Guest editorial: Global mobility and digitalization

Abstract

Over the past few years, advances in digital technologies have significantly changed the structure and organization of work (Bucher et al., 2024, 2025). This shift has been accompanied by a rapid increase in the use of technology-mediated communication (Calvo et al., 2024, Hoddinghaus, 2024) and the development of artificial intelligence (AI)–driven technologies (Bankin et al., 2024; Budhwar et al., 2023; Rakha, 2023). In the field of global mobility, this digitalization of the workplace has had several important implications.First, the digitalization of work processes has facilitated the implementation and growth of new technologically supported forms of expatriation. Digitalization has enabled expatriates to adopt more flexible work arrangements, such as virtual expatriate assignments within multinational corporations (HoltbrüggeSchillo, 2008; Lauring et al., 2024; Wicht and Holtbrügge, 2023). These assignments allow employees to fulfill their expatriate job roles remotely using digital communication tools to connect with foreign colleagues, clients and business partners. The use of technology has also facilitated the development of other alternative forms of international assignments by providing tools that enable more flexible and shorter-term relocations. Examples of such assignments include flexpatriates, international commuters and short-term assignees (Jooss et al., 2024; Mäkelä et al., 2017; Selmer et al., 2025). Another emerging trend is digital nomadism, where individuals work remotely from anywhere in the world using online connectivity (Cangià et al., 2022; Shawkat et al., 2021). In this type of work, individuals travel independently to locations that align with their immediate preferences or requirements (Richter and Richter, 2020; Zhou et al., 2024). Thus, the advancements in digital technology have introduced new possibilities for expatriate assignments, potentially serving as alternatives to more traditional forms.Second, the development of new advanced digital tools has the potential to significantly transform the nature and experiences of work during expatriation (Bucher et al., 2025). While the utilization of digital technologies in expatriation has received increasing attention, much of the focus has been on communication technologies (Nardon et al., 2015; Selmer et al., 2022) and social media support (Canhilaa et al., 2022; Sahakiants and Dorner, 2021). However, digital tools offer a broader potential to reshape the overall nature and experience of expatriation. They can provide new ways for expatriates to engage and communicate with colleagues in both host and home countries, as well as to interact with the host country’s environment and key stakeholders, such as government officials and/or the host country’s social communities. These tools can also be effective in supporting the well-being and adaptation of family members by offering, e.g. online schooling for children or socializing as well as remote work opportunities for spouses. Ultimately, they are likely to have a significant impact on expatriates’ host country adjustment and expatriation satisfaction. Yet, these broad implications of digital tools for the nature and experiences of expatriation remain underexplored and poorly understood.Finally, advancements in digital tools are reshaping the expatriation process in numerous ways, providing effective tools to prepare and support expatriates at different stages of the expatriation cycle. For instance, recent research has explored the use of AI in human resource management (Budhwar et al., 2023; Pan and Froese, 2023). These tools have the potential to significantly impact several stages of the relocation process, from expatriate selection and predeparture cultural and language training to intercultural competence development and host organization’s socialization and finally repatriation or subsequent relocations (Acikgoz et al. 2020). However, our understanding of the actual use and impact of these technologies on different stages of the expatriation cycle remains limited.Based on the increasing role of digitalization in facilitating new flexible forms of expatriation, transforming the nature and experiences of expatriation and offering effective tools to support organizations and expatriates at different stages of the expatriation cycle, we believe it is time to give more attention to this emergent phenomenon. Accordingly, the special issue aims to advance understanding of the underexplored theme of expatriates and digitalization in global mobility research. Figure 1 illustrates the multifaceted role of digitalization in expatriation.While research connecting digitalization to global mobility is still scarce within the expatriate management field (Bucher et al., 2025), valuable insights can be obtained from related literature. We therefore briefly outline the opportunities and challenges posed by digitalization in global mobility. This section aims to outline existing knowledge and shed light on this emerging theme.In terms of opportunities, the integration of digital technologies into global mobility has the potential to transform traditional expatriation models, reducing the need for physical relocation and the financial and personal costs associated with it (Lauring et al., 2025; Selmer et al., 2022). For individuals, digital