Expatriation outside the boundaries of the multinational corporation: a study with expatriate nurses in Saudi Arabia

By Nikos Bozionelos. 2009

156 citations recorded by the source corpus.

To date, research has largely neglected individuals who become expatriates on their own initiative and outside the boundaries of multinational corporations. This study, which focused on 206 non-Saudi expatriate nurses employed in a Saudi Arabian hospital, investigated the relationship of job satisfaction and turnover intentions with four factors: cross-cultural training, protege experience, peer support, and the cultural clusters of the home and host countries. The study also examined the role of gender in the relationship of work attitudes with protege experience and peer support. Protege experience had the most consistent relationship with job satisfaction and turnover intentions, while attendance of cross-cultural training before expatriation was not involved in any of the identified relationships. In most conditions, protege experience and peer support were associated with higher job satisfaction for expatriates of Arab origin. Finally, gender did not play a moderating role in the relationship of work attitudes with mentoring or peer support. These results shed light on the factors that help determine the success of non-corporate-sponsored expatriates and have implications for practice and future research. © 2009 Wiley Periodicals, Inc.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/c6d43e9669a125249e85b23eac1ea92c46ec8254

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Citations in the corpus

Acculturation, coping, and integration success of international skilled migrants: An integrative review and multilevel framework (2019, background): “Similarly, SIE research has largely left the role of the host‐country environment unaddressed (for notable exceptions, see Al Ariss & Özbilgin, 2010; Bozionelos, 2009).”
Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration (2009, background): “For instance, the literature on expatriate careers offers insights into differences in outcomes related to origin (company vs. self-initiated) of the transition (see Baruch & Altman, 2002, Bozionelos, 2009).”
Recognizing the important role of self-initiated expatriates in effective global talent management (2015, unknown): “…& Whitman, 2013; Richardson, 2006; Richardson & Mallon, 2005; Richardson & McKenna, 2006), volunteer workers (Hudson & Inkson, 2006), nurses (Bozionelos, 2009), doctors (Nolan & Morley, 2014), and business professionals (Fitzgerald & Howe-Walsh, 2008; Jokinen, Brewster, & Suutari, 2008;…”
What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation (2015, background): “These positive perspectives occurred even when in a country where cultural values apparently do not favor females (Bozionelos, 2009).”
Self‐initiated expatriation and self‐initiated expatriates: Clarification of the research stream (2013, background): “While there is still some way to go in this direction, some SIE scholars have made a start by examining the potential synergy between boundaryless career theory and the experiences of SIEs, including skilled workers such as nurses (Bozionelos, 2009), highly educated individuals (Doherty and Dickmann”