China is growing as an economic power leading to more and more foreign organizations taking the opportunity of its future potential and hence opening up their subsidies there. Companies nowadays, have several options when it comes to what type of workforce they should recruit. Self-Initiated Expatriates (SIEs) are a growing group in the international workforce who goes to work in another country on their own initiative as compared to the traditional expatriates that are sent by companies. Our literature research indicated that SIEs are perceived as a group of people who lack organizational commitment and tend to switch jobs often, which makes organizations reluctant to employ and invest in them.Inspired by this, we have a performed a study, which investigated SIEs’ experiences in China. The purpose of the study was to develop recommendations for organizations on how to better leverage SIEs as human resource. To fulfill the purpose of our thesis, we conducted a qualitative study, where we interviewed ten Westerners who currently had a job or previously had been employed in China. Our empirical findings revealed that SIEs perceive themselves as developing better cross-cultural skills and improving their language proficiency more than traditional expatriates as well as being much cheaper to employ. They do however need challenges, freedom and career development possibilities in order to stay satisfied. The failure to provide these from the company side results in them quitting their job or if the costs of quitting are too high, they stay on but performing only what they absolutely have to. As for the existing definitions, we found that a definition that only includes individuals with clear plans of return is not suitable since some SIEs have a “for now” mindset and only considering SIEs who intend to leave in the near future might lead to an overrepresentation of “failed” SIEs in the population. A more suitable definition should allow for less definite plans for staying in the host country.

CAPES / A presente tese trata da expatriação de profissionais qualificados, chamados de executivos/as globais. Naturalizada pela sociedade, a prática da expatriação promove alterações significativas no modo de trabalhar e de viver destes profissionais, transbordando para a vida de seus cônjuges e filhos. Como objetivo geral pretendeu-se identificar a influência das vivências de expatriação na atuação profissional e pessoal do executivo e da executiva global e de seus cônjuges. A pesquisa empírica, realizada no Brasil e na França buscou demonstrar, no contexto da globalização, como os/as executivos/as globais concebem e administram a imbricação entre o trabalho e a família no processo da expatriação. A pesquisa baseou-se em uma abordagem qualitativa, de natureza interpretativista, visando resgatar o universo simbólico das representações, dos significados, da subjetividade e intencionalidade dos sujeitos da pesquisa. Para ancorar a interpretação do conjunto de dados coletados foi utilizado um aporte teórico transdisciplinar, de cunho crítico, envolvendo a antropologia, a sociologia, a economia e a filosofia. Foi possível constatar uma expressiva diferença entre o discurso das empresas transnacionais sobre a expatriação e a realidade daqueles que a vivenciam – os/as executivos/as, seus cônjuges e filhos, o que revelou lacunas, tanto na preparação quanto no acompanhamento dos profissionais na expatriação. A mobilidade internacional requerida dos/as executivos/as globais pelas empresas transnacionais é ancorada pelo suporte oferecido pela família, resultando, entre outras consequências, em rupturas nas carreiras profissionais dos cônjuges. A expatriação oferece oportunidades de carreira e ganhos materiais, mas promove simultaneamente um comprometimento da saúde física e psíquica da família e das relações de conjugalidade e parentalidade. Constatou-se que a reduzida intensidade das trocas culturais no ambiente de trabalho e na vida social na expatriação, é tributária de uma concepção instrumental reducionista, presente nos programas de gestão de mobilidade internacional de empresas transnacionais. / The present thesis deals with the expatriation of qualified professionals, called global executives. Taken for granted by society, the practice of expatriation promotes significant changes in the way to work and living of these professionals, overflowing to the life of their spouses and children. The main objective of this thesis is to identify the influence of the expatriation experiences on the professional and personal actuation of the global executives and their spouses. The empirical survey conducted in Brazil and France demonstrates how global executives conceive and manage the imbrications between work and family during the expatriation process. The research was based on a qualitative approach, of hermeneutic nature, aiming to rescue the symbolic universe of the representations, meanings, subjectivity and willfulness of the subjects of this study. The interpretation of the collected data set was anchored on a transdisciplinary theoretical approach, involving anthropology, sociology, economy and philosophy. It was possible to note a significant difference between the discourse of the transnational companies on expatriation and the reality of those who experienced it - the global executives and their families, which revealed gaps, both in preparation and in the monitoring of the professionals in expatriation. The required international mobility of global executives is anchored by the support offered by their families, resulting, among other consequences, in ruptures in the professional career of actives spouses. While expatriation offers career opportunities and wealth, it also compromises the physical and psychical health of the family and the relations of conjugality and parenting of these professionals. It was noted that the reduced intensity of cultural exchanges in the workplace and in social life during the expatriation is considered as the result of a reductionist instrumental conception, present in the management programs of the transnational companies.

