Description | Results |
---|---|
Timespan | 1990:2021 |
Journals | 104 |
Journal articles | 220 |
Conferences | 15 |
Books | 14 |
Authors | 482 |
Countries | 41 |
Average citation per article | 34.166 |
Authors keywords | 531 |
Serial | Source | Authors (year) | Method | Tools | Study foci | Antecedents | Dimensions | Explicit definition of expat. success | Theory/ies employed | ||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Individual | Interpersonal | Organizational | Individual | Interpersonal | Organizational | ||||||||
1 | EMJ | LR | – | Personal characteristics of the expatriate manager, Spouse's adaptability, Selection, Training, Support - Dimensions: Performance | Atheoretical | ||||||||
2 | TDJ | LR | – | CCA - Performance, Efficiency | Atheoretical | ||||||||
3 | SLMR | Qual | Case studies | Commitment to parent and local firm | Atheoretical | ||||||||
4 | JIBS | Mix | Personal narratives - Surveys/ANOVA | Job Satisfaction, Internal Work Motivation, Feelings of influence, Mastery over the new environment | Atheoretical | ||||||||
5 | IJVBM | LR | – | Selection, Pre-departure trainings for expatriates and their families | Atheoretical | ||||||||
6 | PP | Quan | Survey/MANOVA | Job knowledge, Motivation, Relational Skills, Flexibility, Adaptability | Atheoretical | ||||||||
7 | HRMR | LR | – | Training and Pre-departure visits to host country to enhance the interaction of expatriates with HCNs - CCA | Atheoretical | ||||||||
8 | APJHR | Quan | Survey | Organizational Support | Atheoretical | ||||||||
9 | LQ | LR | – | CCT - CCA | Atheoretical | ||||||||
10 | CDI | LR | – | Selection (traits and technical skills), Preparing the employee for the expatriate assignment, CCT - CCA | Atheoretical | ||||||||
11 | IJLE | Qual | Case studies | Cultural, Social and Health causes - CCA | Atheoretical | ||||||||
12 | IJCM | LR | – | Pre-departure preparation of expatriate | Atheoretical | ||||||||
13 | NAEM | LR | – | CCA, Performance | Social Exchange Theory ( ), Vernon's Life Cycle Theory ( ), Social Learning Theory ( ), and Adaptation-Level Theory ( ) | ||||||||
14 | IJHRM | LR | – | Expatriate's competencies and skills, Support and assistance prior and during IA | Social Exchange Theory ( ), Social Learning Theory ( ), Attribution Theory (Heider | ||||||||
15 | NAEM | Quan | Survey/CFA | Completion of the IA, CCA, Performance | Theory of Expatriate Performance, including contextual | ||||||||
16 | NAEM | LR | – | Big Five (Emotional stability, Extraversion, Openness to experience, Conscientiousness, Agreeableness) - Performance, CCA, Satisfaction, Adaptation, Completion Rate, Premature Returns, Culture Shock, Effectiveness, Professional Effectiveness, Interpersonal Effectiveness, Acculturation, Overseas Success | Atheoretical | ||||||||
17 | JWB | Mix | In-depth interviews/FG - Survey | Selection, Training (pre, during and after the assignment) of the expatriate and the accompanying spouse - Expatriate's Success | Atheoretical | ||||||||
18 | Book 5 | Quan | Survey/CFA | CCA (affected by Job Knowledge and Motivation, Relational skills, Flexibility/Adaptability, Extra-cultural openness, Family situation) - Performance | Atheoretical | ||||||||
19 | JTI | . (1997) | Quan | Survey | Selection, Training, Support | Atheoretical | |||||||
20 | IJHRM | Quan | Survey | Spouse's career difficulties - Performance, Expatriate's Success | Atheoretical | ||||||||
21 | LODJ | LR | – | : Openness to experience, Extroversion, Low anxiety/neuroticism, Relational ability, Cultural sensitivity, Linguistic skills, and the ability to handle stress Selection CCA, Personal Growth, Performance | Atheoretical | ||||||||
22 | IJHRM | Quan | Survey/CA/Moderated RA/ANOVA | Characteristics (e.g., Language skills, technical skills, Open-minded Personality), Interpersonal (Family: supportive and well-adjusted spouse and children), HCNs' Support, Support from headquarters, Maintaining the psychological contract - Adjustment, Desire to terminate the IA and Supervisor rated performance | Atheoretical | ||||||||
23 | IJHM | Quan | Survey | Adjustment and Adaptation skills, Interpersonal relations skills, Cultural stress management skills | Atheoretical | ||||||||
24 | HRM | LR | – | Assimilation, Endurance, Psychological Factors, Career Expectations - Achieving the goals (financial, market share etc), CCA, Completion of IA | Atheoretical | ||||||||
25 | PP | Quan | Survey/RA/DM/BC | Personality type - Willingness to complete IA, Performance | ( ; ) | ||||||||
26 | JCCP | Quan | Survey NEO PI-R | Big five personality characteristics - Performance | Atheoretical | ||||||||
27 | EJP | Quan | Survey (MPQ) | Openness, Flexibility, Social Initiative, Emotional stability | Atheoretical | ||||||||
28 | IJIR | Quan | Survey/HRA | Balance between personal and work life, Organizational support - CCA, Performance, Expatriate's Success | Atheoretical | ||||||||
29 | IJHRM | . (2001) | LR | – | Candidate motivation level, Selection of fitting candidates, Parent host: Information Asymmetry, Goal Congruence | Agency Theory ( ; ; ) and Expectancy Theory ( ; ; ) | |||||||
30 | JEIT | Qual | Semi-structured interviews/Cross-case analysis - | Breaking the glass ceiling, Accompanying spouse's Adjustment status, Mentorship, Interpersonal networks | Atheoretical | ||||||||
31 | IJIR | . (2001) | Quan | Survey | Traits and Skills (Orientation to action, Adventurousness, Open-mindedness, Flexibility, Extraversion, Emotional Stability, Cultural Empathy, Perseverance, Commitment to the company) - CCA, Performance | Atheoretical | |||||||
32 | CCMIJ | Quan | Survey | High LMX -- Communication, Success | Leader-Member Exchange Theory ( ) | ||||||||
33 | WMR | . (2002) | Quan | Survey (WAMS)/CFA/MANOVA and ANOVA | HCNs' Support – CCA, Social and Work Adjustments | Atheoretical | |||||||
34 | ITJ | Quan | Survey/RA | Selection Criteria (Task-Cross-cultural) | Atheoretical | ||||||||
35 | JTMD | . (2002) | Quan | Survey | Harmony between the perception of expats (and the spouse) and the HRDs about social and employment support - Job Commitment, Organization Loyalty, Expatriate's Success | Atheoretical | |||||||
36 | JWB | LR | – | CCA | Atheoretical | ||||||||
37 | IJHRM | Qual | Semi-structured interviews/Workshops, seminars and FG | Host nation's culture, Level of economic development of the host country | Atheoretical | ||||||||
38 | WMR | Quan | Survey/Small group interviews/MANOVA | Status as foreigners, Gender | Atheoretical | ||||||||
39 | JSP | . (2002) | Quan | Survey/CA/HRA | Performance, CCA, Job Satisfaction, Identification with the work team abroad | Atheoretical | |||||||
40 | IJIR | Qual | In-depth interviews | Training - Performance | Atheoretical | ||||||||
41 | CTRJ | . (2002) | Quan | Survey | Selection, Training, Support - Expatriate's Success | Atheoretical | |||||||
42 | IJIR | . (2003) | Quan | Survey/HRA | CCA (Enhanced by the adjustment of the spouse) | Atheoretical | |||||||
43 | IJHRM | Quan | Experiment (pre-test and post-test) | Realistic job preview's effect on expat's self-efficacy and his/her ability in making informed decision - Performance | Atheoretical | ||||||||
44 | JMP | . (2003) | Quan | Survey (NEO-PI-R, HPI) | Social and Psychological adjustments, Family Situation, Job Knowledge and Motivation, Relational Skills, Flexibility, Adaptability, Extra-Cultural Openness, Extroversion, Agreeableness, Conscientiousness | Atheoretical | |||||||
