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tudies are needed to compare expatriates from different cultural background and their adjustment to different cultures/countries. This comparison will reveal some import contextual factors that influence expatriate adjustment.

CONCLUSION

The research in expatriate management plays a significant role in the development of international human resource management (IHRM) literature and provides important guidelines for multinational corporations (MNC). In order to understand the state of expatriate management research and the linkages between expatriate studies, this paper provides a co-citation network analysis to map the evolving patterns of the expatriate management field at three different stages of development. While there have been many review articles with different methodologies (literature review and meta-analytic review) as discussed previously (Bhaskar-Shrinivas et al., 2005; Harrison et al., 2004; Hechanova et al., 2003, Thomas, 1998; Thomas & Lazarova, 2006), the current study contributes to the field by adopting the INK model to map the underlying structure of co-citations to reveal the patterns of development. We not only present the citation rankings of each develop stage, but also analyze the centrality positions of different articles in each developmental stage and summarize some of the major contributions of the “central” articles from each period of development.

This study constructs the INK of expatriate for the period between 1957 and 2006. In addition, it discusses the key nodes or most important articles in this phase. These nodes and linkages provide considerable knowledge resources for new researchers who desire to study the disciplines related to expatriate management. This study identifies the most popular and highly cited journal articles, books, and researchers in the field of expatriate. The results derived from these analyses can provide direction for future research on expatriate management.

REFERENCES

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Aryee, S., & Stone, R. J. 1996. Work experiences, work adjustment, and psychological well-being of expatriate employees in Hong Kong. International Journal of Human Resource Management, 7: 150-164.

Aycan, Z. 1997. Expatriate adjustment as a multifaceted phenomenon: Individual and organizational level predictors. The International Journal of Human Resource Management, 8: 434-456.

Bhaskar-Shrinivas, P., Harrison, D. A., Shaffer, M. A., & Luk, D. M. 2005. Input- based and time-based models of international adjustment: Meta-analytic evidence and theoretical extensions. Academy of Management Journal, 48(2): 257-281.

Black, J. S. 1988. Work role transitions: A study of American expatriate managers in Japan. Journal of International Business Studies, 19(2): 277-294.

Black, J. S., Mendenhall, M., & Oddou, G. 1991. Toward a comprehensive model of international adjustment: An integration of multiple theoretical perspectives. The Academy of Management Review, 16(2): 291-317.

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