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Expatriates employed to work on international construction projects face high levels of stressors in the workplace, and adjustments often need to be made to improve their job performance. We investigated whether and how expatriate resilience mediates the effect of job stressors on expatriate adjustment. We put forth a series of consistent and contradictory hypotheses by combing the challenge–hindrance stressor framework with the job demands–resources theory. Data collected from 2123 expatriates of international construction projects were used to evaluate the theoretical model, and the data were separated into two groups (low-level hostile environment group and high-level hostile environment group) based on the hostility level of their assigned locations. These results confirm that the impact of the two categories of stressors varies in different hostile environments. In all contexts, hindrance stressors are "bad" stressors as they impair expatriate resilience and adjustment, whereas challenge stressors exert different effects on expatriate resilience and adjustment depending on the level of hostility of their environments. In the high-level group, challenge stressors had a negative effect on expatriate adjustment and resilience. In contrast, challenge stressors were "good" in the low-level group. Moreover, both challenge and hindrance stressors significantly mediate expatriate adjustment via expatriate resilience, highlighting the value of considering expatriate resilience. These results add to the growing body of knowledge on the relationship between expatriate adjustment and occupational stressors. Our research furthers our understanding of the challenge–hindrance stressor framework by finding results contradictory to those of the original framework. Occupational stress management is a critical mission in the construction industry since it is one of the most stressful industries. Previous studies and management strategies have mostly viewed stress as "bad." In contrast, stressors could turn into motivation in some situations, thus determining when and how stressors can be "good." The results suggest that stress management strategies should be tailored to the specific conditions of hostile environments. In low-hostility environments, increasing workload and job responsibilities can enhance the motivation of expatriates, thereby promoting their resilience and adjustment. However, in highly hostile environments, these stressors can have adverse consequences, necessitating the implementation of suitable initiatives to reduce stress levels. Furthermore, it is significant to consider resilience when selecting and managing expatriate employees. Enhancing expatriate resilience can improve assignment success rates and address the workforce shortage in the international construction industry. By implementing these practical implications, organizations can better support expatriate employees in managing stressors and achieving successful outcomes in international construction projects. [ABSTRACT FROM AUTHOR]

This systematic review endeavors to offer a comprehensive analysis of the research on expatriate managers in the hospitality industry, elucidate contemporary issues, and identify prominent trends that are important for both researchers and practitioners. This study utilizes bibliometric and thematic analytic methodologies to trace the development of academic scholarship on expatriate managers over time, highlighting emerging themes at critical points in the literature. A review of 43 articles published between 1990 and 2023 reveals that researchers have paid disproportionate attention to issues that arise and encounter managers during their international assignments, while giving far less attention to issues related to returning home, expatriate work‐life balance, family dynamics, and female expatriates. Imperative voids in the literature on hospitality expatriation are revealed and theoretical and practical consequences are advanced, including suggestions for future research and methods for improving expatriate managers' journeys in international hospitality assignments. To the best of our knowledge, this review is a groundbreaking effort in this academic field, paving the way for future studies that aim to shed light on the complex realities faced by hospitality industry expatriate managers. [ABSTRACT FROM AUTHOR]

With rapid globalization and the growth of immigration, countries worldwide have become multicultural societies and are experiencing social changes. Several studies have focused on the impact of foreign residents on society, particularly from a public finance perspective. The current study examines how foreign residents affect local budget expenditure in South Korea, which is currently facing a historically low fertility rate and the aging phenomenon. The employment permit system, which is a government-ordained system that allocates quotas for foreign employees by region and year, was adopted in the instrumental variable estimation to identify a causal linkage between foreign workers and local budget expenditure. We found that government spending decreases as the proportion of foreign residents among the total population increases, and this impact is particularly noticeable in social welfare spending. The results of a battery of robustness tests support these findings. Furthermore, the findings varied depending on the heterogeneities within regions and political regimes. Additionally, we found suggestive evidence that foreign workers are one of the main factors that contribute to the results, causing local governments to spend more money on non-productive areas such as administrative expenses. Overall, the results show that a sharp inflow of foreign residents may be a risk factor in terms of the quantity and quality of local budget expenditure in South Korea, suggesting that immigration policies should be operated effectively to secure the fiscal soundness and sustainability of local finance. [ABSTRACT FROM AUTHOR]

The attitude of Saudis and expatriate managers toward work has taken on added value in recent years. This has come about as the Kingdom of Saudi Arabia has embarked on profound and ambitious economic and social changes outlined in Vision 2030. Managers are instrumental in successfully executing these strategic moves. However, managers face intense and immediate challenges when publicly voicing their concerns. This study was undertaken to shed light on the nature of work ethics and work involvement in the Kingdom. The research subjects were men and women managers and encompassed both citizens and expatriates. We found differences in the attitudes of men and women and between citizens and expatriates. The results were viewed in the sociopolitical context, and issues related to work ethics and to the role of women and expatriates were delineated. Business and social implications for policymakers and multinational corporations were provided. [ABSTRACT FROM AUTHOR]

