Looking out or looking up: Gender differences in expatriate turnover intentions

Hyun Jung Lee, Chei Hwee Chua, Christof Miska, Günter K. Stahl

Research output: Contribution to journalReview article

11 Scopus citations

Abstract

Purpose - With the steady increase in the number of female expatriates and multinational corporations' (MNCs') pressing need for global female talent, understanding the factors that attract and retain female expatriates is urgent. Drawing from the literatures on gender differences in (domestic) labor turnover and gender differences in social networks, the purpose of this paper is to investigate gender differences in expatriates' turnover intentions. Design/methodology/approach -The authors collected data via a questionnaire survey from an international sample of female (n=164) and male (n=1,509) expatriates who were on a company-sponsored international assignment at the time of completing the survey. Findings -The findings show that female expatriates' turnover intentions are mainly explained by satisfaction with company support. In contrast, male expatriates' turnover intentions are explained by repatriation concerns and perceived gap between within-And outside-company career-Advancement opportunities, in addition to satisfaction with company support. The authors did not find any gender differences in the levels of turnover intention per se. Practical implications - Since males dominate the expatriate cadre of most companies, existing expatriate retention strategies are likely to be geared toward males. Companies that value and want to retain their female talent need to gain a better understanding of what matters to female expatriates in their decisions to stay or leave the company, and adjust their expatriation and repatriation management strategies accordingly. Originality/value -The study is one of the first to empirically test the gender differences in expatriate turnover intentions. The authors propose two underlying mechanisms that explain gender differences in expatriate turnover intentions: social integration and career advancement. The findings point to an important new research frontier that focuses on gender differences in the underlying mechanisms of turnover intentions rather than in the level of turnover intentions.

Original languageEnglish (US)
Pages (from-to)288-309
Number of pages22
JournalCross Cultural and Strategic Management
Volume24
Issue number2
DOIs
StatePublished - 2017

Keywords

  • Female expatriate
  • Female talent
  • International assignments
  • MNCs
  • Turnover intentions

ASJC Scopus subject areas

  • Cultural Studies
  • Business and International Management
  • Strategy and Management

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