“Life if elsewhere”

Business, pleasure or both?: motivations and changing motivation of self-initiated expatriates

Responding to calls for more knowledge about the motivations (and changing motivations) of self-initiated expatriates (SIEs), this qualitative research examines 58 Australian SIEs working in culturally (dis)similar host contexts, to address the question: Why are Australian SIEs motivated to expatriate to South Korea or the United Kingdom? The findings demonstrate that, although personal/lifestyle considerations are important to SIEs, career-related considerations are either primary or become more prevalent following expatriation. The findings reveal that, while SIEs expatriate with particular motivations, over time their motivations may change as other factors determine desire to stay/leave a host country. Drawing on self-determination theory (SDT), the research highlights variations in extrinsic and intrinsic motivations of SIEs including those who intended to utilise their expatriation as part of a boundaryless career and those who unintentionally found themselves focused on career. Knowledge of (changing) motivations is salient to organisations' selection decisions and support for international employees.

How relationship quality, autonomous work motivation and socialization experience influence the adjustment of self-initiated expatriates in China

Purpose

The continued expansion of organizations outside China's planned economy due to the Belt-and-Road Initiative (BRI) is expected to increase recruitment of self-initiated expatriates (SIEs). Drawing on social capital, motivation and socialization theories, this study examines the experiences of SIEs in China, which is considered one of the most difficult locations for foreigners to work. While previous research has focused on the impact of individual characteristics on adjustment, this study explores the interplay among relationship quality (trust and shared vision), autonomous work motivation, socialization experience and adjustment.

Design/methodology/approach

Based on the developed theoretical framework, hypotheses are proposed and tested using data collected by surveying 274 SIEs in China.

Findings

Relationship quality with host country nationals (HCNs) was positively associated with adjustment, and autonomous work motivation fully mediated this relationship. Socialization experience moderated the association between relationship quality and autonomous work motivation. Specifically, SIEs' socialization experience strengthened the associations of trust and shared vision with autonomous work motivation. However, socialization experiences failed to moderate the mediated effects of trust and shared vision on adjustment via autonomous work motivation.

Originality/value

This study answers repeated calls for more research on SIEs' adjustment and SIEs working in non-Western countries, especially China. The findings underscore the importance of studying SIE-HCN work relationships and the theoretical value of autonomous work motivation as an underlying mechanism by which the quality of an SIE's relationship with an HCN colleague influences adjustment.

Career Barriers of Chinese Self-Expatriate Women: Neither Double Jeopardy nor Ethnic Prominence

The study explored barriers to career progression of Chinese self-initiated expatriate (SIE) women in the United Kingdom using semi-structured interviews with two matched samples of Chinese SIE and native Caucasian British women. Double jeopardy and ethnic prominence offered the theoretical backdrop. Common gender-related career hindering factors emerged in both groups. However, no barriers due to ethnicity per se emerged for the Chinese SIE women, whilst their narrations revealed that the Chinese stereotype had rather facilitated their careers in the host country. Furthermore, they did not view self-expatriation as a particularly challenging endeavor. None of the two interpretative frameworks deployed, double jeopardy and ethnic prominence, could account for the findings. The study implies that the effects of ethnicity on self-expatriation experiences and outcomes may be contingent on SIEs' ethnic and cultural origins. In addition, the findings imply that women who self-expatriate to escape gendered opportunities in their home countries may face similar gender-related barriers in host countries.

Expectancies and motivational goals of self-initiated expatriates as predictors of subjective assignment achievements and success

Purpose

Under the framework of the achievement goal and expectancy-value theories, this study aims to examine which motivational goals lead people to self-initiate an international assignment and predict subjective assignment achievements.

Design/methodology/approach

Data was collected from a convenience sample of 141 self-initiated expatriates (SIEs) from multiple locations. The first set of analyses tested the hypothesis that demographics and expectancies of competence in living and working abroad discriminate the individuals who initiate an international assignment for learning goals from the ones who value performance goals. The second set of analyses tested the hypothesis that individual expectancies and goals predict specific subjective assignment achievements and overall success.

Findings

The results show that SIEs who had greater confidence in their ability to live and work abroad were also more likely to move to pursuit performance goals. They also reported greater host adjustment and superior professional accomplishments, but not higher family achievements or success.

Originality/value

In contrast to the dominant descriptive approach to the study of SIEs, this study underpins the adequacy and potential of a motivational approach in predicting SIEs’ behaviors and outcomes. The theoretical and managerial implications for international business and cross-cultural management are further discussed.

Career adaptability and the success of self-initiated expatriates in China

Purpose

Using a career lens, the purpose of this paper is to examine the psychological factors related to the career success (e.g. performance and adjustment) of self-initiated expatriates (SIEs).

Design/methodology/approach

This research examines the previously unstudied relationship between career adaptability and career success. Data were collected by surveying 273 SIEs employed in professional jobs in China.

Findings

As hypothesized, career adaptability was positively related to performance as well as to adjustment. Psychological availability mediated the relationships of career adaptability with performance and with adjustment. Contrary to expectations, supportive supervision did not moderate the relationship between career adaptability and either performance or adjustment.

Research limitations/implications

Because the data were collected in a single, self-report survey, future studies should collect longitudinal data so that the effects of changes in career adaptability on adjustment and performance can be determined. In addition, as all of the participants were professionals, future research should examine SIEs employed in blue-collar jobs.

Originality/value

As this is the first study to consider how career adaptability may influence SIEs’ performance and adjustment, it offers unique insights into the work experiences of SIEs. Additionally, this study examines the theoretical underpinnings of career construction theory, namely, the previously hypothesized but untested relationship between career adaptability and adjustment.