Made available in DSpace on 2015-02-24T17:22:19Z (GMT). No. of bitstreams: 1 JuanMRG_DISSERT.pdf: 797085 bytes, checksum: fc2e2a3d6ccbb118cfa8116f0fcfce2e (MD5) Previous issue date: 2011-09-19 / This study aims at understanding how sociocultural adjustment occurs in the case of managers, and their spouses, expatriated to Brazil by private and public Spanish organizations. To do so, it adopts as main theoretical frame the expatriate adaptation model proponed by Parker & McEvoy (1993), based on Black, Mendenhall & Oddou s model (1991), which establishes three dimensions of adaptation: adjustment to work; adjustment to general environment and adjustment to interaction with host country nationals. This work, of exploratory and descriptive nature, used field research to gather primary data subsequently analyzed with a qualitative approach. Data collection came from individual in-depth interviews with three Spanish managers expatriated in Brazil and two of their spouses. Resulting data were analyzed through one of content analysis procedures, thematic analysis. This research shows that adjustment is obstructed by cultural distance or cultural novelty rather than by work role characteristics, being more successful in expatriates that carry previous solid sociocultural knowledge about host country. It also verifies that the degree of expatriate adjustment is enhanced by the comprehension of cultural differences that originate values and behaviors different from those of the expatriate. It points out that individual factors such as perception and relation skills, flexibility, empathy and self-efficacy are positively linked to the three dimensions of adjustment: work, general adjustment and interaction adjustment. It finds expatriate adjustment to be lowered by spouse unsuccessful adjustment and shows that location in an environment perceived as short in key infrastructures is negatively linked to adjustment in expatriates coming from strongly urban environments. It concludes that expatriate adjustment occurs through progressive understanding of host country environment and through comprehension of the sociocultural context that explains differences between host country behaviors and values and those from the country of origin, a process which is favored by expatriate individual characteristics not directly linked to his/her technical qualification, such as perception and relation skills, flexibility and empathy, together with solid sociocultural knowledge about the host country. This research propones, therefore, that organizations involved in expatriation processes should include in their selection criteria the degree to which candidates possess personal characteristics and sociocultural knowledge that may facilitate adaptation / Este estudo teve por objetivo compreender como ocorre a adapta??o sociocultural ao Brasil de gestores expatriados por empresas privadas e ?rg?os p?blicos da Espanha e de seus c?njuges. Para tanto, adotou-se como substrato te?rico principal o modelo de adapta??o proposto por Parker e McEvoy (1993), que tomando como base o modelo de Black, Mendenhall e Oddou (1991) prop?e tr?s dimens?es da adapta??o: ao ambiente de trabalho, ao ambiente geral fora da esfera organizacional e ?s intera??es com nacionais do pa?s h?spede. O estudo, de natureza explorat?ria e descritiva, usou pesquisa de campo para levantamento de dados prim?rios, que foram analisados atrav?s de abordagem qualitativa. A coleta se deu mediante entrevistas individuais em profundidade com tr?s gestores de nacionalidade espanhola expatriados no Brasil e dois dos seus c?njuges. Os dados foram objeto de an?lise atrav?s de uma das t?cnicas de an?lise de conte?do, a an?lise tem?tica. Mostra que a adapta??o v?-se mais dificultada pela dist?ncia cultural que pelas caracter?sticas da miss?o profissional, sendo mais bem sucedida em expatriados com conhecimentos pr?vios aprofundados sobre aspectos socioculturais do pa?s de destino. Verifica tamb?m que o grau de adapta??o aumenta com a compreens?o das diferen?as culturais que explicam valores e comportamentos diferentes aos do expatriado. Atesta que fatores individuais como habilidades de percep??o e de rela??o, flexibilidade, empatia e auto-efic?cia est?o positivamente relacionados com a adapta??o ?s tr?s dimens?es: trabalho, ambiente geral e intera??es sociais. Constata ainda que a adapta??o do expatriado dificulta-se quando a adapta??o do c?njuge n?o ? bem sucedida e que a localiza??o em um habitat percebido como carente de infraestruturas chave dificulta a adapta??o em expatriados procedentes de habitats fortemente urbanos. Conclui que a adapta??o do expatriado ocorre atrav?s do progressivo conhecimento do ambiente do pa?s h?spede e da compreens?o do contexto sociocultural que explica as diferen?as entre valores e comportamentos do pa?s h?spede e aqueles do pa?s de origem, processo facilitado por caracter?sticas individuais do expatriado n?o diretamente vinculadas ? sua qualifica??o t?cnica, como s?o habilidades de percep??o e rela??o, flexibilidade e empatia, al?m de s?lidos conhecimentos socioculturais sobre o pa?s h?spede. Entende, portanto, que as organiza??es envolvidas com a expatria??o de profissionais devem considerar entre os seus crit?rios de sele??o o grau em que os candidatos possuem caracter?sticas pessoais e conhecimentos socioculturais pass?veis de facilitar a adapta??o

