In Strategic International Human Resource Management (SIHRM), the human resource function is actively involved in the strategic activities of the firm. While the idea holds promise as a useful response to global competition, previous research has provided limited supporting empirical evidence. Specifically, few studies have sought to equate certain outcomes with the degree of SIHRM practiced across various types of international firms. By separating firms into categories such as multidomestic, global, and hybrid, and by classifying SIHRM according to the degree of integration with strategic planning, a clearer picture could emerge as to the relationship between firm and SIHRMtype. To that end, top strategic executives, such as CEOs, and top HRM executives from eighty four U.S. based firms were surveyed regarding their firm type, the degree of SIHRM practiced, and certain outcomes such as amount of expatriate training and expatriate failure. Additionally, financial results were obtained to determine performance of various firms. Results indicated that while many companies choose a highly integrated formof SIHRM, there is no significant relationship between firm type and SIHRMtype. Additionally, there was no association detected between SIHRMtype and expatriate training and expatriate failure. Finally, there was no significant difference infinancialperformance between firms with the most integrated type of SIHRMand firms with less integrated versions. Interestingly, the HRMprofessionals were more likely to equate their firms with the most integrated types of SIHRMthan were other managers. This may mean that the relationship between HRM and strategic planning is often one of perception. A model of the relationships between SIHRM, firm type, HRM activities, and outcomes is proposed, along with suggestions for future research and limitations of the study.

Trenden visar på att expatriates världen över fortsätter att ökas och värderas mer. Ett allmänt problem i hanteringen av expatriates är att de slutar i förtid och att de kan känna sig hindrade av att prestera till sina fulla kapaciteter. Årets resultat i en omfattande undersökning av expatriates världen över, där man mäter hur lyckliga de är, visade på att Sverige är årets förlorare. Syftet med den här studien är att ta reda på vilka sätt det finns för HR-ansvariga att använda, för att sänka risken för expatriate-failures i Sverige. Utifrån syftet formulerades två frågeställningar som undersökningen baserades på, på vilka sätt kan man minska risken för att expatriate-failures ska ske i Sverige och är de etablerade tillvägagångssätten giltiga i Sverige. Metoden bestod av en enkätundersökning som undersökte vad anledningarna för övervägan att sluta i förtid var för expatsen i Sverige samt hur deras besittning av vissa attribut korrelerade till att ha en risk för expatriate-failure. Undersökningen visade på att kulturshockar var huvudanledningen för att expatriate-failures sker i Sverige och att besittning av eftertraktade attribut skulle minska risken för expatriate-failures. Resultatet visade då på att de etablerade tillvägagångssätten är giltiga i Sverige för att minska risken för expatriate-failure. Andra effektiva tillvägagångssätt gavs också som förslag för att motverka frekventa anledningarna som emprin visade på.

Background In a global market where competition is constantly growing, organizations need to staff employees from the home country company in the subsidiaries abroad in order to create a local presence and sustain the international competition which is referred to as expatria-tion. The expatriation process requires lots of planning and training before departure and adaptation when on place and also re-adaptation of oneself when coming back to the home country. Problems that occur during the international assignment might lead to ex-patriate failure which is termination of the assignment prematurely. Purpose The purpose of this thesis is to contribute with an understanding of problems expatriates encounter during their expatriation period and how the expatriation process can be im-proved. Method A qualitative study with in-depth interviews has been carried out. Seven case studies have been conducted with seven expatriates from three different organizations, who have been working in different countries. The personnel who work with the expatriation process have also been interviewed in order to gain a better understanding about how the expatriation process is planned and supported. Conclusion The empirical findings show that the pre-departure training expatriates receive are focused on work related issues, hence cultural awareness training are often neglected. This leads to problems for the expatriates, like for example integration problems, adjustment problems for the expatriate and his/her family members, and not being able to communicate in the local language. Also the support received from the home country company are many times insufficient, and the home country companies rarely provide the expatriates with any form of repatriation program to ease their re-adjustment process. This study shows that many organizations need to improve the different parts of their expatriation process. The organizations should especially focus on developing their pre-departure training to include cultural training for both the expatriate and the spouse, and develop a sufficient repatria-tion program.

