Role of social and organizational support in the adjustment of Tunisian self-initiated expatriates

Khedher, Hajer; Asadullah, Muhammad Ali

doi:10.1108/ejtd-08-2019-0142

Cited by 7 publications

(3 citation statements)

References 63 publications

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“…On the other hand, home country nationals provide emotional support, a sense of security, and connectedness to their home country (Caligiuri & Lazarova, 2002; Bayraktar, 2019; Kubovcikova & van Bakel, 2022). Furthermore, home country nationals often share exclusive and valuable information about work and careers in the host countries as a courtesy, for example, for “fellow South Koreans” (Shen & Kram, 2011; Pinto & Araújo, 2016; Khedher & Asadullah, 2020).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Developmental Networks of Young Adults for Career Growth Opportunities: South Korean Self-Initiated Expatriates in Vietnam

Jang

2023

Journal of Career Development

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This quantitative study examined the characteristics of the developmental networks of young South Korean self-initiated expatriates (SIEs) in Vietnam and the effects of the network characteristics on developmental functions and career growth. Based on a literature review, a hypothesized model was developed and examined using a path analysis. The results demonstrated that organizational, cultural, and program diversity and network strength influenced different types of developmental functions (career, psychosocial, and cultural support). The findings also demonstrated that cultural support did not have a direct relationship with perceived career growth opportunities, while it indirectly influenced career growth through career and psychosocial functions of developmental networks. This study provides a comprehensive understanding of SIEs’ developmental networks and their effect on career development with empirical evidence. The results of this study will inform career counselors and educators on how to support SIEs’ career development and career-related relationship building.

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Section: Theoretical Backgroundmentioning

confidence: 99%

Developmental Networks of Young Adults for Career Growth Opportunities: South Korean Self-Initiated Expatriates in Vietnam

Jang

2023

Journal of Career Development

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“…Richardson and McKenna, 2002;Froese, 2012;Isakovic and Whitman, 2013) and teachers (Bunnell, 2017). In contrast, research of self-initiated expatriates who are lower-skilled and originate from non-Western countries is scarce (Connell and Burgess, 2013;Haak-Saheem and Brewster, 2017;Khedher and Asadullah, 2019). This group of individuals is mostly labeled as labor migrants or low-skilled immigrants and discussed in ethnic and migration studies.…”

Section: Self-initiated Expatriatesmentioning

confidence: 99%

Expatriates at the base-of-the-pyramid. Precarious employment or fortune in a foreign land?

Holtbrügge

2021

JGM

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PurposeInternational human resource management research has only recently started to recognize the many millions of people who engage with the international labor market as low-skilled self-initiated expatriates. In contrast to company-assigned expatriates, they predominantly come from less-developed countries (often from rural areas) and independently decide to pursue an international career. The aim of this study is apply an expatriate-centered perspective and explore how expatriates at the base of the pyramid perceive the conditions of their international employment.Design/methodology/approachThe paper is based on a qualitative study among self-initiated expatriates in the tourism and hospitality industry in the United Arab Emirates (UAE).FindingsTwo theoretical categories that reflect the evaluation of expatriate employment were identified, namely the social comparison with friends and family who stayed at home as well as with other expatriates and locals and the temporal comparison to the situation before the expatriation and the prospective situation after the expatriation. Both categories largely differ from the concepts and categories prevalent in the expatriate literature.Research limitations/implicationsThe study contributes to the understanding of the temporal and transitory dimensions of expatriation, which have been barely addressed in the academic literature. It shows that self-initiated expatriation often represents a break in the professional and personal biography. It is less perceived as linear continuation of a steadily advancing career path than a restart or springboard to the future. The results are situated in the tourism and hospitality sector in the UAE and cannot be generalized to other countries and industries.Practical implicationsThe study emphasizes the relevance of social inclusion, equal opportunities, a safe work environment and a relaxed corporate culture for expatriates at the base of the pyramid.Originality/valueWhile research about self-initiated expatriates usually compares them with company-backed assignees, this comparison is not salient in the narratives of the interviewees in this study. Instead, low-skilled self-initiated expatriates predominately compare their current foreign assignment with the situation in their home country. This social comparison reflects their perceived reality of life better than a fictional comparison with highly skilled and company-assigned expatriates that is prevalent in the academic expatriation literature. By emphasizing an expatriate-centered perspective, the study supports and extends Piore's (1979) application of segmented labor market theory.

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“…Moreover, empirical studies on the relationship between EI, CCA and JP were mainly addressed to assigned expatriates. However, self-initiated expatriation, in which a person finds work outside of one's own homecountry, is a topic of comparable importance (Howe-Walsh & Schyns, 2010;Khedher & Asadullah, 2019) since they contribute significantly to the international talent pool (Al Ariss, 2010;Collings & Isichei, 2018;Tharenou & Caulfield, 2010;Vaiman et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

The role of emotional intelligence and cross-cultural adjustment on job performance of self-initiated expatriates with origins from Central Asian countries

Abdyrakhmanova

Poór

2023

JEECAR

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The current empirical study observes the impact of Emotional Intelligence (EI) and Cross-Cultural Adjustment (CCA) on Job Performance (JP) particularly Task Performance (TP) and Contextual Performance (CP) of Self-Initiated Expatriates (SIE) located in Central-Eastern Europe countries. The PLS SEM technique was implemented to analyze the data from a survey of 314 self-initiated expatriates. The findings showed that Emotional Intelligence has strong impact on CCA and Task Performance. As to CCA it has an influence on contextual performance. Considering that there have been few empirical investigations on the influence of Emotional Intelligence and cross-cultural adjustment on job performance of self-initiated expatriates, the insights gained from current study will contribute to the body of knowledge in the field of expatriate research, particularly in the areas of international human resource management and cross-cultural management. The practical significance of the findings will be valuable to HR professionals and multinational companies, especially in the area of expatriate selection, recruitment, and intercultural training and development.

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Role of social and organizational support in the adjustment of Tunisian self-initiated expatriates

Cited by 7 publications

References 63 publications

Developmental Networks of Young Adults for Career Growth Opportunities: South Korean Self-Initiated Expatriates in Vietnam

Developmental Networks of Young Adults for Career Growth Opportunities: South Korean Self-Initiated Expatriates in Vietnam

Expatriates at the base-of-the-pyramid. Precarious employment or fortune in a foreign land?

The role of emotional intelligence and cross-cultural adjustment on job performance of self-initiated expatriates with origins from Central Asian countries

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