45 | IJHM | LR | – | Technical Competencies, Learning Abilities - CCA | Atheoretical | ||||||||
46 | JIM | Quan | Survey/RA | Performance expectation, Clarification, Consideration of the local environment, Frequency of PA, Fairness, Career development - Expatriate's performance system | Atheoretical | ||||||||
47 | HR | Qual | Qualitative interviews | Psychoanalytical approach to look into the past to find determinants that shed light on success on IA | Work Role Transition Theory ( ) and Psychoanalytical Theory ( ) | ||||||||
48 | JTMD | LR | – | Family Issues, HR Policies - Job Withdrawal Intentions, Performance | Spillover Theory (Pleck, 1977) | ||||||||
49 | IJIR | LR | – | CCA | Atheoretical | ||||||||
50 | JM | Quan | Survey/CFA/SEM | CCA, Commitment to the organization, Performance, Intentions to complete IA | Atheoretical | ||||||||
51 | JIBS | Quan | Surveys/SEA | Premature Returns, CCA, Effectiveness | Work Role Transition Theory ( ), Uncertainty Reduction Theory ( ), and Contact Theory ( ) | ||||||||
52 | JCCP | . (2004) | Quan | Survey | Psychological Adaptation, Sociocultural Adaptation (both are affected by neuroticism, conscientiousness, agreeableness, less discrepancy between extraversion and host-culture norms less discrepancy between openness and host-culture norms) | Atheoretical | |||||||
53 | IJHRM | Mix | Semi-structured interviews - Survey | Selection (Technical and interpersonal skills, Family situation) | Atheoretical | ||||||||
54 | CDI | . (2005) | Mix | Semi-structured interviews - Survey | Mental Ability (Perf), Big five characteristics (Perf), EQ (CCA, Perf, Satisfaction, Withdrawal decisions) Selection - CCA, Performance, Completion of IA, Life Satisfaction | Atheoretical | |||||||
55 | IJHRM | Quan | Survey/FA | CCA - Task Performance, Relationship Building, Overall Performance | Work motivation Theory (e.g. Vroom's VIE theory, 1964; ., 1980), Withdrawal Theory (e.g. ), also referred to as Reduction of Inputs Theory ( ) or Propensity to Withhold Effort Theory ( ) | ||||||||
56 | PR | Quan | Survey (longitudinal)/DM/RA | Personal Characteristics - completion of IA, CCA, Performance | Atheoretical | ||||||||
57 | IJHRM | . (2005) | Quan | Survey | Big five personality characteristics - CCA | Theory of Personality ( ; ) | |||||||
58 | JIBS | LR | – | Mentoring - CCA, Completion of IA, Successful Repatriation, Transfer of Knowledge | Development of International Mentoring Theory by integrating current perspectives on protean and boundaryless careers with the literature on mentoring and expatriates | ||||||||
59 | JCCP | . (2005) | MA | – | Extraversion, Emotional Stability, Agreeableness, Conscientiousness - CCA, Performance | Atheoretical | |||||||
60 | JEIT | . (2005) | Qual | Critical incidents interviews/Needs assessment | The development of professional skills (Leadership, management), Personal characteristics (Patience, Flexibility, Confidence, Innovation, Experience, Maturity) | Atheoretical | |||||||
61 | JCP | Quan | Survey/HMR | CCA | Atheoretical | ||||||||
62 | CCMIJ | . (2005) | LR | – | CCA | Atheoretical | |||||||
63 | AME | LR | – | HCNs' Support - CCA | Atheoretical | ||||||||
64 | SMR | LR | – | Self-knowledge, Selection, Training Effectiveness, Knowledge Gain, Tenure after repatriation | Atheoretical | ||||||||
65 | IMDS | Quan | Survey/HRA | CCT - CCA | Atheoretical | ||||||||
66 | HRDR | . (2006) | LR | – | CCT Expatriate's early return, Delayed productivity and start-up time, Disruption of the relationship between the expatriate and HCN, Damage to the MNC's image, Lost Opportunities, Problematic repatriation resulting in high turnover rates | Atheoretical | |||||||
67 | IEJ | . (2006) | Quan | Survey | CCA | Social Learning Theory ( ) | |||||||
68 | IM | LR | – | Spouse's Adjustment | Atheoretical | ||||||||
69 | IJCHM | LR | – | Holistic approach in selection and training while taking in consideration the family status, EQ, Learning orientation and lifestyle habits (diet and exercise) | Atheoretical | ||||||||
70 | JIBS | LR | – | [Subjective] satisfaction with one's career/[Objective] promotions | Human Capital Theory ( ; ., 1995; ., 1999), Career-Cone Model ( ) | ||||||||
71 | IJHRM | Quan | Survey | Well-being of the spouse before, during and after the IA | Atheoretical | ||||||||
72 | IJHRM | . (2007) | Mix | In depth interviews - Survey/ANOVA | HCN's Support (influenced by perceived compensation's gap) - CCA | Equity Theory ( ) | |||||||
73 | JOB | LR | – | HCNs' Support - CCA | Social Identity Theory ( ; ) | ||||||||
74 | IJHRM | LR | – | Abilities, Motivation, Quality of relationship between the individuals - Success of knowledge transfer | Atheoretical | ||||||||
75 | Book 2 | LR | – | Personal characteristics, Families, HCNs | Atheoretical | ||||||||
76 | IJFIP | Quan | Survey | Locus of control - CCA, Performance | Locus of Control Theory (Rotter, 1966, 1975, 1990) | ||||||||
77 | IJIR | . (2008) | Mix | Interviews - Survey/CA/HR/MRA | Social Support, Ibasho, Stressor - Satisfaction, CCA, Well-being | Atheoretical | |||||||
78 | SBP | Quan | Survey/CFA/SEM/ANOVA | Personality Characteristics, Social Support - CCA, Performance | Theory of Evolutionary Personality Psychology ( ) | ||||||||
79 | GBOE | Qual | Case study | ROI: a calculation in which the financial and non-financial benefits to the firm are compared with the financial and non-financial costs of the IA, as appropriate to the assignment's purpose | Atheoretical | ||||||||
80 | IJHRM | Qual | Email questionnaire containing open-ended questions | Selection (traits and technical skills), Preparing the employee for the expatriate assignment, CCT - CCA, Performance | Atheoretical | ||||||||
81 | Book 6 | . (2008) | LR | – | Selection (self-assessment, family's opinion, organisation's opinion)- Completion of the IA, Meet performance standards, CCA | Atheoretical | |||||||
82 | JCAF | LR | – | Selection (right skills), Training and Support during the different stages of the IA - CCA | Atheoretical | ||||||||
83 | HRM | Quan | Survey/RA | LMX Interactions - CCA, Performance | Leader-Member Exchange Theory ( ) | ||||||||
84 | HRM | Quan | Survey/ANCOVA/HRA | CCT, Protégé Experience (Affected by gender), Peer Support (affected by gender), Cultural clusters of the home and host countries - Job Satisfaction, Turnover Intentions | Atheoretical | ||||||||
85 | HRMR | . (2009) | LR | – | Selection (Personal Characteristics, Language Skills, International experience as predictors) | Atheoretical | |||||||
86 | HRM | LR | – | Career Success, Job Success, Development Success, Performance | Theory of Fit (e.g. ), Human Capital Theory ( ) and Signal Theory ( ) | ||||||||
87 | IJMR | LR | – | Selection (motivation), Training, Repatriation | Atheoretical | ||||||||
88 | IJHRM | LR | – | Performance | Atheoretical | ||||||||
89 | HRM | LR | – | HCN's Support - CCA | Social Identity Theory ( ; ) | ||||||||
90 | IJHRM | . (2009) | Mix | In-depth interviews - Survey | Cultural Distance - CCA | Atheoretical | |||||||
91 | HRM | Quan | Mail survey/interviews with HR professionals/Comparative analysis | Premature Termination, CCA, Performance | Atheoretical | ||||||||
92 | Book 3 | LR | – | Strong Organizational Culture - Willingness to remain till the end of IA, Premium Pay | Atheoretical | ||||||||
