Of discovery and dread: The importance of work challenges for international business travelers' thriving and global role turnover intentions

Abstract

As frequent travel across international borders has become common for an everincreasing number of workers, it is essential to understand what helps these international business travelers (IBTs) thrive and embrace their global work responsibilities.This study's purpose is to examine the role of developmental opportunities (i.e., work role challenges) in helping IBTs see frequent travel as a predominantly beneficial experience. By integrating two theories of motivation-conservation of resources theory and the challenge-hindrance demands framework-I build a moderated mediation model of IBTs' intent to cease their global work responsibilities (i.e., global role turnover intentions). Using latent moderated structural equation modeling, I test the model on a sample of 204 IBTs collected at two time points. Results show that, through the psychological state of thriving at work, travel frequency has a negative indirect association with IBTs' global role turnover intentions when IBTs' work roles are challenging and a positive association when their work lacks challenge. This is primarily the case regarding the challenge of being responsible for others at work. The novelty of IBTs' work tasks is also a salient challenge but to a lesser extent. This study contributes to literatures on global work, work role design, and thriving. K E Y W O R D S conservation of resources (COR) theory, global role turnover intentions, international business travel, thriving, work role challenges

An integrative multilevel review of thriving at work: Assessing progress and promise

“…Thriving appears to be impeded by high job demands such as role overload (Gkorezis, 2016) and ambiguity (Jiang, Jiang, & Nielsen, 2019). Global workers experience additional demands such as extensive travel (Dimitrova, 2020) and intrapersonal identity conflict (Gibson et al, 2021) when exposed to diverse cultures and working environments. Interestingly, certain demands may foster thriving at work if perceived as opportunities for development and growth.…”

“…In a daily diary study, Prem et al (2017) demonstrated that on days where time pressures and learning demands are appraised as challenges, rather than hindrances, individuals are more likely to thrive through increased learning. In the same vein, job demands that entail significant relational responsibilities (e.g., mentoring and managing colleagues) promoted thriving as they present new challenges that stretch one's capabilities and growth (Dimitrova, 2020). Additionally, the negative effects of job demands may be buffered by possessing socioemotional resources such as greater emotional stability (Ren et al, 2015) and political astuteness (Cullen et al, 2018).…”

Flexible global working arrangements: An integrative review and future research agenda

“…In addition, role theory was introduced by Shaffer et al (2016) to better understand role adjustment of individuals in their new family and work contexts, and Atkinson and Pareit (2019) examine the psychological contract of flexible global workers. Focusing on potential positive outcomes at an individual level, Dimitrova (2020) integrates principles from the challenge and hindrance demands (CH) framework with COR theory, while Andresen and Bergdolt (2019) discuss constructivist theory; both referring to the importance of developmental challenges as part of the FGWA.…”

“…Recent studies by Andresen and Bergdolt (2019) and Dimitrova (2020) reinforce the importance of considering how international business trips are organised. Integrating principles from the CH framework with COR theory, Dimitrova (2020) proposes that perhaps the trip purpose is somewhat less important in a development process. Instead, the work role and challenging experiences make the international business trip valuable.…”

“…However, it can be argued that human capital on its own is insufficient and that other forms of intellectual capital such as social, political, cultural, and career capital are required ( Harvey & Novicevic, 2004 ; Ng, Tan, & Ang, 2011 ). While recent studies have explored learning and competence development as part of FGWAs ( Andresen & Bergdolt, 2019 ; Dimitrova, 2020 ), research on global careers remains scarce. Having been applied in the research streams of traditional expatriation ( Dickmann & Doherty, 2008 ) and self-initiated expatriation ( Al Ariss & Crowley-Henry, 2013 ), career capital has the potential to provide further insights into the significance or otherwise of FGWAs on individuals' careers ( Demel & Mayrhofer, 2010 ).…”