An identity conflict perspective on female expatriate work adjustment

Abstract

PurposeThis study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.Design/methodology/approachThis is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.FindingsWe study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.Originality/valueFirst, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.

The identity conflict process: Appraisal theory as an integrative framework for understanding identity conflict at work.

“…As an example of the former, Warren and Alzola (2009) used SIT to explain why auditors identify with client firms, accounting firms, and professional bodies. Scholars have also used identity discrepancy theories to justify the existence of multiple identities, although these multiple identities are typically role-based, rather than social group-based (Mistry et al, 2023;Wry & York, 2017;Yu & Ren, 2021). Finally, under the general label "role accumulation theory," several scholars, such as Thoits (1983Thoits ( , 2003 and Linville (1987), grapple with both the positive and negative implications of holding multiple roles and, by extension, multiple identities.…”

“…For example, if one identifies as a Boston Bruins hockey team fan but there is little mention of sports at work, their Bruins fan identity may not be salient at work and is unlikely to conflict with identities that are salient at work. In contrast, when individuals have multiple identities that are salient at work, it opens up the possibility that they will experience conflict (Barnard, 2019; Settles, 2004; Yu & Ren, 2021).…”

Guest editorial: Living in a “bubble”: global working communities and insulation in mobile contexts

“…Evidence suggests that internationally mobile workers often form isolated nation-based communities that shield them from the otherness of their foreign surroundings (Guttormsen, 2018). An informal community based on the shared national or professional identity may provide a setting where assigned expatriates, self-initiated expatriates and multinational professionals can alternately maintain or suspend their personal cultural ethos in favor of keeping intact the expatriates group's own sense of cultural identity (Yunlu et al ., 2018; González et al ., 2021; Yu and Ren, 2021). In short, they manufacture an ad-hoc community.…”