Adult third culture kids’ suitability as expatriates

Abstract

Purpose Understanding expatriate performance, suitability, selection and development have long been identified as critical to international human resource management (IHRM). The authors explore how adult third culture kids (ATCKs) see themselves in regard to their future capacity to successfully engage in international assignments. This paper aims to confirm research suggesting ATCKs may indeed be invaluable to international organisations but that organisations might re-evaluate the form of IHRM support offered. Design/methodology/approach In-depth interviews with a small sample of ATCKs are used in an exploratory qualitative study. Findings The ATCKs see themselves as a genuine source of exceptionally capable, expatriate talent on the basis of their prior international experience in childhood and the capacity to socio-culturally adapt in a chameleon-like manner. This paper confirms research suggesting ATCKs may indeed be invaluable to international organisations but that organisations might re-evaluate the form of IHRM support offered. However, the flip-side of these self-perceptions is that they may appear rootless and restless, may be self-centred rather than organisationally oriented, and may voluntarily isolate themselves from more traditional expatriates instead opting to immerse themselves in the local host country scene. Research limitations/implications The findings are based on a small sample, and future research embracing a range of methodologies is envisaged. Practical implications The findings offer insights for practitioners and researchers, and ATCKs with reference to the selection of international assignment and performance management of ATCKs. Originality/value While some scholars have suggested that ATCKs may be ideal expatriate talent, the findings give focus to what might retain this talent in an organisation and suggests a future research agenda.

Where I’m from? Third Culture Kids about their cultural identity shifts and belonging

“…Moreover, to put our sample size into perspective, we checked earlier published qualitative TCK-research. In the 19 empirical studies on TCKs from 2004 to 2020 which we were able to trace (Bikos et al, 2014;Bjørnsen, 2020;Désilets, 2016;Fanning & Burns, 2017;Gambhir & Rhein, 2019;Gilbert, 2008;Greenholtz & Kim, 2009;Kwon, 2019;Lijadi & Van Schalkwyk, 2014;Park, 2019;Moore & Barker, 2012;Murai, 2016;Poonoosamy, 2018;Purdon, 2018;Purnell & Hoban, 2014;Smith & Kearney, 2016;Walters & Auton-Cuff, 2009;Westropp, Cathro, & Everett, 2016) the following sample size information was found. Only five studies had sample sizes larger than 20 (27, 30, 42, 43 and 74), one study had a sample of 20 TCKs, and 14 studies had sample sizes which were smaller than 20.…”

Mix and match: bicultural expatriates in multicultural Malaysia

“…The semi-structured interview guide was inspired by existing studies on biculturalism (Liu, 2015) and expatriation (Froese, 2012; Westropp et al , 2016). I began each interview by asking respondents about their personal and professional backgrounds, e.g.…”

“…Bestriding multiple cultural frames, biculturals are frequently heralded as proficient cross-cultural communicators, armed with an enviably wide and sizeable repertoire of (re)actions and perceptions, and thus an ability to bridge and manage effectively across, cultures (Dau, 2016; Hong, 2010; Hong and Doz, 2013; Piaskowska and Trojanowski, 2014). In other words – and even in their own words (Westropp et al , 2016) – biculturals seem perfectly suited to cope with the challenges that come with expatriate life (Selmer and Lauring, 2014).…”

ATCKs as expatriates: Turnover intention and adjustment examined

“…This preference for international mobility contributes to the proposition by Selmer and Lam (2014) that ATCKs are both well prepared and suited to expatriate careers. Bonebright (2010) noted their ability to handle change as a key attribute, whilst Westropp et al (2016) cite the variety of international experience, multilingualism, ethnic diversity and openness to experience found in ATCKs as relevant factors for expatriate role fulfilment. This finds some support from Stokke ( 2013), who studied the global mindset of ATCKs to find emergent themes of their abilities as changers, communicators, creative problem solvers, and global citizens.…”