The psychological impact of expatriate relocation on partners

Abstract This paper reports upon a study of the psychological impact of relocation on partners of fifty-eight expatriate and repatriate managers. The study examined associations for several factors, namely company assistance, culture shock experienced, perceived cultural distance between home and host countries and personal factors, with partners' psychological adjustment to relocation. The most important positive predictor of psychological adjustment was found to be company assistance. Also, general support for a process of phases in psychological adjustment to relocation was found, although not following the postulated curve. Increased recognition of the importance of the factors examined here and their role in the process of psychological adjustment to relocation is recommended for expatriates and their organizations alike.     

Dual-career couples during international relocation: The trailing spouse

Expatriate relocation is a complex process which is influenced by a variety of issues. One issue, the dual-career couple, increases the likelihood of dissatisfaction and failure of the foreign assignment. The trailing spouse plays a critical role in the amount of stress/conflict experienced by the expatriate and she/he is key to increasing the success rate of expatriate managers. This research reports on a survey of 258 dual-career couples and their concerns with: (1) willingness to relocate; (2) unique adjustment issues; (3) stress/conflict generating situations; and (4) the type/level of support provided by the expatriate managers' MNCs.     

Exploring the role of the spouse in expatriate failure: a grounded theory-based investigation of expatriate' spouse adjustment issues from India

This paper applied the grounded theory method in a study of the expatriates' spouses' relocation adjustment process and the impact of such adjustment problems in expatriate failure. A qualitative enquiry approach using open-ended questions in the form of personal interviews was adopted. Iteratively, the questions were changed to reach theoretical saturation and we allowed the respondents to lead us through the data collection process during our eventual theory development process. An action diagram technique was used to help structure and process the data. The study was conducted with 26 Indian origin spouses who had to encounter relocation issues one time or the other. We found the spouses' perceived gender role ideology to play a critical part in their adjustment process. Other factors that influenced the adjustment process in expatriate assignments were personality factors such as extraversion, organizational and family support, country demographics and pre-departure training.     

Testing a model of intraurban firm relocation

A neoclassical model of firm behavior, analogous to Muth's household analysis, in a monocentric urban environment yields comparative static predictions concerning radial direction of relocation. Knowledge of plant production and demand conditions and economic characteristics of the urban environment is needed to make relocation predictions. Expected and unexpected relations between the technology, economic environment, and comparative static results on input demands and location are derived. A small, detailed data set from Cincinnati is used to test a probit model of the relocation decision. The results are consistent with theoretical expectations. Demand changes, initial plant size, and the relative magnitude of transport costs are the most important determinants of the propensity to decentralize. Traditional measures of agglomeration economies lack explanatory power.     

Hiring,firing, and relocation under employment protection

We analyze how hiring and firing costs as well as firing regulatory delays affect firms’ hiring, firing, and relocation policy with a stochastic control model. These frictions are substantial; e.g. the firing delay can be almost a year. In the model hiring and firing costs depend on the firm size and the number of people hired or fired. Based on our simulations, hiring and firing elasticities without relocation are highest with respect to demand and productivity volatility and the hiring and firing variable costs. The elasticity of firing due to relocation is highest with respect to the firm-sized firing cost.     

Territorial systems and relocation: Insights from eight cases in Japan

This paper investigates the evolution patterns of eight territorial systems in Japan during the period of industry relocation. Multiple case study methodology was applied. Data were collected through interviews with entrepreneurs and local government officials. Based on the findings that reveal adaptation processes in which manufacturing firms are involved, we propose a three-stage evolutionary model to conceptualize the changes that are taking place in Japan's territorial systems. We argue that the transactional relationships are evolving towards more socialized relationships and that these relationships are evolving towards more formalized, knowledge-based innovation networks.     

Evolution and relocation in fashion-led Italian districts: evidence from two case-studies

The aim of this paper is to contribute to the debate about how, in advanced countries, industrial districts specialised in traditional manufacturing industries evolve as a consequence of new challenges linked to the globalization process. Using a multiple case study design, the study examines the evolution of two fashion-led Italian districts: the Montebelluna sportswear system and the Vibrata-Tordino-Vomano clothing district. Our findings reveal that cluster firms’ ability to shift from manufacturing to other activities providing higher returns along the global value chain is key to understanding the effect of globalization and relocation processes on the cluster's long-term competitiveness. As illustrated in this study, weak learning districts are the most threatened while innovative districts are able to enact a selective process of relocation, substituting outplaced activities with more valuable ones and attracting inward investments.     

