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As the global operations of a multinational corporation surge, the need for expatriates grows, too. An expatriate, also referred to as an "expat," is a person assigned to work in a foreign country for a certain period of time. Hiring people from another country can aid in completing strategically critical tasks as these people provide and transfer knowledge, skills, and expertise. They might also help companies establish operations internationally and succeed in competitive markets. The role of expats makes it vital to study the factors that increase their overall success level.
In addition to a good salary, the expatriation package can include attractive benefits, such as relocation assistance, a housing allowance, and school tuition for their children. Some expats may accept an assignment abroad simply as a chance for career development. A standardized approach to international assignments is not effective (Codings et al., 2007), but all companies strive for the same result: more employee motivation and retention and less employee dissatisfaction and turnover.
The transfer process can be an emotionally difficult phase for the expat since it involves separation from friends and family and adjusting to an unfamiliar culture and work environment. The focal concerns of expatriates relate to their uncertainties and anxieties (Jassawalla et al., 2004). Employees face many obstacles in the host country such as culture shock, homesickness, and isolation. These challenges can cause them to feel dissatisfied, to underperform, or to quit the assignment all together.
Because of the cross-cultural hurdles that every expatriate confronts, it is imperative for them to understand the factors that influence their adjustment to the new culture. Toward this end, companies seek ways to help their foreign employees adjust, hoping to create a win-win situation through the expatriation process. They may provide training for expats about the new culture and working environment to build cultural awareness and speed the transition process. Training may be pre-departure and post-arrival. Cross-cultural training, according to Ko and Yang (2011), has a positive effect on the individual's expatriation experience. Studying the impact of training on expatriate satisfaction, performance outcomes, and turnover help determine if training is truly essential.
Literature Review
The past three decades have experienced a substantial increase in the number of firms that have, in a way or another, internationalized...