The Role of Social Media on Expatriate Adjustment

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Introduction

First and foremost, expatriates are unwanted. They are an unnecessary, pushy and extremely needy type of people in a very gullible environment. In my crass opinion, they are ‘well-off refugees’. They live and throw their unjurisdicted monies onto economies which hope that their trade will be improved by these foreigners. Our world has borders; restrictions that originally let natives enjoy their personal space. Expatriates leech on credulous cultures and citizenry with a distinct tactility that assumes them to be more travelled, more cultured and even more high-brow. However, these ‘digital nomads’ have goals they need to accomplish in the new lands of work. Their mobile careers require a certain effectiveness ‘local workmen’, also known as host country nationals (HNCs), might and maybe legally should feel an increase in social capital. 

Secondly, some sociology theories (such as the social capital theory) predict that social networks and access to information, opportunities and resources, trust and norm of reciprocity and HCN’s intercultural competencies and task performance (abilities) have direct effects on expatriate adjustment. This paper has its basis on research conducted by Richard Theemling of Erasmus School of History, Culture and Communication Erasmus University Rotterdam. His study finds out that e8xpatriates with the knowledge and willingness to engage in self-efficacy, cultural sensitivity and social networking create a relatable expatriate vocabulary ad literature that enables them to adjust in their ‘new home’. The expatriate social network is an under-emphasised area in expatriate literature. 

Finally, this paper highlights the importance of psychological well-being as an indicator of expatriate adjustment. A social network that connect the expats to their inner circles helps them cope whilst working on an oversees assignment. It proposes that a healthy psychological well-being is brought about by using online social networks to connect with the expat’s family and friends - and generally, his/her prodigal people. Keeping contact has a strong predicting effect on expatriate performance and will mediate the effects of other factors on expatriate performance.

This paper recognizes the sound of personal bias on expatriates, but I acknowledge that international work experience is one of the major requirements for promotion to higher-level managerial positions. Judgement upon people trying to improve their lives through their career is not right. However, expatriates need to learn that their presence in a host country can be distasteful if they have no intention to improve the lives of the HNC’s. Expatriates are not better than HNCs! They are visitors and should have a disciplined courtesy to the hosts. International assignments are a powerful mechanism through which managers acquire new business skill sets, international perspectives, and basic cross-cultural assumptions (Furuya et al. 2009). However, boundaries should be kept and respectfully maintained.

Literature Review

The cross-cultural research literature features several terms to describe the development of skills that allow foreigners to function adequately in a new culture. Adjustment, adaptation, and acculturation are the ones most often used. Cross-cultural adjustment encompasses cognitions, emotions, and behaviours. Adaptation is the degree of fit between individual and environment regarding social processes and social structures (Gudykunst and Hammer,1988). It is the process of acculturation or the convergence of the newcomer over time of behaviours, values and norms, and underlying assumptions of the individual with those prevailing in the environment (Schein, 1984). Enculturation is the first acquisition of a culture and cultural identity by a child. In this case, it is an expatriate's first socialisation experience, his or her cultural starting point. Expatriate adjustment will be defined here as "the process by which the expatriate interacts with the social aspects of the local environment to obtain psychological well-being" (Wang & Nayir, 2006, p. 452) 

Culture is what needs adapting to. "Culture is imprinted in each individual as a pattern of perceptions,

attitudes, and behaviours that is accepted and expected by others in a given society below the level of

conscious thought." (Kim, 1988c: 48). An expatriate will be every person who holds a foreign

citizenship. This paper helps me understand that expatriates use social networking sites (SNS) and other online platforms during the adjustment and integration process. 

An expatriate arrives with a cognitive representation of the host culture that worked for the purposes of the home culture, i.e. interpretation by disinterested observers (Schuetz, 1944). Therefore, confidence in his or her mental frame of reference will be relatively high. The realisation that behaviour guided by the existing frame of reference is inappropriate will lead to a loss of confidence. The expatriate will begin a learning process, that is he or she will replace old, inappropriate elements of the mental frame by new elements. as the expatriate learns more and more effective behaviours and experiences more and more situations in which the guidance by the frame of reference proves reliable, he or she will start to regain confidence.

The proliferation and ever-increasingly popularity of online social networking platforms has provided users with ample opportunities to communicate, collaborate, and bond on a whole new level (Bodle, 2010). It's through the proliferation of such platforms that virtual communities have been created which facilitate interaction amongst community members (Bodle, 2010). Virtual communities can be described as “a group of people with common interests or goals, interacting predominantly in cyberspace” (Koh & Kim, 2004, p. 76). 

This paper will also incorporate a case study of semi-structured interviews with 12 expatriates who originated from countries outside of the European Union (EU) done by Richard Theemling of Erasmus School of History, Culture and Communication Erasmus University Rotterdam. The goal of Theemling’s study is to identify the ways that expatriates use SNSs, as it sought to understand the perceived influence social media use has on adjustment and integration. 

