What is the major contributing factor for expatriate failure?

Inadequate support systems Comprehensive support structures are essential to the success of international missions. There are problems in assessing expatriate failure using only the measure of premature return. To focus more on the issue, in the present study, semi-structured interviews were conducted with four subjects with expatriate experience, as well as a survey of 17 subjects, also with the appropriate experience, on the topic of success or failure of expatriates. The inability of the expatriate family to adapt to the foreign environment was the main determinant of the expatriate's failure.

Based on the results, it is argued that the recognition by those responsible that there are more appropriate measures for expatriate failure—which is not limited to a simple premature return—can change the way in which the reasons for expatriate failure are perceived. Since the reasons for expatriate failure used to be the same, the home company has increased its role as a contributing factor to expatriate failure. Organizations must be aware of their role, as well as the importance of the spouse and family in effectively managing the tasks of expatriates. Former expats are expected to return to their head office as if they had never left, even though their colleagues and company goals may have changed during their time away.

It is not surprising that the volume of literature on expatriate management is large, considering the growing importance of the topic. A lack of local support can be a contributing factor to the overall failure of expatriates, so it's critical to develop a support plan once they arrive at their new destination. Although children and spouses are common factors in cases of early repatriation, it is extremely difficult to detect this because most assignees are reluctant to share domestic or social difficulties with the company. Since this select group is critical to the success of companies in occupying key positions in offshore business transactions, this has compounded the need for more accurate and applicable information on expatriate management.

Providing comprehensive pre-assignment training improves expat success by helping the person (and their family) to feel more prepared for potential stressors ahead. As the world continues to globalize, companies must manage an increasingly diverse workforce, and expatriation is only a subset of this challenge (Deresky, 2000). Providing your expats with the medical care they may need while working abroad is key to their physical and mental health and well-being. The previous literature on expatriate failure, in particular, lacks empirical evidence and focuses mainly on the U.

Arguably, the most important research done by Tung (198) on expatriate failure was carried out more than two decades ago.

Chasity Flom
Chasity Flom

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