In a frequently globalized work environment organizations increasingly consider employing expatriates due to their positive influence on creative, innovative outcomes. However, literature on the topic of how to facilitate their creativity is missing. The aim of this paper was to provide with an overview of critical factors affecting expatriates’ creativity and innovativeness, as well as implications on how managers could stimulate expatriates’ creativity. The findings suggest that non-hierarchical organizational structure; open communication and knowledge exchange; team diversity; equal treatment and social justice; clear long-term and short-term goals; expatriates’ personal traits are a few of the most important factors that affect expatriates’ creativity. Findings also reveal factors influencing expatriates’ creativity that are surprising, either contradicting or adding to the existing theory and previous research. Several recommendations for managers who seek for expatriates’ creativity are presented, namely, non-work related guidance, mentoring and training programs, and manager’s international experience and awareness.
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