The expatriate family: an international perspective

Abstract

Purpose -This paper seeks to review and explore the relatively neglected notion of the adjustment of expatriate families to living abroad with the aim of developing a new model that can be used for future research. Design/methodology/approach -The paper draws on the few studies of the topic that have been carried out, but widens the search to include evidence from the related adjustment and family stress literature to create a new model of the process. Using the ideas of stressors, strains and hassles, capabilities, and shared meanings, the paper examines the situation of the expatriate family and explores how families can adjust to life in another country. Findings -By adopting a salutogenic approach and incorporating insights from these other literatures, the paper shows that family adaptation is a complex and many-faceted process. It is a process that greater awareness on the part of the family and the organization can improve. Research limitations/implications -With the help of the model of family adjustment the paper points to systematic gaps in studies on expatriate families and outlines a consequent research agenda. Practical implications -Awareness is a crucial element in adjustment. The paper shows that awareness by the family can alleviate problems, and that organizations employing members of the family can assist in the adjustment process for the family. Originality/value -The contribution of the paper comes in its attempt to encompass what is known about expatriate family adaptation directly with a wider view of family adjustment. This provides both a practical framework for future research and some practical implications.

The expatriate’s family as a stakeholder of the firm: a responsibility viewpoint

“…For instance, family influence and involvement have been found to be crucial in the decision to accept or reject an expatriate assignment (Brett and Stroh 1995;Dupuis et al 2008;Harvey 1998). The way in which the family is socialized into and adjusts to the foreign culture also affects the expatriate's work (Haslberger and Brewster 2008). As a result of spillover effects, the stress experienced at work by an expatriate can influence the stress experienced by other family members at home, and vice versa.…”

“…Even if relations between the employee and her/his family tend to be seen as the preserve of the private domain in a national context, this can hardly be the case in an international context. Even though organization-employee relations remain at the heart of the employment relationship, the impact of an expatriate's career on the family becomes very significant in an international context -and vice versa (Dupuis, Haines and Saba 2008;Haslberger and Brewster 2008;Lauring and Selmer 2010;Smith and Tornikoski 2012). For instance, family influence and involvement have been found to be crucial in the decision to accept or reject an expatriate assignment (Brett and Stroh 1995;Dupuis et al 2008;Harvey 1998).…”

Enhancing Social Integration and Work Performance: The Role of Expatriates’ Significant Other

“…This study tried to shift attention from technical, work related elements to a non-work setting with an emphasis on social support and cultural intelligence as the predicting factors of both expatriate and spouse adjustment and subsequent performance. The inclusion of the family members' adjustment would be an added testament indicating the strong influence of the family on the expatriate's work and non-work elements as proven by previous scholars (see Haslberger & Brewster, 2008;Tung, 1981;Shaffer & Harrison, 2001;Takeuchi, Yun & Tesluk, 2002). This study is especially pertinent in a multiracial, multiethnic country like Malaysia.Where possible, with the influence that the organizations have in the host country, spouses should be referred to relevant organizations that could fully utilize the skills that the spouses have to offer on a freelance basis.…”

Challenges Faced by Expatriate Workers in Gulf Cooperation Council Countries

“…According to Haslberger and Brewster (2008), accompanying spouses of expatriates find it difficult to find a new job in a foreign location. With specific reference to female expatriate workers, as many of them originally accompany their working spouse under spouse sponsored family visa and with no confirmed job, they are more vulnerable to lower paying jobs.…”

“…These work contracts may be renewed multiple times thus prolonging the stay of expatriate worker in a foreign country (Shah, 2009). Increasing numbers of expatriate workers are now accompanied by their spouse and/or children (Haslberger & Brewster, 2008), thus necessitating the need of not only workplace adjustment but also social and cultural adjustment of self and family.…”