Report: Motivation, Adjustment, and Effectiveness of Expatriates

This report provides a critical review of two articles focusing on expatriate effectiveness, cross-cultural motivation, and adjustment. The first article investigates how cross-cultural motivation enhances expatriate effectiveness, considering subsidiary support and cultural distance. It explores intrinsic and extrinsic motivation, work motivation theories, and the importance of cultural intelligence. The article highlights the challenges expatriates face and the role of supportive subsidiaries. The review examines the research methodology, including the use of inductive approaches and both primary and secondary data collection methods, along with the sample size of 500 expatriates. The second article examines the motivation and adjustment of self-initiated expatriates (SIEs), specifically focusing on expatriate academics in South Korea. It explores the impact of globalization and international labor mobility, the motivations behind expatriation, and the factors influencing cross-cultural adjustment. The review discusses the use of qualitative research methods, including interviews, to understand the complexities of SIEs' experiences. Both articles are analyzed in terms of their research approaches, methodologies, and contributions to understanding expatriate success and the factors that influence it.

Article Review

Table of Contents
Article 1...........................................................................................................................................1
Article 2...........................................................................................................................................3
REFERENCES................................................................................................................................7

Article 1
When Does Cross Cultural Motivation Enhance Expatriate Effectiveness? A Multilevel
Investigation Of The Moderating Roles Of Subsidiary Support And Cultural Distance.
Provide a critique of the articles and references
Expatriate effectiveness is considered as the term that helps in considering the different
expatriates work adjustment and job performance. However, both these indicators represent
distinct facets of expatriate effectiveness. In regard to carry out international assignment,
expatriates find various challenges in order to devote substantial effort to adapt and perform the
task effectively (Chen and et. al., 2010). Cross cultural motivation helps in enhancing expatriate
effectiveness so that desired task could be accomplished. There are both intrinsic and extrinsic
motivation that helps individual engaging within work related tasks so that it could be
accomplished effectively. There are different work motivation theories which results into
developing effective motivational cultural intelligence it helps in raising the self efficacy so that
individual could be encouraged to perform their task effectively. Expatriates are the individual
that has been sent to some other country in regard to accomplish international assignment. Thus,
it would help business to expand its operations in global market. Cross cultural motivation
proves to be significant that helps in enhancing the encouragement level of expatriates and thus
enhance their effectiveness so that business could expand in future.
Cross cultural motivation is considered as most beneficial for expatriates so that they
could enhance their satisfaction level and promotes work adjustment and raise job performance.
With the help of cross cultural motivation it helps in triggering effort and proactive behaviour
that enable expatriates to deal effectively in regard to challenge the international assignments and
thus carry out substantial effort so that resources could be allocated in an effective way
(Caligiuri, 2014). However, in regard to complete the international assignments it helps in
implementing expatriate theories and models so that cultural motivation could be carried out
effectively. For instance, expatriates helps in supporting subsidiary receives greater effort so that
they could be adjusted in order to carry out respective effort so that desired outcomes could be
attained. Expatriates are considered as supportive subsidiaries which receives both formal and
informal career and adjustment related assistance in regard to accomplish international
assignments. However, expatriates are considered as less supportive subsidiaries that must exert
substantially more personal effort to handle assignment challenge.
1

Through reviewing the article it recognises that foreign subsidiaries differs in the extent
to which they require expatriates to adapt different cultural environments. However, such
differences are being captured that denotes differences within host and home country. Culture is
terms as effective experience as it helps expatriates to enhance their motivation in terms of
supporting the work (Firth and et. al., 2014). It is significant for researcher to assess that cross
cultural motivation helps in improving expatriate effectiveness. Here, insightful responses have
been asked in relation to expatriate effectiveness and cross cultural motivation. Thus, through
reviewing such responses it helps in improving their international performance and accomplish
the desired work. Also, motivation is being considered as crucial aspect that helps in improving
their effectiveness and thus carry out their international assignment so that expansion of business
could be done. It could be identified that research methodologies used in this article is inductive
approach because it assists in identifying new theory from the data. Thus, it is the best way
through which review of data is being completed. However, deductive approach is not being
used by the researcher as it is not appropriate for conducting the study. Also, both primary and
secondary data collection methods have been chosen that helps in evaluating suitable responses
from study. It could be assessed that both these methods are suitable as it helps in understand the
expatriate effectiveness within cross cultural motivation. Also, sample size of 500 expatriate
working in US has been chosen that helps in providing their opinion and reviews about the
selecting topic. Selecting such number of sample size is suitable for conducting the study and
thus it helps in carrying out appropriate results so that study could be carried out.
Post at least 2 meaningful and insightful responses
 Cross cultural motivation helps in onhancing expatriate effectiveness so that desired task
could be accomplished. There are both intrinsic and extrinsic motivation that helps
individual engaging within work related tasks so that it could be accomplished
effectively.
 Work motivation theories which results into developing effective motivational cultural
intelligence helps in raising the self efficacy so that individual could be encouraged to
perform their task effectively.
Ask insightful questions that help you and other to learn
 What do you mean by expatriate effectiveness?
 How cross cultural motivation helps in improving organizational performance?
2

