With the rise of an international workforce within corporate enterprises, a lot of research attention has been given to the cultural adjustment of international employees (Black et al, 1991; Shaffer and Harrison, 1998). At the same time, a small group of scholars pay attention to the responsibility of the organization and its social actors to support this new, diverse workforce. Problems might occur in social interaction as expatriates have a different cultural background and might expect something else in relation to interaction with others. It is the researcher’s belief that especially managers play a key role in the process of cultural adjustment and making sure the expatriates is satisfied and has a positive mood when executing his or her job activities. Whether an expatriate perceives the current relationship with his or her manager and whether certain aspects as part of a manager-employee relationship have an impact on one’s job satisfaction, seems then important to understand. By making use of the Leader- Member Exchange Theory of Graen et al. (1982), specifically the characteristics of the Leader-Member Exchange Relationship, this research has the objective to associate findings on perceptions of the various characteristics impact job satisfaction, and whether there is a difference in perceptions between expatriates working with a local manager and those working with a foreign manager. This research begins with analyzing theories on expatriates, job satisfaction and theories on social interaction, in order to get a good grasp of the studied phenomenon. The empirical setting for this research is a cross-sectional design. Primary data was collected by in-depth interviews of a sample of ten respondents working in large organizations in North and Western Europe. By taking a qualitative interpretive approach, this thesis not only provides insight into the perceptions of various respondents on the relationship with their manager and the impact it has on job satisfaction, as well it contributes to research on the impact this relationship has on job satisfaction as perceived by the expatriates.