Expatriates play a critical role in the long‐term success of global organizations; however, expatriate assignments are risky endeavors, and not all employees are keen on such opportunities. Thus, it is critical that we examine the antecedents of employee willingness to expatriate. In this first such meta‐analysis, we drew on data from 55 studies (published in English and Traditional Chinese), and identified 22 antecedents. Results indicate that education, self‐efficacy, prior international experience, language skills, cultural intelligence, extraversion, agreeableness, conscientiousness, emotional stability, openness to experience, the importance of assignment value, financial support and career support were positively related to employee willingness to expatriate. Some societal differences were identified. We then discuss implications and offer future research directions. [ABSTRACT FROM AUTHOR]

Purpose: Despite 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/approach: A 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. Findings: The 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/implications: The 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/value: This paper provides an integrative definition of expatriate success, giving greater insight into the construct, in addition to critically reflecting on it. [ABSTRACT FROM AUTHOR]

Purpose: Managerial discourses tend to portray work-related mobility practices in a positive light, presenting mobility assignments as a place of stimulus and differentiation. A conception of mobility as an opportunity, may contrast, in specific economies and business settings, with lived personal experiences. This article reports the results of a three-year study, aimed to question how multinational companies (MNCs) located in a small and developing European economy (Portugal) are building talent pools for expatriate assignments. Interaction effects, as proposed by the job demands-resources (JD-R) theory, are considered as lens to understand the interplay of company expatriate policies, willingness profiles and psychological contracts of expatriates. By using a Portuguese sample, the study examines whether prior findings in mature economies and consolidated MNCs can be generalized to less developed international business settings. Design/methodology/approach: A three-year study, encompassing 24 expatriate cases observed in five multinational firms born or located in Portugal. Two techniques of empirical data collection were used: statistical sources and documental analysis and in-depth interviews. A total of 37 interviews were conducted, both in-person and remotely, of which 13 were with company managers and representatives, and 24 with expatriates (as defined and referred like this by the companies under study). Findings: Heterogeneous company policies, ranging from juvenile, functionalist to more dynamic and flow-based approaches, are presented as qualifying resources of willingness levels and psychological contracts of expatriates. Observed interaction effects between policies, willingness and psychological contracts, empirically mirrored in three profiles (conformist, protean and disrupted expatriates) suggest that incentive effects (emanating from company policies) and job demand-resource balance, factored as terms of social and economic trade, are non-linear and asymmetric, influencing firm propensity to succeed while using international work to support company expansion goals. As job resources, expatriate policies are presented as operating as pull or push factors: functionalist HR approaches seem to act as push factors generating more conformist or compelled willingness profiles. Research limitations/implications: Generalization of study's outcomes has limitations. Future studies are encouraged to use comparative and longitudinal research designs. Furthermore, future research should include business expatriates with entry-level positions, and increase the number of interviewees, as results can also be considered as limited by sample size. Practical implications: It is suggested that further strategic work is needed to present expatriation development value, formally screen and consider willingness level as selection criteria, and enlarge the pool (from internal to external) of candidates, in peripheral economic settings such as Portugal. A shift to more dynamic and job resource-dense policies are suggested as beneficial, as pathway to optimize social and economic value from expatriation assignments and work experiences. Originality/value: By putting the interplay between macro and micro-level processes into perspective, the study provides empirical evidence on how company expatriate policies have come to promote unforeseen differentiation of employee willingness and psychological contracts at the heart of MNCs. This is particularly relevant in developing economies such as Portugal, challenging the need to build talent pools for international work assignments. Empirical data illustrating company policies interactive effects with different willingness profiles and psychological contracts of expatriates is provided. [ABSTRACT FROM AUTHOR]

