Combining lifelines to thrive: a stage-based need fulfilment network of international assignees

Abstract

PurposeThe paper tries to understand the needs of the international assignees across the different stages of expatriation and how different developers in the professional and non-professional sphere render support and advice through these stages.Design/methodology/approachIn this paper, the authors have interviewed 20 expatriates of various nationalities and tried to understand the various needs of the expatriates across the three initial stages of an assignment.FindingsThe paper finds that four important mentors in an expatriation assignment play multiple need-based mentoring functions at various assignment stages: host country nationals (HCNs), parent country nationals, fellow expatriates and family.Research limitations/implicationsThis paper contributes to the literature on the need-based support rendered to expatriates during an international assignment. The paper, however, does not incorporate the perceptions of other vital stakeholders in the network and their intentions to contribute to the developmental network.Practical implicationsThis paper lays down important practical implications for expatriates and the human resource management (HRM) professionals. This paper urges the practitioners to take a nuanced approach for developing expatriates than a generalized mentoring programme.Originality/valueThis study highlights the changing needs of the international assignees across the stages of an international assignment and demonstrates the important intra-organizational and extra-organizational developers such as family members in the fulfilment of these needs.

Breaking out of the expatriate bubble in Denmark: insights from the challenge of making connections with local Danes

“…Most of the outcomes are found at the individual level, such as adjustment (e.g. Johnson et al ., 2003; Podsiadlowski et al ., 2013; Ray and Maheshwari, 2021) and performance (e.g. Bruning et al ., 2012; Liu and Shaffer, 2005), but also important individual-level outcomes such as host culture learning (Shim and Paprock, 2002), expatriate socialization (Feldman and Bolino, 1999), organizational knowledge, promotability and perceptions of teamwork (Carraher et al ., 2008), knowledge acquisition and sharing (Hsu et al ., 2021) and intercultural competence development (Van Bakel et al.…”

Broadening international mentoring: contexts and dynamics of expatriate and HCN intercultural mentoring

“…As early research on expatriate mentoring has progressed, it has become clear that successful individuals typically have more than one mentor within each expatriation phase and that not all mentors belonged to the professional context or same home country cultural background (Ray and Maheshwari, 2021; Zhuang et al. , 2013).…”

“…, 2009). Effective multiple mentoring of PCNs can involve both home country and host country mentors (including HCNs) and can support the expatriate in various ways according to different needs experienced during different phases and stages of pre-departure preparation, sojourn and repatriation (Ray and Maheshwari, 2021; Sokro and Moeti-Lysson, 2018; Shen et al. , 2018; Zhuang et al.…”

“…While home country mentors can provide helpful contact and support from back-home organization (Linehan and Scullion, 2008; Kraimer and Wayne, 2004) as well as psychosocial support promoting international adjustment (Zhuang et al. , 2013), an increasingly recognized option for MNCs in addressing PCN on-site mentoring needs is to encourage and facilitate mentoring by HCNs within the local workforce (Ray and Maheshwari, 2021). Their close involvement can help PCNs to “hit the ground running” and to avoid early damaging pitfalls.…”

“…, 2006, p. 135). The likely positive influence of expatriate mentoring for optimizing the success of the international assignment makes it important for MNCs to consider implementing a comprehensive (including multiple mentors covering different stages of the expatriate experience) and culturally responsive mentoring program that features the right mix of home and HCN mentors (Ray and Maheshwari, 2021; Hartmann et al. , 2010).…”