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This thesis deals with the development and activities of compatriot organizations of Czechs and Slovaks in the 20th century that were associated in the Union of clubs of Czechs and Slovaks in Switzerland. The first clubs, which did not last long, were established in the 1860s. The origins of more stable organizations date back to the beginning of the twentieth century, when clubs such as Czechoslovak Beseda Slovan in Geneva and Czechoslovak Beseda Svatopluk Čech in Zurich were established. These organizations expanded after the big emigrant wave caused by the Warsaw Pact invasion of Czechoslovakia. This period between the years 1968 and 1990 is the main objective of the following research. The thesis is divided into four chapters. The first one introduces some basic notions needed for the thesis and puts the existence of compatriot clubs in Switzerland in a broader context. At the same time, it deals with the most important emigrant waves from Czechoslovakia with emphasis on those emigrants that left for Switzerland. The second chapter deals with the very development of compatriot movement in Switzerland before the critical year 1968. Furthermore, this chapter is divided into various sections on the basis of selecting important turning points in the development of compatriot organizations, such as...

現代化企業的經營模式已轉變成國際化、全球化經營，而外派人才之培養與訓練是維繫海外據點戰力持續的要素。本研究探討資深駐外經理人員在工作上的現實挑戰，補充學術上的理論探討；欲探討下列的主要問題： (一)駐外經理人員如何因應工作上的挑戰？ (二)駐外經理人員如何與總公司互動？ (三)駐外經理人員如何適應駐在地的工作與生活？ 透過多國企業策略、國際人力資源管理、海外派遣與海外適應的文獻探討，採用個案研究法作為研究方法，對於訪談對象（六位資深的駐歐、駐美經理人員）進行深度訪談，輔以八家個案公司的次級資料，利用實務訪談進行個案對象的深入研究探討。 本研究的主要發現是： (一)駐外經理人員其人際關係網絡（在駐在地、以及在總公司）與工作績效的關係緊密。 (二)駐外經理人員必須與總公司建立有效的互動平臺。 (三)駐外經理人員要能充分融入當地文化，並且先找到對的人（部屬、工作夥伴），再決定做甚麼；要使員工認同總公司的企業文化，以收長治久安之效。 (四)駐外經理人員在領導、管理當地員工時，要視情境而靈活運用不同的作風。 (五)管理當地的員工，要按部就班將其塑造成為高績效團隊，依次展開任務；遇到狀況，深思熟慮後就要明快行事。 (六)資深駐外經理人員的中長期生涯規劃，要未雨綢繆、自立自強。 本研究的結論是： (一)外派人員隨時面對全球資源整合及地方回應的雙重壓力，必須要有敏銳的洞察力、深謀遠慮的遠見與憂患意識；任務的細部展開包括：駐在地的領導管理以及母公司的溝通協調。善於利用周遭可及的資源，特別是當地的人際網絡關係，以及總公司專業團隊的支援。 (二)外派人員與總公司的關係，平日即要積極培養經營，以塑造良好的合作氛圍，包括：事務性質的各功能別對應窗口，和策略層級的主管討論議題。與日常作業的連絡對象要建立默契和勤於互動－“朝中有人好辦事”，正式與非正式的資訊管道交織，以全盤瞭解情勢。 (三)跨文化適應是外派人員的關鍵要件，個人面會自我調整心理面與生理面，積極適應海外不同環境的工作與生活；配偶與子女則是最大的甜蜜負擔，要以家庭凝聚的力量，支持每一個成員順利適應新環境、新挑戰；瞭解以及尊重當地文化，並且盡快融入當地的情境，進入當地的社群。

Nursing Muslim patients in the Kingdom of Saudi Arabia (KSA) poses challenges for expatriate non-Muslim nurses. Caring for Muslim patients in a cardiac intensive care unit, catering for patients who underwent open heart surgery, poses unique challenges to non-Muslim nurses. Semi-structured interviews were conducted with 63 non-Muslim nurses who cared for Muslim patients who had undergone cardiac surgery. Factors that influenced non Muslim nurses’ experiences of working with Muslim patients in the KSA, included culture shock, language barriers and a lack of understanding of Islam as a religion. In-service education sessions, addressing these issues, could enhance non-Muslim nurses' abilities to render culture competent care to Muslim patients in a cardiac intensive care unit in the KSA. Arabic-English translators could facilitate communication between the expatriate nurses and the Muslim patients. / Health Studies / M.A. (Health Studies)

