Table 2

Overview of the articles included in the review

AuthorsYearJournalMethodaExpatriate type and sample sizeExpatriate backgroundHome countryHost countryThemesbTheoretical framework
Al Ariss2010Career Development International2SIEs; all genders (n = 43, 42% female)Professionals (Business)LebanonFranceCModes of engagement
Bodolica and Spraggon2008Equal Opportunities International2FSIEs (n = 5)Lower levelMoldovaItalyA, B, C, DBoundaryless careers, U-curve theory
Bozionelos2009Human Resource Management1SIEs; all genders (n = 206, 86% female)Professionals (Healthcare)Global mixSaudi ArabiaB, C/
Bozionelos2020Frontiers in Psychology2FSIEs (n = 10 FSIEs, 10 HCNs)Professionals (Business)ChinaUKB, CDouble jeopardy, ethnic prominence
Colakoglu, Yunlu, and Arman2018Journal of Global Mobility2FSIEs (n = 20)Professionals (Business)TurkeyUSAB, CAdult learning theory
Fitzgerald and Howe-Walsh2008International Journal of Business and Management2FSIEs (n = 6)Professionals (Business)Global mixUK (Cayman Islands)A, B, CBoundaryless and protean careers, push-pull model
Haak-Saheem, Hutchings, and Brewster2022British Journal of Management2FSIEs (n = 51)Professionals (Business)Global mixUAEA, CBoundaryless careers, career self-management, gender segregation
Harry, Dodd, and Chinyamurindi2019Journal of Global Mobility2SIEs; all genders (n = 25, 40% female)Professionals (Academia)African mixSouth AfricaB, CPerson-environment fit theory
Ho, Seet, Jones, and Hoang2023International Journal of Manpower1FSIEs (n = 248)Professionals (Business)VietnamGlobal mixA, DIdentity theory, role theory
Isakovic and Whitman2019Journal of Organizational Psychology1FSIEs (n = 321)Lower levelGlobal mixUAEBSocial exchange theory, stress theory
Lauring and Selmer2014Asia Pacific Business Review1SIEs; all genders (n = 640, 24% female)Professionals (Academia)Global mixGreater ChinaB/
Lindsay, Sharma, and Rashad2019Asia Pacific Journal of Human Resources1SIEs; all genders (n = 248, 40% female)Professionals (Business)New ZealandGlobal mixDBoundaryless careers, push-pull model, social capital theory
Muir, Wallace and McMurray2014Journal of Global Mobility2FSIEs (n = 25)Professionals (Business)USAChinaA, CBoundaryless and protean careers, career construction theory, KCM
Myers2011Women’s Studies Journal2FSIEs (n = /)/New ZealandGlobal mixA, BLife story framework
Myers and Douglas2017New Zealand Journal of Employment Relations2FSIEs (n = 21)VariousNew ZealandGlobal mixA, C, D/
Myers and Pringle2005Journal of World Business2SIEs; all genders (n = 50, 52% female)VariousNew ZealandGlobal mixA, CCareer capital theory
Myers and Thorn2023Journal of Global Mobility2FSIEs (n = 21)Professionals (Business)New ZealandGlobal mixC, D/
Myers, Inkson, and Pringle2017Journal of Global Mobility2FSIEs (n = 21)VolunteersNew ZealandGlobal mixCKCM
Myers, Thorn, and Doherty2022Personnel Review2FSIEs (n = 21)Professionals (Business)New ZealandGlobal mixAKCM, push-pull model, SST
Nolan and Liang2022Journal of Global Mobility3SIEs; all genders (n = 193,29% female)Professionals (Healthcare)Global mixIrelandBBlack et al.’s model of CCA, U-curve theory
Qin and Sekiguchi2025Gender in Management2FSIEs (n = 30)/Global mixJapanB, CCareer-agency, person-environment fit theory
Schreuders-van den Bergh and Du Plessis2016Journal of Global Mobility2FSIEs (n = 21)Professionals (Business)/NetherlandsA, BCQ theory, self-determination theory
Selmer and Lauring2010European Management Review1SIEs; all genders (n = 428, 29% female)Professionals (Academia)Global mixNordic countries, NetherlandsA/
Selmer and Lauring2011Cross Cultural and Strategic Management1SIEs; all genders (n = 428, 29% female)Professionals (Academia)Global mixNordic countries, NetherlandsBCrossover theory
Stalker and Mavin2011Human Resource Development International2FSIEs (n = 12)Professionals (Business)Western mixUAEB, CSocial identity theory
Tahir2023Cross Cultural and Strategic Management2FSIEs (n = 30)Professionals (Business)Western mixUAEBBoundary theory
Tahir and Savara2019New Zealand Journal of HRM2FSIEs (n = 14)Professionals (Business)New ZealandUAEB, CBlack et al.’s model of CCA
Thorn2009Career Development International1SIEs; all genders (n = 2,608, 48% female)/New ZealandGlobal mixASuper’s career development theory
van den Bergh and Du Plessis2012Journal of Management Development2FSIEs (n = 21)Professionals (Business)Global mixThe NetherlandsA, B, CTime-sequenced model
Vance and McNulty2014International Studies of Management and Organization2SIEs, AEs; all genders (n = 45, 64% female)Professionals (Business)USAEuropeCVance’s career path model
Wechtler2018Career Development International2FSIEs (n = 11)/Global mixGlobal mixA, BKCM
Yorozu2024Journal of Global Mobility2FSIEs (n = 22)Professionals (Business)Global mixJapanCNeo-institutional theory
Yusuf, Zakaria, and Abdul-Talib2021Journal of Infection and Public Health2FSIEs (n = 16)Professionals (Healthcare)MalaysiaSaudi ArabiaBU-curve theory
Zakaria and Yusuf2023Current Psychology2FSIEs (n = 22)Professionals (Healthcare)MalaysiaSaudi ArabiaBBlack et al.’s model of CCA,
U-curve theory

Source(s): Authors’ own work

aMethodology: (1) Quantitative; (2) Qualitative; (3) Mixed-method; bThematic dimensions: (A) Motivations; (B) Adjustment; (C) Careers; (D) Post-expatriation

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