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Unpacking differences in psychological contracts of organizational and self-initiated expatriates

Unpacking differences in psychological contracts of organizational and self-initiated expatriates PurposeGlobal staffing has remained a main focus within the field of international human resource management (IHRM) since the 1970s. However, research in the psychological contract (PC) of expatriates is limited. The purpose of this paper is to explore the differences in PC breach and violation for organisational expatriates and self-initiated expatriates (SIEs).Design/methodology/approachA survey questionnaire was developed covering 52 organisational expatriates and 119 SIEs from 35 countries/regions working in China. Four follow-up focus group interviews including four organisational expatriates and 12 SIEs were conducted to further explain the findings of the survey.FindingsThe findings indicate that organisational expatriates experience significantly lower levels of PC breach and violation than SIEs. Three broad thematic areas arose from the triangulation of focus group interviews, including uncertainties in functioning of contracts, differences in job securities and career development opportunities, and cultural differences.Practical implicationsEmployers should give a comprehensive orientation and cultural training to meet the needs of SIEs. Moreover, long-term career advancement paths should also be provided to SIEs to alleviate their vulnerability and insecurities working abroad.Originality/valueThe study contributes to the scholarship of self-initiated expatriation and PCs and give implications to IHRM strategies. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Global Mobility: The Home of Expatriate Management Research Emerald Publishing

Unpacking differences in psychological contracts of organizational and self-initiated expatriates

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
2049-8799
DOI
10.1108/JGM-06-2016-0025
Publisher site
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Abstract

PurposeGlobal staffing has remained a main focus within the field of international human resource management (IHRM) since the 1970s. However, research in the psychological contract (PC) of expatriates is limited. The purpose of this paper is to explore the differences in PC breach and violation for organisational expatriates and self-initiated expatriates (SIEs).Design/methodology/approachA survey questionnaire was developed covering 52 organisational expatriates and 119 SIEs from 35 countries/regions working in China. Four follow-up focus group interviews including four organisational expatriates and 12 SIEs were conducted to further explain the findings of the survey.FindingsThe findings indicate that organisational expatriates experience significantly lower levels of PC breach and violation than SIEs. Three broad thematic areas arose from the triangulation of focus group interviews, including uncertainties in functioning of contracts, differences in job securities and career development opportunities, and cultural differences.Practical implicationsEmployers should give a comprehensive orientation and cultural training to meet the needs of SIEs. Moreover, long-term career advancement paths should also be provided to SIEs to alleviate their vulnerability and insecurities working abroad.Originality/valueThe study contributes to the scholarship of self-initiated expatriation and PCs and give implications to IHRM strategies.

Journal

Journal of Global Mobility: The Home of Expatriate Management Research – Emerald Publishing

Published: Mar 13, 2017

References

  • Self-initiated expatriation and migration in the management literature
  • Accounting for variations in the patterns of mobility among conventional and self-initiated expatriates
  • Global self-initiated corporate expatriate careers: a new era in international assignments?
  • What makes them move abroad? Reviewing and exploring differences in self-initiated and assigned expatriation