Status and success

Abstract

Purpose The purpose of this paper is to examine how low status expatriates (lower position, younger, female) are positioned differently compared to high status expatriates (higher position, older, male) in terms of experiencing various types of success. Design/methodology/approach Based on 424 responses from business expatriates working within multinational corporations operating in Asia, the study tests whether low status expatriates experience higher personal success while high status expatriates see more organization-related success. Findings The results demonstrate that expatriates with different status-related characteristics might experience success during an international assignment differently. Additionally, our results reveal the relevance of avoiding treating success as a single variable and of investigating the actual experiences acquired while working abroad to better appreciate how expatriates experience success differently. Originality/value The extant literature offers a limited understanding of expatriate success as the phenomenon has often been conceptualized in relatively simple terms, i.e., the completion of the international assignment contract. Our study offers an alternative view. Measuring success using a single outcome variable does not fully capture the experience. Success can be perceived in different ways, and different types of success are associated with different types of characteristics.

The three-phase expatriate cycle of developing global human resources in the banking industry in Taiwan

“…This is considered an expatriate failure to the company, but for the individual this is seen as a positive growth opportunity. Therefore, it is crucial to integrate the individual and the company’s perspectives to define expatriate success (Guttormsen and Francesco, 2019). As shown in Table 1, the success criteria for expatriation focus on the benefits to the individual and the organisation on a specific time frame (Yan et al , 2002).…”