Adjustment to Pakistan among Finnish expatriates

2011

International Journal of Business and Management, 2009

This paper is a synthesis of the author's doctoral work on the impact of culture of origin on the three facets of expatriates' adjustment (work, interaction and general) and their antecedents (

The Academy of Management Review, 1985

A review of empirical studies that directly investigated the overseas adjustment of expatriate managers revealed four dimensions that were related to successful expatriate acculturation: flj the "self-oriented" dimension; (2) the "others-oriented" dimension; (3) the "perceptual" dimension; and (4) the "cultural-toughness" dimension. The study's implications for expatriate selection and training procedures in multinational corporations are discussed. 'The authors thank H. Daniel Stage, James T. Martinoff, and Richard N. Williams for their critiques of an earlier draft of this manuscript. There are also "invisible" costs due to a manager's failure overseas: the loss of self-esteem and self-confidence in the expatriate's managerial ability and the loss of prestige among one's peers. Despite the clear need for effective selection and training policies and programs for expatriates, personnel directors have consistently employed rigid and simplistic methods in selecting and training expatriate managers (

Frontiers in Psychology, 2022

This paper investigates the adjustment of self-initiated expatriates, with a particular emphasis on organizational culture. One hundred and twenty-five self-initiated expatriates around the globe participated in the online survey. We examined the impact that organizational culture has on self-initiated expatriate work and non-work-related adjustment using multiple linear regression analysis. Four types of organizational culture (clan, adhocracy, market, and hierarchy) were explored. The results revealed that Clan culture has a positive effect on the work and non-work-related adjustment of self-initiated expatriates.

2019

This study investigates expatriation success factors for Russian self-initiated expatriates in Finland. This study may become a guidebook for Finnish managers and Russian professionals to find a better approach to each other. The better employees are adjusted, the better they perform. This study helps Finnish managers to understand the nature and the thought process of their Russian employees better. The employees would benefit from this study by understanding expectations of their Finnish managers. The study concludes with two separate sections with practical implications for managers and expatriates. The study defines the success factors through three dimensions: the adjustment between Russian and Finnish living and working environments, the liability of foreignness when equally competing with Finnish job seekers on the job market and understanding the difference between both managerial approaches. There was no similar analysis done before. Global careers became more common with r...

European J. Cross-Cultural Competence and Management, 2019

Because of their mobility and capability to adapt, self-initiated expatriates (SIEs) are very attractive for transnational companies, which increasingly view international business skills development and foreign work experience as part of career progression. SIEs are highly skilled professionals who decide to expatriate independently of any employer and mostly without organisational assistance. However, SIEs’ lack of organisational embeddedness poses some challenges for companies, which need to understand how they can keep valuable resources inside the organisation. More needs to be known about the factors influencing SIEs, and about the motivations, which could help companies in attracting them in the long-term. This paper aims at exploring the impact of previous international experience of SIEs, and understanding more about the individual cultural values affecting their decisions.

Expatriates were most commonly presented in literature as a homogeneous population. Only in recent years are self-initiated expatriates (SIE) more distinguished from assigned expatriates (AE). But there is still a lack of empirically based comparative results. This study investigated factors that predict whether a person will consider an assigned or self-initiated foreign work experience. Comparative statistical analysis, performed on data from 193 expatriates (N AE =67; N SIE =126), indicates that a self-initiated foreign work experience is significantly more likely to be chosen by women and those having lower job levels. But which career path is chosen cannot be predicted by boundaryless and protean career orientation that did not differ significantly among SIEs and AEs. Implications of these finding for research in expatriation are discussed.

Human Resource Management, 2009

As demand increases for expatriates to manage far-fl ung operations in a global economy, scholars and practitioners are focusing their attention on the factors that contribute to expatriate success. One such factor is the support that expatriates receive from host country nationals (HCNs) with whom they work. Researchers interested in understanding expatriate success have not closely examined the phenomenon from an HCN perspective, however. At the same time, although we have gained a signifi cant understanding of the roles of psychological, organizational, and contextual variables in the international assignment, there is still much to be understood about how expatriates' demographic characteristics affect their experiences in international assignments. Current fi ndings regarding the effects of demographic characteristics often are inconsistent, highlighting the need for more complex theorizing. This article reviews recent research on the effects of expatriate demographic characteristics and proposes a social identity approach to understanding how these characteristics affect HCN support for the expatriate. It also seeks to develop a theory that addresses discrepancies in extant empirical fi ndings, provides propositions to guide future research in the study of expatriates, and discusses implications for both researchers and practitioners.