Researchers from Lithuania and Germany have analysed 222 scientific articles from the last 32 years, revealing that most research (72 per cent) has focused on the adjustment of assigned expatriates—employees sent abroad by their organisations.

On the other hand, migrants, a group that has seen a threefold increase in its global population share over the past five decades and now constitutes about 4 per cent of the world’s population, are the least studied among international employees. As global human mobility continues to rise, there is an urgent need to shift our focus to self-initiated expatriates and migrants, a call to action made by Vilmantė Kumpikaitė-Valiūnienė, a professor at KTU School of Economics and Business and co-author of the study.

In management and business, self-initiated expatriates are individuals who move to a foreign country for work on their own accord and typically plan to stay for a limited time. Migrants, on the other hand, are individuals who relocate with the intention of permanent residence and, frequently, citizenship. According to Professor Kumpikaitė-Valiūnienė, these two categories form the most significant proportion of international employees globally.

The study, a collaboration between KTU and the University of Bamberg in Germany, involved an examination of 222 articles from the Web of Science Core Collection database covering the period from 1990 to 2022. This comprehensive review aimed to trace the field’s evolution and identify new potential research directions by analysing the themes of the articles. It noted significant research gaps, particularly the lack of focus on Africa despite its high migration flows and concentrated on movements between Asia, Europe, and North America.

The research not only identified key factors influencing the adjustment of international employees but also highlighted the potential benefits for businesses. Understanding these factors can significantly improve the integration of international employees, both within and outside the organisation. Successful adjustment not only enhances the well-being and productivity of international employees but also potentially boosts the competitive advantage of their employers, as explained by Irma Banevičienė, co-author of the study and a researcher at KTU.

Professor Kumpikaitė-Valiūnienė underlines the crucial role of organisational support, which should extend beyond work-related matters to include aspects of daily life in the host country such as transportation, shopping, and healthcare. She also emphasises the importance of local support, which can help international employees adapt to both the workplace and the broader societal environment. This comprehensive support system is vital for the successful adjustment of international employees.

The study found that individual factors were the most frequently studied (155 articles), followed by organisational (95) and country-related factors (78). Yet, only 14 articles explored the impact of demographics on the adjustment of international employees.

Although the study didn’t specifically explore cultural differences, Kumpikaitė-Valiūnienė noted that previous research had identified specific patterns. For instance, individuals from individualistic cultures tend to focus on personal achievements, whereas those from collectivistic cultures prioritise cooperation and societal benefits. She highlighted cultural intelligence—including curiosity, an interest in different cultures, travel, knowledge of foreign languages, and a positive outlook—as crucial traits for effective cultural adjustment and understanding.

With global mobility set to continue its upward trend, the demand for international employees is growing, especially in ageing European nations. While countries like the USA and Germany remain popular destinations, migration impacts every region. Recent trends indicate that Lithuania and Estonia, historically countries of emigration since their independence in 1990, are now becoming migrant-receiving nations. Although these countries still face challenges in preparing for international employees, such as the need for multilingual information and basic guidelines, substantial organisational support is available to help integrate these workers into their new environments, concludes Professor Kumpikaitė-Valiūnienė.

More information: Irma Baneviciene et al, Assessing the status quo of international employees’ adjustment research, 1990–2022: a review and future research agenda, Humanities and Social Sciences Communications. DOI: 10.1057/s41599-024-03098-y

Journal information: Humanities and Social Sciences Communications Provided by Kaunas University of Technology