CAPES / A presente tese trata da expatriação de profissionais qualificados, chamados de executivos/as globais. Naturalizada pela sociedade, a prática da expatriação promove alterações significativas no modo de trabalhar e de viver destes profissionais, transbordando para a vida de seus cônjuges e filhos. Como objetivo geral pretendeu-se identificar a influência das vivências de expatriação na atuação profissional e pessoal do executivo e da executiva global e de seus cônjuges. A pesquisa empírica, realizada no Brasil e na França buscou demonstrar, no contexto da globalização, como os/as executivos/as globais concebem e administram a imbricação entre o trabalho e a família no processo da expatriação. A pesquisa baseou-se em uma abordagem qualitativa, de natureza interpretativista, visando resgatar o universo simbólico das representações, dos significados, da subjetividade e intencionalidade dos sujeitos da pesquisa. Para ancorar a interpretação do conjunto de dados coletados foi utilizado um aporte teórico transdisciplinar, de cunho crítico, envolvendo a antropologia, a sociologia, a economia e a filosofia. Foi possível constatar uma expressiva diferença entre o discurso das empresas transnacionais sobre a expatriação e a realidade daqueles que a vivenciam – os/as executivos/as, seus cônjuges e filhos, o que revelou lacunas, tanto na preparação quanto no acompanhamento dos profissionais na expatriação. A mobilidade internacional requerida dos/as executivos/as globais pelas empresas transnacionais é ancorada pelo suporte oferecido pela família, resultando, entre outras consequências, em rupturas nas carreiras profissionais dos cônjuges. A expatriação oferece oportunidades de carreira e ganhos materiais, mas promove simultaneamente um comprometimento da saúde física e psíquica da família e das relações de conjugalidade e parentalidade. Constatou-se que a reduzida intensidade das trocas culturais no ambiente de trabalho e na vida social na expatriação, é tributária de uma concepção instrumental reducionista, presente nos programas de gestão de mobilidade internacional de empresas transnacionais. / The present thesis deals with the expatriation of qualified professionals, called global executives. Taken for granted by society, the practice of expatriation promotes significant changes in the way to work and living of these professionals, overflowing to the life of their spouses and children. The main objective of this thesis is to identify the influence of the expatriation experiences on the professional and personal actuation of the global executives and their spouses. The empirical survey conducted in Brazil and France demonstrates how global executives conceive and manage the imbrications between work and family during the expatriation process. The research was based on a qualitative approach, of hermeneutic nature, aiming to rescue the symbolic universe of the representations, meanings, subjectivity and willfulness of the subjects of this study. The interpretation of the collected data set was anchored on a transdisciplinary theoretical approach, involving anthropology, sociology, economy and philosophy. It was possible to note a significant difference between the discourse of the transnational companies on expatriation and the reality of those who experienced it - the global executives and their families, which revealed gaps, both in preparation and in the monitoring of the professionals in expatriation. The required international mobility of global executives is anchored by the support offered by their families, resulting, among other consequences, in ruptures in the professional career of actives spouses. While expatriation offers career opportunities and wealth, it also compromises the physical and psychical health of the family and the relations of conjugality and parenting of these professionals. It was noted that the reduced intensity of cultural exchanges in the workplace and in social life during the expatriation is considered as the result of a reductionist instrumental conception, present in the management programs of the transnational companies.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This work it based on an emergent approach, in which strategy is considered a social practice, to analyze a practice that has become common in companies located in Brazil - the expatriation. To send professionals abroad respond pressing organizational need - due the fact of that each time more companies have been launched to the international expansion of its operations. From the point of view of the individual who expatriates, the experience in the exterior can assume different "strategic" connotations, from the improvement of a language to the understanding of the cultural diversity, also valued for the companies whom internationalize. In the organizational studies, authors of the strategy as social practice have turned themselves toward the actions of the people involved in "making strategy", or either, for the agreement of as the strategists or practitioners execute the practice of strategizing, analyzing the interaction between them, and of them with the physical and social resources - the practices - available in certain cultural-historic