METHODOLOGY

Author(s) Year Of
No Title Journal Name Findings
Name Publication
1 The impact of S.N. Ramlan* 2018 Growing According to the results
language barrier , A. Abashah, Science presented, language
and I.H. Abu barriers and
communication Samah, I.M. communication style
style in Abd Rashid were found to have
organizational and W.N. Wan significant effects on
culture on Muhamad expatriate’s working
expatriate’s Radzi performance.
working Therefore, from the
performance results of two
hypotheses tested
there are meaningful
relationships between
language barriers and
communication style
toward expatriates
working performance at
Universiti Malaysia
Perlis.
2 Multifaceted Ling Eleanor 2015 The Findings show that the
effects of host Zhang and International host country language
country language Vesa Journal of proficiency influences
proficiency in Peltokorpi Human expatriate work and
expatriate cross- Resource non-work-related
cultural Management adjustment through
adjustments: a interaction with HCNs,
qualitative study HCN support and HCN
in China networks. By employing
our inductively derived
model, the seek to
extend the
understanding how
host country language
proficiency influences
expatriate work and
non-work-related
adjustment.
3 Cross-cultural Vesa 2008 The
adjustment of Peltokorpi International
expatriates in Journal of
Japan Human
Resource
Management
4 Language Barriers Helene Tenzer 2017 Language barriers is
in Different Forms and Tassilo most likely to influence
of International Schuster expatriates on
 Assignments international
assignments that rely
on extensive
interactions with the
local staff in the host
country such as
structure reproducers,
agents of socializing
and knowledge transfer
agents, as most
emotions are triggered
by particular interaction
incidences. Language is
a key factor for self-
categorization and the
categorization of
others. Language-based
social identity
formation and the
resulting antagonism
between in-groups and
out-groups often
hinders the exchange of
information and causes
serious problems
inachieving the
assigned tasks during
international
assignments
5 Expatriates’ Muhammad 2013 International
adjustment and Awais Bhatti, Journal of
job performance Mohamed Productivity
Mohamed and
Battour and Performance
Ahmed Rageh Management
Ismail
6 Social Support FELIX 2017 European Social support offered
and Life-Domain BALLESTEROS Management by the organisation
Interactions LEIVA, Review provided by family and
among Assigned GWÉNAËLLE friends are negatively
and Self-Initiated POILPOT- related to
Expatriates ROCABOY and internationally mobile
SYLVIE ST- employees’ both types
ONGE of life-domain conflicts
(work life with personal
life and personal life
with work life). Social
support from family
and friends explains
more variance in the
reduction of
 internationally mobile
employees’ personal
life & working life
conflicts while
organizational support
explains more variance
in the reduction of
internationally mobile
employees’ work life
and personal life
conflicts.
7 Host Country Evans Sokro & 2019 Global Host country nationals'
Nationals’ Soma Pillay Business have shown that social
Attitudes, Social Review support to expatriates
Support and and their inclination
Willingness to provide clear positive
Work with attitudes are positively
Expatriates associated with working
with expatriate
managers over host
country managers. This
perhaps implies that
when an expatriate is
able to interact
professionally with host
employees, the
expatriate is likely to
gain respect and win
the confidence of HCNs,
thereby strengthening
the expatriate–host
country employee
relationships.
8 The Influence of Khahan Na- 2018 Canadian Social support showed
Perceived Nan, Jamnean Center of that with better social
Organizational Joungtrakul & Science and support, expatriates
Support and Auemporn Education avoided psychological
Work Adjustment Dhienhirun distress related to
on the Employee work, living, and
Performance of interactive aspects in
Expatriate the host country where
Teachers in it was not easy to
Thailand adjust. Social support
and transformational
leadership on
expatriate adjustment
and performance,
shown a significantly
positive relationship
between expatriate
adjustment and job
 performance.
9 Host Country Evans Sokro 2020 Springer The findings of this
Nationals’ Nature study have implications
Perceptions of Switzerland for both researchers
Expatriates and and multinational
Social Support: companies operating in
Does Host different cultures across
Country the globe for social
Nationals’ support. The study
Position Matter? suggests that how HCNs
perceive their
expatriate counterparts
in terms of expatriate
privileges and openness
is significantly
associated with social
support.
10 Fostering P.A van der 2019 Human Social support from
Expatriate Laken, M.L. Resource non-work domains can
Success: A Meta- van Engen, Management be quite instrumental in
Analysis of The M.J.P.M. van Review achieving work-related
Differential Veldhoven, J. outcomes. Social
Benefits of Social Paauwe support by host country
Support nationals would be
more important for
adjustment outcomes
while social support by
other expatriates would
be more relevant for
other success criteria.
Job performance would
primarily be influenced
by the social support
expatriates received
from within the work
domain.
Article 1

This study from F. Ballesteros-Leiva et al., (2017) internationally mobile employees need social
support from work and non-work domains to gain new resources that help to reduce their life-
domain conflict perceptions and improve their life-domain enrichment perceptions. It can be
expected that social support provides various of resources because it is recognised as
multidimensional concept in terms of emotional, instrumental, information, and appraisal. This is
support by Selmer & Lauring, (2017) internationally mobile employees is crucial even the high
financial and human costs of their premature return, stress, dissatisfaction, or even low job
performance that damages relation with business partners. This is confirming the necessary
adaption regarding life-domain levels arising from working abroad to reduce stress, ill-being,
dissatisfaction, and poor relations among internationally mobile employees and also the family of
expatriate.

Article 2

Research by Sokro E. & Pillay S. (2019), the importance of HCN’s general attitudes and perceptions
about expatriate co-workers are impact on the social support and willingness to work with
expatriates’ employees. This is suggested from other researchers Aycan, (2017) & Gregersen, (2021);
Gregersen & Black (2022), that HCNs’ support the critical for expatriates’ job performance and it also
helps overcome initial stress associated with foreign assignments, and eases the overall adjustment
of expatriates to the host country’s culture. This will have a significant impact on their job
performance, because the attitudes of HCNs may either enhance or hinder how expatriate easily
adapt to the social support.

Article 3

According Na-Nan K., Joungtrakul J., & Dhienhirun A., (2018), the effect of social support on the
expatriate adjustment and job performance, were significantly positive and may lead to higher levels
of expatriate with work adjustment and career success. Social support comes from multiple sources
for example organisations, supervisors, and colleagues. This can enhance the work adjustment of
expatriate job performance by lessening their psychological distress in a multi-cultural setting.
Furthermore, social support may lead to the higher levels of expatriate job performance and career
success such as job satisfaction and work performance. This is support by Kim et al., (2018), the
literature of expatriate, has been found that job performance is essential in expatriate effectiveness
and organisational success.

Article 4

Based on the result, Sokro E., (2020) state that an interesting result that is worth noting is that
professionalism is positively linked to intentions of HCNs to provide social support and their
willingness to work with expatriates. This perhaps implies that when an expatriate is able to interact
professionally with host employees, the expatriate is likely to gain respect and win the confidence of
HCNs. The results of the study revealed that host country nationals’ perceptions positively
influenced social support. Lastly, the inability of social support will cause a negative impact on their
interactions with host employees and affect performance outcome.

Article 6
According to Laken. P.A Van der (2019), social support is recognized as an important factor for
successful international assignment, there is, to date, no overview of the supportive agents during
the expatriation process and their influence on different criteria of expatriate success. We visualized
the meta-analytical estimates of the different relationships between social support and success
criteria using a force-directed graph, demonstrating that adjustment and performance criteria have
similar relationships to social support, distinct from those of commitment or retention criteria.