Purpose: This paper investigates whether career capital (CC) development abroad, expatriate type, career type and career stage affect expatriates' career success in terms of perceived marketability and the number of promotions. Design/methodology/approach: The study presents findings from a 2020 follow-up study among 327 expatriates, including assigned expatriates (AEs) (n = 117) and self-initiated expatriates (SIEs) (n = 220), who worked abroad in 2015 and 2016. Among that group, 186 had continued their international career, while 141 had repatriated. Structural equation modeling with robust maximum likelihood estimation was used to test this study's hypotheses. MPlus 8.6 software supported the analysis. Findings: The study outlines that CC developed abroad positively impacts perceived marketability and the number of promotions. Second, repatriates reported a greater degree of perceived marketability than those continuing an international career. Career type did not predict the number of promotions. The expatriate type did not influence any of the career success measures. Finally, expatriates in their late-career stage did not achieve a similar level of career success as those in other career stages. Research limitations/implications: All the expatriates were university-educated Finnish engineers and business professionals, and the career benefits of expatriation could differ for different sample groups. The study calls for more context-sensitive global careers research. The findings have positive implications for self-guided career actors considering working abroad. Organizations could focus more of their global talent attraction, management and career efforts on SIEs. Originality/value: To analyze the impacts of these four antecedents on the career success of expatriates, the authors cooperated with two Finnish labor unions in 2020 to explore the careers of 327 expatriates, having surveyed the same group in 2015/2016. Such follow-up studies are not very common in expatriation research since it is difficult to keep track of expatriates who change locations and employers. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the perceptions of self-initiated professional expatriates about their subjective/intangible and objective/tangible successes in both home and host countries. Design/methodology/approach: This is an empirical study using a survey methodology that included a sample of 211 (Male = 120 and Female = 91) employed professionals from India. Structural equation modeling, ANOVA and t-tests were used to analyze the data. Findings: This study is unique in examining a sample from a homogeneous population from one country with one segment deciding to be SIEs while the other segment decided to return to their home country. The application of personal initiative (PI) theory and the theory of intrinsic motivation to SIEs is also relatively new. The focus on female professional SIEs from an emerging market to an advanced economy adds value to this study. The results have implications for employers and policy makers as well as US universities. Originality/value: This study is unique in examining a sample from a homogenous population from one country with one segment deciding to be SIEs while the other segment deciding to return to their home country. The application of personal initiative (PI) theory to SIEs is also relatively new. The focus on female professional SIEs from an emerging market to an advanced economy adds value to this study. The results have implications for employers and policy makers as well as to US universities. [ABSTRACT FROM AUTHOR]

This article examines effects of the US Immigration Act of 1990 on STEM (science, technology, engineering, and mathematics) education and labor market outcomes for native-born Americans. The Act increased the inflow and stock of foreign STEM workers in the United States, potentially altering the relative desirability of STEM fields for natives. The authors examine effects of the policy on STEM degree completion, STEM occupational choice, and employment rates separately for black and white men and women. The novel identification strategy measures exposure to foreign STEM workers of age 18 native cohorts immediately before and after the policy change via geographic dispersion of foreign-born STEM workers in 1980, which predicts subsequent foreign STEM flows. The Act affected natives in three ways: 1) black male students moved away from STEM majors; 2) white male STEM graduates moved away from STEM occupations; and 3) white female STEM graduates moved out of the workforce. [ABSTRACT FROM AUTHOR]

While the literature on self-initiated expatriation (SIE) is well-established in management, no systematic investigation has yet been conducted to explore the specificities of early career expatriation. This review article aims to identify and analyse publications that uniquely focus on self-initiated expatriates, who decide to start their career abroad, either with little or no prior work experience. After identifying relevant publications in this specific research field, the authors discuss the personal career motivations and behaviours of early career self-initiated expatriates and the relevance of this phenomenon for the global workforce. The contributions of this article are twofold. First, they integrate the relevant research findings from recent decades on early career self-initiated expatriates. Second, they provide information about managing early career SIEs and propose a future research agenda to address the knowledge gap identified in this review and apply the findings to practice. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore how professional–cultural knowledge is reciprocally shared between experienced expatriates and novice local nurses. To address this, the situated learning in practice lens is combined with social exchange lens. Design/methodology/approach: An interpretive case study methodology enabled an exploratory approach into the knowledge-sharing practices between experienced expatriates and novice local nurses in Saudi Arabia. Findings: Insights gained in the fieldwork suggest that professional–cultural knowledge sharing (KS) often occurred through three primary practices, namely, developing a professional–cultural meaning, forming clinical competency development opportunities and intervening in unfamiliar professional–cultural situations. In addition, two micro-level conditions shaped the reciprocity of professional–cultural KS practices between expatriate and local nurses, which were individual differences and situational conditions. Originality/value: This study advances and improves the understanding of two intertwined but rarely studied aspects of knowledge-sharing practices. The exploratory lens sought and gained rich insights into the knowledge-sharing practices between experienced and novice individuals and expatriate and local individuals. [ABSTRACT FROM AUTHOR]

