Expatriate Programs Research Articles

Sustainable expatriate compensation in an uncertain environment

This study examines an important area of strategic global human resource management - expatriate managers' compensation in times of global business uncertainty. While expatriation has numerous well-documented benefits for multinational corporations (MNCs), it is incredibly costly. In consequence, when global business conditions become uncertain, the expatriate program in MNCs is typically one of the first budget centres to be targeted for cost savings. The MNC typically radically restructures expatriate remuneration. The resultant effect of these actions is a negative impact on the relationship between the expatriate and the MNC, ultimately reducing expatriate performance and thereby abating the many advantages that the expatriate program brings to MNCs. Social Exchange Theory and Real Options theory help to provide a theoretical framework to understand how expatriate compensation decisions can help to create a desirable sustainable expatriate program in MNCs.

Perceived Organizational Support Predicts Emotional Labor Among Nurses

Background: Nursing is among the various occupations that require management of emotions according to the job demands. Emotional labor and lack of reward are the main sources of mental health outcomes among the nurses. It is very important that more researches, which contemplate the emotional labor importance and unfavorable mental health effects, be carried out. 
 Aim: This study was aimed to investigate the effect of perceived organizational Support on emotional labor among nurses.
 Method: The present study was a correlational study, consist of 200 nurses both Male nurses (N=100) and Females nurses (N=100), from different hospitals and clinics. Age ranged from 20 to 51 years (M= 30.50; S.D= 4.40). Data of the study was collected through convenient sampling technique. Participants were assessed by Shorten Version of Survey of Perceived Organizational Support (Eisenberger et al, 1986) in order to measure perceived organizational support and Dutch Questionnaire on Emotional Labor (D-QEL) (Näring, Briët, & Brouwers, 2007) in order to assess emotional labor. 
 Results: The results revealed that perceived organizational support significantly predicts emotional labor. By improving the perception of organizational support among nurses, the experience of emotional labor can be reduced. 
 Conclusion: The purpose of the present study was to develop a health-care model of emotional labor which could help the organizations to understand the role of perceived organizational support on the reactions to the strain of the emotional labor. The present study revealed that perceived organizational support is a significant predictor of emotional labor. Informal types of organizational support (e.g., a perception that the organization is concerned with one's personal life) are important for expatriate success, and should be incorporated into expatriate programs.

The diplomatic spouse

Purpose The 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/approach This 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. Findings The 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/implications The limitations of the paper include, for example, method bias, language and geographic location. Practical implications Foreign 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 implications This 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/value Little 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.

The Diplomatic Spouse: Relationships between Adjustment, Social Support and Satisfaction with Life

This study investigates 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. The sample consists of 268 participants: 231 females and 44 males. The findings of this study reveal that there was a significant relationship between adjustment and emotional and instrumental support as well as satisfaction with life. Further 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 30% of the variability in participant’s satisfaction with life. In relation to theory, this study contributes to the field of cross-cultural research and it helps to further explain expatriate spouses’ cross-cultural adaptation. This study also furthers previous research in the field of International Human Resource Management. On the practical side, testing the relationship between adjustment, social support and satisfaction with life, Foreign Ministries within the European Union will be in a better position to improve their expatriate programs and policies.

Perceived Organizational Support Predicts Emotional Labor among Nurses

Background: Nursing is among the various occupations that require management of emotions according to the job demands. Emotional labor and lack of reward are the main sources of mental health outcomes among the nurses. It is very important that more researches, which contemplate the emotional labor importance and unfavorable mental health effects, be carried out. Aim: This study was aimed to investigate the effect of perceived organizational Support on emotional labor among nurses. Method: The present study was a correlational study, consist of 200 nurses both Male nurses (N=100) and Females nurses (N=100), from different hospitals and clinics. Age ranged from 20 to 51 years (M= 30.50; S.D= 4.40). Data of the study was collected through convenient sampling technique. Participants were assessed by Shorten Version of Survey of Perceived Organizational Support (Eisenberger et al, 1986) in order to measure perceived organizational support and Dutch Questionnaire on Emotional Labor (D-QEL) (Näring, Briët, & Brouwers, 2007) in order to assess emotional labor. Results: The results revealed that perceived organizational support significantly predicts emotional labor. By improving the perception of organizational support among nurses, the experience of emotional labor can be reduced. Conclusion: The purpose of the present study was to develop a health-care model of emotional labor which could help the organizations to understand the role of perceived organizational support on the reactions to the strain of the emotional labor. The present study revealed that perceived organizational support is a significant predictor of emotional labor. Informal types of organizational support (e.g., a perception that the organization is concerned with one’s personal life) are important for expatriate success, and should be incorporated into expatriate programs.