tools facilitate greater flexibility in addressing challenges such as family separation and adjustment (Mutter and Thorn, 2021). By fostering connections to home country colleagues, these technologies could also mitigate “out of sight, out of mind” effects (Nardon et al., 2025). Moreover, they could equip expatriates with invaluable tools for managing and coping with various crises by offering expatriates ways to find social support, reduce stress and build resilience (e.g. Canhilal et al., 2022; Koveshnikov and Lehtonen, 2024). In these ways, digital tools and technologies are likely to significantly impact expatriates’ relocation experiences in terms of cross-cultural adjustment, psychological stress and well-being, home and host country identities’ formation, intercultural competence development, expatriation satisfaction and turnover intentions.For organizations, digital tools offer significant potential to enhance the management of expatriate assignments across all stages, from selection to repatriation. AI-powered platforms can improve expatriate selection by analyzing data to assess both technical skills and cultural adaptability (cf. Pan and Froese, 2023; Selmer et al., 2022). At the same time, digital tools could broaden organizations’ access to global talent, enabling participation from individuals who were previously constrained by logistical challenges (Jooss et al., 2021). During the preparation stage, e-learning modules and virtual reality simulations could provide immersive and flexible training opportunities allowing expatriates to familiarize themselves with their host environments. In this way, these tools can help reduce anxiety and enhance adaptability (cf. Beutell et al., 2017; Roswell et al., 2020). Moreover, digitalization can support smoother repatriation through regular contact with the home office, mentorship programs and knowledge-sharing platforms. These efforts would ensure expatriates remain integrated in the organization and can effectively leverage their international experiences upon returning (Bucher et al., 2025). However, to realize these benefits, organizations must invest in digital infrastructure and skill development. This highlights digitalization not only as a practical enhancement but also as a pathway to strategic transformation (Sahakiants and Dorne, 2021).While digitalization offers significant opportunities for global mobility, it also introduces important challenges. A key concern is the reduction of interpersonal interaction in virtual, hybrid and digitally mediated interactions (cf. Lauring and Jonasson, 2025). This can hinder relationship-building and integration within the host organization. In this regard, virtual assignees may experience social isolation and communicative asymmetries, limiting their integration into host-country work groups and impeding effective knowledge transfer (Lauring and Jonasso, 2023; Lauring et al., 2024; Wicht and Holtbrügge, 2023). The lack of physical presence can also lead to reduced organizational visibility and hinder career advancement, especially in contexts where proximity to decision-makers is critical (Coughlan et al., 2019). The reliance on technology introduces vulnerabilities. The success of virtual assignments depends on reliable digital infrastructure, yet issues such as inconsistent connectivity, data security risks and digital literacy gaps can undermine its effectiveness (Tinmaz et al., 2022). Moreover, the reliance on technology can widen the digital divide, disadvantaging employees and regions with limited resources (Nardon et al., 2015). Work–life balance is another concern. Constant connectivity can blur the boundaries between work and personal life, increasing stress and the risk of burnout (Stich, 2020). This issue is particularly challenging in global roles that require frequent cross-time-zone communication (Mutter and Thorn, 2021). Over-reliance on digital tools can also impede expatriates’ host country workplace integration as they may prioritize virtual interactions over local engagement (Hu et al., 2020). Furthermore, this reliance can backfire during crises as digital communication tools and channels can spread false information about the situation and provide excessive opportunities for rumination, thereby exacerbating expatriates’ psychological stress (e.g. Koveshnikov and Lehtonen, 2024). Finally, recent studies cautioned against the use of digital tools in international contexts due to cultural and linguistic biases originating from one-sided training data for AI development (Jenks, forthcoming). This could require new ethical considerations.As such, digitalization seems to bring both benefits and challenges for individual expatriates and organizations. Addressing these issues and exploring strategies to maximize the opportunities while mitigating the challenges is critical for advancing this emerging field of global mobility research.This special issue presents a collection of research that addresses the role of digitalization in global mobility, offering insights into its transformative effects on expatriates and other globally mobile individuals. The first study by Wang et al. (2025) employs an interview approach to investigate how mobile apps influence expatriate adjustment in highly digitalized contexts. The authors identify mobile apps as both enablers and barriers, depending on how they are used. They