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To understand the effects of host country nationals (HCNs) on expatriate effectiveness, we draw upon social capital theory to develop and test a model of expatriate adjustment and performance. This social capital model predicts that social networks and access to information and resources ( opportunities), trust and norm of reciprocity ( motivation) and HCNs' intercultural competencies and reliable task performance ( abilities) have direct effects on expatriate adjustment and performance. To test the proposed model, we conducted a field study and collected data from 147 expatriate managers working in Hong Kong, Beijing and Shanghai. The social capital variables were strong predictors of expatriate performance but were relatively weak for adjustment. Having adopted a new perspective for examining expatriate effectiveness, this research offers some new directions for future studies in expatriate research as well as in social capital.

Drawing on Conservation of Resources and spillover theories, we empirically examine work and community outcomes of both organizational and community embeddedness and the underlying mechanism whereby the two forms of embeddedness influence both domain-specific and cross-domain outcomes. With data from 165 matched pairs of employees and their colleagues from a Midwestern US organization, we found that organizational and community embeddedness influence specific individual behaviors both within and across their respective domains. Additionally, we found support for the mediating role of psychological flourishing in the relationships between embeddedness and various organizational and community outcomes. We discuss the theoretical contributions and practical implications of our findings, as well as suggestions for future research.

Given the dominance of work—family research within the context of the United States and a disparate and fractured understanding of the dynamic interplay between work and family for those who live and work beyond the borders of the United States, we review and synthesize 219 empirical work—family studies that have targeted employees outside of the United States. Our review answers four questions about international work—family research. First, what constitutes the work—family interface and is there consensus about how to measure it? Second, what theories have researchers used to explain the work—family interface? Third, which antecedents and consequences of the work—family interface are common across countries and which are unique to particular countries? Fourth, what can we learn from this review that will inform future research in this area? Based on our review, a universal theoretical framework that integrates both work—family conflict and facilitation is provided. Future research directions are also discussed.

PurposeDrawing on the challenge–hindrance stressor framework and the "too-much-of-a-good-thing" principle, this study examined the curvilinear effects of two emic social challenge stressors (guanxi beliefs and participative decision-making (PDM)) and the moderating effect of an etic social hindrance stressor (perceived organizational politics) on Hong Kong and United States nurses' job satisfaction.Design/methodology/approachA quantitative survey method was implemented, with the data provided by 355 Hong Kong nurses and 116 United States nurses. Structural equation modeling was used to examine the degree of measurement equivalence across Hong Kong and US nurses. The proposed model and the research questions were tested using nonlinear structural equation modeling analyses.FindingsThe results show that while guanxi beliefs only showed an inverted U-shaped relation on Hong Kong nurses' job satisfaction, PDM had an inverted U-shaped relation with both Hong Kong and United States nurses' job satisfaction. The authors also found that Hong Kong nurses experienced the highest job satisfaction when their guanxi beliefs and perceived organization politics were both high.Research limitations/implicationsThe results add to the comprehension of the nuances of the often-held assumption of linearity in organizational sciences and support the speculation of social stressors-outcomes linkages.Practical implicationsManagers need to recognize that while the nurturing and development of effective relationships with employees via social interaction are important, managers also need to be aware that too much guanxi and PDM may lead employees to feel overwhelmed with expectations of reciprocity and reconciliation to such an extent that they suffer adverse outcomes and become dissatisfied with their jobs.Originality/valueFirst, the authors found that influences of guanxi beliefs and PDM are not purely linear and that previous research may have neglected the curvilinear nature of their influences on job satisfaction. Second, the authors echo researchers' call to consider an organization's political context to fully understand employees' attitudes and reactions toward social interactions at work. Third, the authors examine boundary conditions of curvilinear relationships to understand the delicate dynamics.

Based on a sample of 168 Asian Americans and 248 White Americans, we found that Asian Americans were more prone to experience interference of work with family life when they were highly committed to their work role compared to White Americans. This difference was more pronounced for Asian Americans with low self-esteem, whereas there were no differences between the ethnic groups for those with high self-esteem. In sum, we find that examining the level of commitment of Asian Americans to a work role is insufficient for understanding how their work interferes with family life. Our findings reflect that, for Asian Americans, their cultural values, traditions, and heritage also play a significant role, especially for those individuals with low self-esteem. The article also addresses practical implications and future directions for research.

Drawing on Conservation of Resources theory and the socially embedded model of thriving, we examine the resource antecedents and retention outcome of expatriate thriving. Using two-wave panel data from 103 international teachers in the United States, we found that the personal resource of cultural intelligence directly influenced thriving, and thriving led to expatriate actual retention. In addition, the contextual resource of organizational embeddedness served as a boundary condition that augmented cultural intelligence's positive effect on thriving. Applying the concept of thriving to explicate expatriate experiences, we go beyond the dominant emphasis in the expatriate literature on expatriate adjustment. In doing so, we highlight the joint contribution of both personal and contextual resources associated with global work experiences and pinpoint potential boundary conditions that enable thriving.