93 | PR | Quan | Survey/SEM/OLS regression | Selection, Predicting individual's value, Orientations - Performance | Atheoretical | ||||||||
94 | BAR | Mix | Interviews - Survey | Commitment, Interdependence, Coordination, Communication | Atheoretical | ||||||||
95 | CRIBJ | . (2010) | Quan | Survey/MRA | Expatriate's personality - CCA, Performance, Assignment Value | Atheoretical | |||||||
96 | IJHRM | . (2010) | Quan | Survey/Scale development | CCA, Satisfaction, Organizational Commitment, Performance Professional development, Career advancement, Macro-organizational Contribution, Effectiveness | Atheoretical | |||||||
97 | AJBM | Qual | In-depth interviews | IQ, CQ, EQ - CCA, Performance | Atheoretical | ||||||||
98 | ARCOM 2010 | ) | Qual | A face-to-face questionnaire interview | Cross-Cultural Difference | Atheoretical | |||||||
99 | IJHRM | Quan | Survey/HRA | HCN's perceived importance of expatriate's personal attributes, Ethnocentric attitudes of HCNs - Work Adjustment, Subordinate Commitment, Job Satisfaction, Unit Performance | Atheoretical | ||||||||
100 | IJHRM | Quan | Survey | [Objective] Earnings and Promotions/[Subjective] Career and Job Satisfaction | Atheoretical | ||||||||
101 | IJCHM | . (2011) | Quan | Survey | CCT - Expatriate's Success | Atheoretical | |||||||
102 | AOM 2011 | Quan | Survey/HRA | Career Satisfaction, Job Satisfaction, Intention to leave the organization | Person-Environment Fit Theory (e.g. ) and the Boundaryless Career Perspective (e.g. ) | ||||||||
103 | COBRA 2011 | Qual | Case studies/In depth interviews | Selection (Learning Orientation Skills) - CCA | Atheoretical | ||||||||
104 | IJHRM | Hamori and Koyuncunot (2011) | Quan | Surveys/HRA | Shortest time to get promoted to the top | Human Capital Theory ( ; ., 2005) | |||||||
105 | AJCEB | . (2011) | Qual | In-depth interviews | HCNs' Support, Job Parameters, Organizational Parameters - CCA, Completion of IA, Job Satisfaction, Performance | Atheoretical | |||||||
106 | AJBM | Quan | Survey/MRA | Selection, Training, Family Support (Specialty Capacity, Interface Ability, Leadership, Family Status and Cultural Perception) | Atheoretical | ||||||||
107 | AJBM | Quan | Survey | Person-Organization Fit, Psychological Climate, CCA, Personality Traits, Innovative Climate - Performance | Psychological Climate Theory ( ) and Personality-Job Fit Theory ( ) | ||||||||
108 | JMP | Quan | Survey/ANOVA MANCOVA/RA | Demands-Abilities Fit, Supplies-Values Fit, Perceived Fit - Job Satisfaction, Work Engagement, Satisfaction with life | Theory of Vocational “Fit” ( ) | ||||||||
109 | IJHM | . (2011) | Qual | In-depth semi-structured interviews | Success of multiple stakeholders is the ultimate expatriate's success | Atheoretical | |||||||
110 | IJHRM | Quan | Survey/RA | CCA, Turnover Intention, Performance | Atheoretical | ||||||||
111 | CDI | Qual | In-depth interviews | Psychosocial Support, Expatriates' developmental networks - CCA | Atheoretical | ||||||||
112 | JWB | Qual | Open-ended questions interviews | Salient Factors, Person Factors, System Factors - Performance | Institutional Theory ( ; , ; ) | ||||||||
113 | TIBR | . (2011) | Quan | Experiment (longitudinal study)/ANOVA MANCOVA | HCNs' support - CCA, Performance | Atheoretical | |||||||
114 | GBOE | Qual | Case studies | Soft Skills (the need for diversity of ideas, perspectives, cross-cultural experience, and people management), Hard Skills (the specific knowledge and technical expertise), Local spouse increases the chance of the expatriate to have better networking in the host country - CCA | Atheoretical | ||||||||
115 | JMD | . (2012) | LR | – | Selection (Career Capital, Protean Career Attitude, CQ), Training - CCA | Career Capital Theory ( ., 1995; ) | |||||||
116 | TQR | . (2012) | Qual | Open ended questions interview | : CCA accompanying spouse – Expatriate's CCA | Atheoretical | |||||||
117 | IJHRM | Mix | Semi-structured interviews - Survey | Previous IAs - CCA | Atheoretical | ||||||||
118 | IJHRM | Mix | In-depth interviews - Survey/HRA | Local Identification (through language proficiency and adopting of communication styles of the subsidiary) - CCA, Expatriate's Success | Atheoretical | ||||||||
119 | IJHRM | Mix | Informal interviews - Survey | Willingness to accept IA - Completion of IA, CCA | Role-Identity Salience Theory ( ., 2008) | ||||||||
120 | IJHRM | Quan | Survey/PA | CCA - Completion of IA, Achieving expected outcomes, On the job effectiveness | Job Performance Theory ( ., 2005) | ||||||||
121 | IJHRM | . (2012) | Quan | Survey/RA/SEM | Systematic selection expatriate's preparation, Spouse's ability to adjust, Acceptance and Support of HCN | Similarity Attraction Paradigm ( ) and Social Identity Theory ( ., 1971; ; ) | |||||||
122 | Book 11 | . (2012) | LR | – | CCT (Cultural Sensitivity, Communication, Management) - Knowledge Transfer (Expats, HCNs, Organization) | Social Identity Theory ( ; ) and Justice Theories (e.g., ; ; ; ) | |||||||
123 | JMD | Qual | In-depth qualtiative interactive FG/NVivo | Status, Identity, Motivation to migrate - Career Success | The Adult Learning Theory ( ) | ||||||||
124 | EJIM | . (2012) | Quan | Survey/ANOVA | HCN and Expatriate interactions - CCA | Atheoretical | |||||||
125 | CER | LR | – | CCA | The psychic distance theory ( ), Theory of Reasoned Action ( ), and Cultural Intelligence Theory ( ) | ||||||||
126 | CDI | . (2013) | Quan | Survey/SEM | Protean Career Attitude - CCA | Developmental-Contextual Career Theory ( ) | |||||||
127 | MRR | Quan | Survey/HSFA/HMR | CQ, Language Proficiency - CCA, Willingness to complete IA | Atheoretical | ||||||||
128 | IJHRM | Mix | In-depth interviews - Survey | Expatriate's Position, Expatriate's Expectations, Work-Life Balance - Satisfaction with IA | Atheoretical | ||||||||
129 | CDI | . (2013) | Quan | Survey/SEM | Social Support (Socialization of HCN's, CQ), Transformational Leadership - Performance, CCA | Social Learning Theory ( ) and Social Exchange Theory ( ., 1997) | |||||||
130 | GBOE | Qual | Case study | Expatriate ROI | Psychological Contract Theory ( ) | ||||||||
131 | IJHRM | . (2013) | Quan | Survey/RA | Goal Congruence (between the sending supervisor and the expatriate) - Performance, Turnover Intention | Goal Congruence Theory ( ; ; , 2005) and Leader-Member Exchange Theory ( ) | |||||||
132 | JGM | Qual | In depth interviews | Family, Work Interface - Family Adjustment | Atheoretical | ||||||||
133 | WASJ | . (2013) | Quan | Survey | Organisational Support Training (Language and Cultural aspect of the host country), Communication between HCN's and expatriates - CCA | Atheoretical | |||||||
134 | IJHRM | LR | – | CCA | Atheoretical | ||||||||
135 | IJHRM | LR | – | Selection, Compensation - Performance | Atheoretical | ||||||||
136 | IJHRM | . (2014) | Quan | Survey | POS, HCNs and expatriates' interactions - Career satisfaction, Intention to stay | Social Capital Theory ( ) and Theory of Transnational Network for Migrants ( ) | |||||||
137 | IJHRM | Quan | Survey | Protean Career Attitude, Boundaryless Career Attitude, Careerist Orientation - Career Satisfaction, Job Satisfaction, Intention to leave IA | Person-Environment Fit Theory (e.g. ) | ||||||||
138 | KSSJ | Qual | In-depth interviews NVIVO | Previous IA's experiences - Expatriate's attitude towards the new culture | Atheoretical | ||||||||
