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.

本研究目的為了解企業招募青年外派人才的需求及目的、招募甄選、外派訓練之現況；調查了11家佈局國際的台灣知名企業，產業類別涵蓋科技業、金融業、製造業、量販流通相關業、旅遊業。 研究發現台灣企業外派新鮮人才目的為擔任確保當地維持母公司的制度、填補職缺的角色。在招募甄選方面，企業招募外派新鮮人才綜合使用傳統與網路徵才管道。傳統管道多為校園招募，網路管道則是官網、網路人力銀行與臉書。甄選外派新鮮人才重視個人特質因素包含海外求職意願、適應性、海外經驗、學習潛能、人際關係技巧等，在能力因素方面語言是最重要的。外派培訓方面，受訪企業皆重視人才培訓，培訓的內容與時間依照產業、職缺目的、產品複雜程度而有所不同。 本研究建議企業使用國際畢業人才專案來進行統一的招募甄選以集中招募的資源、搭配職涯規劃與完善培訓制度吸引求職者的目光。在培訓方面增加跨文化的培訓，例如跨文化的課程、當地產業個案探討與雙輔導員制度協助外派者順利完成派外任務。 / The purpose of this study is to understand the current situation about companies of recruiting, selecting and training young talents as expatriates. This study investigates 11 well-known enterprises in Taiwan, covering the science and technology industry, finance industry, manufacturing industry, retailing industry, and tourism. The study finds that the purpose of young expatriate assignment of Taiwanese companies is to take control of the role to ensure that the local maintenances follow the parent company’s system. In the recruitment of selection, companies use both traditional and Internet channels to recruit fresh graduates. They usually use the campus recruitment as the main traditional channel; meanwhile, they use the official website, cooperation websites and Facebook as major internet channels to approach the fresh graduates. Companies emphasize personal factors including individual willing of working overseas, adaptability, overseas experiences, learning potential, social skills, etc. as the selection of fresh talents and in terms of external factors, the language skill is the most important. With regard to the training of the young expatriates, all the respondents put emphasis on the training of young expatriates. The training programs are different from industry to industry. This study suggests that companies use international graduates program which can unify resources to recruit and select fresh graduates. With promising career plan and well-planned training system, companies can attract the attention of job seekers. Moreover, companies can improve cross-cultural training, such as cross-cultural curricula, local industry case studies and dual counselors to assist young expatriates in successfully completing the expatriate assignment.

