Enhancing the understanding of expatriate adjustmentconcept and multi-sample empirical support

Resumen

As organizations, regardless of their sizes, seek opportunities to become multinationals, the significance of expatriates is expanding. While expatriation is not a new concept, the known identity of expatriates is adjusting to the new demands of new generations. Following World War II, expatriation began when organizations initiated sending their own employees abroad to work in their subsidiaries However, along with the new generation, a new type of expatriates emerged as self-initiated expatriates; people who decided to work abroad without the support of a parent organization in their home countries. This thesis attempts to understand the differences between organization expatriates and self- initiated expatriates by presenting three papers that consider different samples and diverse methods. Each chapter has its own conclusions and limitations; following on, the final chapter of the thesis will summarize, compare and contrast the findings of these papers. The overall findings reveal that self-initiated expatriates and organizational expatriates seem to contrast in their meaning of 'success', as well as in their motivation for going abroad, but face similar obstacles in terms of spousal adjustment and language. The findings are supported with quotes from interviewees.