An identity conflict perspective on female expatriate work adjustment

Abstract

This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective. We study female expatriates’ adjustment processes in the work domain from the identity conflict perspective. Namely, we categorize female expatriates’ identities in the work domain into gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender-work role identity conflict and eventually result in maladjustment in the work domain. We first suggest that female expatriates’ work role identities can form a cluster of expatriate roles, managerial roles, and occupational role identities. We further theorize how female expatriates’ gender role identity and work-related role identity cluster interact to influence work adjustment. Second, we explore two contingency factors—host organizational culture and host national culture—and explain how they influence the interaction between female expatriates’ gender and work-related role identities. Finally, we introduce the concept of gender-work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.