In face of the rapid globalization, more and more emerging market MNEs (EMNEs) are assigning expatriates to establish and manage overseas tasks in order to gain the competitive advantages in global markets. Consequently, the issue of expatriate management within the context of EMNEs has become an important concern in the field of IHRM. The purpose of the thesis is to delineate how expatriate management of Chinese MNEs that shaped by unique Chinese informal institutional environment may impact upon the expatriate effectiveness (work adjustment and job performance) in foreign countries. The thesis uses a qualitative research and collects empirical data from 11 Chinese expatriates working in 3 different Chinese MNEs’ Nordic divisions. The empirical results reveal the fact that Harmony is positively related to work adjustment through indoctrinating the specific corporate value, Group Orientation (family attachment) has positive relationship with job performance, Top-down control has negative relationship with work adjustment because of the hierarchy pressure, and Guanxi has no link with expatriate effectiveness under the given regulations and staffing policies. In the context of EMNEs, the influences of four different informal institutional factors are able to intervene the IHRM practices so as to increase or decrease the expatriate effectiveness.

<p>Der deutsche Markt ist seit einiger Zeit für den Export vieler schwedischer Unternehmen sehr wichtig und heute sind mehr als 600 schwedische Tochtergesellschaften in Deutschland etabliert. Auf diese Tochtergesellschaften konzentriert sich unser Interesse. Die Geschäftsführer/-innen dieser Tochtergesellschaften werden abhängig von verschieden Faktoren besetzt, und wir wählten, einige von diesen zu finden.</p><p>Unser Zweck mit diesem Aufsatz ist, die Faktoren zu finden, die eine Rolle spielen, wenn man einen Deutschen oder Schweden in seiner Tochtergesellschaft einsetzt.</p><p>In unserem Theorieabschnitt haben wir verschiedene Theorien verwendet, um verschiedene Perspektiven zu unseren Hypothesen zu finden. Die Theorien, die wir genauer betrachtet haben, sind: Organisationsstrukturen, Unternehmenskulturen und Entwicklungsphasen des Unternehmens. Danach haben wir auch eine Diskussion über Expatriates hinzugefügt, ebenso wie gewisse Untersuchung von Eigenschaften. Zuletzt haben wir auch die Rolle der Interessenten im Auswahlprozess untersucht.</p><p>Der größere Teil unseres Aufsatzes basiert dann auf Interviews mit fünf schwedischen Unternehmen mit Tochtergesellschaften in Deutschland. Kleinere Unternehmen, die in allen Bereichen, von der Herstellungsindustrie bis zur Personalvermittlung tätig sind.</p><p>Die Ergebnisse unserer Interviews zeigen, dass die Nationalität der Geschäftsführer/-innen in den schwedischen Tochtergesellschaften in hohem Grad von der Situation abhängig ist. Unsere Interviewpersonen waren sich aber einig, dass es gut sein kann, einen schwedischen Geschäftsführer/-in während der Etablierungsphase zu haben, um die eigene Unternehmenskultur zu implementieren. Danach kann es variieren. Es ist aber sehr wichtig, dass ein/e Geschäftsführer/-in ohne Rücksicht auf die Nationalität gute Kenntnis über Kultur und Markt haben muss. Dann ist auch die Sprache ein Eckstein, wenn man gute Geschäfte in einem anderen Land machen will. Wir glauben, dass in Zukunft die Kompetenz für die Wahl eines Geschäftführers entscheidend sein wird, nicht die Nationalität.</p> / <p>Den tyska marknaden är sedan en tid mycket viktig för exportnäringen hos många svenska företag, och idag har mer än 600 svenska dotterbolag etablerats i landet. Det är just hos dessa dotterbolag som vårt intresse ligger. De ledande personerna inom dotterbolagen tillsätts beroende av olika faktorer och vi valde att försöka finna några av dem.</p><p>Vårt syfte med uppsatsen är att ta reda på vilka faktorer som spelar in när en svensk respektive en tysk VD väljs till det svenska dotterbolaget.</p><p>I vårt teoriavsnitt har vi använt oss av en rad olika teorier för att försöka hitta olika perspektiv till våra hypoteser. De teorier vi har valt att titta närmare på är: företagsstrukturer, företagskulturer och företagets utvecklingsfaser. Därefter har vi även lagt till en diskussion kring expatriates, liksom viss forskning angående egenskaper och sist men inte minst olika intressenters roll i urvalsprocessen.</p><p>Större delen av vår uppsats baseras sedan på intervjuer som vi gjort med fem svenska företag med dotterbolag i Tyskland. De är mindre företag och verkar inom allt från tillverkningsindustri till personalförmedling.</p><p>Resultatet av våra intervjuer är att nationaliteten hos nyckelpersoner inom de svenska dotterbolagen i hög grad är situationsbetingat. Något som dock alla våra intervjupersoner var överens om är att ha en svensk nyckelperson under etableringsfasen kan vara till stor nytta vid implementering av den svenska företagskulturen. Därefter kan det variera. Det är dock viktigt att en nyckelperson, oavsett nationalitet, har god kännedom om kulturen och den aktuella marknaden. Sedan utgör språket en hörnsten för att kunna bedriva goda affärer i ett annat land. Vi tror att kompetens kommer att avgöra valet av nyckelpersoner i framtiden och att nationalitet kommer att vara ovidkommande.</p>

