Expatriate academics in Malaysia: motivation, adjustment, and retention

Abstract

Purpose Existing studies on expatriate academics (EAs) are primarily set in advanced-country settings, thus overlooking the EA experience in developing and emerging markets. With this in mind, the purpose of this paper is to investigate the motivating factors behind EAs taking up jobs in Malaysia, and their adjustment and retention experiences in their host country. Design/methodology/approach The authors conducted semi-structured interviews with 17 EAs working in four public universities in Malaysia. Findings Among the chief motivating factors for expatriation were familiarity with the country, the perceived desirable cultural/religious environment, and favourable research environment. Adjustment-wise, there was something of a mixed experience, with most adjusting well socially, but many citing disappointment with work. Such sentiment has contributed to reducing retention plans among several of the respondents. Originality/value The study explores the EA experience in the context of an emerging market. At present much of the literature focuses on EAs working in advanced economies. This paper indicates that the motivation, adjustment, and retention cognition of EAs in emerging markets may not be entirely consistent with what previous studies have suggested.

Academic and teacher expatriates: Mobilities, positionalities, and subjectivities

“…Moreover, there are significant focal differences in the ways academic and teacher expatriates have been discussed in the literature. First, teacher expatriates are commonly treated as Anglo‐Westerners teaching in countries where English may not be the main medium of instruction (Tarc & Mishra Tarc, ; Tarc, Mishra Tarc, & Wu, ), while the coverage on academic expatriates are not exclusive to Anglo‐Westerners (Danisman, ; Isakovic & Whitman, ; Ortiga et al, ; Richardson & Wong, ). Second, in terms of motivations for expatriation, teacher expatriates are often portrayed as being primarily motivated by lifestyle reasons (e.g., seeking adventure and travel opportunities; Bailey, ), while academic expatriates' motivations are more often discussed in the context of neoliberal academia and the mobility imperative or the pursuit of career development (e.g., a stint in offshore campuses; Froese, ; Manzi et al, ).…”

No place like home? Self‐initiated expatriates in their ancestral homeland

“…Broadening our review beyond these four categories, then, and turning to a theme of potential relevance to this study, it is interesting to note that the tendency for motivation depends, at least to some degree, on the interaction between a particular host country and the national/cultural background of expatriates. Studies by Baruch and Forstenlechner (2017) and Richardson and Wong (2018), for instance, suggest that the decision of some Muslim expatriates to work in Muslim-majority countries comes down in part to a desire to preserve their religious practices while still progressing in their careers.…”

The Role of Strategic Talent Management (STM) to Enhance Jobs Performances in Oil & Gas Companies in the UAE: A Conceptual Framework

“…Ahammad et al, (Ahammad et al 2012) and F. Adzei & R. Atinga (Adzei and Atinga 2012) found out, a financial benefit is a motivational factor that drives the employees to retain in their companies.A study by A. Osibanjo et al, (Osibanjo et al 2014) founds financial benefits such as compensation packages given by employer provide motivation to employees and contribute to job retention in the company.C. Rirchardson and H. Wong (Richardson and Wong 2018) found, poor motivation which is disappointment with work has contributed to reducing retention plans among workers.Henceforward, the study argues that job motivation are related to job retention that formulates below hypothesis:…”