The objectives of this dissertation are to examine how expatriates¡¦ social network affect the ability of access information/resource and knowing- whom capital on their career advancement, as well as the effects of perceived organizational support correlate to host and home social network. Specially, this research investigates dual sources (host and home office) of expatriates¡¦ network in order to understand the impact on the network abilities and extent. Through confirmed factor analysis of pretest data, measurements were refined and the questionnaire used for the study was developed. For the study, 267 surveys were used for the data analyses. Structural equation modeling in LISREL 8.8 was employed to analyze the relationships among the latent constructs. The findings from the study revealed significant relationships between 1) expatriates¡¦ social network of host office and access information & resource, 2) social network of host office and knowing whom capital, 3) expatriates¡¦ social network of home office and access information & resource, 4) access information & resource and career advancement, and knowing whom capital and career advancement. This study contribute theoretically to the expatriates dual social network literature by clarifying the relationships among host social network, home social network, social network abilities and career advancement, while the previous studies focus on expatriates host country context. This research findings pointed out the expatriates not re-establish a personal network in the host environment but still keep contact with his/her home social network. The expatriates¡¦ host social network has direct and strong effect on access to information/resources and knowing-whom capital. And the expatriates¡¦ home social network also has positive impact on access to information/resources. This empirical model also provides future research with a new angle of view over expatriates social network and career advancement.

Thesis (Ph. D.)--University of California, San Diego, 2008. / Title from first page of PDF file (viewed July 8, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references (p. 347-368).

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 195-199). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1999. / Typescript. Vita. Includes bibliographical references (leaves 195-199). Also available on the Internet.

With the exception of To Have and Have Not, the novels of Ernest Hemingway are set outside the United States; all, however, contain American characters. These Americans might be divided into three categories: American tourists; Americans who live abroad, but either do not like it or are not completely adjusted to it; the Hemingway heroes, characteristically American expatriates who are completely adjusted to and accepted in their alien environments. Toward the tourists, he maintains an attitude of contempt; toward the middle group, his attitude varies from disgust to sympathy; the heroes are, in various guises, Hemingway the expatriate, himself.

Globalisation has led to an increased need for MNEs to expand their operations and appoint expatriate managers in foreign countries. The failure of these expatriates has been identified as a major concern for multinationals, as failure rates range between 30 and 40 percent and may cost an enterprise up to US$1.2 million. Many studies have found the inability of the trailing spouse to adjust in the host country to be the most common cause of expatriate failure. As they are more immersed in the host-country’s culture than the expatriate, spouses may experience severe culture shock, isolation, and stress, and need to come to terms with the various differences in healthcare systems, housing arrangements, cuisine, language and gender roles. The adjustment of the trailing spouse has been found to be significantly related to the success of an international assignment, making enterprise-assistance programmes essential. The aim of this study was to determine the preparation, training and support requirements of trailing spouses in order for MNEs to reduce the likelihood of failure amongst their assignees. A literature study was conducted in order to investigate the causes of failure and to identify best practices for the preparation, training and support of spouses accompanying expatriates on assignment. The literature study was then followed by an empirical study, in which a link to an online questionnaire was distributed through MNEs and online forums to trailing spouses currently on assignment. Spouses were required to answer demographic questions and give their opinion regarding various preparation, training and support requirements by rating their level of agreement, on a four-point Likert Scale, as to whether or not they required any of the listed items for adjustment and whether or not these were provided to them by the enterprise. The data was then analysed using a factor analysis, Cronbach’s Alpha, a t-test, paired t-test, an analysis of the mean scores and other inferential statistics. This study has revealed that enterprises are not providing expatriate trailing spouses with the preparation, training and support that they require, and has identified what preparation, training and support is required by spouses in order to adjust in the host country. Recommendations have been made based on these findings to assist enterprises in developing preparation and training programmes and providing adequate support to spouses prior to and during the assignment. It is important to remember that the key to expatriate success is the trailing spouse’s adjustment. These recommendations should therefore enable MNEs to design and implement expatriate programmes and processes that take into consideration the needs of trailing spouses in order to reduce the likelihood of expatriate failure. / Dissertation (MCom)-- University of Pretoria, 2016. / Business Management / Unrestricted

Syftet med undersökningen är att undersöka varför svenskar väljer att göra karriär utomlands. Teorierna som används är push and pull modellen, kulturell intelligens, expectancy-value samt ett för studien skapat teoretiskt ramverk angående anpassning. Metoden som användes var genom kvalitativa semi-strukturerade intervjuer som genomfördes via Zoom och Facebook messenger. Studien kom fram till att förklaringen till varför svenskar väljer att göra karriär utomlands var möjligheten till unika arbetserfarenheter, sökandet efter spänning och att ta sig an nya utmaningar, vilket bottnar i intresset av andra språk och kulturer. Slutsatsen som kommer fram av uppsatsen är att det pekar mot att svenskar influeras av förtroende i akademin, en dragningskraft mot äventyr samt en social flexibilitet. Dock krävs ytterligare studier för att bekräfta dessa resultat.

No description available.

No

No / This article presents a model of expatriate work adjustment in which the results obtained in previous investigations on expatriate adjustment are consolidated with the concepts and mechanisms introduced in the general Theory of Work Adjustment (Dawis and Lofquist 1984). It is held that correspondence has to be achieved between the abilities and needs of expatriate managers and the requirements and reinforcements of their jobs abroad in order to ensure that work adjustment can be reached and maintained during an international assignment. Furthermore, it is proposed that an expatriate's organizational commitment relates to the level of work adjustment achieved during the assignment.