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Der deutsche Markt ist seit einiger Zeit für den Export vieler schwedischer Unternehmen sehr wichtig und heute sind mehr als 600 schwedische Tochtergesellschaften in Deutschland etabliert. Auf diese Tochtergesellschaften konzentriert sich unser Interesse. Die Geschäftsführer/-innen dieser Tochtergesellschaften werden abhängig von verschieden Faktoren besetzt, und wir wählten, einige von diesen zu finden. Unser Zweck mit diesem Aufsatz ist, die Faktoren zu finden, die eine Rolle spielen, wenn man einen Deutschen oder Schweden in seiner Tochtergesellschaft einsetzt. In unserem Theorieabschnitt haben wir verschiedene Theorien verwendet, um verschiedene Perspektiven zu unseren Hypothesen zu finden. Die Theorien, die wir genauer betrachtet haben, sind: Organisationsstrukturen, Unternehmenskulturen und Entwicklungsphasen des Unternehmens. Danach haben wir auch eine Diskussion über Expatriates hinzugefügt, ebenso wie gewisse Untersuchung von Eigenschaften. Zuletzt haben wir auch die Rolle der Interessenten im Auswahlprozess untersucht. Der größere Teil unseres Aufsatzes basiert dann auf Interviews mit fünf schwedischen Unternehmen mit Tochtergesellschaften in Deutschland. Kleinere Unternehmen, die in allen Bereichen, von der Herstellungsindustrie bis zur Personalvermittlung tätig sind. Die Ergebnisse unserer Interviews zeigen, dass die Nationalität der Geschäftsführer/-innen in den schwedischen Tochtergesellschaften in hohem Grad von der Situation abhängig ist. Unsere Interviewpersonen waren sich aber einig, dass es gut sein kann, einen schwedischen Geschäftsführer/-in während der Etablierungsphase zu haben, um die eigene Unternehmenskultur zu implementieren. Danach kann es variieren. Es ist aber sehr wichtig, dass ein/e Geschäftsführer/-in ohne Rücksicht auf die Nationalität gute Kenntnis über Kultur und Markt haben muss. Dann ist auch die Sprache ein Eckstein, wenn man gute Geschäfte in einem anderen Land machen will. Wir glauben, dass in Zukunft die Kompetenz für die Wahl eines Geschäftführers entscheidend sein wird, nicht die Nationalität. / Den tyska marknaden är sedan en tid mycket viktig för exportnäringen hos många svenska företag, och idag har mer än 600 svenska dotterbolag etablerats i landet. Det är just hos dessa dotterbolag som vårt intresse ligger. De ledande personerna inom dotterbolagen tillsätts beroende av olika faktorer och vi valde att försöka finna några av dem. Vårt syfte med uppsatsen är att ta reda på vilka faktorer som spelar in när en svensk respektive en tysk VD väljs till det svenska dotterbolaget. I vårt teoriavsnitt har vi använt oss av en rad olika teorier för att försöka hitta olika perspektiv till våra hypoteser. De teorier vi har valt att titta närmare på är: företagsstrukturer, företagskulturer och företagets utvecklingsfaser. Därefter har vi även lagt till en diskussion kring expatriates, liksom viss forskning angående egenskaper och sist men inte minst olika intressenters roll i urvalsprocessen. Större delen av vår uppsats baseras sedan på intervjuer som vi gjort med fem svenska företag med dotterbolag i Tyskland. De är mindre företag och verkar inom allt från tillverkningsindustri till personalförmedling. Resultatet av våra intervjuer är att nationaliteten hos nyckelpersoner inom de svenska dotterbolagen i hög grad är situationsbetingat. Något som dock alla våra intervjupersoner var överens om är att ha en svensk nyckelperson under etableringsfasen kan vara till stor nytta vid implementering av den svenska företagskulturen. Därefter kan det variera. Det är dock viktigt att en nyckelperson, oavsett nationalitet, har god kännedom om kulturen och den aktuella marknaden. Sedan utgör språket en hörnsten för att kunna bedriva goda affärer i ett annat land. Vi tror att kompetens kommer att avgöra valet av nyckelpersoner i framtiden och att nationalitet kommer att vara ovidkommande.