Effects of residential relocation on household and commuting expenditures in Shanghai, China

Over the past three decades, China's cities have undergone massive spatial restructuring in the wake of market reforms and economic growth. One consequence has been a rapid migration of urban residents to the periphery. Some movers have been forced out either by rising urban rents or government reclamation of their residences. Others have relocated willingly to modernized housing or for other lifestyle reasons. This article examines the effects of relocation to the urban edge on household well-being. It explores the factors underlying changes in housing and transportation costs as households move to the periphery. The research also examines whether those who moved involuntarily are affected differently from those who moved by choice. Results show that, relative to those who moved by choice, involuntary movers are disproportionately and adversely affected in terms of job accessibility, commute time, housing consumption and disposable income. The findings also show that, compared with higher-income households, lower-income groups are disproportionately affected in relation to housing costs, accessibility losses, disposable income and household worker composition. These results indicate that relocation compensation for involuntarily relocated households should be expanded to include more than just housing value: it should encompass urban location changes, household needs and relocation costs.     

A comparative study of domestic,European and international job-related relocation

This paper explores a number of relocation outcomes for geographically mobile employees in the following three regions: Germany as the home country and destination for domestic assignments (n = 115), Western Europe (n = 116) and other countries (n = 236). The satisfaction with various aspects of the post-relocation environment, the perception of change between the pre- and post-relocation environment and the attachment to the post-relocation environment at various levels were compared between the three groups. For the European and international sub-samples differences in the ideal country and future plans were also investigated. The group that stood out most clearly was the domestic sub-sample. It emerged as the group least satisfied with their job or task characteristics, perceived significantly fewer changes in the environment and was comparatively eager to leave the site they were currently working at and the job they were currently employed in. The sometimes proposed redefinition of intra-European assignments as ‘quasi-domestic’ relocation appears to be inappropriate.     

我国基金家族风险调整行为的实证研究

本文选取我国2008年12月31日之前成立的偏股型基金,研究了2006年1月1日至2009年12月31日期间,基金家族内部基金经理根据每年前期家族内部业绩排名而对后期风险进行调整的行为,发现在基金家族内部前7个月排名靠后的基金,后期会显著增大投资组合风险,说明我国基金家族内部存在基金竞赛,即前期排名靠后的基金经理后期倾向于选择高风险高收益的投资组合。进一步研究发现,这种风险选择行为与基金家族的大小呈正相关关系,即大家族内部基金竞赛行为更显著。     

Rent Subsidy and Housing Satisfaction The Case of Urban Renewal In Lubbock, Texas

—Governmental programs proposing rental supplements for low-income families assume that social and economic conditions of these families may be improved by such subsidy. However, this assumption has not been adequately tested by social science research. Data presented here were gathered at an urban renewal relocation housing project in Lubbock, Texas, and suggest that when families who, before urban renewal, were self-sufficient in slum housing are forced into welfare situations because of rent subsidy programs, dissatisfaction with relocation facilities results. The data also indicate that dissatisfaction is correlated positively with the number of persons in the household, the age of residents, and socioeconomic status.     

Industrial and knowledge relocation strategies under the challenges of globalization and digitalization: the move of small and medium enterprises among territorial systems

Owing to globalization and digitalization, small and medium firms adopt relocation strategies to transfer their activities (and implicitly also knowledge) among territorial systems, inducing transformations into both source and destination areas. Cognitive proximity and knowledge creation/transfer play a crucial role, especially critical when concerning tacit knowledge, which can be transferred only by moving people. In each industrial cluster or industrial district it is possible to identify a kernel of critical activities, which requests complex competencies and has high added value, and a kernel of tacit knowledge, which is based on repeated face-to-face interactions. The former resists globalization and the latter prevents digitalization, which impacts heavily on territorial systems lacking trust, cooperative attitude, and other socio-cognitive factors. Relocation strategies are divided into selective and replicative alternatives, depending on the ability to preserve large kernels. When replicative strategies are followed by many firms, the socio-cognitive integrity and the economic competitiveness of the territorial system are severely damaged. Thus, in order to prevent the ruinous consequences of massive replicative relocation, local and regional governments should steer territorial systems towards selective relocation strategies supporting innovation and improving human capital, paying attention and developing socio-cognitive factors too. In the final part of the paper, case studies of industrial and knowledge relocation at intra-European level are discussed, and a general model is proposed.     

Sofa: A simulation program for predicting and evaluating the policy effects of grants-in-aid

This paper motivates and describes a computer simulation program to predict the general equilibrium effects of grants-in-aid to local governments on the tax and spending decisions of these governments. The SOFA (Simulation of Fiscal Assistance) program explicitly incorporates the effects of family relocation (the “Tiebout” adjustment process) and the availability of competitive private market providers (e.g. private schools, hospitals, recreation facilities) on the levels and distribution of local public services. SOFA can simulate the effects of the four main forms of grants-in-aid: (1) lump-sum transfers, (2) matching aid, (3) base equalizing aid, and (4) tax relief aid. In addition to the individual city predictions on taxes and spending SOFA provides the following summary statistics: (1) mean level of spending, (2) coefficient of variation of spending, (3) values for a utilitarian, Rawlsian, and egalitarian objective functions, (4) the central government tax rate needed to finance aid, and (5) the percent of families in the region who prefer the private provision of the “public” service. A copy of the program and a program users manual containing a detailed derivation of the model as well as user's instructions are available from the authors upon request.     

