Unmet role expectations of expatriates, host-country national support, and expatriate adjustment

Mahajan, Ashish; Silva, Sachini Rashenka De

doi:10.1177/1470595812440153

Cited by 30 publications

(41 citation statements)

References 62 publications

(80 reference statements)

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“…For instance, in an exploratory study aiming to identify job demands and resources specific to international business travellers (IBTs) Wilcox and Kittler (2013) suggest that while there might be overlaps to predictors in the domestic HR and JD-R literature (e.g., workload, autonomy and support, the latter similar to the finding of Mahajan and De Silva, 2014) Despite this practical extension to existing research, our review results could be seen to suggest that a robust international extension or adaptation of the JD-R model still has to be developed. A possible basis for advancing an internationally robust JD-R model might be found in works such as the three factor taxonomy of global work experiences proposed by Shaffer et al (2012), demonstrating the importance of the individual's degree of physical mobility, cognitive flexibility and potentially non-work factors (the latter albeit to a lesser degree).…”

Section: Discussionmentioning

confidence: 70%

“…At the same time, studies in the IHRM literature seem to address similar questions such as the role of job characteristics for burnout in international work contexts (Bhanugopan and Fish, 2004) but without any reference to the JD-R model. Only more recent literature seems to discover elements of the JD-R model for empirical work on expatriates (Kraeh and Froese, 2014;Lauring and Selmer, 2014;Mahajan and De Silva, 2014;Ren et al, 2014).…”

Section: Conclusion Implications and Limitationsmentioning

confidence: 99%

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The job demands-resources model and the international work context – a systematic review

Rattrie

Kittler

2014

Journal of Global Mobility

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Purpose: This systematic review provides a synthesis and evaluation of literature surrounding the Job Demands-Resources (JD-R) model (Demerouti et al., 2001) with particular emphasis on establishing an evidence-based universal application towards different national and international work contexts. Design:The study uses a systematic review approach following the stages suggested by Tranfield et al. (2003). Based on empirical data from 62 studies, we systematically analyse the application of the JD-R model and query whether it is applicable outside merely domestic work contexts. Findings:We found convincing support for the JD-R model in different national contexts.However, we also found an absence of studies employing the JD-R model in cross-national settings. None of the empirical studies in the sample had explicitly considered the international context of today's work environment or had clearly associated JD-R research with the IHRM literature. Research implications: Based on the wide acceptance of the JD-R model in domestic workcontexts and the increased interest in work related outcomes such as burnout and engagement in the IHRM literature, our study identifies a gap and suggests future research applying the JD-R model to international work and global mobility contexts. It also provides a preview on potential job demands and resources relevant to the international work context. Originality:This study is the first to systematically assess the application of the JD-R model in domestic and international work contexts based on a systematic review of empirical literature accumulating since the inception of the model. Our study identifies a lack of internationally focussed JD-R studies and invites further empirical research and theoretical extensions.

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Section: Discussionmentioning

confidence: 70%

Section: Conclusion Implications and Limitationsmentioning

confidence: 99%

The job demands-resources model and the international work context – a systematic review

Rattrie

Kittler

2014

Journal of Global Mobility

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“…HCNs are individuals or local employees working within the host unit who can help expatriates understand the scope of their jobs and the host's organisations (Toh & Denisi 2007). Many scholars have contended that HCN support can enhance the likelihood of expatriate success (Caligiuri & Lazarona 2002;Toh & Denisi 2007;Mahajan & De Silva 2012). In the basis of COR theory, HCN support is a crucial resource (Bader 2017).…”

Section: Host Country National Supportmentioning

confidence: 99%

“…In the basis of COR theory, HCN support is a crucial resource (Bader 2017). Expatriates who receive HCN support have a feeling of acceptance, thus strengthening the connection with the host country (Mahajan & De Silva 2012). Toh and Denisi (2007) highlighted the two major socialising behaviours by HCNs which refer to providing role information and offering social support.…”

Section: Host Country National Supportmentioning

confidence: 99%

Effects of Primary Stakeholders’ Support on Expatriate Adjustment and Performance in Malaysia

