ABSTRACT

This study investigates the subjective well-being (SWB) and related resources of expatriate partners during international assignments. The data were collected in 20 in-depth interviews with the partners of high-status Finnish expatriates and analyzed by employing thematic analysis. The results show that relocation causes significant changes in expatriate partners’ condition resources that lead to changes in SWB either directly or through affecting their energy and personal resources. The findings highlight partners’ ability to replace lost resources and the importance of self-directed activity while doing so. Additionally, resource gain spirals seem to have a more powerful effect on partners’ SWB than resource loss cycles. This study contributes to the literature on expatriate partners by approaching their SWB and related changes in resources also from a positive perspective. Conservation of Resources theory is utilized as a framework for this study and we contribute to research on it by suggesting that condition resources might have a more important role than other resources in changing life situations. As a practical implication, we suggest that expatriate partners should be aware of that relocation will significantly affect their condition recourses. Organizations employing expatriates should give due consideration to partner concerns from the pre-departure phase until repatriation.

摘要

本研究调查了外派合作伙伴在国际任务期间的主观幸福感 (SWB) 和相关资源。这些数据是在对芬兰高地位外籍人士的合作伙伴进行的 20 次深度访谈中收集的，并通过主题分析进行分析。结果表明，搬迁会导致外籍合作伙伴的条件资源发生重大变化，从而直接或通过影响他们的精力和个人资源导致SWB的变化。调查结果强调了合作伙伴替换失去的资源的能力以及在这样做时自主活动的重要性。此外，资源收益螺旋似乎对合作伙伴的 SWB 的影响比资源损失周期更强大。这项研究也从积极的角度探讨了他们的 SWB 和相关的资源变化，从而为关于外籍合作伙伴的文献做出了贡献。资源守恒理论被用作本研究的框架，我们通过建议条件资源在改变生活状况中可能比其他资源具有更重要的作用来促进对它的研究。作为一个实际的含义，我们建议外籍合作伙伴应该意识到搬迁将显着影响他们的条件追索权。雇用外派人员的组织应从出发前阶段到遣返期间适当考虑合作伙伴的担忧。资源守恒理论被用作本研究的框架，我们通过建议条件资源在改变生活状况中可能比其他资源具有更重要的作用来促进对它的研究。作为一个实际的含义，我们建议外籍合作伙伴应该意识到搬迁将显着影响他们的条件追索权。雇用外派人员的组织应从出发前阶段到遣返期间适当考虑合作伙伴的担忧。资源守恒理论被用作本研究的框架，我们通过建议条件资源在改变生活状况中可能比其他资源具有更重要的作用来促进对它的研究。作为一个实际的含义，我们建议外籍合作伙伴应该意识到搬迁将显着影响他们的条件追索权。雇用外派人员的组织应从出发前阶段到遣返期间适当考虑合作伙伴的担忧。