further argue that digital proficiency should be considered alongside cultural distance when examining expatriate adjustment. In the next article, Duong et al. (2025) focusing on the psychological well-being of Generation Z expatriates analyze the supportive role of social media. Their interview study demonstrates that social media fosters emotional and cultural integration, enabling expatriates to bridge home and host cultures. This underscores the mechanisms through which digital platforms build bonding and bridging social capital, enhancing well-being and challenging stereotypes. In a conceptual article, Bilderback and Farrell (2025) discuss how social media can be leveraged for expatriate training and development. Drawing on experiential learning theory, the study outlines a model of how social media tools can facilitate language acquisition, acculturation and professional networking. It is argued that by integrating these tools into training programs, organizations can enhance expatriates’ performance and adjustment to international job roles.Shifting the focus to digital nomads, Vohra et al. (2025) map the enablers of this lifestyle. Their findings reveal the interplay of critical factors that sustain digital nomadism and offer practical insights for policymakers and employers aiming to support this growing globally mobile workforce. Complementing this work, de Sousa et al. (2025) provide a comprehensive bibliometric review of the same field. Their study categorizes existing literature on digital nomadism into key themes, including work–life balance, societal impacts and technological dimensions. The current Special Issue concludes with an exploration of expatriates transitioning to remote work during crises. Here, Végh et al. (2025) identify critical factors that facilitate successful adaptation, such as organizational support, fostering a sense of belonging and managing work–life tensions. They emphasize the importance of tailored support systems that extend to distant expatriates’ families, reflecting the broader implications of remote work on well-being.The articles featured in this Special Issue provide valuable insights into and empirical evidence on the opportunities and challenges that expatriates face in a rapidly digitalizing world. They highlight the evolving context of expatriation shaped by digital technologies and offer fresh perspectives on how global mobility is currently being redefined. Most notably, these studies pave the way for further research by identifying areas where digitalization intersects with global mobility and by emphasizing research gaps that merit further exploration.Based on this, it may be argued that future global mobility research should continue to expand the emerging understanding of digitalization in this domain. Here, it is possible that some rethinking could be needed in relation to themes such as intercultural adjustment (Wang et al., 2025), training (Bilderback and Farrell, 2025), repatriation (Bucher et al., 2025), crisis coping (KoveshnikovLehtonen) and support (Duong et al., 2025; Végh et al., 2025). In addition, expatriate management research could to a larger extent embrace the digital nomadism theme that so far has been covered mainly in tourism journals (cf. de Sousa et al., 2025; Vohra et al., 2025). Other themes worth further exploration could be the managerial role in planning and supporting virtual collaboration and comparing the career trajectories and repatriation experiences of virtually assigned expatriates with those in more traditional expatriate face-to-face roles. Such studies could yield significant insights into the effective implementation of virtual expatriation strategies (cf. Mello et al., 2023). Finally, the implications – both positive and negative – of emerging AI technologies for expatriate work remain largely unexplored. Tools such as chatbots, avatars and generative AI have the potential to transform various aspects of expatriate management, including selection, training, translation, information seeking and adjustment support. For example, generative AI, such as ChatGPT, may revolutionize language training for expatriates (cf. Belda-Medina and Calvo-Ferrer, 2022; Kohnke et al., 2023) and facilitate cultural adjustment through methods such as virtual reality and avatar-based pre-deployment training (cf. Beutell et al., 2017; Brown et al., 2019; Dincelli and Yayla, 2022). We hope readers will find this Special Issue to be both a source of inspiration and a springboard for new ideas. Digitalization has become an integral part of the international workplace, transforming not only daily tasks but also broader strategic considerations. While prepandemic research on expatriate management laid a solid foundation for understanding global mobility, adjustment and work outcomes (Selmer et al., 2016), it has not fully addressed the rapid advancements in digital technology and their implications – both positive and negative – for the interplay between individuals, organizations and technological tools (cf. Bailey et al., 2022). This Special Issue seeks to bridge that gap by presenting a selection of studies that enhance our understanding of digitalization’s potential and challenges in global mobility. Although the included articles do not provide all the answers, they offer valuable examples of research avenues that can shape the future of the field.