Cultural Purity as in Utopias, (De)globalization as Externalities, and Typologies as Parsimonious Models of Domestic Employees' Acculturation Stress and Adaptation Responses.

The article focuses on clarifying and defending a typological theory of domestic employees' acculturation stress and adaptation in the context of globalization. It argues against the critique that the model assumes cultural purity among domestic employees—defined as those born and residing in the same country—by emphasizing that domestic employees' cultural attributes arise from ongoing cultural negotiation rather than static cultural states. The authors conceptualize globalization and deglobalization as omnipresent externalities that impose both vulnerabilities and opportunities, affecting domestic employees' resources and adaptation strategies within organizations. They also defend the parsimony of their typological model, which categorizes combinations of resource gains and losses, against calls for increased theoretical complexity, maintaining that simplicity aids in explaining complex acculturation phenomena. The article concludes by encouraging further research on cultural contingencies and resource development related to domestic employees' adaptation in globalizing environments.