Drawing upon the ''happy-productive worker'' hypothesis and the Job Demands-Resources model, we examine whether expatriates' well-being mediates the association between expatriates' interaction adjustment and job satisfaction; and whether this indirect effect is moderated by expatriates' perceived accomplishment of the organizational goals for the assignment. Based on responses from 148 assigned expatriates we confirmed the expected indirect influence of expatriates' wellbeing and the moderated mediation of expatriates' accomplishment of organizational goals. This study offers implications for scholars studying subjective well-being in the international work context and organizations aiming to increase their global competitiveness without jeopardizing workers' well-being. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to investigate how the gap between a multinational enterprise's (MNE) productivity and that of its competitor determines the utilization of expatriate managers in its foreign subsidiaries. Design/methodology/approach: The authors first develop a formal analytical model where expatriate managers are relatively more reliable and expensive while local managers are prone to job-hopping. The authors then test the predictions of the analytical model using subsidiary-level data of Korean MNEs. Findings: The findings show a positive relationship between the productivity gap and the share of expatriate managers in a foreign subsidiary. The empirical findings also show that the job position (middle versus top managers) is another key determinant of the utilization of expatriate managers. Originality/value: The results of this paper are consistent with the literature that finds that MNEs choose a governance structure that minimizes the hazard of opportunism in their subsidiaries, yet the paper reveals a novel aspect of the determinants of expatriate utilization. [ABSTRACT FROM AUTHOR]

Cities of the Global South constitute a wide band in terms of their integration into the global economy. For cities like Hanoi, the sustained influx of foreign direct investments has propelled them into playing increasingly important roles as manufacturing centres. Along with this new role is the influx of expatriate managers who watch overseas manufacturing subsidiaries. Our paper focuses on Korean expatriate neighbourhoods and their impacts on Hanoi. More specifically, we show how the presence of such communities has resulted in important changes in the host city, firstly in housing typology (such as the introduction of high‐rise mixed‐use complexes), and secondly, in cultural consumption. We argue that Korean privilege, cultural consumption practices, and the desire for support and solidarity within the Korean social network in Hanoi work to create new forms of city‐building knowledge, one that originates from the neighbourhoods of these new and rich settlers in the city. Such forms of knowledge subsequently go on to reshape the economic, cultural and social spaces in the globalising city. [ABSTRACT FROM AUTHOR]

Purpose: The pandemic emphasised the importance for society of the "hidden" workforce – cleaners, delivery drivers, security guards or hospital porters. This paper explores the well-being of low-status expatriates in the international workplace exemplified by the United Arab Emirates (UAE). This is one of the first studies examining the well-being of people at the bottom of the pyramid, living in difficult circumstances, and undertaking work that is hard and sometimes dangerous. Design/methodology/approach: The authors adopt an exploratory approach. Using semi-structured interview data from 21 low-status expatriates, the authors examine their experiences in the UAE in relation to their well-being, allowing the authors to suggest the need to develop our understanding of the concept of well-being and the concept's application. Findings: Low-status expatriates live restrictive lives, away from their family and friends for extended periods, and subject to rigid terms and conditions of employment. Difficult circumstances, long working hours, late or arbitrarily reduced salary payment and a lack of voice affect their personal well-being and sacrificed to consideration for their family well-being. Applying the concept of well-being in such cases requires the authors to develop the notion beyond the individual to encompass the wider family. Research limitations/implications: This exploratory analysis opens new avenues for well-being studies and highlights the need for contextualised research. Future research might benefit from quantitative methods being used alongside qualitative methods and collecting multiple perspective data, including the views of managers and policy makers and data from the "left-behind" families of these low-status expatriates. Practical implications: There is plenty of scope for managers of low-status expatriates to improve the latter's well-being. Given the lack of interest in doing so, the authors suggest that policy makers may need to modify extant legalisation to ensure a greater focus on low-status expatriates. Originality/value: The authors believe this to be the first study to examine the impact of family orientation on the well-being of low-status expatriates, encouraging the authors to challenge and suggest developments to current understandings of well-being. [ABSTRACT FROM AUTHOR]

The internationalization of the economy, culture and societies leads to an increasing number of international assignments. In this process, host country nationals are important for successful adjustment and prevention of expatriates' failures. The paper presents the prevalent understandings of adjustment and adaptation of expatriates, as consisted of general, social and work adjustment. Significance and influence of HCNs' specific cultural determinants such as attitude towards age, women, country of origin, foreignism in the society of the foreign countries are discussed. The role of the relevant HCNs in the process of adjustment is defined by the social and informational support it provides to the expatriates. At the end, guidelines for coping with the adaptation challenges are proposed. [ABSTRACT FROM AUTHOR]

This study examines the intercultural experiences of eight Danish expatriates in Russia. In-depth interviews revealed three characteristics of Hofstede's dimension: Indulgence verses Restraint (IVR). This study allows us to understand communication between restrained cultures (e.g., Russia) and indulgent cultures (e.g., Denmark). This carries implications for specific and in-depth workplace training to help managers improve intercultural communication within the Russian workplace. [ABSTRACT FROM AUTHOR]