Case Study

The study revealed interesting results. First, it was discovered that many participants have used various virtual communities to meet and interact with others. Furthermore, many participants reported developing friendships as a result of such use. In many cases, developing these friendships has positively influenced adjustment. 

Second, while many participants reported having hobbies and interests, only a few reported using SNS and virtual communities to meet others who share their interests. However, many participants reported being partial to meeting and befriending others who share their nationality. These participants felt that engaging in such interaction positively influenced adjustment. 

Third, many reported that using SNSs and other online communicative platforms played a particularly important role during the adjustment and integration process. Fourth, it was discovered that many participants actively meet and socialise with colleagues in settings outside of the work environment. Many of these events are planned via virtual communities and were found to positively influence adjustment. 

Finally, for some participants, the use of SNSs and different online platforms was found to be highly beneficial during acculturation. The primary goals of this study was to identify the ways expatriates who are living in the Netherlands participate in and become part of virtual communities via online social networks. Expats find themselves working and co-existing in a ‘new’ environment everytime they are disembarked in. To be an high-skilled expatriate, one must have proven that they work very high-paying jobs and they have much needed skill in the society. 

They live a good life and are familiar with the culture of globalisation. To be admitted as a highly skilled migrant, the company employing them must be recognised by the IND and, as of 2013, highly skilled migrants must earn an annual salary of €52,010 if over the age of 30 or €38,141, if under 30 (Expat Law, 2013). As of 2010 there were over 26,000 foreign nationals living and working in the Netherlands as highly skilled migrants (Netherlands Foreign Investment Agency, 2010). 

In addition to non-EU citizens working in the Netherlands as highly skilled immigrants, there are also avenues that foreign nationals can take if they want to live and work in the Netherlands. Specifically, citizens of non-EU countries can remain in the country for employment purposes following the successful completion of a Dutch higher educational program which results in a diploma (Expat Law, 2013). In this case, persons who have obtained a diploma in the Netherlands must acquire an employment position with a minimum annual salary requirement of €27,336 (Expat Law, 2013). 

There were 69-thousand international students enrolled in higher education programs in the Netherlands during the 2011-2012 academic year, 19-thousand of whom originated from countries outside of the EU (Nuffic, 2012, p. 3). Some of these international students will presumably seek employment opportunities in the Netherlands following the completion of their academic programs. 

Theoretical Framework

Understanding the role of online social media during the adjustment and integration process from an organizational perspective is important for several reasons. First, the inability of expatriates to adjust within new cultural and/or organizational environments may result in premature termination and return from international assignments (Coperland & Griggs,1983). This may be very costly for organizations and may even result in a damaged company reputation, loss of business opportunities, and loss of market share (Black & Gregersen, 1991). 

Second, while failure to complete an assignment has obvious negative implications for organizations, it may also be harmful for the expatriate. Tung (1987) acknowledges that failure to complete an assignment may lower the expatriates' self- esteem and self-confidence, as well as cause a sense of shame amongst co-workers. Finally, failed expatriation may serve to decrease future commitment to the organization and job performance upon reparation (Adler, 1981; Naumann, 1993). 

Expatriates are provided with a better understanding regarding the ways that the use of SNSs may influence the adjustment process. In 2012, more than 5,800 highly skilled migrants arrived in the Netherlands, many of whom originated from the U.S., Japan, and China (Government of the Netherlands, 2013). Previous research indicates that expatriate adjustment can be a challenging and stressful process (Stroppa & Spieb, 2010). 

Koh and Kim (2004) describe virtual communities as a form of communication whereby community members share information and knowledge for mutual learning or problem solving. Furthermore, Balasubramanian and Mahajan (2001) defined virtual community in relation to the presence of five identifiable Characteristics. 

First, virtual communities are constituted by an aggregation of people; Second, community members are rational utility maximizers; third, community members interact with each other without being physically connected; fourth, community members engage in a social-exchange process that entails mutual production and consumption; Finally, there is a common objective, identity, or interest that is shared by all members. 

Many expatriates experience a form of uncertainty that has been termed as social uncertainty. This form of uncertainty is experienced when expatriates are cut off from previous social support networks, such as friends, family, and colleagues in the home country, and feel socially isolated and lonely in their host country (Fahr, Bartol, Shapiro, & Shin, 2010; Hattingh et al., 2012). One of the ways in which expatriates can overcome many of the challenges associated with expatriation is through the development of a social support network within the host country (Shaffer & Harrison, 2001). 