2019

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Globalisation encourages international companies to show interest in the growth of job mobility and relocations among employees. To meet global workforce demands, these companies are highly reliant on expatriates to manage their business operation abroad. This study examined the role of primary stakeholders' support such as organisations, host country nationals (HCNs) and spouses on expatriate adjustment and performance. Questionnaire survey data were collected from 112 expatriates in Malaysia and analysed using multiple hierarchical regression analysis. The results substantiated that perceived organisational support (POS) and HCN support were significant components in expatriate adjustment. The findings also revealed a positive relationship between expatriate adjustment and performance. Thus, multinational companies (MNCs) and human resource managers should provide expatriate relevant training and support to ensure a successful international assignment when he or she is sent abroad. Local employees could also be assigned to help expatriates mingle around in the host country. ABSTRAKGlobalisasi menggalakkan syarikat antarabangsa untuk menunjukkan minat terhadap pertumbuhan mobiliti pekerjaan dan relokasi dalam kalangan pekerja. Untuk memenuhi permintaan tenaga kerja global, syarikat antarabangsa sangat bergantung kepada ekspatriat untuk menguruskan operasi perniagaan mereka di luar negara. Kajian ini mengkaji peranan sokongan pemegang taruh utama seperti organisasi, warga tuan rumah dan pasangan terhadap penyesuaian dan prestasi ekspatriat. Data soal selidik yang dikumpulkan dari 112 ekspatriat di Malaysia dianalisis dengan menggunakan analisis regresi pelbagai hirarkikal. Hasil kajian membuktikan bahawa tanggapan sokongan organisasi dan sokongan warga tuan rumah adalah komponen penting dalam penyesuaian ekspatriat. Hasil kajian ini juga menunjukkan hubungan positif antara penyesuaian ekspatriat dan prestasi. Oleh itu, syarikat multinasional dan pengurus sumber manusia harus menyediakan latihan dan sokongan yang berkaitan untuk ekspatriat untuk memastikan suatu tugasan antarabangsa yang berjaya apabila mereka dihantar ke luar negara. Pekerja tempatan juga boleh ditugaskan untuk membantu ekspatriat bergaul di negara tuan rumah.

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“…Mahajan and De Silva (2012) also use the job demands-resources model, viewing host country national support as a job resource that can reduce the negative influence of unmet role expectations on expatriate adjustment. As host country staff possess crucial local information, contact with these individuals is likely to facilitate a better understanding of the work place and, ultimately, to better adjustment (Toh and DeNisi, 2003;Varma et al, 2012).…”

Section: Theoretical Foundation and Hypothesesmentioning

confidence: 99%

Job resources and demands for expatriate academics

Jonasson

Lauring

Selmer

et al. 2017

JGM

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.*Related content and download information correct at time of download. Jodie-Lee TrembathDepartment of Anthropology, Australian National University, Canberra, Australia Abstract Purpose -While there is a growing interest in expatriate academics, their specific role as teachers with daily contact to local students seems to have been largely ignored when examining their adjustment and work outcomes. Based on the job demands-resources model the authors predict that good teacher-student relations, as a supportive job resource, will have a positive effect on expatriate academics' job satisfaction. This effect, however, will be even stronger for individuals experiencing high job demands and challenges in terms of intercultural job adjustment. In other words, expatriate academics that have difficulties adjusting will benefit more from the social support that can originate from good relations to their students. The paper aims to discuss these issues. Design/methodology/approach -The authors surveyed expatriate academics adjusting to a university position in China by use of 124 responses from foreign university employees.Findings -The authors found that teacher-student relations had a positive association with job satisfaction and that positive teacher-student relations increased job satisfaction more for individuals being slow to adjust. Originality/value -This is one of the few papers to explore the impact that students can have on expatriate academics and treat this relationship as a potential resource for universities to capitalize upon in socializing their new foreign academic staff members.

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Unmet role expectations of expatriates, host-country national support, and expatriate adjustment

Cited by 30 publications

References 62 publications

The job demands-resources model and the international work context – a systematic review

The job demands-resources model and the international work context – a systematic review

Effects of Primary Stakeholders’ Support on Expatriate Adjustment and Performance in Malaysia

Job resources and demands for expatriate academics

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