With the trend of the trade and economic internationalization, the multinational companies started to grow and the human resources got to move around the world. Recently, China is the most popular district, mainly because of the low labor cost and the growing demand of the market. In addition, the minor impact of the culture difference is one of the main reason for Taiwanese companies to choose China labor market. However, many factors shall be considered before transfer the man power to a new district, including the competency of the chosen candidate. Initially, to find the competency from the different positions is the most important. Secondary, the manager should choose the right candidates and provide them the appropriate training. As a result, the employees will complete the mission and achieve the target of the organization. In this thesis, the author found the four propositions as the following based on the related interview and analysis: Proposition 1: The expatriate employees are chosen based on their professional competency and personality, especially those with a high tolerance to multi-cultural societies. Proposition 2: To choose the suitable competency, the employees¡¦ performance will increase significantly. Proposition 3: After the industry is localized to a certain level, the necessary expatriated employees can be limited to senior managers and special skilled employees only. Proposition 4:The competency that is the personality characteristic have to be chosen. Others can be improved by training. High tolerance of multi-cultural surrounding is essential because professional skills and leadership can be promoted by training afterwards.

Career management gains new meaning in the context of employability demands in a global world economy. In this context, increased mobility, a dynamic work environment, and an enhanced level of career support from employers are seen as a fundamental aspects of an expatriate’s career. This study presents the results of a qualitative research approach that addressed the general question as to how expatriates perceive the effect of their international assignments on their career development. The study followed a descriptive and qualitative research design, using purposive sampling and unstructured interviews to obtain the data. Eighteen participants were identified in a South African-based company operating in Zambia. The study found that expatriates believed that their experience will have a positive effect on their future careers. Some limitations of the study can be said to be reporter bias, the cross-sectional design and self-report interviews which made it impossible for the study to predict whether the expatriates’ perceptions would translate into actual benefits in their future career. The positive relationship between expatriate assignments and career development therefore needs to be proved by means of longitudinal empirical research. Copyright 2008, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Jooste, HH 2008, An exploration of the perceived effect of an expatriate assignment on the career development of skilled South Africans, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-03152012-130712/ > C12/4/71/gm / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