While a primary element of virtual communities is that community members socialize and interact in the online realm, many members also engage in offline social interactions and activities, Koh and Kim (2004) note that these offline interactions are most apparent within virtual communities that initially originated in an offline context, such as fan clubs, alumni associations, or professional networks. As a result, Koh and Kim (2004) defined a virtual community as “a group of people with common interests or goals, interacting predominantly in cyberspace” (p. 76). 

This study investigated the ways that expatriates engage in different virtual communities and the ways they used these communities to meet and interact with other expatriates and Dutch nationals alike. Specifically, it sought to understand how community members interactions transition from the online to offline realms; how community members use virtual communities to share and exchange information; and how the use of such communities is perceived to influence overall adjustment. 

Secondly, according to McMillan (1996), after a live spirit exists within a social media community and the elements related to trust have been established, a social economy can develop within the group. With hundreds of Facebook pages (e.g Expats with Dogs in Amsterdam) made for expats to trade with expats and local traders, McMillan (1996) explains that this form of social economy within communities pertains to the ways that each member can benefit other members in the community. Furthermore, the community functions in a way that integrates members' needs and provides social resources.

Thirdly, a successful adjustment and integration requires expatriates to undergo a profound personal transformation which involves the formation of a new multicultural identity. Doing so will allow expatriates to overcome many of the stress related issues associated with an international reassignment. If expatriates are unable to adjust to their new environment, there is a risk that they will become overstressed, will not be able to work effectively, and may have to terminate their overseas assignment prematurely (Stroppa & Spieb, 2010). 

Previous research has shown that a multitude of factors influence expatriate adjustment and adaptation within their host country (Hattingh et al., 2011). Some of these factors include the level of expatriate knowledge and training in regards to the host nations' culture and traditions (Waxin & Panaccio, 2005), fluency of the host nations' language (Tung, 1986), the maturity and personality of the expatriate (Shaffer, Harrison, Gregersen, Black, & Ferzandi, 2006), and the development and presence of a social network within the host country (Bruning et al., 2012). A social network can be described as "a set of actors connected by work or social connections with other individuals" (Bruning, Sonpar, & Wang 2012, p. 445). 

Conclusion

Apart from SNSs , Simpson (2002) explains that CMC includes "various types of text-based online chat, computer, audio, and video conferencing" as well as "email, discussion forums, and mailing lists”. Expatriates use social networking sites to maintain social connections with friends, colleagues, and family in their home country. Previous research indicates that the primary cause of cross-cultural failure, poor job performance, and early termination of assignments abroad is the stress and uncertainty experienced by expatriates and thus their inability to adjust to their new environment (Forster, 1997; Tung, 1981). 

Wang and Kanungo (2004) note that expatriates "psychological well-being will be threatened not only by the uncertainty of the environment and culture, but also by the loss of their previous social networks" (p. 777). Social interaction with colleagues makes expatriates feel that their presence is valued and results in a sense of acceptance, belonging, and satisfaction, which ultimately serves to facilitate cross-cultural adjustment (Aycan 1997; Stroppa & Spieb, 2010). 

The development of friendships and social networks with colleagues may provide expatriates with valuable substitutes for the lack of geographical connectedness with friends and family in the home country. Sanchez et al. (2000) highlight the fact that whereas friends and family provide simple emotional support and consolidation, colleagues and other expatriates provide a form of tangible support that directly reduces stressors and ultimately serves to facilitate adjustment. 

Expatriates use social networking sites and websites to acquire information which facilitates the acculturation process. They also use social networking sites to develop and maintain personal and professional relationships with colleagues. They use social networking sites to maintain social connections with friends, colleagues, and family in their home country. They also use social networking sites to meet others who share common interests.

references

Boyd, D., & Ellison, N. (2008). Social network sites: definition, history, and scholarship.  Journal of Computer Mediated Communication, 13, 210-230. 

SCHUETZ, A. (1944) The Stranger: An Essay in Social Psychology. The American Journal of Sociology, May, 499-507.

Koh, J., & Kim, Y. (2004). Knowledge sharing in virtual communities: An e-business perspective. Expert Systems with Applications, 26, 155-166. Retrieved July 8, 2013, from the Science Direct database. 

Furuya, N., Stevens, M. J., Bird, A., Oddou, G., & Mendenhall, M. E. (2009). Managing the learning and transfer of global management competence: Antecedents and outcomes of Japanese repatriation effectiveness. Journal of International Business Studies, 40(2), 200–215. 

Wang, X., & Dilek, N. (2006). How and when is social networking important? Comparing European expatriate adjustment in China and Turkey. Journal of International Management, 12(4), 449-472. Retrieved March 18, 2013, from the Science Direct database. 

Aycan, Z. (1997). Expatriate adjustment as a multifaceted phenomenon: Individual and Organizational level predictors. International Journal of Human Resource Management, 8, 432-56.