A preliminary model of spouse influence on managerial global assignment willingness

Abstract

Using family systems theory as a conceptual framework, this research study proposes and tests a preliminary model that explains spouse willingness to relocate internationally and manager willingness to assume a global assignment. Previous research from the global assignments, international job relocation and dual-career couples' literatures has found that spouse attitudes often influence the attitudes of expatriates. However, few research studies have been conducted to determine the factors that influence spouse attitudes toward both short- and long-term global relocation opportunities. The present study attempts to build understanding in this under-researched area of international human resource management. By understanding more about this important phenomenon, top decision-makers and international human resource professionals can better identify and select those candidates who have family situations that will predispose them to accept global assignments. Data from questionnaires completed by 427 global managers and 167 spouses were used to test hypotheses that examined the relationships between individual, family and organizational, factors and spouse criterion variables. An additional hypothesis was tested to measure spouse influence on manager global assignment willingness. The data in the study were analysed by conducting structural equation modelling. Theoretical, methodological and practical contributions from the present study are provided.