139 | Book 12 | . (2014) | LR | – | CCA - Performance, Retention, Career Satisfaction | Person-Environment Fit Theory (e.g. ) and Theory of Work ( ) | |||||||
140 | IJRDM | . (2014) | Qual | Semi-structured interviews/Open, axial and selective coding | Training targeting managerial decision-making, Organizational culture, Management vision, International market mind-set | Personality Trait Theory ( ) | |||||||
141 | JCPS | LR | – | CCA, Performance, Completion of IA | Atheoretical | ||||||||
142 | APBR | Quan | Survey/ANCOVA ANOVA | CCA, Time to proficiency, Performance, Satisfaction | Atheoretical | ||||||||
143 | Book 9 | Quan | Survey/CFA/RA | Individual factors, Family factors, Social factors - CCA, Performance, Knowledge Transfer, Innovation Work Behaviour | Social Learning Theory ( ), Family System Theory ( ) and Spillover Theory ( ) | ||||||||
144 | JGM | Quan | Survey/RA | Self- efficacy, Role conflict, Role discretion, Supervisory support, POS - Satisfaction, CCA | Atheoretical | ||||||||
145 | SAJHRM | . (2014) | Qual | In-depth interviews/Kodani 1.2 | Work-family balance, Self-satisfaction, Contribution to the family and home country society | Career Capital Theory ( , 1995; ) | |||||||
146 | SOSE | . (2014) | Qual | In-depth interviews | CCA | Atheoretical | |||||||
147 | EDP Sciences | . (2014) | Quan | Survey | CCA | Atheoretical | |||||||
148 | IJOA | Qual | Structured face-to-face interviews | Leadership (Enhanced by EI) | Atheoretical | ||||||||
149 | SBS | MA | – | Selection, Training (Intercultural), Organisational and Social Supports - Performance | Atheoretical | ||||||||
150 | JSOD | LR | – | Selection (Knowledge, Skills and Abilities) | Atheoretical | ||||||||
151 | JGM | . (2015) | Qual | Semi-structured interviews/content analysis | Job and Personal well-being, Satisfaction, Withdrawal Cognition, Premature Termination, Performance | Atheoretical | |||||||
152 | IJIR | Quan | Survey/HRA | CCA (affected by CQ) - Organizational Commitment, Job Satisfaction, Turnover Rate, Performance | Atheoretical | ||||||||
153 | JGM | . (2015) | Quan | Survey/CFA/ANCOVA | Spouse's Adjustment Status - CCA | Relational Demography Theory ( ) | |||||||
154 | JCHRM | Qual | Case study | Well-being, Job satisfaction, Performance, Trainings - Organizational Commitment, Job Commitment | Atheoretical | ||||||||
155 | IJIR | . (2015) | LR | – | Targeted expatriate's expectation - CCA | Atheoretical | |||||||
156 | IJHRDM | . (2015) | LR | – | Performance, Completion of IA | Atheoretical | |||||||
157 | JWB | . (2015) | Quan | Survey | Language proficiency - CCA | Atheoretical | |||||||
158 | BJM | Quan | Survey/CA/HRA | Role ambiguity, Role novelty, Organizational support, Supervisor support | Role Theory ( ) | ||||||||
159 | IJHRM | . (2015) | Quan | Survey/CFA/BCs/HRA | Role overload, Role ambiguity, Work–family, CCA | Atheoretical | |||||||
160 | Book 4 | LR | – | Spouse's adjustment status - CCA | Atheoretical | ||||||||
161 | PJMES | Qual | In depth interviews | Organizational support, CCT - Performance | Atheoretical | ||||||||
162 | Book 4 | . (2015) | Quan | Survey | Spouse and family adjustment, Willingness to go on IA- Completion of IA, CCA, Performance | Work/Life Balance ( ; , ), Family Systems Theory ( ., 1998a, ; ; ), Crossover Theory ( ; ., 2004), and the Job Demands-Resources Model ( ; ., 2001; ) | |||||||
163 | APJHR | Qual | In-depth interviews | CCA | Theory of Anxiety and Uncertainty Management in Intercultural Communication , , ) | ||||||||
164 | JGM | Mix | Personal interviews and expert interviews - Survey/PLS-SEM | Leadership - CCA | Symbolic Leadership Theory ( ) | ||||||||
165 | Book 1 | Qual | In-depth interviews/Analytic induction approach followed by coding and generation of meaning | Personal Attributes, Knowledge and skills, Effective management of operations | Atheoretical | ||||||||
166 | JWB | . (2015) | Quan | Survey/Multiple RA/Logistic RA | Engagement - Performance | Self-Determination Theory ( ) and Relative Deprivation Theory ( ; ) | |||||||
167 | JGM | Qual | IPA/Semi-structured interviews | Coaching | Integral Theory of Ken , , | ||||||||
168 | IJHRM | Quan | Survey/MRA | Expatriate's self-efficacy, Family problems, POS - CCA, Performance | Atheoretical | ||||||||
169 | IJOA | . (2016) | Qual | Structured face-to-face interviews | Leadership (Enhanced by CQ) | Atheoretical | |||||||
170 | JGM | . (2016) | Qual | In-depth interviews | Know-why, Know-how, Know-whom - CCA | Atheoretical | |||||||
171 | JWB | LR | – | Change in individuals' competencies as a function of living and working in another country, Personality characteristics, Motivation for success abroad | Atheoretical | ||||||||
172 | IJTD | Quan | Survey subscale of (NEO-PI-R) NEO – FFI | Personality traits (e.g., Extraversion, Emotional Stability, Agreeableness Conscientiousness) | Atheoretical | ||||||||
173 | JGM | . (2016) | Quan | Survey/RA | HCN's Support (depends on his/her ethnocentrism and cultural humility) - Performance | Atheoretical | |||||||
174 | Book 10 | Quan | Survey | Willingness to complete IA | Atheoretical | ||||||||
175 | JGM | LR | – | CCA, Absorptive Capacity - Task performance, Relationship building, Contextual Performance, Retention | Atheoretical | ||||||||
176 | APJHR | Quan | Survey/MRA | Selection, Pre-departure trainings. Organizational support - CCA, Performance | Atheoretical | ||||||||
177 | ISBCD-16 | LR | – | CQ - CCA, Performance | Atheoretical | ||||||||
178 | HRDR | LR | – | CCA | Atheoretical | ||||||||
179 | ISCLO 015 | Quan | Survey/MRA | Big 5 personality characteristics, Language proficiency, Leadership and management skills - CCA, Performance | Atheoretical | ||||||||
180 | TIBR | . (2016) | Quan | Survey | Salary development or Promotions | Atheoretical | |||||||
181 | ER | LR | – | Corporate ROI, Individual ROI | Psychological Contract Theory (e.g, ; ., 2002) | ||||||||
182 | IJCCM | Quan | Survey/HRA/CA | CCA | Atheoretical | ||||||||
183 | JMD | Qual | Semi-structured interviews/Thematic content analysis | Interpersonal contacts, Organizational Contacts | Social Capital Theory ( ) | ||||||||
184 | HR | . (2016) | Quan | Survey | Renumeration (relation between human capital and compensation building) | Human Capital Theory ( ) | |||||||
185 | JIBE | . (2016) | Quan | Survey | Selection, Training - Expatriate's success | Atheoretical | |||||||
186 | JGM | . (2016) | SLR | – | Social support by supervisor, Organizational support - Performance, Retention, CCA, Commitment | Stress Management Theories ( ; ., 1964; ; ; ., 2010; ), Social Capital Theory ( ), Social Networks Theory ( ), Social Learning Theory ( ), Exchange theories ( ; ), Psychological Contracts Theory ( ) and Leader-Member Exchange Theory ( ) | |||||||
187 | JGM | Qual | Biographical narrative interviews | Strong mental composure (provided by social support and problem-focused coping strategies) - Performance, CCA | Atheoretical | ||||||||
188 | HRMJ | Mix | Interviews - Survey | CCT - CCA | Atheoretical | ||||||||
189 | EMJ | Quan | Survey/ANCOVA MANCOVA/RA | Personality Characteristics (Less Neurotic, More Extraverted, Agreeable, Openness, Conscientiousness) - CCA | Atheoretical | ||||||||
190 | HRM | . (2017) | LR | – | Psychological contract (parent and host companies) - Performance, Intention Turnover | Social Exchange Theory ( ; ) | |||||||