Abstract After the Mainland China¡¦s opening policy, more and more enterprises invested in this giant business market, which is full of adventures and opportunities . In earlier days, only few people wanted to be assigned for working in Mainland China. Nowadays, much more people volunteer to develop their careers in Mainland China for a longer period. The thesis is trying to study the expartiate¡¦s personal characters, career orientations, expatriate motivation and expatriate adjustment, and further understanding the impacts of these four facters on the intention to stay in Mainland China. The results of this study indicate that: 1.The more voluntary expatriate have to work in Mainland China, the higher intention expatriate have to stay in Mainland China. 2.The expatriates who live with their families will have higher intention to stay in Mainland China. 3.People whose career orientation indicates ¡§getting ahead¡¨ have positive correlation with the expatriate motivations, which indicate self-fulfilling, self-esteem and security. The ¡§getting secure¡¨ people have negative correlation with the self- fulfilling motivation. 4.People whose personal characters indicate high ¡§interpersonal skills¡¨ will positively affect the expatriates¡¦ ¡§getting high¡¨ and ¡§getting ahead¡¨ career orientations, but negatively affect¡§getting balance¡¨ career orientation. Expatriates¡¦ high ¡§ability of conflict solving¡¨ will negaitively influent the ¡§getting ahead¡¨ career orientation. Furthermore obvious, their highly ¡§optimistic tendency¡¨ will negaitively influent the ¡§getting secure¡¨ career orientation. 5.People whose personal characters indicate high ¡§interpersonal skills¡¨, ¡¨ability of culture adjustment and ¡§optimistic tendency¡¨ will positively influent the expatriate whose expatriate motivation indicates ¡§self-actualization¡¨.Their high ¡§ability of conflict solvingl¡¨ will negaitively affect the ¡§secure¡¨ expatriate motivation. Expatriates¡¦ high ¡§ambiguous tolerance¡¨ will negaitively influent their ¡§social¡¨ expatriate motivation 6.People whose career orientation indicates ¡§getting free¡¨ have negaitive impact on their intention to stay in Mainland China. 7.People whose expatriate motivation are showing ¡§self- actualization¡¨ and ¡§social¡¨ have positively influence to their intention to stay in Mainland China. 8. People whose personal characters are showing high ¡¨ability of culture adjustment and interpersonal skills¡¨ positively influenceing their intention to stay in Mainland China. The expatriate¡¦ adjustment is a mediating factor between personal characters and the intention to stay in Mainland China.

Since the expatriates in management level have profound influences on the overall operation of overseas subsidiaries, it is significant for multinational corporations to understand the predictors of expatriate¡¦s entrepreneurship in cross-cultural contexts. Hence, based on 230 effective samples from expatriates in management level, this research investigates the relationships among expatriate¡¦s personality, cultural intelligence (CQ), expatriate adjustment, and international entrepreneurship, and cultural distance as a moderator. The results are outlined as follows. 1. Expatriate-oriented personality consists of high conscientiousness, agreeableness, extraversion, emotional stability (i.e., low neuroticism), and flexibility and empathy; international entrepreneurship comprises local internal initiative, external market exploitation, and venture exploration. 2. Expatriate-oriented personality has positive influences on expatriate¡¦s CQ and international entrepreneurship. 3. CQ has positive influences on expatriate adjustment and international entrepreneurship. 4. Expatriate-oriented personality has positive influences on expatriate adjustment and international entrepreneurship through the mediating effect of CQ. 5. No matter how the cultural distance is, expatriate-oriented personality is able to enhance expatriate¡¦s international entrepreneurship; in median-high cultural distance, CQ¡¦s role in international entrepreneurship achieves its maximum effectiveness; in smaller cultural distance, expatriate adjustment better promotes the performance of international entrepreneurship.

<p>Background</p><p>In a global market where competition is constantly growing, organizations need to staff employees from the home country company in the subsidiaries abroad in order to create a local presence and sustain the international competition which is referred to as expatria-tion. The expatriation process requires lots of planning and training before departure and adaptation when on place and also re-adaptation of oneself when coming back to the home country. Problems that occur during the international assignment might lead to ex-patriate failure which is termination of the assignment prematurely.</p><p>Purpose</p><p>The purpose of this thesis is to contribute with an understanding of problems expatriates encounter during their expatriation period and how the expatriation process can be im-proved.</p><p>Method</p><p>A qualitative study with in-depth interviews has been carried out. Seven case studies have been conducted with seven expatriates from three different organizations, who have been working in different countries. The personnel who work with the expatriation process have also been interviewed in order to gain a better understanding about how the expatriation process is planned and supported.</p><p>Conclusion</p><p>The empirical findings show that the pre-departure training expatriates receive are focused on work related issues, hence cultural awareness training are often neglected. This leads to problems for the expatriates, like for example integration problems, adjustment problems for the expatriate and his/her family members, and not being able to communicate in the local language. Also the support received from the home country company are many times insufficient, and the home country companies rarely provide the expatriates with any form of repatriation program to ease their re-adjustment process. This study shows that many organizations need to improve the different parts of their expatriation process. The organizations should especially focus on developing their pre-departure training to include cultural training for both the expatriate and the spouse, and develop a sufficient repatria-tion program.</p>

This study examines the expatriate spouses’ cross-cultural adjustment to the host country. The cross-cultural adjustment experience of the expatriate spouse differs vastly from that of the expatriate. Literature was consulted to understand the cardinal role that the spouse portrays during an expatriate assignment and to highlight the importance of a well-adjusted spouse. This study engaged in qualitative research methodology using five expatriate spouses residing in Rome, Italy. Spouses were from two different countries and represented different age groups. Data collection methods included interviews and a focus group session to gain an in-depth understanding of spouses’ cross-cultural adjustment experiences. Results showed that spouses arriving in the host country experienced a loss of identity. Identity in this study was divided into three categories namely personal, situational and social. Once spouses went through a period of identity reformation they were able to become well-adjusted spouses. / Psychology of Education / M. Ed. (Guidance and Counselling)