Purpose -- In the study of expatriation and expatriate adaptation, there are limited studies that focus on issues faced by expatriates working in foreign countries with very distinct cultures. This study aims to explore this idea through the experiences of western expatriates working in the Kingdom of Saudi Arabia (KSA). Two research questions were posed to examine the cross-cultural issues and challenges faced by expatriates in the KSA, as well as the role of cross-cultural training in expatriate adjustment. Design/methodology/approach -- The study was guided by an interpretivism paradigm through a qualitative method by using a semi-structured in-depth interview approach. Interviews were conducted among 12 expatriates from the USA and UK who are currently working in KSA. Findings -- A coding technique and theoretical thematic analysis was conducted to analyze the data. The results of this study highlighted three key themes that had a considerable influence on expatriates' adjustment, in particular: culture shock, lack of pre-departure training and the demand for an extensive cross-cultural training. Research limitations/implications -- It is acknowledged that the existence of sub-cultures within the KSA would expose the respondents to varying cultural values within the community. Thus, future studies within a similar context should consider the influence of intra-cultural variations. Originality/value -- The findings of the study emphasized on the importance understanding the cultural gap between home and host country and the individual cultural awareness of the expatriate. It calls attention to the need for a tailored and extensive pre-departure, cross-cultural training and a collaborative effort between employees' and managers to improve expatriates' motivation and retention. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic produced dramatic aftershocks throughout the global labor markets with rapid changes in differential employment opportunities. Labor market disruptions were sparked by the pandemic in Oman, where expatriates live and work. For the first time, the analysis investigates certain hypotheses relevant to the Aspirations-Capabilities framework and whether these hypotheses survive the pandemic exogenous shock. More specifically, testing these hypotheses, the analysis investigates whether the COVID-19 pandemic shock had a negative impact on expatriates in the host country, as well as it identifies heterogeneous effects among different ethnic groups. Using Datastream data, this analysis investigates the sudden drop in ethnic expatriates in Oman using ordinal least squares and instrumental variable estimations. A steeper decline in the expatriate employment rate reflects a disproportionately adverse impact that the initial phase of the COVID-19 pandemic had on immigrant employment. The findings identify substantial ethnic differences when reverse immigratory effects are exhibited. [ABSTRACT FROM AUTHOR]

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This article analyzes the interaction of local communities with foreign workers in the Lebak Regency, especially in the Bayah District. Bayah was chosen as the locus of the study because it is the location of several large companies that employ foreigners. The implication is that diverse identities in the socio-political institutions coexist, namely residents and foreign workers. This research considers whether the relationships built are conducive to forming social integration or can trigger friction between communities so that the relationships are conflictual. To answer this, the concepts of plural society and multiculturalism and several conflict theories were used as analytical tools. The results showed that the interaction patterns of local communities and foreign workers exist exclusively for each other. It is difficult to create spaces for interaction between communities with different identities, so this can trigger conflict and negative sentiments towards foreign workers, the majority of whom are from China. The consequence is that the interactions that are formed show 'mixed but not combined' - to borrow the phrasing of J.S Furnivall, which is a condition of people with diverse identities living side by side but not blending into one socio-political unit, leading to the potential for conflict. [ABSTRACT FROM AUTHOR]

This paper discusses the precariousness of an academic profession in contemporary Slovakia and Poland. Although some of the patterns have been previously studied, this analysis sheds new light on the problems of Polish and Slovak academia as seen by foreigners, who, according to official policy, are expected to contribute to the excellence of Polish academia. In reality, low wages and underfinanced universities often make their work very difficult. The analysis is focused mainly on the issues related to low salaries and ways that allow foreign-born employees to secure extra income necessary to maintain the desired standard of living. Even if, for some interviewees, local salary is sufficient to live in CEE, other academics have higher demands because of their family situation (e.g., "international children"), extra travel expenses for private purposes, or spending on bilingual education in Poland or Slovakia. Foreign-born academics living in Poland and Slovakia compensate for low salaries in three distinct ways discussed in the paper — by taking various academic and non-academic extra jobs, acquiring external funding from their home country's government, or relying on family economic resources. [ABSTRACT FROM AUTHOR]

Unlike migration in many parts of the world, foreign workers in the Gulf region were subject to the 'Conditional Migrant Integration Model' to avoid granting of certain rights that would alter the prevalent socio-economic-political fabric. This ensured that expatriates remain in a state of "permanent impermanence". However, amid a combination of factors--transition from oil to post-oil economy, economic slowdown, and intra-regional economic competition--Covid-19 has served as a disruptor of the rules of engagement between the regional governments and the expatriate population, including women. Recognizing the benefits of retaining talented and wealthy expatriates, some of the Gulf countries have rolled out multiple strategies, including reforming the Kafala system, offering longer durations of residence, and even potential citizenship, which is viewed as "conditional inclusion". Using a combination of empirical data from secondary sources, laced with anecdotal evidence, this research paper delves into these changes, analyzes their impact on the future of Gulf expatriates and their contracts with their governments, assesses the impact on the delicate citizen-expatriate alignment, as well as the contradictions in some of these measures, especially nationalization of the workforce. [ABSTRACT FROM AUTHOR]

