Bidirectional Work Family Conflict of Expatriates: Framework of Antecedents and Moderators

Expatriates work family conflict is one of the least explored areas in expatriate research literature. Applying the conservation of resource model, the current study presents a theoretical framework to understand as to how expatriates’ work and non work related challenges like person group fit, person supervisor fit, cultural novelty and spousal adjustment relate to their work family conflict. The study also postulates the possibility of expatriate personality moderating the relationship between work and family domain challenges and the work family conflict.

Measuring Expatriate Cross-Cultural Stress: A Reanalysis of the CernySmith Assessment

This study reports a statistical modification of a psychometric expatriate adjustment survey (e.g., the CernySmith Assessment or CSA) applied to expatriate missionary and humanitarian workers and their families. Earlier CSA survey items assisted in a need for rapid response clinical assessment originating from clinical observations, literature with a factor analysis resulting in 20 subscales and 5 qualitative content domains (Organizational, Cultural, Relational, Behavioral, and Personal). However, the assessment required more robust scale and factor analysis development to assure replicability. The present study analyzed 1,133 respondents working in 130 host countries. After various factor analytical iterations, a final CSA psychometric scale of 5 factors and 15 subscales (and a final 3 factor solution) emerged that compares with other known expatriate employee and spousal adjustment scales (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005; Black, Mendenhall, & Oddou, 1991; Brown, 2008). This improved adjustment assessment answers Hippler, Caligiuri, and Johnson's (2014) call for robust expatriate adjustment assessments. The CSA moves adjustment measurement forward with new domains of resilience (Well-Being, Past Stresses, and Focus) and personal foundation (Spirituality, Health, and Habits). In light of 20–40% rate of preventable missionary attrition, the CSA should contribute to research, practice, and organizational support.

A Key Challenge in Global HRM: Adding New Insights to Existing Expatriate Spouse Adjustment Models

This study is an attempt to strengthen the existing knowledge about factors affecting the adjustment process of the trailing expatriate spouse and the subsequent impact of any maladjustment or expatriate failure. We conducted a qualitative enquiry using grounded theory methodology with 26 Indian spouses who had to deal with their partner’s expatriate assignment relocation. The open and axial coding techniques and the process of theoretical sampling are discussed at length. Our investigation reveals the recurrence of several factors earlier studied in previous models such as cultural novelty, family and peer support, the organization’s support and the spouse’s personality. Additionally, we found that the Indian spouses’ adjustment to expatriate assignments was influenced greatly by their perceived gender-role ideology and their marital obligations to their partners. The resulting extended model of spousal adjustment to expatriate adjustments may help management practitioners to enhance expatriate success in global assignments.