Nos últimos cinqüenta anos ocorreu uma imensa gama de mudanças e inovações tecnológicas que tem impacto direto nos povos, nas questões sociais, econômicas e políticas. Essa mudança fica mais intensa com o processo de globalização que ocorreu nas últimas décadas, e caracterizou um aspecto multifacetado, com questões profundas, que exigiu das culturas uma nova inter-relação mundial. Este novo momento demanda um estudo para que se compreendam o choque entre culturas e o impacto sobre cada indivíduo. O desenvolvimento da economia transformou profundamente o trabalho e estabeleceu alto grau de competências e habilidades dos profissionais necessárias para o novo contexto. Dessa forma, o profissional depara-se com uma recente situação, na qual deve articular culturas de forma harmônica e retornar a sua pátria. Nesse contexto, o objetivo principal foi elucidar as questões relativas à expatriação, procurando apresentar a realidade desse processo através de mapeamento dos diversos momentos dessa mobilidade e sua relação com o momento histórico, bem como, vislumbrar os aspectos do fenômeno da transnacionalidade a que o executivo e sua respectiva família estão sujeitos. A metodologia adotada constituiu-se de pesquisa de campo exploratória e multidisciplinar. As informações foram obtidas com a área de expatriação das organizações e com os profissionais e suas famílias, por meio de questionário e entrevistas. Este trabalho traz três contribuições acadêmicas; a estruturação do cenário histórico mundial e nacional (1956-2005) que permite visualizar a ocorrência da internacionalização do capital e como o Brasil adentrou nesse processo; a possibilidade de entender como se sustentam os processos de expatriação dentro das empresas; e compreender o olhar dos expatriados e respectivas famílias sobre essa experiência, no tocante à adaptação pessoal e profissional no momento da saída e do retorno. / In the past fifty years a vast range of technological changes and innovations that have had direct impact on nations and on social, economical and political matters have occurred. This change is intensified by the globalization process that has taken place in the recent decades, implying on a multifaceted aspect, with profound issues and demanding a new world interrelationship from cultures. This new moment presents a demand for a study to gain in-depth understanding of cultural shock and its impact on individuals. The development of economy has deeply transformed labor and set a high level of skills and competencies needed from professionals within the new context. Thus professionals are faced with a recent situation in which they must articulate cultures harmoniously and then return to their homeland. In this context the main goal was to elucidate matters pertaining to expatriation, seeking to demonstrate this process reality through the mapping of this mobility different moments and its relationship with the historical moment, as well, as to glimpse at the aspects of the transnationality phenomenon to which the executive and his/her respective family are subject to. The chosen methodology was composed of multidisciplinary and exploratory field research. Information was obtained from the organizations expatriation areas and from professionals and their families, through questionnaires and interviews. This work provides three academic contributions; structuring of historic national and world scenario (1956-2005) that provides visualization of capital internationalization occurrence and of how Brazil entered this process; the possibility of understanding how expatriation processes are sustained within companies; and of understanding expatriates and respective families outlook on this experience to the extent of personal and professional adaptation on departure and upon return.

H.D., Djuna Barnes et Laura (Riding) Jackson incarnent trois visages du modernisme américain expatrié. C’est autour de leur place paradoxale dans le contexte d’instabilité et de circulation de ce moment littéraire que s’articulent leurs parcours respectifs. Cette thèse cherche à montrer comment l’expérience du déplacement géographique s’incarne dans le texte thématiquement, stylistiquement, grammaticalement, génériquement et dans le genre (gender) pour produire une écriture autobiographique déplacée qui interroge et transgresse les frontières. On analysera comment l’expatriation des trois auteurs et leur marginalité dans la communitas des expatriés produisent une écriture qui remet en question la limite entre personnel et impersonnel. On explorera les représentations du déplacement géographique lui-même comme thématique et esthétique. En adoptant une méthode de cartographie littéraire, nous mettons au jour une écriture nomade et interrogerons le rapport à la nation dans les textes qui travaille le trope du Grand Tour. L’analyse de l’esthétique du déplacement de l’autobiographie sur les éléments organiques du texte met au jour la métaphorisation du déracinement et le processus de déterritorialisation/reterritorialisation de l’expatriation et du genre féminin chez H.D., Barnes et (Riding) Jackson. / H.D., Djuna Barnes and Laura (Riding) Jackson embody three facets of American expatriate modernism. Their trajectories hinge on their paradoxical place in modernism’s context of instability and circulation. This thesis purports to show how their works are imbued with the experience of geographical displacement at various levels (thematic, stylistic, grammatical, generically and in gender). This porosity between life and work results in a displaced autobiographical writing which questions and transgresses frontiers. The first section deals with how these authors’ expatriation and marginality in the expatriate communitas produce texts which probe the limit between the personal and the impersonal. The second part focuses on the representations of the geographical displacement itself—both as theme and aesthetics. By resorting to a literary cartography method, we argue for a nomadic writing and interrogate the writers’ relation to the concept of nation in texts which deploy the Grand Tour trope. The final section analyzes the aesthetic transference of the autobiography on the organic elements of the text. These motifs act as metaphors of the subject’s uprootedness and of the deterritorialization/reterritorialization process at work for expatriate women writers.

