-651- MANAGING EXPATRIATE ADJUSTMENT THROUGH META-ANALYSIS: AN INTEGRATION OF EXPATRIATE-RELATED, FAMILY-RELATED, AND SOCIAL CAPITAL PERSPECTIVE Li-Yueh Lee, Alfiyatul Qomariyah Department of Business Administration, Kun Shan University No.195, Kun-Da Rd., Yong-Kang Dist., Tainan City 71003, Taiwan +886 935 599 863 wuleliyu@gmail.com Department of International Business Administration, Chinese Culture University No. 55, Hwa-Kang Rd., Yang-Ming Shan, Taipei 11114, Taiwan +886 975 812 457 alfiyatul.qomariyah@gmail.com ABSTRACT Research on the determinants of expatriate stress, adjustment, and performance have been evaluated extensively, however, a comprehensive research model is yet to be developed. This study integrates the antecedents and mediators of expatriate adjustments and performance. Ten research hypotheses were developed and then tested using a meta-analysis with a total of previous 341 studies during 1988-2013 were included. The results can provide an important reference for human resource managers and academic scholars. Keywords: expatriate-related perspective, family-related perspective, social capital, expatriate adjustment, expatriate stress, expatriate performance INTRODUCTION Despite abundant interest, a large gap remains in our understanding of which factors can determine the success of expatriation. Koteswari and Bhattacarya (2007) explained that there are potential stressor that influence on expatriates’ effectiveness during their assignment, including cultural shock, language barriers, and separation from the family. Besides, expatriates can manage their stress through several perspectives including personality, intelligence, and learning (Mendehall, et al., 2001). Takeuchi, Tesluk, Yun, & Lepak (2005) argued that expatriates’ previous working and non-working experience can enhance his/her adjustment. Takeuchi (2010) took a stakeholder perspective and argued that the family-related perspective should be taken into serious consideration. However, from the viewpoint of time-based, strain-based, and behavior-based conflict, it may be considered that family-work conflict has a negative effect on expatriate adjustment and performance. Another perspective that needs to be considered is social capital (Takeuchi, Wang, Marinova, & Yao, 2009). Recent studies have emphasized that leader member exchange (LMX, Kraimer et al., 2001), perceived organizational support (POS, Kupka & Cathro, 2007), organizational citizenship behavior (OCB, Organ, Podsakoff, & Mackenzie, 2006) and expatriate’s affective commitment (Blau, 2003; Lee) as some of the most influential factors for social capital. As previous studies have discussed the individuals’ effect of each perspective on the adjustment, the more comprehensive view has not done yet. Therefore, this study intends to integrate these two streams of research and develop a more comprehensive expatriate effectiveness model based on expatriate-related perspective, family-related perspective and social exchange perspective.