“…• Openness is positively related to personal development of SIEs (Hudson & Inkson, 2006) • Emotional stability, agreeableness, extroversion, and consciousness are positively related to expatriate success (Caligiuri, 2000) Cross-cultural competences • A major factor aiding the socialisation and adaptation of ISMs in organisations (Zikic, 2015) • Cultural intelligence (CQ) has a positive influence on subjective and objective career success (Cao, Hirschi, & Deller, 2012) • CQ leads to adjustment that in turn leads to increased performance (Malek & Budhwar, 2013) (Continues) • Family adjustment is significantly correlated to work adjustment (Shaffer et al, 2016) • Family adjustment is positively related to work adjustment (Black & Stephens, 1989) Career/symbolic capital • Adjustment is achieved by accumulating career capital (Winterheller & Hirt, 2017) • Career capital is related to expatriation success (Al Ariss & Crowley-Henry, 2013) • International work experience is positively related to cross-cultural adjustment (Lee & Sukoco, 2010) Language skills • Higher host-country language ability contributes towards integration (Hajro, Zilinskaite, & Stahl, 2017) • Higher language ability contributes towards increased interaction adjustment (Peltokorpi, 2008) • Higher language ability leads to increased adjustment and work performance (Bhaskar-Shrinivas et al, 2005) Gender • Male migrants tend to be more career driven, whereas females are more concerned with well-being of themselves and their families (Cooke, Zhang, & Wang, 2013) • Females: more risk averse, thus accumulate more career capital (Myers & Pringle, 2005) • Females are more likely to suffer from selection bias, e.g., promotion selection (Shaffer et al, 2012) Age • Younger ISMs have higher MTI at work, leading to the d...…”