international assignments

Study Examines How International Assignments Affect Employee Satisfaction

In today’s interconnected business world, groundbreaking research is revealing just how crucial employee happiness is for business success—especially when it comes to international assignments. A comprehensive study published in Heliyon analyzing data from over 4,000 employees across seven quarters demonstrates that happiness has a direct, measurable impact on performance in global organizations. The findings show that even small improvements in employee happiness can lead to significant performance gains, making it a critical factor for international business success.

The financial stakes are high

When it comes to international assignments, happiness isn’t just about feeling good—it’s about bottom-line results. Global mobility specialists need to be aware that a failed expatriate assignment can cost organizations two to three times an employee’s annual salary. 

The Heliyon research provides compelling evidence: for every single unit increase in employee happiness, performance scores jump by 3.41 points. In global assignments, where the challenges are amplified, this performance boost becomes even more critical.

Why happiness matters more in global contexts

International assignments place unique demands on employees:

  • Cultural adaptation requires significant emotional resilience
  • Remote work across time zones demands self-motivation
  • Building cross-cultural relationships requires positive energy
  • Complex international projects need sustained engagement

The research shows that happy employees don’t just perform better—they’re also more adaptable, resilient, and better at building the cross-cultural relationships essential for international success.

Creating happy global workers: evidence-based strategies

1. Comprehensive support packages

Research shows that simplified, accessible benefits are more valuable than complicated programs. Successful packages include:

  • Competitive compensation structures
  • Housing allowances
  • Education support for children
  • Partner career assistance
  • Mental health resources

2. Flexible assignment structures

The post-pandemic world has transformed expectations. A recent PwC survey found that 72% of global employers are increasing their use of flexible international assignments. Organizations should offer:

  • Traditional long-term expatriate roles
  • Short-term assignments
  • Hybrid arrangements
  • Flexible location options

3. Cultural integration support

The Heliyon research highlights that cultural adaptation significantly impacts both happiness and performance. Key elements include:

  • Pre-departure cultural orientation
  • On-ground support during settling-in
  • Ongoing cross-cultural coaching
  • Family integration programs
  • Local mentor connections

4. Time and well-being protection

The research demonstrates that respecting work-life boundaries significantly increases both happiness and productivity. Essential practices include:

  • Clear expectations about time zone availability
  • “Quiet hours” for non-urgent communications
  • Regular breaks to prevent burnout
  • Mental health support resources
  • Work-life balance initiatives

5. Structured check-in systems

Regular monitoring of happiness levels helps prevent small issues from becoming assignment-ending problems. Implement:

  • Regular well-being conversations
  • Career development discussions
  • Open communication channels
  • Early issue identification
  • Proactive problem-solving

Measuring happiness: a data-driven approach

The Heliyon study shows that organizations should track key metrics including:

  • Assignment completion rates
  • Cultural adaptation speed
  • Team integration metrics
  • Performance trajectory
  • Well-being indicators

The research revealed fascinating patterns in happiness levels across different employee demographics. Notably, happiness scores increased with age and experience, with employees over 47 showing significantly higher happiness rates. Additionally, those in managerial positions demonstrated markedly higher happiness levels, reaching 78.59% compared to the general average of 58%.

Regular happiness surveys and performance tracking can help organizations identify trends and address issues before they impact business outcomes. The study’s methodology of tracking happiness over seven quarters provides a robust framework for organizations to implement their own measurement systems.

Quantifying the impact

The research provides compelling numerical evidence of happiness’s impact:

  • Performance scores increased by 3.41 points for each unit increase in happiness
  • Employees with happiness rates above 60% showed consistently higher performance
  • The relationship between happiness and performance was strongest in mid-range performers
  • Higher happiness levels correlated with improved cultural adaptation and team integration
  • Happy employees demonstrated better resilience in challenging international situations

These findings suggest that organizations should view happiness not as a soft metric but as a key performance indicator with measurable business impact.

Creating a global happiness culture

Building a culture that prioritizes employee happiness requires commitment at all levels:

Leadership engagement

  • Regular communication from senior management
  • Visible commitment to well-being initiatives
  • Leading by example in work-life balance
  • Investment in happiness-focused programs

Team-level initiatives

  • Cross-cultural team building activities
  • Peer support networks
  • Cultural exchange programs
  • Collaborative project opportunities

Practical implementation strategies

The study emphasizes several key approaches for implementing happiness-focused initiatives:

Systematic measurement

  • Regular happiness surveys with standardized metrics
  • Performance tracking aligned with happiness data
  • Quarterly assessment cycles
  • Demographic analysis to identify patterns
  • Targeted intervention strategies based on data

Organizational structure alignment

  • Integration of happiness metrics into performance reviews
  • Clear career development pathways
  • Recognition and reward systems
  • Mentorship programs
  • Cross-cultural training initiatives

The research shows that organizations implementing these systematic approaches saw better outcomes in:

  • Employee retention rates
  • Performance consistency
  • Cultural adaptation speed
  • Team collaboration quality
  • Overall assignment success rates

This structured approach to happiness management demonstrates that when organizations treat employee well-being as a strategic priority, they see measurable improvements in both individual and organizational performance.

The research presented in Heliyon is conclusive: happy employees are more productive, more resilient, and more successful in international assignments. 

The evidence shows that when organizations invest in employee happiness, they’re making a smart business decision that pays dividends through enhanced performance, stronger cross-cultural relationships, and more successful international operations. In today’s global business landscape, happy employees aren’t just more pleasant to work with—they’re essential for sustained growth and success in an increasingly interconnected world.