Push and pull factors are well-documented, but their interaction remains underexplored

Explore the interplay of age, cultural background, family roles, and economic status in shaping FSIEs’ motivations

Limited exploration of how cultural and socio-economic contexts shape FSIEs’ motivations

Examine motivations of underrepresented subgroups, such as FSIEs from emerging economies or in low-status roles

Motivations unique to FSIEs, like escaping societal pressures around motherhood or pursuing family well-being in emerging economies, require more attention

Investigate home and host country dynamics, including how socio-cultural norms influence expatriation decisions

Evolving motivations over time, particularly among older FSIEs, are lacking deeper understanding

Conduct longitudinal studies to explore how expatriation motivations and decisions evolve in response to life stages, career progression, and host country experiences

Adjustment challenges are underexplored in relation to gender, occupation, and cultural contexts

Investigate adjustment challenges across diverse occupations, cultural contexts, and demographic groups

Limited research on the impact of cultural and religious contexts of home and host countries on FSIEs’ adjustment

Examine the interplay of cultural and religious factors in shaping FSIEs’ adjustment experiences

Insufficient focus on the role of organizational support in addressing industry-specific and demographic challenges

Explore targeted organizational support initiatives, such as cross-cultural training, language programs, and diversity and inclusion management

Career barriers shaped by cultural background, institutional norms, and appearance remain underexplored

Examine how gender, cultural background, ethnicity, and occupation influence FSIEs’ career trajectories

Gender discrimination persists across various cultural and organizational contexts, often excluding FSIEs from male-dominated networks and decision-making roles

Explore the impact of diversity management practices, gender-sensitive mentoring programs, and inclusive workplace policies on FSIEs’ career outcomes

Limited research on career benefits of expatriation at different life stages, particularly for older FSIEs

Investigate the long-term career impact of expatriation and the potential plateau in competency growth

The role of organizational policies and diversity initiatives in supporting FSIEs’ career growth is underexplored

Conduct org.-level or multi-level studies to assess HRM professionals’ and managers’ perspectives on implementing diversity and inclusion initiatives to support FSIE-careers

Theoretical frameworks used in current research lack integration to address the unique challenges faced by FSIEs, especially from emerging economies

Integrate interdisciplinary theoretical frameworks to better capture institutional and individual dynamics shaping FSIEs’ professional experiences

Underemployment and lack of recognition for skills gained abroad often drive dissatisfaction and re-expatriation

Explore organizational support for career transitions post-repatriation

Older FSIEs face ageism and limited access to meaningful work post-expatriation

Investigate long-term career outcomes and barriers to reintegration

Cultural, economic, and family factors influencing reintegration are underexplored

Examine the influence of cultural, economic, and family factors on reintegration and re-expatriation

Limited comparative research on FSIEs and female AEs, particularly regarding experiences of adjustment, career development, and gender discrimination

Compare adjustment, discrimination, and career trajectories of FSIEs and female AEs

FSIEs face unique challenges like underemployment, while AEs benefit from organizational resources

Explore whether self-initiation reduces or exacerbates gender disparities

Limited research directly comparing FSIEs and male SIEs

Investigate recognition of skills gained abroad and differences in repatriation experiences

FSIEs exhibit higher adjustment levels, job satisfaction, and performance but face distinct gender discrimination

Conduct comparative studies on FSIEs and male SIEs to uncover gendered differences in experiences and expatriation outcomes

Gender-specific challenges, like balancing motherhood or managing private-life burdens, are underexplored

Investigate how gender roles impact expatriation and repatriation challenges for FSIEs versus male SIEs

Reliance on cross-sectional, single-report data, often derived from small sample sizes limiting generalizability

Conduct longitudinal studies capturing FSIEs’ experiences throughout expatriation stages, incorporating perspectives from supervisors, coworkers, and family

Predominance of qualitative methods with limited empirical testing of theoretical frameworks

Rigorously apply and test established theoretical frameworks, leveraging interdisciplinary perspectives

Underutilization of multi-level and longitudinal methodologies, leading to fragmented insights

Integrate multi-level analyses to explore the interactions between individual, organizational, and cultural factors

Employ ethnographic and diary methods to achieve nuanced, time-sensitive insights into FSIEs’ experiences

Limited representation in top-tier journals, reflecting methodological and scope-related challenges

Enhance visibility in top-tier journals by adopting advanced methodologies and emphasize relevance to broader global mobility and expatriation studies