Face à la mondialisation et à une demande accrue de ressources humaines hautement qualifiées, les pays en voie de développement, en général, font face à une mobilité internationale de leurs professionnels de la santé vers les pays développés. L’objectif de cette thèse est d’étudier les déterminants des intentions liées à la mobilité internationale des professionnels de la santé d’origine étrangère (hors U.E) résidant en France. À cet effet, un modèle de recherche a été élaboré à partir de la théorie de l’adaptation interculturelle et des travaux conduits sur le management des carrières et la théorie des ancres de carrières. Notre recherche prend ainsi en compte trois grandes composantes : (i) l’adaptation interculturelle (au travail, à l’interaction, et générale), (ii) le plafonnement de carrière structurel et la satisfaction dans la carrière, et enfin (iii) le rôle des ancres de carrière principalement les ancres de « stabilité géographique » et « internationale ». Il s’agit de préciser l’incidence de ces 3 composantes sur l’intention (a) de retour au pays d’origine, (b) de partir dans un pays tiers, (c) de rester en France. À la suite d’une revue de la littérature, des hypothèses de recherche ont été émises. Les données ont été collectées, par questionnaires, auprès des professionnels de la santé d’origine étrangère résidant en France (PSOE). Les analyses statistiques ont été effectuées sur un échantillon de 317 réponses. Les principaux résultats obtenus montrent d’une part que l’adaptation interculturelle en France n’a pas un effet significatif ni sur l’intention de retour au pays d’origine, ni sur l’intention de partir dans un pays tiers. Par contre, l’adaptation à l’interaction a un effet significatif et positif sur l’intention de rester en France. D’autre part, le plafonnement de carrière structurel est significativement et positivement associé à l’intention de retour au pays d’origine et à l’intention de partir dans un pays tiers. On notera que la satisfaction vis-à-vis de la carrière est seulement significativement reliée à l’intention de rester en France. La justice organisationnelle distributive a quant à elle une influence significative et positive sur l’adaptation générale et sur le sentiment de satisfaction dans la carrière, et d’autre part un effet négatif et significatif sur le sentiment de plafonnement de carrière structurel. Nos résultats soulignent enfin l’influence des ancres de carrière sur les intentions liées à la mobilité internationale. Des variables de contrôle d’ordre sociodémographique, décisionnel, et contextuel jouent également un rôle dans la dynamique de la mobilité internationale des PSOE. Les résultats obtenus nous ont permis de dégager, entre autres, des implications managériales et pratiques susceptibles d’encourager, d’une part, le retour des PSOE dans leur pays d’origine mais aussi leur maintien en France. Des limites et des perspectives futures de recherche sont également soulignées dans la conclusion. / In the context of globalization and a growing demand for highly qualified human resources, many healthcare professionals from the developing countries are now moving on their own initiative to the developed countries. The purpose of this thesis is to examine the determinants of international mobility intentions among foreign-born (outside the UE) healthcare professionals living in France. In this respect, we have built a research model based on the research on careers management and the theories related to cross-cultural adjustment and career anchors. Our research takes into account three main dimensions: (i) cross-cultural adjustment (to work, to interacting with host nationals, and to the general environment), (ii) hierarchical career plateauing and career satisfaction, and (iii) the role of career anchors, specially «geographical stability» and «internationalism». In fact, we seek to clarify the influence of each of these three dimensions on the intention (a) to return to the country of origin, (b) to go to another, (c) to stay in France. Following a review of the literature, research hypotheses were formulated. Data was collected, by questionnaires, from foreign-born healthcare professionals living in France. Statistical analyses were based on a sample of 317 responses. The main results show, on the one hand, that cross-cultural adjustment in France has no significant effect neither on the intention to return to the country of origin nor on the intention to go to another country. However, interaction adjustment has a positive and significant effect on the intention to stay in France. On the other hand, hierarchical career plateauing is positively and significantly related to the intention to return to the country of origin and to the intention to go to another country. It should be noted that career satisfaction is significantly related to the intention to stay in France. Distributive justice, for its part, has a positive and significant influence on general adjustment and career satisfaction but has a negative and significant effect on hierarchical career plateauing. Finally, our results underline the influence of career anchors on the intentions related to international mobility. When it comes to control variables, we see that personal characteristics, decision-making aspects, and contextual elements play a role in the international mobility dynamic of the foreign-born healthcare professionals living in France. Based on our results, we have formulated managerial and practical implications that could encourage the foreign-born healthcare professionals to return to their country of origin but also to stay in France. Limitations and vision statement for the future research are underlined in the conclusion.

The purpose of this research was to investigate the relationship between the cross-cultural adjustment of the expatriate spouse and their level of subjective well-being. Demographic factors were considered to identify life domains that may affect cross-cultural adjustment and subjective well-being respectively. The Spousal Adjustment Scale, Scale of Positive and Negative Experience, Satisfaction with life scale, and Flourishing scale were used in the study. A quantitative, cross-sectional survey design was used, and a purposive sample which consisted of expatriate spouses currently residing in Germany was approached (N=156). Descriptive and inferential statistical analyses were applied. The results yielded a statistically significant correlation between cross-cultural adjustment and subjective well-being of expatriate spouses and indicated statistically significant differences between demographic groups including language proficiency, dependents, time spent in host country, nationality, career sacrifice, and support network. It was concluded that there is a positive relationship between the cross-cultural adjustment of the expatriate spouse and their well-being and that various demographic factors can influence both constructs. / Industrial & Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

The purpose of this research was to investigate the relationship between the cross-cultural adjustment of the expatriate spouse and their level of subjective well-being. Demographic factors were considered to identify life domains that may affect cross-cultural adjustment and subjective well-being respectively. The Spousal Adjustment Scale, Scale of Positive and Negative Experience, Satisfaction with life scale, and Flourishing scale were used in the study. A quantitative, cross-sectional survey design was used, and a purposive sample which consisted of expatriate spouses currently residing in Germany was approached (N=156). Descriptive and inferential statistical analyses were applied. The results yielded a statistically significant correlation between cross-cultural adjustment and subjective well-being of expatriate spouses and indicated statistically significant differences between demographic groups including language proficiency, dependents, time spent in host country, nationality, career sacrifice, and support network. It was concluded that there is a positive relationship between the cross-cultural adjustment of the expatriate spouse and their well-being and that various demographic factors can influence both constructs. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)