The cross-cultural adjustment process of expatriate families in a multinational organization: a family system theory perspective

Rosenbusch, Katherine; Cseh, Maria

doi:10.1080/13678868.2011.646895

Cited by 60 publications

(77 citation statements)

References 20 publications

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“…In particular, we extend previous studies in this area (e.g. Haslberger & Brewster, 2008;Lazarova et al, 2010;Rosenbusch & Cseh, 2012) by showing that accompanying families and children do not affect the performance of expatriates per se, but that these factors are relevant only in the case of perceived safety-related intra-family tension. While previous research on foreign expatriates mostly analyzes the impact of demographic factors, such as age, gender, marital status and children (e.g.…”

Section: Contributions Limitations and Implicationssupporting

confidence: 80%

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Expatriate performance in terrorism-endangered countries: The role of family and organizational support

Bader

Berg

Holtbrügge

2015

International Business Review

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Section: Contributions Limitations and Implicationssupporting

confidence: 80%

“…Expatriation can be a potential external cause for an imbalance (Rosenbusch & Cseh, 2012). When assigning an individual to work in another country, the relocation to a new environment can be very challenging.…”

Section: Conceptual Framework and Hypothesesmentioning

confidence: 99%

Expatriate performance in terrorism-endangered countries: The role of family and organizational support

Bader

Berg

Holtbrügge

2015

International Business Review

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“…There is a growing acknowledgement in the research literature that international work can be a challenging and stressful experience and that psychological support in the host country may alleviate distress for expatriates and facilitate their initial transition (Lazarova, McNulty & Semeniuk, 2015; Rosenbusch & Cseh, 2012). However, there is little or no research available that investigates expatriate adjustment and social support when things get really difficult for them and they are in need for help.…”

Section: Introductionmentioning

confidence: 99%

Social Support, Adjustment, and Psychological Distress of Help-Seeking Expatriates

Sterle

Vervoort

Verhofstadt

2018

Psychologica Belgica

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The present study aimed to explore the interrelations between support processes, adjustment, and psychological distress within a sample of help-seeking expatriates. Specifically, we examined (1) the association between expatriates’ cross-cultural adjustment (i.e., work, interaction and general adjustment) and levels of psychological distress (i.e., depression, anxiety and stress), (2) the association between expatriates’ perceptions of socioemotional and instrumental support availability and their level of cross-cultural adjustment, and (3) the moderating role of expatriates’ socioemotional and instrumental support needs in the latter association. Findings showed that lower levels of expatriates’ work adjustment were associated with higher levels of psychological distress. Further, perceived availability of socioemotional support was positively linked to expatriates’ interaction and work adjustment. Finally, instrumental support needs moderated the relationship between instrumental support availability and general adjustment such that higher levels of instrumental support availability were associated with better general adjustment, but only for expatriates reporting high needs for instrumental support. Our study represents a novel contribution to the expatriate literature by shedding light on expatriates’ vulnerability for psychological distress and understanding the type of social support that is considered most beneficial for help-seeking expatriates. Suggestions are made for clinical interventions for expatriates in need of support.

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“…There have been important theoretical and empirical contributions focused on work-life balance for expatriates (e.g., Fischlmayr and Kollinger 2010;Lazarova et al 2010;Rosenbusch and Cseh 2012;Shih et al 2010). Several studies explore work-life issues and work-family conflicts related to gender and global careers (Hearn et al 2008;Hutchings et al 2012;Mäkelä and Suutari 2011).…”

Section: Understanding Work-life Management In the Global Contextmentioning

confidence: 99%

“…Applying the concept of HRM architecture to an MNC, it is evident that some employee cohorts, such as managerial expatriates, will face different work-life challenges from those faced by un-skilled workers in less-developed economies. Given the investment in expatriates and knowledge workers, it is valuable for researchers to investigate work-life issues for strategically important employees in MNCs, such as expatriates (e.g., Fischlmayr and Kollinger 2010;Lazarova et al 2010;Rosenbusch and Cseh 2012;Shih et al 2010). Recent research examining the impact of changing employment patterns and exploring 'new' or different employment modes in MNCs is also valuable (e.g., Kollinger-Santer and Fischlmayr 2013;Mäkelä and Suutari 2011).…”

Section: Hrm System and Work-life Management In Mncsmentioning

confidence: 99%

A Framework for Work-Life Management in Multinational Corporations

Cieri

Bardoel

2015

Work and Family Interface in the International Career Context

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Work-life issues are a substantial concern for managers and employees in many multinational corporations (MNCs), as there are many challenges related to the need for MNCs to balance global policy guidelines with responsiveness to regional and local differences. Drawing on recent empirical advances, we offer a framework and a set of broad research questions to guide future scholarship in work-life management in MNCs. The framework identifies important external and organisational factors that influence the HRM function and specifically work-life policies and practices, in MNCs. Employee responses to work-life practices are proposed to mediate the relationship with the organisation's social and financial performance. Avenues for future research are discussed. Keywords Environmental dynamism • Human resource management processes • Multinational corporations • Organisational performance • Work-life managementMany managers in multinational corporations (MNCs) face challenges related to the often-competing pressures for global integration and local responsiveness. On one hand, there are efficiencies to be gained by global co-ordination and consistency of policies; on the other hand, local differences such as social and institutional variations create pressures for responsiveness (Doz and Prahalad 1991;Sparrow 2012). Achieving an effective balance between global and local pressures enables MNCs to integrate units into a cohesive, global organisation and maximise local responsiveness (Venaik et al. 2004). Recent arguments for regionalisation (e.g., Edwards et al. 2012;Rugman et al. 2011) suggest even more complexity and tension related to competing pressures at multiple levels, perhaps global, local and regional. We suggest that work-life management in MNCs provides an excellent case for analysis of the way in which MNCs manage these competing pressures

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The cross-cultural adjustment process of expatriate families in a multinational organization: a family system theory perspective

Cited by 60 publications

References 20 publications

Expatriate performance in terrorism-endangered countries: The role of family and organizational support

Expatriate performance in terrorism-endangered countries: The role of family and organizational support

Social Support, Adjustment, and Psychological Distress of Help-Seeking Expatriates

A Framework for Work-Life Management in Multinational Corporations

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