Development and validation of the Global Competency Scale(GCS)

As the world economy is becoming globalized, more domestic businesses are branching to overseas. Thereupon the number of expatriate workers who are getting assigned to overseas are increasing, and needs for systematic selection and training system for overseas expatriate workers are in dire needs. Nevertheless researches in this area are not enough and still inadequate level domestically. Therefore we developed the Global Competency Scale (GCS) with the purpose of the local businesses to use it to predict the possibility of successful overseas job performance and to select and train the right overseas expatriate workers. To develop the scale we conducted researches on documentations and interviews with former overseas expatriate workers and expatriate program managers in human resource department(HRD). Based on these results we developed 14 initial factors with 138 items. Using theses items we conducted both on & offline survey to people who work at global and multinational companies in Korea. With the 381 people's survey results, we implemented the cross validity. After cross validating we generated final 6 factors with 24 items. The GCS score we developed in this research shows that the degree of their goal achievement during past overseas experience and level of their satisfaction was significantly high in those criterion variables proving the criterion-related validity. Especially the GCS we developed in this research shows that after controlling the effect of English skills, still appear to have significant effect on criterion variables. Finally based on research results we discussed academical and operational implication and limitations for the further researches.

Development and Validation of the Global Competency Scale(GCS)

As the world economy is becoming globalized, more domestic businesses are branching to overseas. Thereupon the number of expatriate workers who are getting assigned to overseas are increasing, and needs for systematic selection and training system for overseas expatriate workers are in dire needs. Nevertheless researches in this area are not enough and still inadequate level domestically. Therefore we developed the Global Competency Scale (GCS) with the purpose of the local businesses to use it to predict the possibility of successful overseas job performance and to select and train the right overseas expatriate workers. To develop the scale we conducted researches on documentations and interviews with former overseas expatriate workers and expatriate program managers in human resource department(HRD). Based on these results we developed 14 initial factors with 138 items. Using theses items we conducted both on & offline survey to people who work at global and multinational companies in Korea. With the 381 people's survey results, we implemented the cross validity. After cross validating we generated final 6 factors with 24 items. The GCS score we developed in this research shows that the degree of their goal achievement during past overseas experience and level of their satisfaction was significantly high in those criterion variables proving the criterion-related validity. Especially the GCS we developed in this research shows that after controlling the effect of English skills, still appear to have significant effect on criterion variables. Finally based on research results we discussed academical and operational implication and limitations for the further researches.

Preparation and data management are key for a successful expatriate program

Preparation and data management are key for a successful expatriate program

Does your expatriate program follow the rules of the road?

Does your expatriate program follow the rules of the road?

Does Your Expatriate Program Follow the Rules of the Road?

Does Your Expatriate Program Follow the Rules of the Road?

An examination of work and personal life conflict, organizational support, and employee health among international expatriates

This study analyzes the effect of two types of work and personal life conflict and organizational support on expatriate employees’ mental well-being. Survey data were obtained from a culturally diverse sample of 118 employees working in Europe. Overall, employees reported higher levels of work interfering with their personal life, than personal life interfering with their work. Results demonstrated that work–personal life conflict was related to employees’ 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. Although organizations are often concerned with the reduction of personal life interfering with work for expatriates (e.g., spouse employment, schooling for children), this study suggests that organizations should also concerned with how work is interfering with expatriates personal lives (e.g., reevaluate extensive travel, long hours.) Thus, programs that address both types of conflict are imperative to retain high quality employees. Finally, this study suggests that informal types of organizational support (e.g., a perception that the organization is concerned with one's personal life) are important for expatriate success, and should be incorporated into expatriate programs.

What makes expatriate assignments successful?

Expatriates are employees on assignments that require them to live overseas for lengthy periods (often defined as at least six months, a period forcing them and their families to interact with the host community). This paper identifies factors affecting expatriate assignment success. Globalisation generates more and more demanding international assignments (IBM stands for I've been moved.). About half of expatriate assignments fail, generating high tangible and intangible costs. Expatriates may terminate assignments early for job or family reasons; are ineffective on the job; or do not reintegrate on returning to Head Office. Clear objectives and rational management enhance the success of an organisation's expatriate program; we propose a seven-step methodology that will help ensure that expatriate postings are managed effectively and efficiently. We stress the importance of planning the fruitful reintegration of repatriates on their return to Head Office and mention some emerging issues.

How to establish an effective expatriate program—best practices in international assignment administration

How to establish an effective expatriate program—best practices in international assignment administration