| Abstract [eng] |
This dissertation examines the adjustment of self-initiated expatriates and makes a significant contribution to the field of international human resource management. It addresses important theoretical and empirical gaps in the global mobility literature, which has traditionally focused on assigned expatriates, while the growing population of self-initiated expatriates has received comparatively limited and fragmented scholarly attention. Adopting a multilevel analytical perspective, the dissertation is grounded in a systematic literature review and three original empirical studies employing both qualitative and quantitative methods. The first study presents a systematic review of international employee adjustment research conducted over a 32-year period. The findings reveal a growing academic interest in expatriate adjustment and highlight the need for integrative research across country-, organizational-, and individual-level contexts. The review also underscores the importance of greater sample diversity in terms of demographics, expatriate types, nationalities, and the inclusion of host-country nationals. The second study focuses on country-level factors and demonstrates that governmental and institutional structures in countries transitioning from authoritarian to democratic regimes are often insufficiently prepared to support incoming migrants, particularly where international migration is a relatively new phenomenon. Through an analysis of the Lithuanian and Estonian cases, the study identifies the need for more targeted policies and integration measures, including accessible support structures, easily available information in languages beyond that of the host country, clear organizational structure, and opportunities for participation in social activities. The third study examines organizational-level factors and finds that Clan organizational culture type is most closely aligned with the needs and values of self-initiated expatriates. Such cultures foster a sense of belonging and positively influence both work-related and non-work-related dimensions of expatriate adjustment. The fourth study investigates individual-level factors and reveals that supervisors’ international experience plays a critical role in the adjustment of self-initiated expatriates. The findings suggest that foreign-born supervisors are more adept at recognizing uncertainty cues expressed by self-initiated expatriates and provide greater support than local supervisors, even when the latter possess international experience. Based on these findings, the dissertation offers evidence-based recommendations for policymakers, organizational leaders, and human resource management professionals. These include the development of inclusive immigration policies, the promotion of supportive organizational cultures, and the strategic recruitment or development of culturally competent leaders. The research also provides a foundation for the design of mentoring programs, intercultural training modules, and tailored support systems for self-initiated expatriates. By responding to the growing demand for inclusive and context-sensitive models of adjustment, this dissertation contributes to theoretical advancement, empirical clarity, and the development of informed policy and management practices, ultimately supporting the successful adaptation of global talent in an increasingly international labor market. |