À l'heure où le besoin en Compétences Communicatives Interculturelles est souvent affirmé j pour des cadres impatriés et expatriés par les entreprises internationales œuvrant en milieu professionnel multiculturel, les facteurs déclencheurs susceptibles de les développer sont aujourd'hui mal connus. Cette thèse ambitionne de comprendre comment se construisent ces compétences chez les cadres mobiles dans deux pays : la France et le Maroc.La problématique qui guide la recherche concerne le rôle de la dimension interculturelle dans la formation des adultes en s'attachant à définir la place de la formation initiale et continue en langues étrangères^et celle de la formation continue formelle et informelle en communication interculturelle. L'étude ne s'arrête pas au niveau de l'approche langagière ni au niveau de ce qui se met en jeu lors de la communication interculturelle, mais bien à l'analyse des processus d'apprentissage (du côtés des apprenants), de l'enseignement (du côté des formateurs interculturels) et de leur organisation (du côté des responsables de formation). La thèse a ancré le cadre de la formation des professionnels dans une démarche interculturelle. Une telle démarche revient à opposer les modèles culturalistes qui privilégient la comparaison entre les cultures et la conception de la culture comme une donnée biologique pour, ainsi, s'inscrire dans une approche qui privilégie l'interrelation et la dynamique entre les cultures. Sans cette démarche interculturelle, explorer le domaine des mobilités professionnelles à partir de l'interculturel n'aurait que peu de sens.En se basant sur une étude empirique associant les paradigmes quantitatif et qualitatif, certains résultats saillants, mis en exergue par la thèse, montrent que derrière le discours interculturel se cachent de nombreuses contradictions dans l'enseignement des langues et des cultures et dans la formation en communication interculturelle continue formelle. La tentative de créer un entre-deux pour les cultures se réduit souvent à une description de la culture de l'altérité avec des représentations directes ou indirectes largement « folklorisées ». Ceci rend l'apprentissage des Compétences Communicatives Interculturelles problématique surtout en l'absence d'ingénierie clairement définie en formation interculturelle des adultes. En outre, l'apprentissage interculturel informel semblerait pertinent, en particulier lorsqu'il se base sur la socialisation et la réciprocité entre pairs. Cet apprentissage gagnerait à être institutionnalisé sur les deux territoires de l'enquête. / At a time when the need for Intercultural Communicative Skills is often asserted for international and international executives working in a multicultural professional environment, the triggers likely to develop them are not well known today. This thesis aims to understand how these skills are built in mobile executives in two countries: France and Morocco.The problem that guides research concerns the rôle of the intercultural dimension in adult éducation, focusing on defining the place of initial and continuing training in foreign languages and the rôle of formai and informai continuing éducation in intercultural communication. The study does not stop at the level of the language approach or at the level of what is involved in intercultural communication, but rather at the analysis of the learning processes (on the sides of the learners), (On the side of the intercultural trainers) and their organization (on the side of the trainers). The thesis aimed to anchor the framework of the training of professionals in an intercultural approach. Such an approach amounts to contrasting the culturalist models which favor the comparison between cultures and the conception of culture as a biological data in order to be part of an approach that favors the interrelation and dynamics between cultures. Without this intercultural approach, exploring the field of professional mobility on the basis of interculturality has little meaning.Based on an empirical study associating quantitative and qualitative paradigms, some salient results, highlighted by the thesis, show that behind the intercultural discourse are many contradictions in the teaching of languages and cultures and in Formai intercultural communication. The attempt to create an in-between for cultures is often reduced to a description of the culture of otherness with direct or indirect représentations largely "folklorized". This makes learning Intercultural Communicative Skills problematic especially in the absence of clearly defined engineering in intercultural adult éducation. In addition, informai intercultural learning would seem relevant, particularly when it is based on socialization and peer reciprocity. This learning would benefit from being institutionalized in the two territories of the survey.

The adaptation to a new country is a complex and stressful process that is compounded when changes in status and identity have to be made. This exploratory study examined the adaptation of international company transferee spouses when they decide to follow the transferee on overseas assignments. Research to date indicates that the spouses’ dissatisfaction with life abroad is the leading cause of transferees breaking contract and prematurely returning home. The causes of this dissatisfaction are still not clear and this study sought greater clarification, particularly examining the experiences of male as well as female trailing spouses. The study, thus, takes gender as a main variable to consider. It explores how gendered expectations inherent in the structures of society inflect and inform the decisions, attitudes, and behaviors that affect the adaptations of trailing spouses living in a foreign habitus. The study is based on eight months of ethnographic research in two culturally different locations, Kuala Lumpur, Malaysia and Brussels, Belgium. Forty-two American international company transferee spouses were recruited (seven males and thirty-five females). The data analysis revolved around five main themes: (1) the comparison of male with female trailing spouses’ experiences, (2) the effect of location on spouses’ adaptation, (3) the communities that spouses integrate into, (4) variations in personal work and family histories, and (5) conditions of exit. The analysis engaged multiple theories regarding gender, sociological adaptation, and psychological adaptation. Results indicate that both socio-cultural and psychological factors affect adaptation and that gender matters very significantly, particularly along two axes: (1) gendered structures in our society create different reasons why males and females become trailing spouses, (2) the gendered social constructions of role expectations make the experience of being a trailing husband different from being a trailing wife. In addition spouses’ status as parents (or not) and their “readiness for change” were found to be important predictors of positive spousal adaptation. In contrast, significant ties with families in the home country and strong professional identity with career projections were important predictors of negative spousal adaptation.

