Expatriates adjustment through transformation of social identity of Chinese expatriates working in Pakistan

Adjustment of self-initiated and organizational expatriates: The moderating role of cross-cultural training

Globalization and the international labor movement made the ability to work anywhere globally. These individuals are usually organizational expatriates (OEs) deployed to overseas assignments by their employers or self-initiated expatriates (SIEs) who choose to relocate and work in a foreign country. Therefore, this study examines and contrasts the variations in cross-cultural adjustment (CCA) between Chinese SIEs and OEs in Pakistan. Furthermore, it aims to understand how cross-cultural training (CCT) influences the adaptation of Chinese SIEs and OEs. Data were obtained from 35 Chinese expatriates with 17 SIEs and 18 OEs employing a qualitative technique and were analyzed via thematic analysis in MAXQDA 20. According to the study, both SIEs and OEs face distinct hurdles to their CCA in Pakistan, including cultural taboos, language obstacles, and work variations. While numerous aspects that will favorably affect their CCA, including the accessibility of necessities, the friendliness of the Pakistani people, and the brethren relations between Pakistan and China, assist them in making a smooth transition to life in Pakistan. Furthermore, the results indicate that the mediating role of pre-departure CCT and the host country mentors' support and facilitations acquired through online resources contribute to both Chinese SIEs and OEs' CCA in Pakistan.

Systematic cross-cultural management education: a quasi-experimental analysis of guided experiential learning during intercultural simulations

Purpose

The main purpose of this paper is to test the effects of a classical intercultural simulation on participants' ability to modify their behavior in response to collectivistic and individualistic contexts. Moreover, the paper aims to examine moderating effects based on experiential learning and social identity theory.

Design/methodology/approach

The learning effects are evaluated through two separate quasi-experimental studies with 152 master students in business economics at a Danish university and 190 bachelor students in international business at a German university.

Findings

The analysis shows that intercultural simulations with artificial cultures significantly improve participants' ability to modify their behavior depending on cultural context. Participants who identify with an artificial culture that differs radically from their own take greater advantage of the simulation. The overall duration of international experience moderates participants' learning with a U-shaped effect. Culture-specific experience strengthens the positive effect of the simulation. The comparison of the two conducted studies indicates that previous cognitive teaching enhances learning.

Practical implications

The findings demonstrate the effectiveness of intercultural simulations that guide participants through all phases of the experiential learning cycle. Moreover, they underline the importance of assessing participants' cultural backgrounds before the assignment of training groups.

Originality/value

Prior research on intercultural simulations is often based on qualitative methods and mostly limited to affective outcomes, such as motivation and enjoyment of intercultural interactions. By contrast, this paper quantitatively tests to what extent intercultural simulations improve participants' ability to modify behavior depending on culture.

How relationship quality, autonomous work motivation and socialization experience influence the adjustment of self-initiated expatriates in China

Purpose

The continued expansion of organizations outside China's planned economy due to the Belt-and-Road Initiative (BRI) is expected to increase recruitment of self-initiated expatriates (SIEs). Drawing on social capital, motivation and socialization theories, this study examines the experiences of SIEs in China, which is considered one of the most difficult locations for foreigners to work. While previous research has focused on the impact of individual characteristics on adjustment, this study explores the interplay among relationship quality (trust and shared vision), autonomous work motivation, socialization experience and adjustment.

Design/methodology/approach

Based on the developed theoretical framework, hypotheses are proposed and tested using data collected by surveying 274 SIEs in China.

Findings

Relationship quality with host country nationals (HCNs) was positively associated with adjustment, and autonomous work motivation fully mediated this relationship. Socialization experience moderated the association between relationship quality and autonomous work motivation. Specifically, SIEs' socialization experience strengthened the associations of trust and shared vision with autonomous work motivation. However, socialization experiences failed to moderate the mediated effects of trust and shared vision on adjustment via autonomous work motivation.

Originality/value

This study answers repeated calls for more research on SIEs' adjustment and SIEs working in non-Western countries, especially China. The findings underscore the importance of studying SIE-HCN work relationships and the theoretical value of autonomous work motivation as an underlying mechanism by which the quality of an SIE's relationship with an HCN colleague influences adjustment.

Adult third culture kids: adjustment and personal development

Purpose

The purpose of this paper is to explore how interaction adjustment influences personal development for expatriates and to examine whether the effect differs between adults that have, and have not, lived abroad during their adolescence.

Design/methodology/approach

The authors use survey responses from 424 business expatriates in Asia distinguishing between adult third culture kids (ATCKs) that have lived abroad during their adolescence and adult mono-culture kids (AMCKs) who have not.

Findings

The results show that while interaction adjustment generally improves the experience of personal development, this effect is stronger for ATCKs. AMCKs will experience personal development almost independently of their interaction adjustment with host nationals solely due to the novelty of the international experience. For ATCKs, just being in the new country is not enough for them to feel they have developed personally; they need to engage more deeply with the local population to achieve this.

Originality/value

The authors still know very little about ATCKs and about how expatriation during their adulthood develops them personally, given they have already had international experiences at a young age.

Psychological adjustment and social capital: a qualitative investigation of Chinese expatriates

Purpose

The purpose of this paper is to explore the psychological adjustment process of expatriates from Chinese multinational enterprises, including how their social capital affects this process.

Design/methodology/approach

This qualitative investigation was based on semi-structured, in-depth interviews with 26 Chinese expatriates. The grounded theory method was applied to guide the data collection and analysis.

Findings

The psychological adjustment process of Chinese expatriates includes three periods: crisis, self-adjustment and self-growth period. In addition, bonding capital (including organizational, family and co-cultural colleagues’ support) is more conducive to Chinese expatriates’ psychological well-being than bridging capital (e.g. host-nationals’ support). Finally, a separation acculturation strategy is more conducive to psychological adjustment, rather than an integration strategy.

Research limitations/implications

This study focused on expatriates themselves. Future research should consider other stakeholders (e.g. organizations, family), and examine expatriate adjustment from new perspectives (e.g. strategic human resource management, work-family balance). This study had a small sample and focused on only one organization. Future research could usefully add other Chinese multinational corporations, and other Chinese expatriates to expand the generalizability of the current findings.

Practical implications

This study suggests the possible benefits of management practices for expatriates. Organizations can develop an “expatriate bubble” to help structure basic life overseas. Organizations could develop family-support programs and make them expatriate-supportive. Organizations should also strengthen the connections between expatriates and local colleagues.

Originality/value

Few scholars have elaborated on how different support groups (based on their cultural backgrounds) influence the psychological adjustment of expatriates. Until now, mainland Chinese expatriates have received little attention. In addition, this research takes a significant step forward by illuminating the psychological adjustment of Chinese expatriates from a social capital perspective.