Offer contributions based upon research approaches that have been applied and the use of
primary and secondary data for sampling, analysis and presentation of data
In order to carry out the study, there are different contributions assessed that is based
upon research approaches such as inductive or deductive. Here, inductive approach is adopted
that helps in carrying out generation of new theory emerged from the data. Thus, in order to
complete the review of the given article, inductive approach is best used. Further, both primary
and secondary data has been chosen for carrying out sampling analysis and presentation of data
so that it results in performing reviewing the study in an effective way. Both the data collection
sources are useful as it helps in evaluating the article so that it becomes easy to understand the
expatriate effectiveness in relation to improve cross cultural motivation. With the help of
secondary data different studies has been evaluated in relation to cross cultural motivation that
helps in enhancing expatriate effectiveness so that international assignment could be
accomplished effectively (Chen and Shaffer, 2017).
Thus, through reviewing the above article it assesses that proper analysis for sampling
and presentation of data could be done in regard to carry out effective results. Here, sample of
500 expatriates working in US based multinational company have been selected in order to carry
out the study. Further, primary and secondary data analysis for sampling and presentation results
in improving the understanding for other scholars in relation to assess expatriate which are
helpful in attaining overall growth of country. Through maintaining effective relationship and
understanding the expatriate as it is useful to enhance overall growth of country. It would be
beneficial in terms of expanding the business in new market and accomplish international
assignments (Caligiuri, 2014).
Article 2
Motivation and adjustment of self initiated expatriates: the case of expatriate academics in South
Korea.
Provide a critique of the articles and references
It could be evaluated from the article that globalization and international labour mobility
has been termed as the opportunity for highly qualified people to work within almost any
country. However, the people who take advantage of such opportunity could be categorized as
self initiated expatriates and thus they are encouraged to work in South Korea. However,
respondents are encouraged to expatriate by a desire for international experience, attractive job
3

conditions, poor labour markets within their home countries (Froese, 2012). Therefore, cross
cultural adjustment of expatriates are encouraged in regard to link this with motivation and cross
cultural adjustment of expatriates. However, it could be assessed that in the current trend of
globalization and increased human mobility it results into greater complexity in relation to adjust
overseas work.
It is essential for expatriates to be motivated so that they could understand the
motivational factors of expatriates who had to assess personal interest and thus encourage them
in regard to improve their efficiency so that desired results could be attained. Multinational
corporations utilizes different push and pull factors in regard to compel their employees to accept
expatriate assignments (Cerdin and Selmer, 2014). However, it is being evaluated that
adjustment of expatriates is being considered as the vast body that helps in carrying out
subsequent expatriate adjustments. It could be evaluated that cross cultural adjustment has been
defined in relation to assess the antecedents of SIE's and thus motivate them to carry out self
initiated expatriates. Thus, here, qualitative study is being carried out in regard to identify the
lack of knowledge regarding the motivations and adjustment of expatriate academics in South
Korea. Thus, in such aspect, quantitative method is being difficult to apply therefore use of
questionnaire or surveys are considered as difficult in relation to application within study. It
could be assessed that exploratory research is being carried out as it helps in exploring different
factors influencing adjustment of SIE academics so that expatriates needs to be encouraged in
terms of improving the efficiency and thus raise the success and interaction adjustment. Also,
interview method has been used in regard to identify linkages within motivation and adjustment
emerged
It has been evaluated that expatriates are required to be encouraged in terms of assessing
the different motivational factors in relation to expatriate planning to work in international
market. It can be assessed from the findings that motivation to expatriate is considered as
relevant because it helps in considering different decisions to expatriate which involves, job
conditions, family and labour market situations (Fee, 2017). It is significant for expatriates to
carry out effective motivation so that they could undertake effective international experience.
Through enhancing experience to expatriates it helps them to identify different factors so that
they could understand the frequencies and thus understand their desire to travel and experience
new things. It also assesses that there were different respondents who were identified in relation
4

