Figure 3
The figure presents four vertical bar charts connected with arrows. The top chart is labeled “Multiple Capitals” and contains seven categories, each represented with five vertical bars. The horizontal axis of this chart lists seven capital types labeled from left to right as “Organizational Capital”, “Psychological Capital”, “Social Capital”, “Human Capital”, “Financial Capital”, “Spiritual Capital”, and “Physiological Capital”, and the vertical axis represents frequency counts. The data for the bars are as follows: Organizational Capital: Justice and fairness, 51. Organizational Capital: Organizational culture, 39. Organizational Capital: Work pressure, 18. Organizational Capital: Recognition, 17. Organizational Capital: Teamwork, 17. Psychological Capital: Negative emotions, 29. Psychological Capital: Emotional instability, 23. Psychological Capital: Burnout vulnerability, 17. Psychological Capital: Emotional resilience, 14. Psychological Capital: Personal motivation, 7. Social Capital: Relationship support, 34. Social Capital: Peer interaction, 26. Social Capital: Trust and bonding, 21. Social Capital: Collaboration, 16. Social Capital: Communication effectiveness, 8. Human Capital: Career challenges, 31. Human Capital: Professional development, 30. Human Capital: Skills mismatch, 20. Human Capital: Career progression, 12. Human Capital: Job satisfaction, 5. Financial Capital: Financial stability, 32. Financial Capital: Salary adequacy, 20. Financial Capital: Career investment, 8. Financial Capital: Job benefits, 6. Financial Capital: Economic pressure, 6. Spiritual Capital: Values alignment, 19. Spiritual Capital: Purpose orientation, 17. Spiritual Capital: Ethical awareness, 15. Spiritual Capital: Meaningful work, 13. Spiritual Capital: Negative affect, 4. Physiological Capital: Stress levels, 17. Physiological Capital: Work–life balance, 8. Physiological Capital: Fatigue, 3. Physiological Capital: Physical health, 2. Physiological Capital: Medical needs, 1. The second chart on the left is labeled “Toxic Management”. The horizontal axis shows five labels arranged from left to right as “Conflict”, “Leadership”, “Administration”, “Cultural Differences”, and “Empathy”, and the vertical axis represents frequency counts. The data for the bars are as follows: Conflict, 35. Leadership, 32. Administration, 29. Cultural Differences, 21. Empathy, 2. The chart on the right is labeled “Job Dissatisfaction”. The horizontal axis shows five categories labeled “Disquiet”, “Employee Well-being”, “Professional Development”, “Workplace Conflict”, and “Performance”, and the vertical axis represents frequency counts. The data for the bars are as follows: Disquiet, 34. Employee Well-being, 21. Professional Development, 17. Workplace Conflict, 5. Performance, 1. The bottom chart is labeled “Geopolitical Issues”. The horizontal axis lists five labels from left to right as “Geopolitical Tensions”, “Cultural Tension”, “Nationalism”, “Economic Impact”, and “Educational Policy”, and the vertical axis represents frequency counts. The data for the bars are as follows: Geopolitical Tensions, 24. Cultural Tension, 18. Nationalism, 12. Economic Impact, 8. Educational Policy, 8. Three thick arrows connect the four charts, with arrows linking Multiple Capitals to Toxic Management, linking Multiple Capitals to Job Dissatisfaction, and linking both Toxic Management and Job Dissatisfaction through Geopolitical Issues.Integrative model of organizational dynamics for expatriate academics from qualitative data analysis. Note. Numbers indicate coded frequency of occurrences in participant narratives