This study employs a dynamic rather than a static and contextual rather than cultural conceptual framework for expatriate managers' cross-cultural adjustment. It applies theories of learning-unlearning and of role behavior to explain what expatriates' values, attitudes and behavior are being adjusted, how they are being adjusted and why they are being adjusted. A dynamic and contextual conceptualization of the process of cross-cultural adjustment refines theory by presenting adjustment as a continuous rather than as sporadic process; by providing a framework for identifying and prioritizing sources of the "push" and "pull" to adjust; and by generalizing theory of cross-cultural adjustment to include sojourners other than expatriates. Data were collected using an intensive literature search of publications in the English language. The study's conceptual framework has the potential to enhance the development of a general theory of cross-cultural adjustment and to provide organizations with knowledge of how to define, measure and manage expatriate-managers' adjustment, and, therefore, the ability to develop and employ tools to assist in the selection, training, performance management and evaluation and compensation of expatriates. [ABSTRACT FROM AUTHOR]

Between 1953 and 1973, emigration depleted the Modern Greek state by roughly one fifth of its total population. A significant number of those migrants relocated to Germany, which since 1960, has been home to a sizeable community of former Gastarbeiter (guest-workers) and their descendants. Following three decades of European Integration and relative prosperity, the 2009 Greek sovereign debt crisis initiated a new wave of Greek emigration, analogous, yet different to that of the postwar era. Germany remains an attractive destination for Greek expatriates, but in contrast to guest-workers from the 1960s, "neo-migrants" are typically skilled or highlyskilled persons who relocate individually. This paper examines the qualitative attributes of Greek expatriates and "neo-migrants" in Germany and compares them to those of former guest-workers; furthermore, this paper compares the narratives of Gastarbeiter to those of European expatriates. Finally, the perceptions of Greek expatriates for the established Greek community in Germany are looked into, as well as the individual and collective efforts of the Greek community and institutions to help and ease their socioeconomic integration. [ABSTRACT FROM AUTHOR]

The increase in economic globalization has created a need for multinational corporations to use expatriates to manage their foreign subsidiaries. Expatriate employees face many challenges that they can meet successfully only if they are well prepared through sound cross‐cultural training. In this exploratory study, we investigated the effects of cross‐cultural training on Chinese expatriates in Nigeria. We mainly focused on the relationship between predeparture and postarrival cross‐cultural training. In this study, we surveyed 198 Chinese expatriates in Nigeria and found that both predeparture and postarrival training have significant and positive influences on Chinese expatriates' adjustment. Additionally, our results demonstrated that language training and previous overseas experience also have positive effects on Chinese expatriates' adjustment in Nigeria. The implications of these findings are also discussed. [ABSTRACT FROM AUTHOR]

Integration of immigrants into the labor market is a sizeable policy concern for developed democracies. This article argues that government type influences immigrants' labor market outcomes. Since immigrant integration constitutes a multidimensional policy space, differences in party preferences and the dynamics of intragovernmental and legislative bargaining make it hard for coalition and minority governments to implement effective labor market integration policies. Consequently, single-party majority governments are better able to foster the labor market integration of immigrants. Fixed-effects estimations in a panel of OECD countries provide evidence in favor of this argument. A single-party majority government reduces the employment gap between the foreign and the native-born population with several percentage points. [ABSTRACT FROM AUTHOR]

In this paper we describe the recent (2019) evolution of the foreign-born and foreign populations and main changes at the labour market and foreign workers in Slovakia and compare the data with previous years. Source data used in this paper come from The Statistical Office of the Slovak Republic; Centre of Labour, Social Affairs and Family of the Slovak Republic; Labour Force Survey (LFS) by the Statistical Office of the Slovak Republic; Presidium of the Police Corps, Bureau of Border and Alien Police of the Slovak Republic; the Ministry of Interior of the Slovak Republic and the Slovak Centre of Scientific and Technical Information of the Slovak Republic. [ABSTRACT FROM AUTHOR]

Pursuing an international career in China can be risky particularly when there is a lack of informal relationships and knowledge of the socio-cultural environment of the country. Drawing from social capital theory of career success and intelligence theory, this study investigates the influence of expatriate manager-local subordinate guanxi on expatriate managers' career performance and the contingency role of cultural intelligence. Using multi-source data from a sample (N = 154) of expatriate managers in China, our results show that expatriate manager-local subordinate guanxi positively influences expatriate career performance, and that this relationship is positively moderated by expatriates' cultural intelligence. The broader theoretical and practical implications of the findings for international careers are fully discussed. [ABSTRACT FROM AUTHOR]