<p>This paper investigates how expatriates experience that their knowledge gained from international assignments is transferred and exploited by the MNC. The results from 93 expatriates from eleven Large Cap companies suggest that knowledge is not exploited trough formal mechanisms. Instead informal mechanisms of knowledge transfer such as networks and own initiatives seem to be a more common way of transferring and exploiting knowledge in the investigated MNCs. The findings indicate that the knowledge that the expatriates that failed their mission abroad gained is not exploited to the same extent as the expatriates that successfully completed their assignments.</p>

Darbo objektas. Adaptavimosi aspektai. Tikslas. Nustatyti turizmo ekspatriantų adaptavimosi aspektus tarpkultūrinėje aplinkoje. Uždaviniai: 1.Išanalizuoti ekspatriacijos ir ekspatrianto sąvokas teoriniu aspektu. 2.Nustatyti faktorius, darančius įtaką turizmo sektoriaus ekspatriantų adaptacijai tarpkultūrinėje aplinkoje. 3.Ištirti turizmo sektoriaus ekspatriantų adaptacijos procesą. Metodai. Mokslinės literatūros apžvalga, sisteminimas, analizė, kritinis vertinimas; giluminis pusiau struktūruotas interviu; tyrimo „content“ analizė. Rezultatai. Mokslininkai nustatė, kad tarpkultūrinę adaptaciją įtakoja svetimos kalbos mokėjimas, gyvenamojo laikotarpio trukmė naujoje kultūroje, žinios apie ją, sąveikos su priimančios kultūros žmonėmis ir jų pripažinimas, įmonės taikomos akultūracijos strategijos (Barhem, 2008). Tyrimas atskleidė: pagrindinės problemos, iškylančios ekspatriantams, yra darbo patirties užsienyje trūkumas, skirtingas gyvenimo bei darbo ritmas. Paaiškėjo: kuo dažniau darbuotojas išvyksta, tuo trumpesnis adaptavimosi periodas; kurį palengvina informacijos turėjimas apie šalies specifiką, draugų atsiliepimai apie šalį. Išvados. Turizmo darbuotojų tarpkultūrinę adaptaciją veikia faktoriai, susiję ne tik su pasikeitusia ekonomine, klimato aplinka, atsiskyrimu nuo šeimos, tarpkultūrinių skirtumų, bet ir ekspatrianto ankstesnės gyvenimo patirties ekspatriacijoje bei organizacijos pagalbos išvykstančiam. Pasiūlymai. Atsižvelgiant į gautus tyrimo rezultatus, Prieš... [toliau žr. visą tekstą] / Substantiation. In a modern world of globalization companies function in an international environment and employees have to adapt to this environment. In particular, this issue is inevitable for tourism organizations whose field of activity is related to work with clients out of Lithuania. Tourism specialists are often sent to work abroad in order to achieve the main goals of the company. Employees encounter various obstacles which negatively (or positively) affect their professional or personal lives. One of the main obstacles to face is intercultural differences which should be overcome first of all while adapting in a new country. In order to facilitate an organization’s human recourses’ management and to ease the employees’ adaptation period during the expatriation, it is necessary to find out what kind of problems do the tourism specialists face while on mission abroad. The aim of research. To identify tourism expatriates' adaptation aspects in a cross-cultural environment; to identify the factors, which make influence on expatriates’ intercultural adaptation process ; to explore the process of intercultural adaptation of tourism expatriates. Methods. Scientific literature review, organization, analysis, critical evaluation; in-depth semi-structured interview; “content” analysis of research. Results. The researchers determined that foreign language proficiency, length of residence in a new culture, knowledge of peculiarities of a new culture, the interaction with the... [to full text]

Research in the area of English as a Foreign Language (EFL) teacher satisfaction and teacher motivation has recently gained momentum, and several studies completed in different parts of the world have contributed to this growing field (Al Hashmi, 2004; Al-Maawali, 2003; Dörnyei, 2001; Gheralis-Rouss, 2003; John, 2011; Kızıltepe, 2008; Manuel and Hughes, 2006; Menyhárt, 2008; Shoaib, 2004). However, studies from Oman, particularly with expatriate teachers, are still limited. The purpose of the current naturalistic qualitative research is to explore the factors that motivate and discourage expatriate EFL teachers in a public university in Oman. The conceptual framework of this study is based on the Needs Hierarchy theory (Maslow, 1954) and the Motivation-Hygiene theory (Herzberg, 1976). An exploratory methodology was used, and the sample selected for this study comprised exclusively expatriate teachers whose average number of years of experience in Oman is 18.75 years. In-depth semi-structured interviews with sixteen expatriate teachers revealed several intrinsic and extrinsic factors that motivated teachers to work and live in Oman, such as, interaction with students, job security, and living in Oman. Teachers also expressed several discouraging factors that affected their personal and professional life in Oman. Examples include difficulties in getting promoted, faculty evaluation surveys, and bureaucratic administrative policies. This study is significant in giving voice to experienced expatriate teachers who share their vast experience and suggestions and offer recommendations to administrators and managers on adopting policies that are holistic and present optimal working conditions to teachers.