to focus upon experiencing different adventure when travelling to new country and therefore
they need to be encouraged so that desired results could be attained. Also, it is essential for
expatriate to understand the job conditions and thus plan to carry out their working within
different country. Here, adjustment is being considered as effective in relation to understand
work adjustment so that profounding work adjustment so that desired results could be attained.
Post at least 2 meaningful and insightful responses
 Expatriates need to be motivated so that they could understand the motivational factors of
expatriates who had to assess personal interest and thus encourage them in regard to
improve their efficiency so that desired results could be attained.
 Cross cultural adjustment of expatriates are encouraged in regard to link this with
motivation and cross cultural adjustment of expatriates. It helps in evaluating the
performance of individual and thus helps in attaining desired results.
Ask insightful questions that help you and other to learn
 What is motivation and adjustment of self initiated expatriates?
 How does self initiated expatriates works with other individual?
Offer contributions based upon research approaches that have been applied and the use of
primary and secondary data for sampling, analysis and presentation of data
The present study is being carried out in relation to carry out the study and assess the
motivation of expatriate so that they could self adjust and initiate adjustment and thus improve
professional expertise (Doherty, Richardson and Thorn, 2013). Hence, it is being essential to
improve work adjustment through carrying out interviews and identify linkages within
motivation and adjustment emerged. However, the study is being carried out in depth to explore
different factors influencing the adjustment of SIE academics so that expatriates needs to be
encouraged in terms of improving the efficiency and thus raise the success and interaction
adjustment.
Through evaluating the study it could be assessed that it helps in providing the basis for
several practical recommendations so that local businesses could hire expatriate academics and
carry out cross cultural adjustment (Froese, 2012). Thus, it is significant to understand the
different factors that helps in improving the efficiency and results in motivating expatriates so
that they could be encouraged to work in international boundaries. Due to globalization and
5

international labour mobility it helps in clearly increasing the opportunities for skilled and
talented individuals so that they could work abroad.
6

REFERENCES
Books and Journals
Caligiuri, P., 2014. Many moving parts: Factors influencing the effectiveness of HRM practices
designed to improve knowledge transfer within MNCs.Journal of International Business
Studies. 45(1). pp.63-72.
Cerdin, J.L. and Selmer, J., 2014. Who is a self-initiated expatriate? Towards conceptual clarity
of a common notion. The International Journal of Human Resource Management. 25(9).
pp.1281-1301.
Chen, G. and et. al., 2010. When does cross-cultural motivation enhance expatriate
effectiveness? A multilevel investigation of the moderating roles of subsidiary support and
cultural distance. Academy of Management Journal. 53. pp. 1110-1130.
Chen, Y.P. and Shaffer, M.A., 2017. The influences of perceived organizational support and
motivation on self-initiated expatriates’ organizational and community
embeddedness. Journal of World Business. 52(2). pp.197-208.
Doherty, N., Richardson, J. and Thorn, K., 2013. Self-initiated expatriation and self-initiated
expatriates: Clarification of the research stream. Career Development International. 18(1).
pp.97-112.
Fee, A., 2017. 19. Expatriates in Aidland: humanitarian aid and development
expatriates. Research Handbook of Expatriates. pp.368.
Firth, B.M. and et. al., 2014. Newcomers abroad: Expatriate adaptation during early phases of
international assignments.Academy of Management Journal. 57(1). pp.280-300.
Froese, F., 2012. Motivation and adjustment of self-initiated expatriates: the case of expatriate
academics in South Korea. International Journal of Human Resource Management. 23(6).
pp.1095-1112.
Froese, F.J. and Peltokorpi, V., 2013. Organizational expatriates and self-initiated expatriates:
Differences in cross-cultural adjustment and job satisfaction. The International Journal of
Human Resource Management. 24(10). pp.1953-1967.
7