context. The methodological approach for understanding of the objective aspects of the expatriation, on the part of the company, and subjective, on the part of the professional who lives deeply this experience, uses the concepts of field, capital and habitus of Pierre Bourdieu, that it is one of the authors of sociology that had influenced the "practice turn ", this means, a movement for the understanding the practice of the human activities. The objective of this proposal is to analyze the role of the practice of expatriation in conciliating objective aspects of the company who sends the expatriated one, and subjective, leading in account the interests of the individual who expatriates. In the approach of strategy as social practice, the practice of strategy depends on who is these strategists, not only in terms of their qualifications and professional experiences, but also of personal experiences that bring to play their roles and of the interests that they search. Unmasking the organizational field and practical of expatriation return for the understanding of the objective aspects of the companies in sending professionals abroad; the analysis of the capital forms makes possible to advance in the agreement of interests of the professionals who promote this practice, as much in terms of economic, cultural and social valuation, how much of symbolic value. Habitus, in turn, discloses that it has certain recondite intentionality in the trajectory of the interviewed professionals, whom they had accepted as challenge the idea of living in another country, in some cases, with their family. Throughout the narratives, it can be verified that the expatriation approaches to a social practice, once makes possible to the expatriated live deeply exclusive situations, due its direct contact with a different reality, giving a new vision on its work here in Brazil, mainly when this continues related to the delivery of dependent strategic results of international operations. The narratives had been analyzed by the technique of Critical Analysis of Speech, that it makes possible to extend the understanding of interviewed speeches for "the fondness to say even though" and for "not saying", disclosing how much of themselves they loan to the execution of a strategic activity for the organization in which work. / Neste trabalho parte-se de uma abordagem emergente da estratégia, que a considera uma prática social, para analisar uma prática que tem se tornado comum em empresas localizadas no Brasil a expatriação. Enviar profissionais ao exterior atende a uma necessidade organizacional premente, dado ao fato de que cada vez mais empresas têm-se lançado à expansão internacional de suas operações. Do ponto de vista do indivíduo que se expatria, a experiência no exterior pode assumir diferentes conotações estratégicas , desde o aprimoramento de um idioma à compreensão da diversidade cultural, também valorizada pelas empresas que se internacionalizam. Nos estudos organizacionais, autores da chamada estratégia como prática social têm-se voltado para as ações das pessoas envolvidas no fazer estratégia , ou seja, para o entendimento de como os estrategistas ou praticantes executam a prática de estrategizar , analisando a interação entre eles, e deles com os recursos físicos e sociais - as práticas - disponíveis em um determinado contexto cultural-histórico. Desta forma, o objetivo desta proposta é analisar o papel da prática de expatriação em conciliar aspectos objetivos da empresa que envia o expatriado, e subjetivos, levando em conta os interesses do indivíduo que se expatria. Na abordagem da estratégia como prática social, a prática da estratégia depende de quem são estes estrategistas, não apenas em termos de suas qualificações e experiências profissionais, mas também de experiências pessoais que trazem para desempenhar seus papéis e dos interesses que buscam. O desvendar do campo organizacional e da prática de expatriação se volta para a compreensão dos aspectos objetivos das empresas em enviar profissionais para o exterior; a análise das formas de capital possibilita avançar no entendimento de interesses dos profissionais que promovem a prática, tanto em termos de valorização econômica, cultural e social, quanto dos carregados de valor simbólico. O habitus, por sua vez, revela que há certa intencionalidade recôndita na trajetória dos profissionais entrevistados, que aceitaram como desafio a idéia de viver em outro país, em alguns casos, com sua família. Pelas narrativas realizadas, pode-se verificar que a expatriação se aproxima de uma prática social na medida em que possibilita ao expatriado vivenciar situações únicas, decorrentes de seu contato direto com uma realidade diferente da sua, dando uma nova visão sobre o seu trabalho aqui no Brasil, principalmente quando este continua relacionado à entrega de resultados estratégicos dependentes de operações internacionais. As narrativas foram analisadas pela técnica de Análise Crítica de Discurso, que possibilita ampliar a compreensão das falas dos entrevistados para o querer dizer e até mesmo para o não dizer , revelando o quanto de si mesmos emprestam à execução de uma atividade estratégica para a organização na qual trabalham. / Mestre em Administração

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.