This diploma thesis deals with the issue of culture shock and its relationship to the pedagogical activities of North-American teachers working in kindergartens, primary and secondary, or language schools in the Czech Republic. The aim of this work is to understand how North-American teachers experience culture shock in the Czech Republic, and to find out how they perceive the impact of culture shock in their pedagogical activities. The theoretical part of the thesis presents a description of the concept of culture, the specifics of intercultural communication which is followed by the concept of culture shock, presents selected theories dealing with culture shock, its phases, and preparation for the experience in the new culture. At the end of the theoretical part, the specifics of foreign teachers in the Czech Republic and the educational system in the USA will be described. The practical part of this work is a qualitative research conducted in the form of semi-structured interviews with 12 North-American teachers who live and work in the Czech Republic. The results were analyzed by the method of thematic analysis. It brings the finding that participants are negatively affected by interactions and contact with strangers, while in a positive way, culture shock is affected by voluntariness of their...

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本研究的目的針對國內蔚為盛行的產業外移風潮，而大陸地區正在彼岸用無限的商機和減少勞動成本的誘因招手著，如何有效的創造最大的利潤和競爭力正是對大陸投資的臺商共同關切的問題，而企業最大的資產來自於優秀的人才，唯有適才適所才能創造雙贏，因此本研究希望藉由建構客觀的指標性工具--外派管理職能評鑑量表，用以輔助企業有效地找出適切的外派大陸地區之主管。 本研究先透過文獻回顧與整理、標竿主管深度訪談，建構初步的外派大陸地區管理職能量表146題。再透過內容效度、重要性分析後確認了103題當作正式實證測試的正式問卷。本研究共寄出427份問卷，回收有效問卷為221份，有效問卷回收率為51.8﹪。 問卷回收後，進行因素分析篩選出七個外派管理職能的衡量性構面共計有31題。七個構面的內部一致性α值介於0.74 ~ 0.82之間，具備高度的內部一致性。研究結果的七個構面分述於下： 一、處理跨文化事務問題的能力職能群組 主要職能包括具備預防問題發生的能力；具備迅速發現問題的能力；具備對事務、問題的理解、分析、解決的能力；具有面對危機處理，快、狠、準的應變力和行動力；具有替代方案的規劃準備；以及具備跨文化勞資、團隊爭議的謹慎談判和處理能力等等。 二、海外生活的適應性職能群組 主要職能包括具備對挫折的堅忍力；具備容忍不明確的能力特質；能夠自我情緒智商的控制、發展與管理；具備對文化韌性、跨文化的適應力（生活、環境、工作上的適應力）；以及壓力管理、本身抗壓性良好等特質。 三、自我導向職能群組 主要職能包括具備謙虛，對自我要求持續地改善任何缺失之處，不斷地自我超越之特質；定期做喜愛的活動，幫助紓緩新的實體及文化環境所帶來壓力；在異國中能尋找可替代原有嗜好或活動；能夠有充份的自信心和自我的認同；有自我充實、成長與不斷學習新知，以求創新之特性等等。 四、面臨當地各方面環境之決策能力職能群組 主要職能包括具備獨立決策的能力；具備適時企劃、計劃能力；具備多面向和清晰的邏輯、系統化思考力；具備正確、迅速對事務的判斷力；以及具有對數字的敏銳度，以應變政治、經濟環境對市場影響等等。 五、跨文化團隊建立發展能力職能群組 主要職能包括具備跨文化團隊合作的能力；具有創造跨文化團隊的向心力、凝聚力、工作價值；以及具備促進跨文化工作團隊的順利建立、發展與運作的能力等等。 六、透視或體會社會結構同質性職能群組 主要職能包括具備在外派任務中能傳承公司文化和習性並且運用；具有在外派任務中能導入公司的價值觀之認知；具有本地、外地員工間的文化融合的人文特質；及具備尊重當地文化、不本位主義的態度。 七、跨國任務的執行力職能群組 主要職能包括對工作高度的責任感；面面俱到執行任務之實現能力；及具備執行工作的的熱誠、熱情、活力等等。 最後透過迴歸分析的檢驗，驗證出本評鑑量表對外派大陸地區主管人員的工作績效具有顯著性的影響，當中以自我導向職能群組、海外生活的適應性職能群組、透視或體會社會結構同質性職能群組、跨國任務的執行力職能群組的影響最顯著。 / The purpose of this study is to research on the current of Taiwan industry relocation, and the Mainland China is waving with the limitless business opportunity and inducement of the labor cost of the reduction on the other shore, how the effective creation largest profit and competitiveness are exactly common issues deeply concerned of Taiwan corporations of investing in the Mainland China, and enterprise's largest assets come from outstanding talented human resources. The win-win situation could only be created rightly by proper arrangement. Therefore, this research hopes by building and constructing the objective index tool –Expatriate managerial competencies assessment scale, is used to find out the appropriate executive who sends the continent area to oversea operation effectively in auxiliary enterprises. This research is reviewed and put in order through documents first, the model is in charge of depth interview, build and construct preliminary 146 questions of form of the China regional managerial competencies and have confirmed after and then analyzing through content validity . Among them, 103 questions are regarded as the formal questions by the level of importance that formats final questionnaire. Sending 427 questionnaires altogether in this research, there is 221 retrieved the effective questionnaire; the effective rate of recovery of questionnaire is 51.8. After the questionnaire is retrieved, I carry on the factor analysis that has 31 questions to construct the surface altogether to screen seven domains .While Cronbach α between 0.74 to 0.82 in internal consistency, a value of seven domains of managerial