This research focuses on antecedents and outcomes of expatriate employees' adjustment. The effects of antecedents are tested on expatriate adjustment and outcomes of adjustment meta-analytically. The effects of four antecedents: language, cross-cultural training, role ambiguity, and family support & adjustment are examined on expatriate adjustment and outcomes of adjustment. The outcomes of adjustment include job satisfaction, job performance, intentions to quit, and organizational commitment.

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... otal 98 research studies, identified through an extensive search process, are included in the meta-analysis. The results indicate positive effects of language and family support & adjustment; and negative effects of role ambiguity on expatriate adjustment. Cross-cultural training shows non-significant effects. Furthermore, the effects of expatriate adjustment are tested on outcomes of adjustment. The results show positive impact of adjustment on job satisfaction, job performance, and organizational commitment; and negative impact on intentions to quit. Within outcomes; job satisfaction shows positive effect on organizational commitment and negative effect on intentions to quit; and organizational commitment shows positive effect on job performance and negative effect on intentions to quit. Moreover, causal links are theorized between antecedents, adjustment, and outcomes and are tested through two different structural models (adjustment-outcomes model and antecedents-adjustment-outcomes model). Testing of causal models through structural equation modeling corroborates these findings and establishes criticality and centrality of adjustment in the expatriation process. It also confirms an overall effect of antecedents on adjustment as well as on outcomes. To address the variation across effect sizes, extensive moderator analysis is conducted. The results show significant moderating effects of length of stay; self versus external measures of assessment; sample's country of origin; single versus multiple countries of [...]