Background: The expatriate workers (foreign workers) come from various countries having different languages, cultures, and tradition to work in Kingdom of Saudi Arabia (KSA); here they adopt to local customs, traditions, and work ethics in this new environment. How they perceive their oral health-related quality of life (OHRQoL) is important for health-care provider for understanding and planning in patient management. The data of expat workers and their OHRQoL in KSA are meager; hence, assessment of OHRQoL among expatriate working population in Al Zulfi, Saudi Arabia was planned. Materials and Methods: A cross-sectional study was conducted on adult expat working population of various nationalities who were working in Al Zulfi, KSA. The study sample comprised 600 adult expats. OHRQoL was analyzed by using 14-Item Oral Health Impact Profile (OHIP-14) questionnaire as instrument. Clinical examination for oral health status was carried out using decayed, missing, and filled teeth (DMFT) index and Oral Hygiene Index simplified (OHI-S). Student's t test and analysis of variance (ANOVA) were used to compare data using Statistical Package for the Social Sciences (SPSS) software program, version 20.0 with significance at P ≤ 0.05. Results: The age of the sample population ranged from 19 to 60 years. No significant difference was observed in oral health status among expats of different nationalities. Age and education were significantly related to OHRQoL as well as oral health status. The mean cumulative scores of OHIP-14 showed that expats from different nationalities had statistically significant differences. Conclusion: Overall the impact of OHRQoL was less among working expat population in Al Zulfi. Physical pain was the common dimension seen among all nationalities. Psychological discomfort and handicap dimensions of OHIP-14 were significant among the study sample. [ABSTRACT FROM AUTHOR]

Personal proactivity and emotional self‐regulation have been shown to be central aspects in a successful international relocation process. However, we do not know how these elements function in combination. Drawing from the proactive motivation model, we examine if and how low emotional self‐regulation, in the form of angry temperament, interacts with proactive personality in the prediction of expatriate performance outcomes. Results from regression analyses based on a sample of 531 business expatriates in East Asia confirm our proposed moderated mediation model. Thus, findings indicate that angry temperament inhibits the beneficial effects of proactive personality on time to proficiency. Moreover, results suggest that time to proficiency functions as a mediator in the relationship between proactive personality and performance. This mediation effect was found to be conditional and accordingly hinges on the level of expatriates' angry temperament. Our research implies that organizations should consider expatriates' personality and particularly assess proactive personality and angry temperament in selection processes. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: Performance of multinational corporations (MNCs) on the global stage can become more effective when expatriate employees adapt positively within different cultural surroundings. How they choose to respond helps ascertain the type of cultural identity strategy potentially most suitable for the host culture in question. Originality/value: The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. [ABSTRACT FROM AUTHOR]

Although research has investigated the consequences of underemployment in domestic settings, research on the effects of underemployment among expatriates remains limited and has yielded inconsistent results. From a theoretical perspective, there is a need for a better understanding of the mechanisms through which underemployment affects various work-related outcomes and to account for potential contingencies. Drawing on the person-job fit literature and research on organizational identification, we theorise and empirically examine how and under what conditions underemployment influences expatriate performance. Using an original primary data-set of 103 Japanese expatriate managers in the UK, we find that underemployment affects expatriate work outcomes by increasing expatriates' maladjustment and that this effect is moderated by the level to which expatriates identify with their organization. [ABSTRACT FROM AUTHOR]

Based on neo-institutional theory and knowledge spillover, we argue that the probability of a firm assigning an expatriate manager to a foreign subsidiary is influenced by a combination of mimicry and knowledge spillover from any existing expatriate community in the foreign location. The expatriate community's influence is hypothesized to be weaker when the firm's ownership share in its foreign subsidiary is greater but stronger when the cultural distance between a firm's home country and the foreign host country is greater. Data on 95,156 foreign-invested manufacturing ventures in China is used to test these predictions. The findings show an inverted U-shaped relationship between the assignment of expatriates and the number of expatriates previously sent to the same location by prior foreign investors. This relationship is shown to be moderated by subsidiary ownership, but not by the cultural distance between the investor's home country and the host country. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