191 | REEP | LR | – | Expatriate selection criteria, Training, Teaching techniques, Family and social Support, Organisation's Support, Compensation | Atheoretical | ||||||||
192 | IJSA | Quan | Survey/SEA/BC | CCA, Performance, Intention of early returns | Atheoretical | ||||||||
193 | IBR | Quan | Survey/MRA | Shortest time to get promoted to the top after IAs | Human Capital Theory ( ) and Elite Theory (e.g., ; ) | ||||||||
194 | BJM | . (2017) | Quan | Survey/CFA/SEM | Satisfaction, Intention to withdraw | Regulatory Focus Theory ( ) | |||||||
195 | Book 7 | LR | – | Relational skills and abilities - Communication | Atheoretical | ||||||||
196 | JGM | . (2018) | MA | – | Flexibility, Adaptability Mobility intentions | Atheoretical | |||||||
197 | PJMS | . (2018) | Quan | Survey | Intercultural Knowledge - CCA | Atheoretical | |||||||
198 | JIEB | . (2018) | Qual | Structured interviews/Content analysis | Social intelligence, EQ, CQ | Atheoretical | |||||||
199 | ODJ | . (2018) | LR | – | CCA, Performance, Withdrawal cognition | Conservation of Resources Theory ( ) | |||||||
200 | IJHRM | Qual | In-depth interviews/Focus group | Know-why, Know-how, Know-whom | Intelligent Career Theory ( ) | ||||||||
201 | SJM | . (2018) | Qual | In-depth interviews/Iterative hermeneutical approach | Performance, Career development, Life satisfaction | Atheoretical | |||||||
202 | HRMR | LR | – | HCN's Support – Expatriate's Success | Atheoretical | ||||||||
203 | MD | Quan | Survey/SEM | Previous IAs - CCA, Performance | Atheoretical | ||||||||
204 | AJBER | Quan | Survey | HCN's Support - CCA, Expatriate's Success | Atheoretical | ||||||||
205 | MEJM | Qual | Semi-structured in-depth interviews | CCA (enhanced by CCT) – Performance | Atheoretical | ||||||||
206 | JPA | . (2018) | Quan | Survey/SEM | Personal value, Environmental factors - Work engagement | Atheoretical | |||||||
207 | CCSM | LR | – | HCNs' Support - CCA, Performance, Knowledge Transfer | Intergroup Contact Theory ( ) | ||||||||
208 | JGM | SLR | – | International Relocation Mobility Readiness (IRMR) - CCA, Satisfaction, Willingness to complete IA | Atheoretical | ||||||||
209 | MRR | Quan | Cross sectional surveys/MLR | CCA, Performance | Atheoretical | ||||||||
210 | IJCCM | Qual | Digital diary method/Rochester Interaction Record method/Inductive content analysis | Social Support - CCA | Atheoretical | ||||||||
211 | CCSM | . (2019) | Mix | Semi-structured interviews/FG - Survey/RA | Self-reflection, Cross-cultural awareness | Atheoretical | |||||||
212 | JGM | Quan | Survey/MANCOVA/ANOVA | CCA, Satisfaction, Willingness to complete IA | Atheoretical | ||||||||
213 | ITJ | LR | – | Use of motivating language enhances expatriate's cross-cultural efficacy and intrinsic motivation - Expatriate's effectiveness | Motivating Language Theory ( ), Self Determination Theory ( ), and Self-Concordance Theory ( ) | ||||||||
214 | SABR | . (2019) | Qual | Unstructured Interviews/NVivo 9 | [Objective] Number of promotions, Salary increases etc,/[Subjective] Personal judgement like career satisfaction | Human Capital Theory ( ) and Boundryless Career Theory ( ) | |||||||
215 | CDI | Quan | Survey/CFA | Career adaptability construct - CCA | Career Construction Theory ( , ) | ||||||||
216 | RCIS | . (2019) | Quan | Survey/LISREL model | CCA, Work Stress - Job involvement | Atheoretical | |||||||
217 | TIBR | Mix | Podcast/In-depth interviews - Survey | Motivation, POS, CCT - CCA | Atheoretical | ||||||||
218 | IJHRM | LR | – | HCNs' and expatriates'’ interactions - CCA, Performance | Atheoretical | ||||||||
219 | HRMR | . (2019) | MA | – | Social support - CCA (proximal), Commitment (proximal), Performance (long term), Retention (long term) | Social Exchange Theory (e.g., ; ., 2017; ; ; ) and Anxiety/Uncertainty Management Theory ( ) | |||||||
220 | JGM | Qual | In-depth interviews/Asynchronous emailed interviews | Selection (Big Five personality traits of openness, conscientiousness, extraversion, agreeableness, and emotional stability), training (cultural diversity), Willingness for expatriation - Motivation | Social Capital Theory ( ) and Social Learning Theory ( ) | ||||||||
221 | SAJEMS | Quan | Survey | Preparation, Support and training of the spouse - CCA of the spouse, Satisfaction of the spouse | Atheoretical | ||||||||
222 | HRH | . (2020) | Qual | Case Study | Selection, Training | Atheoretical | |||||||
223 | JGM THEMR | Quan | Survey | EQ, CQ - CCA | Atheoretical | ||||||||
224 | IJEM | Quan | HMR | Education, Training, Experience - Performance, Rewards | Human Capital Theory ( ) | ||||||||
225 | TIBR | LR | – | Interpersonal relationships between expatriates and HCNs, families of expats relationships in the host country - CCA | Family Systems Theory ( ) | ||||||||
226 | JIM | . (2020) | Quan | Survey/MRA | CCA (influenced by Cultural novelty, Supervisor's support, Job decision latitude) - Career satisfaction | Job Demands-Resources Theory ( ., 2001) | |||||||
227 | JGM | SLR | – | Certain skills, Right motivation to work in a hostile environment - CCA | Atheoretical | ||||||||
228 | Book 8 | Quan | Survey/ANOVA | CCA, Work Attitudes | Conservation of Resources Theory ( ) | ||||||||
229 | JITC | Quan | Survey | CCT (enhances CQ) - CCA | Transformative Learning Theory ( – ; – - – ), Connectionism Theory ( ) | ||||||||
230 | Book 8 | . (2020) | LR | – | [Objective] Number of promotions, Salary Increases etc/[Subjective] Personal Judgement-like career satisfaction | Atheoretical | |||||||
231 | MRR | . (2020) | Quan | Survey | Confidence - CCA, Performance | Achievement Goal Theory ( ., 2017) and Expectancy-Value Theory ( ) | |||||||
232 | MOR | . (2020) | Quan | Survey | CCA, Performance, Commitment, Retention | Social Capital Theory of Career Success ( ; ., 2001) and Intelligence Theory ( ; ) | |||||||
233 | CP | . (2020) | Quan | Survey/CFA | CCA (affected by CQ) - Performance | Atheoretical | |||||||
234 | CCSM | Qual | In depth interviews/FG/NVIVO 10 | Humanistic leadership style - Better Communication within the leader and the team | Humanistic Leadership Theory (e.g. ., 2009; ., 2014; ; ., 2019) | ||||||||
235 | Book 8 | LR | – | [Objective] Number of promotions, Salary Increases etc/[Subjective] Personal Judgement-like career satisfaction | Atheoretical | ||||||||
236 | IJOA | . (2020) | Quan | Survey | Trust, Social capital, Knowledge sharing behaviour - Financial performance | Atheoretical | |||||||
237 | EBPJ | . (2020) | LR | – | Psychological comfort - CCA | Atheoretical | |||||||
238 | IJEM | . (2021) | Quan | Survey/PLS-SEM | Psychological contract - CCA, Commitment, Intrinsic career success | Signaling Theory and Motivation Theory ( ) | |||||||
239 | IJBSAM | . (2021) | Quan | Survey/ANOVA/PLS-SEM | POS, HCN's Support (Role Information/Social Support) - CCA | Conservation of Resources Theory ( ) | |||||||
240 | IJHRM | . (2021) | Quan | Survey/Bias-corrected bootstrapping | POS, FSOP, Organizational CQ, Gender - CCA, Commitment, Career Satisfaction, Community Embeddedness | Strategic Human Resource Management Theory ( ) | |||||||
241 | JGM THEMR | . (2021) | Qual | In-depth interviews | Organisational support (Financial support, Housing relocation assistance, Schooling support for children, Career counselling for partners), Pre-departure trainings - CCA | Gender Role Theory ( ) and Job Demands Resources (JD-R) model ( ) | |||||||