A preliminary model of spouse influence on managerial global assignment willingness

Using family systems theory as a conceptual framework, this research study proposes and tests a preliminary model that explains spouse willingness to relocate internationally and manager willingness to assume a global assignment. Previous research from the global assignments, international job relocation and dual-career couples' literatures has found that spouse attitudes often influence the attitudes of expatriates. However, few research studies have been conducted to determine the factors that influence spouse attitudes toward both short- and long-term global relocation opportunities. The present study attempts to build understanding in this under-researched area of international human resource management. By understanding more about this important phenomenon, top decision-makers and international human resource professionals can better identify and select those candidates who have family situations that will predispose them to accept global assignments. Data from questionnaires completed by 427 global managers and 167 spouses were used to test hypotheses that examined the relationships between individual, family and organizational, factors and spouse criterion variables. An additional hypothesis was tested to measure spouse influence on manager global assignment willingness. The data in the study were analysed by conducting structural equation modelling. Theoretical, methodological and practical contributions from the present study are provided.     

宏观经济调整中的内需拉动对物流行业资本投资的迁移研究

在基于宏观调控对内部需求拉动的前提下,分析物流业资本的投资方向和迁徙特点,以期对我国物流业的进一步发展提供坚实的理论依据。     

Expatriates' families: A systematic literature review and research agenda

The influence of family on expatriates and their families' international assignments experience have been long discussed in various disciplines. We undertake a systematic review of 151 articles on expatriates' families published between 2006 and 2020 in peer-reviewed academic journals in Business and Management, Medicine, Psychology, and Decision Sciences. Adopting a step-wise approach to conduct the review and using Leximancer, we analyze the literature and categorize it into five major themes: family's influence on expatriates; expatriation's influence on expatriate families; family and individual adjustment in the expatriation process; organizational practices concerning family issues in expatriation; and expatriate families' social interaction. This mapping, thematizing and systematic organizing of the literature allows us to identify research areas that have been overpopulated and others that have not received sufficient scholarly attention. By doing so, this study contributes to the literature by providing a multidisciplinary perspective on the issue of expatriates' families. We also present a research agenda to advance knowledge in the field and make recommendations for practice.     

Offshoring versus backshoring: Empirically derived bundles of relocation drivers,and their relationship with benefits

This paper describes an empirically derived classification of the various factors that influence offshoring and backshoring decisions based on data from 275 offshoring and 160 backshoring projects. The study developed one set of factor bundles for offshoring and another set of such bundles for backshoring; these sets were then compared, and their relationships with post-relocation benefits were analyzed. These benefits were also grouped into bundles based on the empirical relationships. This research contributes an empirically derived classification scheme of decision factors for both offshoring and backshoring as well as an analysis of the relationships between decision factors and benefits for each type of relocation direction.     

UNRAVELLED HOMES: Forced Evictions and Home Remaking in Jakarta

This article explores the contours of modernization in the unmaking and remaking of homes among evicted and resettled families in highrise housing. We examine the trajectories of forced eviction by drawing upon interviews with 17 individuals from nine evicted families who have transitioned from living in informal settlements to highrise social housing (rusunawa) in Jakarta. Drawing on two strands of literature—‘developmental idealism and the family’ from population studies and the critical geographies of ‘homemaking’—we argue that the demolition of houses is but an initial event in a long, quiet and subtle, yet profoundly defining, process of ‘upgrading’ families as part of ‘improving’ society, according to developmental logic. The disciplining of the urban poor does not end with the demolition of their houses, but rather continues as part of the fulfilment of shelter. This article attends to the slow unravelling of home hidden and embedded in post-eviction everyday lives, which are often overlooked because of the overt and violent brutality of forced eviction. While eviction can be seen as the violent visual expression of developmentalism, we argue that the relocation in rusunawa is where this ideal permeates into daily domestic life, making mundane activities a battleground for different ideals of ‘home’.     

Making sense of HR in family firms: Antecedents,moderators, and outcomes

Family business researchers have felt increasing distress with the lack of understanding about how families – i.e., their structure, relationships, emotions, and goals – shape how families manage family firms, leading to calls to more fully incorporate “family science” theories about the nature of family into research about family firms. It seems likely that families' first impact in family firms will be on how employees are treated and managed. Thus, this special issue brings together papers that offer an early glance at what is to be gained by leveraging theories about family to help explain how families influence human resource management within family firms, and how human resource management, in turn, impacts key family firm outcomes.