Towers Watson Media stated that multinational organizations will grow by 45% in 2014 increasing expatriate assignments; however, global organizations lose billions of dollars yearly financing expatriate assignments due to unsuccessful retention efforts during the repatriation process. Fifty percent of expatriates consider leaving the organization within the first year of returning to their home country. The aim of this single descriptive case study was to explore the retention strategies organizational leaders need to retain expatriates employees during repatriation. Two managers from the compensation benefits department of a multinational organization in Tennessee participated in the study. Career self-management theory framed the study. Data collection consisted of semistructured interviews and a focus group interview, and member checking supported the validity and creditability of the findings. The 3 themes that emerged as key to strategies for expatriate employee retention were having career development opportunities, having a point leader, and implementing a program policy. The findings of this study may affect social change by encouraging expatriates to remain employed with the organization where they are valued, continue to develop career paths, and encourage other employees to accept foreign assignments for development. The data from this study may contribute to the prosperity of expatriates, their families, communities, and the local economy.

The main of my thesis is to define and explain the term expatriate,to describe motivation and the inconvenience they face, and also to define the characteristics the nature a nd experience of a typical an expatriate.

In this thesis, I follow the expatriate as a category, subject, identity and orientation from a starting point of the knowledge of the successful expatriate in the Global Mobility Industry to an end point, Singapore. Focusing on British migrants going to Singapore, I follow the expatriate as a mobile subject and mobile identity. Although the expatriate is a common nomenclature denoting a skilled migrant who lives abroad for a short period of time, I argue that the term expatriate is not axiomatic in describing this type of mobility. Rather, the thesis seeks to uncover what is obscured by and conveyed through the term, how people fit within it or against it, how its use and meaning is produced and negotiated. This builds upon previous literature on expatriates that focuses attention on how their lives play out abroad. However, I develop this literature to argue that the expatriate is produced, in part, through the processes that inform their move. I draw upon management discourse which frames expatriation as being like a ‘journey’ from home to abroad, with the management of how this journey is undertaken contributing to how the expatriate experience is understood. Drawing upon the discourse of the successful expatriate, I start by looking at the Global Mobility Industry, an industry that directs itself towards assisting in the management of expatriates. This industry I suggest performs itself as being expert in knowing how to manage the expatriate, a portrayal that enacts the industry into being. The discourse of the successful expatriate is performative in other ways, as it produces a normal expatriate experience, in terms of how the expatriate understands the abroad, and the normal emotional response to this. This normal expatriate experience is learnt by the British migrant through their journey abroad. The end point of the journey here is Singapore, looking at how British migrants orient themselves through the term expatriate. Through this, I argue then that there is no single way in which we can understand the expatriate, but there are multiple ways in which the term is put to use. These different understandings can be contradictory, but they work to bring into conversation ways in which cultural difference between ‘home’ and ‘abroad’ are produced, performed and practised.

Expatriates and tourists both represent transient markets who travel to destinations and, to differing degrees, look to understand their host destination. To date, the overlap between tourism and expatriation has received scant analysis and yet could offer useful synergies. With this premise in mind, a two-stage, mixed methods study analysed the connection between tourists and expatriates in Dubai, UAE. The results from 36 face-to-face interviews and 439 questionnaires suggested that tourism practices do benefit expatriate adjustment by providing opportunities to expatriates and nationals to meet, interact, and learn from one another. The results offered the five Arenas of adjustment – the Individual, the Destination, Exposure opportunities, the Company, and the Host – that facilitate adjustment within the expatriate. Tourism is directly referred to in the Exposure Arena, reflecting a qualitative effect of tourism in adjustment. It was through such opportunities that tourism was found to encourage expatriate adjustment by either directly teaching expatriates and nationals about one another, or providing the opportunity for them to meet, interact, and learn.