242 | ECKM | . (2021) | Qual | Case Study/Semi-structures interviews | Selection, Knowledge Management | Atheoretical | |||||||
243 | JWB | . (2021) | Quan | Survey/CFA/MLR | [Objective] Number of promotions, Salary Increases/[Subjective] Personal Judgement-like career satisfaction | Conservation of Resources Theory ( ) | |||||||
244 | IJHRM | . (2021) | Quan | Survey/PLS-SEM | Responsible leadership - CCA, Performance | Responsible Leadership ( ) and Social Identity Theory ( ; ) | |||||||
245 | JGM THEMR | Qual | Semi-structured interviews/NVivo 8 | Social Support from various domains (Community, Family and Work) – CCA- Success | Atheoretical | ||||||||
246 | EJTD | Qual | In-depth unstructured interviews/NVivo | Knowing the novel culture and business's norms in the subsidiary | Atheoretical | ||||||||
247 | JGM THEMR | Qual | Interviews and self-reports/Kodani 1.2 | Competencies, Knowledge, Skills, Abilities, Other characteristics - CCA, Completion of IA | Human Capital Theory ( , ) | ||||||||
248 | IJPE | . (2021) | Quan | Survey/DEA/SEM/DT | Selection (DT) | Cutural Dimensions Theory ( , ) | |||||||
249 | IJM | Mix | Cases/Interviews/Observation - Surveys/Harman's single-factor test/CFA/MRA | Psychological Contract of expats and MNCS | Psychological Contract Theory ( ) | ||||||||
Serial | Source | Authors (year) | Method | Definition of Expatriate's success (ES) | Levels | Key terms | Specific terms referring to success | Type of expats | Theory/ies employed |
---|---|---|---|---|---|---|---|---|---|
1 | NAEM | LR | ….“Therefore, the two most critical criteria of ”expatriate success” are adjustment and performance.” The author links the acculturation process to the adjustment of the expatriate and highlights the importance of studying the process from the Individual and organisational levels | Individual and organisational | Adjustment Performance | Expatriate success | OE | Social Exchange Theory ( ), Vernon's Life Cycle Theory ( ), Social Learning Theory ( ) and Adaptation-Level Theory ( ) | |
2 | NAEM | Quan | The author suggests the following: the three most common criteria for evaluating expatriate success have been: (1) completion of the foreign assignment, (2) cross-cultural adjustment and (3) performance on the foreign assignment | Individual and organisational | Completion of the IA Adjustment Performance | Success in the IA | OE | Theory of Expatriate Performance, including contextual, managerial, technical and expatriate-specific dimensions is proposed based on ( , 1993) | |
3 | LODJ | LR | ..“In expatriation, success can be defined as a successful cultural adjustment that leads to personal growth as much as it can be defined as high performance at work.” | Individual and organisational | Adjustment Performance | Expatriate success | OE | Atheoretical | |
4 | HRM | LR | “Success can be defined in many ways. Here we consider success to the organisation in terms of the expatriate achieving specific objectives. These objectives would often include some financial goals but might also be in the form of market share gain, introducing a new product or service, cycle time improvements, or quality objectives. Accomplishing the stated business objectives will require interaction with people in the host country, so it is unlikely to happen unless the manager assimilates. To avoid unnecessary expense, it is also crucial that the Individual complete the entire term of the assignment, which is more likely if both the employee and his/her family view the experience positively and have expectations for career benefit following the assignment. Although the assimilation, the endurance, the psychological factors and the career expectations can be considered success outcomes in their own right ( ), we regard all of these as contributing factors to whether the expatriate achieves assigned business objectives.” | Organisational | Completion of the IA Achieving organisational goals | Success in the IA | OE | Atheoretical | |
5 | JM | Quan | “Consistent with this converging view of expatriate success, we define success in terms of expatriate adjustment, commitment to the organisation, job performance and intentions to complete the assignment.” | Individual and organisational | Adjustment Commitment to the organisation Performance Intention to complete IA | Expatriate success | OE | Atheoretical | |
6 | JTMD | LR | In this study, expatriate women's success is defined with two variables, job withdrawal and work performance, which are affected by family issues and HR policies | Organisational | Job withdrawal intentions Performance | Expatriate success | OE | Spillover Theory ( ) | |
7 | CDI | . (2005) | Mix | … “Consequently, at the Individual level, the research reported here considers four success indicators: (1) cross-cultural adjustment, (2) performance evaluation, (3) complete a full term of the assignment and (4) life satisfaction.” | Individual and organisational | Adjustment Performance Completion of the IA Life satisfaction | Success in the IA | OE | Atheoretical |
8 | SMR | LR | … “How effective is the expatriate during his/her stay? How long does the expatriate stay with the company after repatriation? What knowledge has the expatriate gained and how is the company institutionalising and using that knowledge?” | Individual and organisational | Expatriate's effectiveness during the IA Expatriate's tenure after repatriation Expatriate's Knowledge gain Organisation's use of expatriate's gained knowledge | Expatriate success | Not Specified | Atheoretical | |
9 | Book 6 | . (2008) | LR | “Expatriates who remain in their assignments until the end of the term (attendance), meet the performance standards and adjust to the new culture (satisfaction, well-being) are considered as the most successful ones” | Individual and organisational | Completion of IA Meeting performance standards Adjustment | Expatriate success | Not Specified | Atheoretical |
10 | GBOE | Qual | The author proposes a definition and a method of ROI calculation using expatriates. In fact, in this article, “expatriate ROI” is defined as “a calculation in which the financial and non-financial benefits to the firm are compared with the financial and non-financial costs of the international assignment, as appropriate to the assignment's purpose.” | Organisational | Expatriate's ROI: financial and non-financial benefits to the firm vs the financial and non-financial costs incurred by the organisation | Expatriate success | OE | Atheoretical | |
11 | HRM | LR | “Individual success during expatriation and repatriation encompasses what we call career success, job success and development success. We also propose to measure IA success at the organisational level during expatriation and repatriation by performance.” | Individual and organisational | Career success Job success Development success Performance Retention of employees | Expatriate success in the IA | OE | Theory of Fit (e.g. ), Human Capital Theory ( ) and Signal Theory ( | |
12 | IJHRM | Quan | Objective career success was defined by extrinsic, visible outcomes such as earnings or promotions, whereas subjective career success was defined by intrinsic outcomes such as career and job satisfaction | Individual | Objective outcomes (earnings and promotions) Subjective outcomes (career and job satisfaction) | Career success | OE/SIE | Atheoretical | |