Since the early 2000s, Chinese metropolises have been emerging as hubs for the national and global economy. They attract increasing numbers of foreigners with diverse socio‐economic and educational backgrounds who tend to immigrate independently of the Chinese initiatives focused on "foreign talents". Our analysis contributes to the understanding of these migrants' integration into the labour market. Through a Bourdieusian capital lens, this article unpacks the access to the labour market and occupational positions of Swiss and Swedish migrant professionals in mainland China. Differentiated by how they can capitalize upon their educational, occupational, social and cultural resources in this specific context, the article distinguishes between three categories: corporarate expatriates, local hires and entrepreneurs and concludes with policy recommendations to stabilize their residence conditions. [ABSTRACT FROM AUTHOR]

Globalisation encourages international companies to show interest in the growth of job mobility and relocations among employees. To meet global workforce demands, these companies are highly reliant on expatriates to manage their business operation abroad. This study examined the role of primary stakeholders' support such as organisations, host country nationals (HCNs) and spouses on expatriate adjustment and performance. Questionnaire survey data were collected from 112 expatriates in Malaysia and analysed using multiple hierarchical regression analysis. The results substantiated that perceived organisational support (POS) and HCN support were significant components in expatriate adjustment. The findings also revealed a positive relationship between expatriate adjustment and performance. Thus, multinational companies (MNCs) and human resource managers should provide expatriate relevant training and support to ensure a successful international assignment when he or she is sent abroad. Local employees could also be assigned to help expatriates mingle around in the host country. [ABSTRACT FROM AUTHOR]

Purpose: Many companies target international markets to expand their business. Companies need to manage international teams with a wide variety of skills, knowledge and values to run their business effectively; however, there are many issues of acculturation stress. Not only business travellers and expatriates, but also immigrant workers have issues adjusting to foreign culture. The aim of the present study is to identify the stress factors affecting foreign-born workers via a systematic review.Methods: The systematic review was conducted using PubMed, PsycINFO, Embase and Cochrane Library databases. Articles on the subject of workers living abroad, such as immigrants, expatriates and business travellers, were included. The risk of bias in the included articles was assessed using the Cochrane Collaboration’s tool for assessing risk of bias for randomised controlled trials (RCTs), RoBANS for non-RCT studies, and CASP for qualitative studies.Results: For the systematic review, 45 out of 14,994 articles were analysed. Six components, communication, cultural differences in the workplace, daily life, relationships with family and colleagues, financial problems and social inequality, were extracted.Conclusion: Foreign-born workers are suffering from acculturation and occupational stress. The results of the present study can help greatly with understanding of the stress structure of working abroad. [ABSTRACT FROM AUTHOR]

This article explores the use of 'figures' in contemporary debate over migration, with specific reference to the figures of the 'immigrant' and the 'expatriate'. Drawing upon English- and French-language sources, it is argued that these figures emerge as two extremes in useful if problematic ways in discussions and perceptions of the contemporary 'migrant'. The particular political charge of these two figures is clear when they are juxtaposed, as issues of race, class and economic status in the globalised world are thrown into sharp relief. This is developed in a reading of the first two major published works of Fatou Diome, a Senegalese writer based in France, which draw attention to the difficulties and dangers of the deployment of such 'figures'. [ABSTRACT FROM AUTHOR]

After providing an introduction to the symposium as a whole, this paper argues that basic changes are needed in this country's immigration policy to cope with the large flow of migrants who have entered the United States illegally in recent years. Fogel attacks the position, described best in Michael J. Piore's recent study, Birds of Passage, that most illegal immigrants fill only those jobs that native workers will not take and intend their stay in the United States to be temporary, not permanent. Fogel disputes both of those claims and argues that alternate forms of adjustment to labor shortages are available and preferable. He favors an immigration policy that would make our society less heavily dependent on rapid economic growth and, by reducing the number of migrants permitted to enter this country, would increase the relative wage of low-skilled indigenous workers. He recommends particularly the adoption of a law prohibiting the employment of illegal aliens and levying civil or criminal penalties on employers who violate that law. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the relationship of regulatory foci (promotion focus and prevention focus) to expatriate adjustments (general, interaction, and work adjustments) and explore whether mentoring functions (psychosocial support, role modeling, and career development) moderate the aforementioned relationship.Design/methodology/approach Using 141 questionnaired primary data (response rate 32.25 percent) gathered from at least six months experienced expatiates of multinational companies in six industries, this study adopts regression method to examine the moderating effect.Findings This study found that promotion focus was positively related to the interaction and work adjustment, respectively; prevention focus was positively related to the general, interaction, and work adjustment, respectively. Psychosocial support function moderates the relationship between promotion focus and general adjustment. Career development function moderates the relationships between promotion/prevention foci and work adjustment.Originality/value According to the interactionism perspective, behavior is a result of the interaction between personality and situational influences, has a long history in social and personality psychology. This study extends this perspective to the interactive effects of mentorship (situational factor) and expatriates’ regulatory foci (personality factor) on expatriate adjustment. [ABSTRACT FROM AUTHOR]