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

In face of the rapid globalization, more and more emerging market MNEs (EMNEs) are assigning expatriates to establish and manage overseas tasks in order to gain the competitive advantages in global markets. Consequently, the issue of expatriate management within the context of EMNEs has become an important concern in the field of IHRM. The purpose of the thesis is to delineate how expatriate management of Chinese MNEs that shaped by unique Chinese informal institutional environment may impact upon the expatriate effectiveness (work adjustment and job performance) in foreign countries. The thesis uses a qualitative research and collects empirical data from 11 Chinese expatriates working in 3 different Chinese MNEs’ Nordic divisions. The empirical results reveal the fact that Harmony is positively related to work adjustment through indoctrinating the specific corporate value, Group Orientation (family attachment) has positive relationship with job performance, Top-down control has negative relationship with work adjustment because of the hierarchy pressure, and Guanxi has no link with expatriate effectiveness under the given regulations and staffing policies. In the context of EMNEs, the influences of four different informal institutional factors are able to intervene the IHRM practices so as to increase or decrease the expatriate effectiveness.

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.

<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>

Background: Today the world is getting more globalized, which has led to multinational companies sending out expatriates on foreign assignments. Mostly expatriates’ responsibilities are to transfer knowledge from the headquarters to the subsidiary and to improve the communication between the headquarters and the subsidiary. Expatriate assignments have a high failure rate and are costly. Nordic companies are sending out a growing number of expatriates today. Furthermore, Swedish people are argued to be comfortable acting in a global context. Problem: When the expatriate moves to a new country, it is crucial for him or her to adjust in order for the expatriate assignment to become successful. Good expatriate adjustment is likely to lead to completing the assignment as well as performing well during the assignment. Existing research in the field states that there is need for more research about expatriate adjustment. Furthermore, few researches have been conducted about Swedish expatriates, and research conducted about expatriates from other nations might not apply to Swedish expatriates. Purpose: Considering the increased globalization and the growing number of expatriates, along with the research gap and the complex adjustment process, the purpose of this thesis is to examine which factors influence the adjustment process of Swedish expatriates going to East Asia Pacific. Method: Exploratory research was used to explore the factors influencing the adjustment process of Swedish expatriates who went to East Asia Pacific. With an abductive approach deeper knowledge about the adjustment process was gained. Empirical data was collected through a qualitative research consisting of eight in-depth interviews, which was analyzed by making use of qualitative content analysis method. Conclusion: The major conclusion of this research is that factors influencing Swedish expatriates’ work, general, and interaction adjustment in East Asia Pacific are cross-cultural training, language ability, adjustment of the spouse, and role clarity.