13 | IJHRM | Quan | “…. three outcomes that are critical measures of expatriate success: adjustment, turnover intentions and expatriate performance.” | Individual and organisational | Adjustment Turnover intentions Performance | Expatriate success | OE | Atheoretical | |
14 | IJHRM | Quan | This paper focuses on the career success of expatriates and defines it as the shortest time to get promoted to the top | Individual | Shortest time to get promoted to the top | Career success | OE | Human Capital Theory ( ; ., 2005) | |
15 | AOM 2011 | Quan | The authors explored two success criteria from an Individual perspective: career satisfaction and job satisfaction. Moreover, from the organisational perspective, they evaluated the expatriate's intention to leave the organisation as a measure of IA success (failure) | Individual and organisational | Career satisfaction Job satisfaction Intention to leave the organisation | Success in the IA | OE | Person-Environment Fit Theory (e.g. ) and the Boundaryless Career Perspective (e.g. ) | |
16 | TIBR | . (2011) | Quan | “It is therefore important to include both cross-cultural adjustment and performance in studies concentrating on the determinants of the success of international assignments.” | Individual and organisational | Adjustment Performance | Success in the IA | Not Specified | Atheoretical |
17 | Book 11 | . (2012) | LR | ..“ If an expatriate assignment is truly successful, the expatriate should gain knowledge and experience, the HCN should gain knowledge and career capital and the organisation should benefit both because of the successful transfer of information that motivated the assignment in the first place, but also from the career capital gained by all of its employees” | Individual, interpersonal and organisational | Expatriate's knowledge and experience gain HCN's knowledge and career capital gain Organisation's successful transfer of information | Expatriate success Expatriate failure | Not Specified | Social Identity Theory ( ; ) and Justice Theories (e.g. ; ; ; ) |
18 | APBR | Quan | ..”The evaluation of an IA (whether successful or failure) can be approached from two perspectives or two different levels. At the Individual level, the main concern is the expatriate. Expatriate retention, Individual performance or cross-cultural adjustment are some factors related on an Individual level (e.g. , ; ., 2002). On the other hand, organisational perspectives are concerned with the effectiveness of the international human resources strategies practised in the organisation. Recruitment, selection and compensation are some examples of these strategies and return investments.” | Individual and organisational | Job Performance Desire to leave the assignment early Satisfaction | Success in the IA | OE | Atheoretical | |
19 | SAJHRM | . (2014) | Qual | “…. this study will primarily deal with four basic variants: work adjustment, time to proficiency, job performance and job satisfaction.” | Individual and organisational | Adjustment Time to proficiency Performance Job satisfaction | Expatriate success | SIE | Career Capital Theory ( ., 1995; ) |
20 | JGM | . (2015) | Qual | This article defines an expatriate's success from the Individual perspective. Based on the female (India) expatriates interviewed for their career success, they consider having work-family balance, self-satisfaction and contribution to the family and home country society as the outcome of a successful career | Individual and interpersonal | Work - family balance Self-satisfaction Contribution to the family and home country | Career success | SIE | Atheoretical |
21 | IJHRDM | . (2015) | LR | A successful expatriation is one where the individual performs effectively in a foreign country and remains for the planned duration and part of successful expatriation includes retaining the repatriate when they return to the home organisation | Organisational | Performance Completion of the IA Repatriation | Success in the IA | Not Specified | Atheoretical |
22 | HRM | (2017) | LR | … “We base our choice of constructs on , who urge the use of the well-established HRM concepts of performance and turnover in evaluating expatriate success or failure.” | Organisational | Performance Turnover intention | Expatriate success Expatriate failure | OE | Social Exchange Theory ( ; ) |
23 | BJM | . (2017) | Quan | ..“Hence, the current study used withdrawal cognition and job satisfaction as expatriation success.” | Individual and organisational | Job satisfaction Intention to withdraw | Success in the IA | Not Specified | Regulatory Focus Theory ( ) |
24 | IBR | Quan | … "By using time to the top, we apply a recommended measure of career success as previously used in upper echelons research ( ; ., 1990)." | Individual | The shortest time to get promoted to the top after being on IAs | Career success | OE | Human Capital Theory ( ) and Elite Theory (e.g. ; ) | |
25 | ODJ | . (2018) | LR | ..“Expatriate success is often evaluated in terms of expatriate adjustment, job performance and withdrawal cognitions.” | Individual and organisational | Adjustment Performance Withdrawal cognitions | Expatriate success | Not Specified | Conservation of Resources Theory ( ) |
26 | HRMR | . (2019) | MA | ..“We included four success criteria in order to balance between psychological processes and organisational outcomes: expatriates' adjustment, commitment, performance and retention. We consider adjustment and commitment to be proximal outcomes as they constitute direct psychological responses to received social support. Performance and retention can be regarded as longer-term behavioral responses to social support and can thus be considered more distal criteria of success.” | Individual and organisational | Adjustment Commitment to the organisation Performance Retention | Expatriate success | OE/SIE | Social Exchange Theory (e.g. ; ., 2017; ; ; ) and Anxiety/Uncertainty Management Theory ( ) |
27 | SABR | . (2019) | Qual | ..”The grouping of career success has been on two continuums. Firstly, career success is a subjective experience associated with psychological success and emphasises career satisfaction ( ., 2012; ) and job satisfaction ( ). Secondly, career success can also be framed as an objective reality, emphasising more on measurable outcomes such as job security, promotions and salary ( ; ; ).” | Individual | Objective measures: Job security, Promotion and Salary Subjective measures: Career and job satisfaction | Career success | SIE | Human Capital Theory ( ) and Boundaryless Career Theory ( ) |
28 | Book 8 | LR | ..”Career success is defined as the accomplishment of desirable work-related outcomes at any point in a person's career ( ., 2005). Career success consists of two dimensions ( , 2005): Objective career success includes externally comparable or more tangible indicators of a person's career development, such as salary and promotions ( ., 2005); subjective career success refers to a person's internal reflection and evaluation and is often operationalised as career satisfaction ( ., 2005)” | Individual | Objective measures: Salary Promotions Subjective measures: Career satisfaction | Career success | SIE | Atheoretical | |