Although Malaysia primarily relies on expatriates to develop its economy, a private Malaysian institution had not examined the retention of expatriate students who might contribute toward the country's future economy. The problem that prompted this study was the institution showed low graduation rates for expatriate students and had not assessed the perceptions of key factors that impacted their attendance and persistence. The purpose of this study was to provide insights about expatriate students' perceptions of key factors about attendance and persistence at the institution. Tinto's longitudinal model of dropping out and the conceptual model guided this study. With a guiding question about students' perceptions, specific research questions explored expatriate students' perceptions of individual characteristics, the interactions within the institutional environment, and institutional characteristics that influenced their decisions to attend and persist at the institution. Qualitative data were collected using interviews from a purposeful sample of 5 expatriate students. Data were transcribed and coded inductively, resulting in 10 themes: Malaysia as a destination for higher education, the Ministry of Higher Education (MoHE) institution as an institution, supporting group, English language, past educational experiences, academic integration, commitment, social integration and institutional commitment, college quality, and institutional type. A white paper was proposed as a project that included recommendations to stakeholders. The positive social changes were to promote future expatriate students' persistence and graduation rates, enhance their learning, and prepare them to be the future leaders in Malaysia, their country of origin, or elsewhere internationally.

Expatriates working in a foreign environment with very different political, cultural and economic conditions often face both job-related and personal problems, which may lead to expatriate dissatisfaction. ¡@Previous research suggests that if expatriates are not satisfied while on assignment, the motivation to perform well and/or to remain abroad for the specified length of times is diminished. As a result, this study tries to do investigations to Taiwanese expatriates in China to experiment if certain determinants (training, mentoring, repatriate positing, long-term career planning, environmental factors, and individual career management strategies) can lead to expatriate job satisfaction. The result of this study suggests that among corporate career development plans, training and long-term career planning can facilitate expatriate job satisfaction, while mentoring and repatriate positing have no significant influence on job satisfaction. Besides, environmental factors and individual career management strategies both have significant positive effect on job satisfaction. This gives multinational companies (MNCs) some inspirations: -MNCs should do some investigations to previous expatriates to figure out the problems they¡¦ve encountered and design corresponding training programs for new expatriates. -MNCs should select expatriates with positive attitudes towards expatriate assignments or train their expatriates to become more problem-focused. -MNCs should help expatriates plan their future career paths. -MNCs should design sound mentoring and repatriate positing policies for their expatriates. -MNCs should make the environments surrounding expatriates become as benevolent as possible.

Thesis (Ph. D.)--UCLA, 2009. / Vita. Description based on print version record. Includes bibliographical references (leaves 344-369). Filmography: Leaves 335-342.

Nursing Muslim patients in the Kingdom of Saudi Arabia (KSA) poses challenges for expatriate non-Muslim nurses. Caring for Muslim patients in a cardiac intensive care unit, catering for patients who underwent open heart surgery, poses unique challenges to non-Muslim nurses. Semi-structured interviews were conducted with 63 non-Muslim nurses who cared for Muslim patients who had undergone cardiac surgery. Factors that influenced non Muslim nurses’ experiences of working with Muslim patients in the KSA, included culture shock, language barriers and a lack of understanding of Islam as a religion. In-service education sessions, addressing these issues, could enhance non-Muslim nurses' abilities to render culture competent care to Muslim patients in a cardiac intensive care unit in the KSA. Arabic-English translators could facilitate communication between the expatriate nurses and the Muslim patients. / Health Studies / M.A. (Health Studies)