A “dramaturgical” analysis of spouse role enactment in expatriation

Abstract

PurposeThe purpose of this paper is to examine the social role played by expatriate spouses during international assignments, using a dramaturgical approach.Design/methodology/approachRole expectations were investigated on the basis of an exemplary case: the spouses of diplomatic and consular employees of the Swiss Ministry of Foreign Affairs. Qualitative data were collected in interviews with 40 male and female spouses and analyzed with a “goffmanian” dramaturgical role analysis approach.FindingsThe dramaturgical analysis of the accompanying persons’ discourse highlights the different dimensions of the expatriate spouse role and how expatriate spouses construct and personalize their role. Furthermore, this analysis brings new insights into the way male spouses may support female expatriates and reveals gender differences in the enactment of the expatriate spouse role.Research limitations/implicationsThis study has been carried out in the diplomatic sector, which might be more structured for the spouses in terms of role expectations than in multinational companies. Further research should be carried out to better understand these expectations in the context of multinational companies.Originality/valueThe dramaturgical approach is a useful conceptual framework to explore the role enactment of the expatriate spouse, especially by considering the spouse role with a new distribution of gender roles. In this context, the role repertoire approach represents a promising field of investigation for research on expatriation and international mobility.

How does diplomat partners’ employment situation affect their adjustment abroad? Evidence from the German Foreign Service

“…, 2016). International relocation of German diplomats is regulated by a rotational system, and this also applies to Foreign Service employees of other Western countries (Groeneveld, 2008; Wilkinson and Singh, 2010; Davoine et al. , 2013; Gudmundsdottir et al.…”

“…In this respect, we conduct one of the few studies in expatriate literature that quantitatively analyze how accompanying partners' employment situation is related to their self-assessed socio-cultural and psychological adjustment (Cole, 2011; Shaffer and Harrison, 2001). Moreover, we contribute to the scarce literature on the adjustment of accompanying partners of frequently relocating diplomats (Davoine et al. , 2013; Gudmundsdottir et al.…”

“…Particularly among previously employed spouses, being unemployed in the host country is associated with dissatisfaction and severe identity disruptions (Cole, 2011; Collins and Bertone, 2017). As Foreign Service diplomats typically stay no longer than three to five years in each location (Davoine et al. , 2013; Fliege et al.…”

“…Particularly among previously employed spouses, being unemployed in the host country is associated with dissatisfaction and severe identity disruptions (Cole, 2011;Collins and Bertone, 2017). As Foreign Service diplomats typically stay no longer than three to five years in each location (Davoine et al, 2013;Fliege et al, 2016;Wilkinson and Singh, 2010), diplomat spouses find it particularly difficult to find employment abroad (Groeneveld, 2008;Gudmundsdottir et al, 2019). Moreover, diplomatic services have traditionally operated within a hierarchical framework of conventional gender roles that emphasized the domestic and social qualities of diplomatic wives and made it particularly difficult for female partners to pursue a career (K€ ans€ al€ a et al, 2015;Wood, 2005).…”

Managing Expatriates

“…We investigate the interaction between gender and family status on expatriate wellbeing using a sample of employees in the German Foreign Service (GFS) on international assignments (in short, diplomats). Although frequent international mobility is a fundamental part of diplomats' profession, they have rarely been the subject of expatriate research (Davoine et al 2013;Groeneveld 2008). In contrast to business expatriates, GFS employees are part of a rotation system wherein they are assigned to a new host country every three to five years (see .…”