Cette thèse en géographie politique et culturelle s’inscrit au sein des approches critiques de mobilités et des migrations et des études sur le genre et les sexualités. Centrée sur les individues, elle vise à éclairer la double face cachée de l’expatriation en s’intéressant au rapport à l’espace de femmes en situation de mobilité internationale, à travers l’analyse de leurs pratiques du quotidien. Elle étudie la façon dont ces pratiques translocales s’agencent, de façon multiscalaire, en un mode de vie dans la mobilité. La dimension du corps, échelle de pratique spatiale et surface d’inscription des normes de sexe et de genre, y est posée de façon centrale, autour de la notion de performance, dans la (re)production d’un espace transnational localisé. Cet angle dévoile l’expatriation comme une pratique de mobilité distinctive, oscillant entre contrainte de genre et émancipation, tout en prenant part à la reproduction et à la diffusion de l’hétéronormativité dans un contexte d’essor de la mondialisation. La méthodologie de la thèse repose sur une enquête ethnographique approfondie mêlant observation participante et entretiens semi-directifs dans un souci constant de réflexivité et en articulation avec une analyse de données statistiques et la présentation d’un large panorama de structures et lieux expatriés en présence. Basée à Luxembourg, capitale en métropolisation émergente, cette thèse se présente comme une étude de cas élargie invitant à prendre en compte les expériences subjectives de la mondialisation. / Positioned in both critical mobility and migration studies, and studies on gender and sexualities, this PhD dissertation in political and cultural geography aims at unveiling the hidden double face of expatriation. For one part, it focuses on women’s daily practices during their international mobility cycle. It thus examines how these translocal practices fit within a multiscale mobility lifestyle. For another part, it places the body as the primary space of the analysis through the concept of performance. It shows of expatriate women play out specific sexual and gender norms and roles that contribute to the (re)production of a localised transnational space. This research seeks to reveal expatriation as a distinctive mobility practice, weaving from gender coercion to emancipation, which contributes to the reproduction and the spread of heteronormativity in a context of growing globalisation. It is settled in Luxembourg, which can be characterised as an emerging metropolitan capital, where the subjective experience of globalisation can be felt. Methodologically speaking, this thesis is based on in-depth reflexive ethnographic researches, combining participant observations and semi-structured interviews, in articulation with a statistical analysis and a large panorama of Luxembourg's expatriate places and institutions.

The thesis deals with the issue of International Management procedures in multinational corporations regarding sending their employees abroad. Its aim is to describe the process of expatriation, define the importance of culture and the role of the company in the process as well as to analyse the situation of expatriates in the Czech Republic based on a questionnaire research.

No description available.

Les missions internationales en entreprise ne parviennent plus à retenir les talents alors même que leur coût reste très élevé. La délocalisation de l’individu apparaît donc comme une nouvelle forme d'expatriation à mi-chemin entre expatriation auto-initiée et mission internationale en entreprise. Cependant, celle-ci résonne comme une violation du contrat psychologique liant l’individu à son entreprise. En effet, le diplôme ne semble plus protéger l’employé contre la délocalisation de son poste vers des pays à coût plus bas. Cette étude de cas a aidé à identifier les facteurs influençant les talents à accepter une relocalisation sous contrat local dans un pays à moindre coût. De ce fait, cette thèse fournit aux entreprises des éléments contributifs à la gestion globale des talents dans un contexte de délocalisation. / Individual offshoring emerges as a new form of organizational-initiated expatriation which bridges self-initiated-expatriation and international assignment. The failure of IA to retain talented individuals (talent) and a growing pressure on costs leave no choice to companies but to dramatically reconsider how expatriation can develop talent globally in a different but still sustainable way.However, this new form of expatriation resonates as a breach of the psychological contract. If talent no longer expect to remain in the same company for a large part of their career, they still hold an expectation that white collar activities associated to higher degrees would protect their jobs from moving abroad. This thesis was a case study of a company offshoring some of its global talent to lower cost locations. The purpose was to understand what factors talent consider in accepting to relocate to a lower cost location under a local contract. This research contributes to talent retention and sustained talent management while offshoring ac-tivities to lower cost countries.