Reply You will review your classmates’ initial postings and choose one classmate to complete the following for your reply: Write a 250 to 300-word response to your classmate. Your reply must make a

Reply 

You will review your classmates’ initial postings and choose one classmate to complete thefollowing for your reply:Write a 250 to 300-word response to your classmate. Your reply must make a recommendationto your classmate of a peer reviewed journal article that provides additional information on theirtopic. In your response, you should give a summary of the article in your own words and discusswhy it is relevant to their forum topic. It must be different than articles they reference in theirorum. Include an APA formatted citation at the bottom of the reply. 

Introduction

Supporting international assignments for expatriates is a critical aspect of modern global business operations. Expatriates, who are employees sent by their organizations to work in foreign countries, face a variety of challenges that can impact the success of their assignments. These challenges include cultural adaptation, maintaining family cohesion, career progression, and overall well-being (Reic, 2023; Setti et al., 2022). Organizations must take proactive steps to address these concerns, as failure to do so can lead to assignment failures, financial losses, and decreased employee morale (Shah et al., 2022). Effective support strategies range from fostering cultural intelligence and resilience to providing structured organizational assistance for expatriates and their families (Setti et al., 2022; Gao et al., 2024).

Furthermore, dual-career expatriate partnerships present a unique dynamic, as partners play a pivotal role in supporting international assignments, especially in patriarchal societies where gender norms influence career decisions (Nery-Kjerfve & Polesello, 2024). In this discussion forum, I will explore the current trends in supporting expatriates based on recent scholarly research, followed by a synthesis of findings that highlight areas for future investigation. This holistic exploration aims to provide insights into enhancing expatriate success in an increasingly globalized workplace.

Current Trends

In recent research, several themes have emerged regarding the support of expatriates on international assignments. One significant trend is the emphasis on the role of organizational support in enhancing expatriate performance and family adjustment. Studies highlight that organizations providing practical and emotional support, such as pre-departure training, mentoring programs, and resources for expatriate families, tend to experience higher success rates in their international assignments (Shah et al., 2022). Another important focus is the development of cultural intelligence, which has been shown to facilitate cross-cultural adaptation and improve job performance (Setti et al., 2022). This underscores the need for tailored training that equips expatriates with the skills to navigate cultural differences effectively.

Resilience is another critical factor identified in the literature. Expatriates who demonstrate greater resilience are more likely to adapt successfully to challenging international environments (Gao et al., 2024). Furthermore, dual-career partnerships and the active involvement of spouses or partners have emerged as key elements in supporting expatriates, particularly in societies with pronounced gender norms. Dual-career partners contribute not only emotional stability but also practical support during international assignments (Nery-Kjerfve & Polesello, 2024). Additionally, the importance of career management and development planning has gained attention, as expatriates often view international assignments as milestones for long-term career success (Mello et al., 2023). These trends collectively highlight a holistic approach that encompasses organizational, individual, and family-oriented strategies.

Future Research

Future research on supporting international assignments for expatriates could build on the existing findings to address key gaps and emerging challenges. One promising area for exploration is the long-term impact of organizational support on expatriate career success and retention. Mello et al. (2023) suggest that future studies should examine how specific organizational practices influence expatriates’ career trajectories over time. Additionally, further investigation into the relationship between resilience and assignment outcomes could provide deeper insights into how resilience-building strategies can be tailored to different international contexts (Gao et al., 2024).

The role of dual-career expatriate partnerships also warrants additional attention, particularly in understanding how cultural norms shape partner support dynamics and the outcomes of such support. Nery-Kjerfve and Polesello (2024) emphasize the need for research that explores dual-career challenges across diverse cultural settings. Another underexplored area is the effectiveness of cultural intelligence training programs in diverse industries. Setti et al. (2022) recommend studying how these programs can be optimized to enhance cross-cultural adaptation and performance. Finally, the intersection of family adjustment and organizational support remains a critical area for future inquiry. Shah et al. (2022) highlight the importance of studying the nuanced ways organizations can address family needs to improve expatriate success. These research avenues can deepen our understanding of effective support strategies and contribute to the success of global mobility programs.

References

Gao, L., Luo, X., Wang, Y., Zhang, N., & Deng, X. (2024). Retention in challenging international construction assignments: Role of expatriate resilience. Journal of Construction Engineering and Management, 150(2) https://doi.org/10.1061/JCEMD4.COENG-13760Links to an external site.

Mello, R., Suutari, V., & Dickmann, M. (2023). Taking stock of expatriates’ career success after international assignments: A review and future research agenda. Human Resource Management Review, 33(1),100913. https://doi.org/10.1016/j.hrmr.2022.100913Links to an external site.

Nery-Kjerfve, T., & Polesello, D. (2024). Dual-career expatriate partners' motives for supporting international assignments: Evidence from a patriarchal society. Journal of Global Mobility, 12(2), 241-264. https://doi.org/10.1108/JGM-03-2023-0020Links to an external site.

Reic, I. (2023). Understanding expatriates' cultural adjustment and performance in international assignments. Qualitative Report, 28(9), 2814-2833. https://doi.org/10.46743/2160-3715/2023.5918Links to an external site.

Setti, I., Sommovigo, V., & Argentero, P. (2022). Enhancing expatriates’ assignments success: The relationships between cultural intelligence, cross-cultural adaptation and performance. Current Psychology (New Brunswick, N.J.), 41(7), 4291-4311. https://doi.org/10.1007/s12144-020-00931-wLinks to an external site.

Shah, D., de Oliveira, R. T., Barker, M., Moeller, M., & Nguyen, T. (2022). Expatriate family adjustment: How organizational support on international assignments matters. Journal of International Management, 28(2),100880. https://doi.org/10.1016/j.intman.2021.100880Links to an external site.