29 | Book 8 | . (2020) | LR | .."Empirical studies of expatriates define career success as the accomplishment of desirable, positive psychological or work-related outcomes as a result of international experiences accumulated over time ( ; ., 2005; ., 2018). In the careers' literature, objective career success is defined as factors directly observable by others and measurable in a standardised way, such as salary or promotions ( ., 2005; ). Subjective career success is defined as the focal actor's evaluation and experience of achieving career outcomes meaningful to them personally ( , 2005; , 2001; ., 2016), typically measured as career satisfaction ( ., 1990; ., 2013) or perceived career success ( ; ) and, more recently, as a multidimensional evaluation of career facets, such as growth and development, personal life and authenticity ( ., 2016).” | Individual | Objective measures: Promotions Salaries Subjective measures: Career satisfaction Growth Development Personal Life Authenticity | Career success | SIE | Atheoretical |
30 | JWB | . (2021) | Quan | ..“ Career satisfaction as a measure of career success.” | Individual | Subjective measures: Career satisfaction | Career success | OE | Conservation of Resources Theory ( ) |
31 | JGM THEMR | Qual | ..'”Hence, we offer a definition of expatriate effectiveness and success that is more broad than these four criteria and the definitions of . (2010), , drawing upon the contributions of aforementioned authors, namely the ability to work effectively and live contentedly abroad.” | Individual and organisational | Ability to work effectively and live contentedly | Expatriate success | Not Specified | Human Capital Theory ( , ) |
List of acronyms
Journals | |
---|---|
AME | |
AJBER | |
AJBM | |
APBR | |
APJHR | |
AJCEB | |
BAR | |
BJM | |
CDI | |
CTRJ | |
CER | |
CRIBJ | |
CCSM | |
CCMIJ | |
CP | |
ER | |
EBPJ | |
EJIM | |
EJP | |
EJTD | |
EMJ | |
GBOE | |
HR | |
HRDR | |
HMH | |
HRM | |
HRMJ | |
HRMR | |
IM | |
IMDS | |
IBR | |
IEJ | |
IJBSAM | |
IJCM | |
IJCHM | |
IJCCM | |
IJEM | |
IJFIP | |
IJHM | |
IJHRDM | |
IJHRM | |
IJIR | |
IJLE | |
IJMR | |
IJM | |
IJOA | |
IJPE | |
IJRDM | |
IJSA | |
IJTD | |
IJVBM | |
ITJ | |
JCPS | |
JCHRM | |
JCP | |
JCCP | |
JEIT | |
JGM | |
JGM THEMR | |
JIBE | |
JIBS | |
JIEB | |
JIM | |
JITC | |
JM | |
JMD | |
JMP | |
JOB | |
JPA | |
JSOD | |
JTI | |
JTMD | |
JWB | |
KSSJ | |
LODJ | |
LQ | |
MOR | |
MD | |
MRR | |
MEJM | |
NAEM | |
ODJ | |
PP | |
PR | |
PJMS | |
PJMES | |
RCIS | |
REEP | |
SJM | |
SMR | |
SLMR | |
SBS | |
SBP | |
SAJEMS | |
SAJHRM | |
SABR | |
IJHRM | |
JCAF | |
TQR | |
TIBR | |
DJ | |
WMR | |
WASJ | |
JSP | |
Proceedings | |
Academy of Management 2011 Annual Meeting - West Meets East: Enlightening. Balancing. Transcending | AOM 2011 |
European Conference on Knowledge Management (pp. 931-XIX). Academic Conferences International Limited | ECKM |
Proceedings of the 9th International Conference on System of Systems Engineering Australia, 2014 | SOSE |
Proceedings of the 26th Annual Conference Association of Researchers in Construction Management | ARCOM 2010 |
Proceedings of RICS Construction and Property Conference | COBRA 2011 |
The First International Symposium on Business Cooperation and Development in South-East and South Asia under B&R Initiative | ISBCD-16 |
3rd International Seminar and Conference on Learning Organization (ISCLO, 2015) | ISCLO 2015 |
Books | |
International Human Resources Management Challenges and Changes | Book 1 |
The Routledge Companion to International Business Coaching | Book 2 |
Challenges of Human Resource Management in Japan | Book 3 |
Work and Family Interface in the International Career Context | Book 4 |
New Approaches to Employee Management, Vol. 4. Expatriate Management: Theory and Research | Book 5 |
The Blackwell Handbook of Personnel Selection | Book 6 |
Expatriate Management: Transatlantic Dialogues | Book 7 |
Self-Initiated Expatriates in Context: Recognising Space, Time and Institutions | Book 8 |
Expert Systems with Applications | Book 9 |
Handbook of Research on Global Hospitality and Tourism Management | Book 10 |
The Oxford Handbook of Organizational Socialization | Book 11 |
Managing Performance Abroad: A New Model for Understanding Expatriate Adjustment. Routledge Studies in Human Resource Development | Book 12 |
Terms | |
Structural Equation Modelling | SEM |
Bivariate Correlation | BC |
Confirmatory Factor Analysis | CFA |
Correlation Matrix | CM |
Correlational Analysis | CA |
Cross-Cultural Adjustment | CAA |
Cultural Intelligence | CQ |
Data Envelopment Analysis | DEA |
Decision Tree | DT |
Emotional Intelligence | EQ |
Factor Analysis | FA |
Family Supportive Work Perception | FSOP |
Focus Groups | FG |
Harman Single Factor | HSF |
Hierarchical Multiple Regressions | HMR |
Hierarchical Regression Analysis | HRA |
International Assignment | IA |
Linear Structural Relation Model | LISREL Model |
Multidimensional Personality Questionnaire | MPQ |
Multiple Linear Regression | MLR |
Multiple Regression Analysis | MRA |
Multivariate Analyses Of Covariance | MANCOVA |
Organisational expatriate | OE |
Once-Way Analyses Of Variance | ANOVA |
Ordinary Least Squares | OLS |
Parallel Analysis | PA |
Partial Least Squares Structural Equation Modelling | PLS-SEM |
Perceived Organisational Support | POS |
Regression Analysis | RA |
Self-initiated expatriate | SIE |
Structural Equation Analysis | SEA |
The Revised Neo Personality Inventory | NEO-PI-R |
The Hogan Personality Inventory | HPI |
Women As Managers Scale | WAMS |
Source(s): Authors ‘own (2023)
Conflict of interest declaration: The authors declare that no direct or indirect conflict of interest influences our work and its objectivity.
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The authors would like to extend gratitude to the editor in chief, associate editor as well as to one of the anonymous reviewers for their helpful comments, feedback and support. The authors greatly appreciate all their guidance.
About the authors.
Nour R. El Amine is a PhD candidate in Management at the University of Rovira i Virgili in Tarragona (Spain). Her research mainly focuses on expatriates (organisational, self-initiated, military and peacekeeping), how they identify themselves and how that subsequently clarifies how they define success. Nour has presented her work at various conferences such as the British Academy of Management (BAM), European Academy of Management (EURAM), ACEDE - Spanish Academy of Management and others.
Rosalía Cascón-Pereira (PhD) is Associate Professor in HRM and OB at University Rovira i Virgili, in Tarragona (Spain). As a professional hybrid (economist and health psychologist), her research focuses on social identity in its multiple manifestations: professional, cultural, chronically ill, religious, ethical consumer and expatriates' identities. Other research interests are in workplace meetings, emotions, meanings and healthcare management research. Her articles have been published in journals such as Organisation Studies, Scandinavian Journal of Psychology, British Journal of Management, Journal of Consumer Culture, Journal of Pain, Business Research Quarterly, Social Science and Medicine, Thinking Skills and Creativity, Journal of Geography in Higher Education, etc. She develops her professional career also as an HR consultant.
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Defining the r&d expatriate assignment strategies of globalized high technology enterprises by hybrid mcdm models.
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