related
to employees’
concern for their
health.
Organizational
support had
significant main
effects on well-being
and conflict;
however,
organizational
support did not
buffer the effects of
conflict on
expatriates’ well-
being.
Dayang Nailul The aim of this study was to  Purposive Types of training and Expatriate The findings
Munna Abg determine the types of training sampling development revealed that many
Abdullah & Cheam and development supports method supports companies provide
Sheue Jin (2014) provided to expatriates prior to  Qualitative relocation supports,
the departure, after arrival, and methodolo language training,
upon repatriation. gy cross-cultural
 In-depth training and
interview orientation to
expatriates and their
family members
before assignment
and after arrival to
enhance their
adaptability and
familiarization to the
 host country
environment,
culture, as well as to
reduce the culture
shock effect.
Jakob Lauring & Jan This study investigated female  The setting Expatriate’s spouse Expatriate Results showed that
Selmer (2008) spouses’ involvement in the  Data the accompanying
career of a sample of Danish collection partners were active
business expatriates living in the in trying to support
same compound in Saudi and further their
Arabia. expatriate
husbands’
immediate careers
and repatriation
opportunities by
using social
strategies, such as
creating alliances
and establishing
social networks with
influential others
through social
contacts and dinner
parties. The female
trailing partners also
tried as a group to
influence company
decisions regarding
working schedules,
pay, and holidays
Alexei Koveshnikov, The study examines the role of  Sample Emotional Gender Finds a significant
Heidi Wechtler & emotional intelligence (EI) in  Measures intelligence (EI) and positive
Cecile Dejoux (2013) cross-cultural adjustment (CCA)  Assessmen relationship
 of expatriates on international t of between EI and
assignments common expatriates’ general
method living, interactional
bias and work-related
 Empirical CCA. Additionally, it
strategy shows that cultural
similarity only
facilitates general
living adjustment
and not
interactional or
work adjustments.
Finally, our analysis
reveals an
interesting
interaction effect
between gender and
the ability to
appraise and
express emotions:
the influence of the
latter on all three
dimensions of CCA
tends to be slightly
stronger for male
than female
expatriates
Vesa Peltokorpi & To examine the impact of  Samples Expatriate Expatriate The results show
Fabian J. Froese expatriate personality traits  Control personality traits positive
through the Multicultural variables relationships
Personality Questionnaire on  Measures between the
the general-, interaction-, and personality traits of
work-related facets of cross- Open Mindedness
 cultural adjustment among 181 and interaction
expatriates in Japan. adjustment,
Emotional Stability
and Cultural
Empathy and
general adjustment,
and Social Initiative
and work
adjustment.
Fabian Jintae Froese This paper analyzes the  Sample Job satisfaction Cultural distance  Age Drawing on the
& Vesa Peltokorpi predictors of job satisfaction  Measures  Gende cultural distance
that may arise in an expatriate  Data r perspective, we
context. analyses  Job propose that the
level national cultural
 Work distance,
experi supervisor’s
ence nationality, host-
in country language
other proficiency,
foreig expatriate type, and
n company nationality
countr are important
ies determinants of
 Expatr expatriate job
iate satisfaction. Survey
person results from 148
ality expatriates in Japan
demonstrate that
national cultural
distance,
supervisor’s
nationality, and
expatriate type have
 a statistically
significant influence
on expatriate job
satisfaction.
Li-Yueh Lee & This research is conducted to  Conceptual Expatriate Individual, family, The results of this
Nurullaily Kartika get more understanding about model adjustment and and social capital study illustrated that
(2014) the antecedents and  Construct performance factors expatriates with
consequences of expatriate measurem higher emotional
adjustment ent intelligence, cultural
 Questionna intelligence, and
ire design experience abroad
 Sampling can adjust more
plan easily in the new
work environment.
Also, family support
and family
adaptability have
positive influence on
expatriate
adjustment.
Expatriates who had
prior experiences on
parental demand
and family to work
conflict tend to be
able to manage
these problems
more easily.
Furthermore, social
capital and
mentoring
behaviour are also
important factors
 that can enhance
the success of
expatriate
adjustment which
could further
influence expatriate
performance,
innovative work
behaviour,
knowledge transfer,
and organizational
performance.
Finally, this study
also identified that
psychological
contract and
organizational
support as two
important
moderators that can
enhance expatriate
adjustment and
success.
Yu-Ping Chen & Drawing upon Self-  Data Perceived Self-initiated Based on responses
Margaret A. Shaffer determination theory and the collection organizational expatriates’ from 147 SIEs,
(2016) Job Demands-Resources model, and support and organizational and financial POS
we examined the samples motivation community positively related to
influences of perceived  Measures embeddedness controlled
organizational support (POS: motivation and
financial, career, and career and
adjustment) and motivation adjustment POS
(autonomous and controlled) positively related to
on self-initiated expatriates autonomous
 (SIEs)’ organizational and motivation.
community embeddedness. Autonomous
motivation
positively predicted
both organizational
and community
embeddedness
while controlled
motivation was
positively associated
with community
embeddedness. We
also found that
autonomous
motivation mediates
the influences of
career POS on
organizational
embeddedness and
adjustment POS
on organizational
and community
embeddedness. In
addition, controlled
motivation mediates
the
influences of
financial POS on
organizational
embeddedness.
Hong Ren, Dilek G. To examine the role of thriving  Data Expatriate Job deprivation and Using data from 121
Yunlu, Margaret in the expatriate experience collections experience emotional stability international
Shaffer & Katherine and teachers in the
M. Fodchuk (2014) samples United States, we
 Measures found that
perceptions of job
deprivation with
respect to cultural
instruction
competence were
negatively related to
expatriate thriving.
Perceptions of job
deprivation with
respect to autonomy
and relatedness
were more
negatively
associated with
expatriate thriving
when expatriates’
emotional stability
was low. Finally,
thriving was a
positive influence on
expatriate
engagement and
actual retention
beyond adjustment.