In light of increasing global mobility, a recent study emphasizes the need for greater attention to the adjustment challenges faced by international employees. Conducted by Kaunas University of Technology (KTU) and the University of Bamberg, Germany, researchers analyzed 222 scientific articles spanning from 1990 to 2022, highlighting significant gaps in understanding and proposing new research directions.
The study, published in Humanities and Social Sciences Communications, reveals that while international employees make up nearly 5% of the global workforce, certain groups remain under-researched. Notably, the focus has predominantly been on expatriates sent abroad by organizations, overlooking self-initiated expatriates and migrants—a growing demographic representing about 4% of the world’s population, with a threefold increase in the last 50 years.
“Self-initiated expatriates and migrants constitute a substantial part of the international workforce, yet their adjustment experiences have been relatively neglected,” explains Vilmantė Kumpikaitė-Valiūnienė, a professor at KTU School of Economics and Business and co-author of the study.
The research underscores the importance of understanding the adjustment dynamics of these groups, who often face unique challenges in adapting to new work and cultural environments. It points out that organizational support, including information on work-related matters and living conditions, plays a crucial role in facilitating successful adjustment and enhancing employee well-being and productivity.
Irma Banevičienė, a co-author and researcher at KTU School of Economics and Business, emphasizes, “Our study identifies key factors influencing international employee adjustment, offering insights for businesses to foster a supportive environment both within and outside the organization.”
The study also highlights geographical disparities in research focus, noting a predominance of studies on movements between Asia, Europe, and North America, with insufficient attention to migration flows in Africa—a region experiencing significant demographic shifts.
“While individual factors have been extensively studied, there remains a gap in understanding how demographic factors and organizational support impact adjustment outcomes,” Banevičienė adds.
The findings underscore the need for comprehensive support mechanisms tailored to the diverse needs of international employees. Beyond work-related support, integration efforts should encompass aspects of daily life such as transportation, healthcare, and community engagement.
“Effective adjustment strategies must address not only professional integration but also socio-cultural adaptation, facilitated by local communities and fellow colleagues,” suggests Kumpikaitė-Valiūnienė.
The study advocates for a nuanced approach to cultural differences, highlighting the role of cultural intelligence in promoting successful adjustment. Traits such as curiosity, language proficiency, and a positive attitude towards cultural diversity are identified as critical factors in bridging cultural gaps and fostering mutual understanding.
Looking ahead, Kumpikaitė-Valiūnienė anticipates continued global mobility trends, with organizations increasingly reliant on international talent to meet workforce demands. This trend is particularly pronounced in aging populations across Europe, where there is a growing need for skilled workers from overseas.
“Migration patterns are reshaping demographics worldwide, with countries like Lithuania and Estonia transitioning from migrant-sending to migrant-receiving nations,” notes Kumpikaitė-Valiūnienė. Despite progress, she acknowledges the need for enhanced national-level infrastructure and support systems to accommodate international employees effectively.
“While challenges persist at the national level, organizational efforts are pivotal in creating inclusive environments that facilitate the seamless integration of international talent,” concludes Prof. Kumpikaitė-Valiūnienė.
In summary, the study underscores the critical need for targeted research and supportive policies to enhance the adjustment experiences of international employees amidst evolving global mobility trends. By addressing these gaps, organizations can foster environments that maximize the potential of a diverse workforce and contribute to their competitive advantage in a globalized economy.
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