Expatriate managers adaptation in Russian Federation

Abstract

The focus of this study is on the process of adaptation of expatriate managers in Russian Federation, as the area of international HR management, which is actively developing worldwide. On the one hand, extensive research in the field of expatriation allows to form the theoretical basis of the research. On the other hand, the complete absence of research focused on the study of the Russian market creates a gap in knowledge. This study is aimed at identification of factors that affect the process of adaptation of expatriate managers, the analysis of the adaptation process as a whole and its stages, as well as the relationship between these factors. 8 factors were identified, which include expatriate gender and age, education, language skills and knowledge of the language of the host country, the adaptation of the family members, psychological characteristics, the presence of previous experience of expatriation, the presence of various stages of preparation, training or individual coaching and consequently was analyzed their significance in terms of the Russian market, as well as their impact on degree of adaptation disaggregated into three dimensions (interaction adjustment, general adjustment and work adjustment according to "Comprehensive model of international adjustment"). The study consists of several parts, and includes both theoretical and empirical parts (a series of interviews and online surveys was conducted, respondents were both expatriate managers holding high managerial positions, and their colleagues). Recommendations are formulated on the basis of the results obtained and can be used not only by expatriate managers, but also by companies that have the practice of hiring foreign employees.