competencies, possess the internal consistency of the height. Seven domains of the result of study are divided and stated as follow: First, ability of dealing with the cross-cultural affairs competencies：Possess and preventing the ability that the question happens; Possess the ability to pinpoint the problems rapidly; Possess the understanding, analysis, ability to solve to the affairs, problem; Deal with the crisis, fast, ruthless, accurate adaptability to changes and action strength; There is planning which substitutes the scheme that is prepared; And the prudent negotiation with cross-cultural labor and capital, group's dispute and so on. Second, adjustment of overseas life competencies：Possess the steadfast and persevering strength to the setback. Possess and tolerate the indeterminate ability and specialty. Can self- mood control, develop of IQ manage; Possess it to cultural-toughness, cross-cultural adjustment （life, environment, adaptive capacity at work）; Specialties, such as and pressure management, resisting the pressing well by itself and so on. Third, self-oriented competencies：Possess modestly, to requiring oneself that improves the place of any disappearance continuously, specialty that is surmounting oneself constantly; Do the activity that likes regularly, help to release the pressure which cause by new entity and cultural environment; Ability to find the substitute to take place the original hobby or activity; There can be self-confidence of filling one and self- approval; Oneself substantiates, grows up and studies new knowledge, so that characteristic of innovation ,etc. constantly. Fourth, ability of decision making when facing local environments of various fields competencies：The ability with independent decision making; Possess the enterprise planning in real time, plan ability; Possess and face more with clear logic, systematic thinking; Possess the correct judgment ability to the affairs rapidly; And have it to acumen degree of the figure, the political, economic environment influences etc. the market in order to meet an emergency. Fifth, ability of the cross-cultural team builder and development cluster competencies：The ability with cross-cultural team unity; have centripetal force, cohesiveness, work values of creating the cross-cultural team; And possess and promote smooth setting-up, development and ability of operation which step the cross-cultural work team and so on. Sixth, the similarity of structure of societies competencies：Possess and can pass on company's culture and habits and acquired characteristics and use in sending the task to some other department; Have cognition that can be channeled into the values of the company in sending the task to some other department; Have humane specialty that culture among here, none-local staff merges; Respect local culture, attitude of selfish depart mentalism to possess. Seventh, execution of the transnational task competencies：The sense of duty to the working height; Realization ability to attend to each and every aspect of a matter and execute the task; and the cordiality, enthusiasm, vigor of the one that possess execution assignments and so on. Finally, through regression analysis, it proves that there is a great connection between the assessment scale and the performance mana- gement personnel who is sent to Mainland China. The competencies that with higher influences are self-directed competencies, adjustment of overseas life competencies, the similarity of structure of societies com- petencies, execution of the transnational task competencies.

Doctorat en philosophie et lettres, Orientation histoire de l'art et archéologie / info:eu-repo/semantics/nonPublished

Research report presented to the Graduate School of Business Leadership, University of South Africa / The main purpose of this research is to investigate the interactive effect of executive leadership national cultures, the organisational culture and Angolan culture at Toyota de Angola.

Research report presented to the Graduate School of Business Leadership, University of South Africa / The main purpose of this research is to investigate the interactive effect of executive leadership national cultures, the organisational culture and Angolan culture at Toyota de Angola.