Abstract
Drawing upon anxiety/uncertainty management (AUM) theory and organization support theory (OST), we developed and tested a model on how globally mobile talent – in this instance, self-initiated expatriates (SIEs) - stay and perform well in the organization. We collected data from 276 superior-subordinate dyads, which were analyzed using structural equation modeling (SEM). Our results suggest that role clarity mediates the influence of perceived organizational support and work adjustment. Furthermore, we found that work adjustment mediates the influence of role clarity on task performance and organizational citizenship behavior. We draw out the implications for advancing theory and practice in expatriate management.