Expatriate adjustment over time among foreign service employees: the role of cross-cultural experience

Abstract

PurposeDrawing on social learning theory (SLT), this study aims to investigate how previous cross-cultural work experience influences individual adjustment in a foreign environment over time. For this purpose, the authors study foreign service employees who are characterized by permanent high mobility and frequent rotations.Design/methodology/approachTwo cross-sectional surveys conducted in 2011 (analytical sample N = 1,097) and 2019 (analytical sample N = 1,431) amongst German Foreign Service (GFS) employees are used to analyse employees' adjustment, measured by self-perceived quality of life (QOL) and its development over time based on four time points. Locational adjustment trajectories serve as robustness checks.FindingsYounger and therefore less experienced employees fit J-shaped patterns of adjustment, while more experienced employees show rather flat adjustment curves. Accordingly, work experience matters and “one curve fits all” approaches do not suffice to explain adjustment over time. Moreover, neither more nor less experienced employees experienced U-trajectories as proposed by previous literature on business expatriates.Research limitations/implicationsThe study findings are based on cross-sectional surveys, but longitudinal designs should be preferred in future research.Practical implicationsSending institutions may develop special support systems for inexperienced expatriates prior to departure to weaken the negative impacts of culture shock.Originality/valueExisting literature only sparsely analysed adjustment and QOL for foreign service employees/diplomats so far. To the authors’ knowledge, no study analysed trajectories of adjustment over time for this population. This study profits from the analysis across two surveys. Both samples benefit from a high diversity, among others, regarding gender, age, education and host countries.

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

“…In the present study, we assess socio-cultural adjustment in terms of locational adjustment which measures the degree of comfort with non-work factors an individual experiences while living in the new location (Fliege and Wiernik, 2018; Grill et al. , 2021).…”

“…In the present study, we assess socio-cultural adjustment in terms of locational adjustment which measures the degree of comfort with non-work factors an individual experiences while living in the new location (Fliege and Wiernik, 2018;Grill et al, 2021). Locational adjustment is related to the concept of general adjustment introduced by Black and colleagues (Black and Stephens, 1989;Black et al, 1991), but in line with earlier research, we prefer the concept of locational adjustment as it specifically refers to the expatriate partners' general ability to function in a new environment and to "fit in" (Fliege and Wiernik, 2018;Schlunze, 2002).…”

“…Whereas most business expatriates are assigned temporarily to a foreign post, however, diplomats are considered as “permanent expatriates” who typically relocate every three to five years (Fliege et al. , 2016; Grill et al. , 2021; Zhang et al.…”

“…Partners of foreign service diplomats are confronted with very similar problems concerning labour market entry in the foreign environment as the spouses of business expatriates (Davoine et al, 2013;Groeneveld, 2008;Gudmundsdottir et al, 2019;Wilkinson and Singh, 2010). Whereas most business expatriates are assigned temporarily to a foreign post, however, diplomats are considered as "permanent expatriates" who typically relocate every three to five years (Fliege et al, 2016;Grill et al, 2021;Zhang et al, 2021). These frequent relocations in particular make it difficult for diplomat spouses to obtain and establish a career abroad.…”