Despite social scientists' interest in globalization, mobility, the effects of colonialism, and the intercultural situations that result, little attention has been devoted to expatriates as a contemporary transnational group. This thesis is an enquiry into the ways eight individuals define themselves as expatriates, through their oral narratives of life in Papua New Guinea. The paper focuses on expatriates' characterizations of themselves in terms of: their communities; their relationships with locals; their status as foreigners in post-colonial Papua New Guinea; arid their experiences of mobility. Set against social scientific notions of expatriates and contemporary ideas of mobility and its relation to identity, expatriates' personal narratives indicate that scholarly depictions are too simplistic to access contemporary expatriates or the complex situations in which they live. / Arts, Faculty of / Anthropology, Department of / Graduate

The study aimed to extend knowledge of women’s self-initiated expatriation. Self-initiated expatriates (SIEs) take responsibility for their own careers, and such expatriation is often advocated as an alternative, boundaryless career option for women. However, little has previously been published about the experiences of SIE women or the role of Cultural Intelligence (CQ) in the cross-cultural adjustment of SIE women. The research focused on the following questions:  What linkages can be identified between the individual adjustment factors and processes perceived and experienced by SIE women?  What insights can be gained about CQ as a facilitator of the adjustment of SIE women? An Interactive Qualitative Analysis (IQA) approach was used in the research. Two IQA focus groups were hosted in the Netherlands in April and June 2010. A total of 12 SIE women participated in Focus Group 1, and nine SIE women participated in Focus Group 2. The Systems Influence Diagrams (SIDs) representing the realities of the two groups were compared and were subsequently integrated into a combined new conceptual model represented by a final combined SID. The metaphor of Alice in Wonderland’s journey of choice and chance was used to describe the final combined SID, which starts with the decision to expatriate and ends with personal/professional development. The main outcomes are the following: Contribution to knowledge – The study expands on the existing adjustment knowledge about SIE women, illustrating the facilitative role of CQ in the adjustment of SIE women. Experiential learning processes related to CQ were highlighted, and a new conceptual model for understanding the role of CQ in career development was proposed. In addition, key dilemmas faced by SIE women during the adjustment process were identified. Contribution to professional practice – The study provides new insights to international HR departments and policy-makers into the challenges SIE women face, together with possible themes for supporting them through training, coaching, mentoring and adjustments to recruitment practices. Contribution to paradigms of inquiry – No studies applying the IQA as a process to the exploration of expatriate adjustment have previously been published. This study explored the use of IQA as a methodological approach in this context. / Thesis (PhD)--University of Pretoria, 2014. / gm2014 / Human Resource Management / restricted

Yes / In this study, we aim to develop an understanding of the similarity between migration and expatriation, identify both as elements in diversity, and draw attention to the additional layer of ethnic diversity created by the high number of top management expatriates in some Nigerian subsidiaries of transnational corporations. Using the qualitative research design, we thematically analysed data from semistructured interviews with six indigenous managers in four transnational corporations. We found a significant number of expatriate managers in two subsidiaries and a lack of diversity management framework to address the new layer of diversity as reflected in the unequal treatment of indigenous managers. We conclude that migration and expatriation are similar and could be better managed through effective diversity management framework.

In today’s globalised business environment, females are underrepresented in expatriate positions. The lower numbers of females in international assignments results from the glass-ceiling that is established within the organisational culture of MNCs. What happens however, when the organisational culture is renowned for diversity, a strong ethical code of conduct and operates in a female-focused industry? We have therefore decided to investigate: “How does the organisational culture of Alpha cosmetics affect the job satisfaction of female expatriates?” and “What are the challenges related to female expatriation?” The study will attempt to answer the research questions by exploring the themes of organisational culture, job satisfaction and female expatriation. A qualitative research method involving semi-structured interviews, with ten female expatriates working for Alpha Cosmetics, was conducted.  Based on our results, Alpha Cosmetics possesses a clan culture which is commonly associated with high levels of job satisfaction. That appears to be the case in the beginning, however, the dark side of the culture surfaces when the expatriate glass-ceiling is identified in the organisation. This ceiling makes females self-initiate their expatriation without receiving any of the organisational benefits accompanied with traditional expatriation. This situation signifies the negative impact of the organisational culture on the job satisfaction of female expatriates.

Till följd av internationalisering och globalisering har vikten av kunskap om interkulturella fenomen blivit allt viktigare. Genom att öka den kulturella medvetenheten, kan de kulturkrockar och missförstånd som okunskap ger upphov till i förlängningen förebyggas, och resultatet och utbytet av denna interaktion förbättras. Syftet med den här studien var att lyfta fram kunskap om hur interkulturell träning är uppbyggd och utifrån vilka antaganden om interkulturell kompetens utbildningsanordnare utformar sina träningsprogram. Vår teoretiska referensram utgjordes av bland annat centrala kulturella begrepp och Hofstedes kulturella dimensioner. Vi genomförde sju stycken semistrukturerade intervjuer med utbildningsanordnare runt om i Sverige. Ur materialet växte ett antal kategorier fram rörande interkulturell tränings utformning och syfte, rörande utvärdering av interkulturell träning, stöd för expatriater, utvecklingen av interkulturell träning i Sverige, samt kostnader förknippade med interkulturell träning. Resultaten pekade på att interkulturella träningsprogram i stort sett är utformade på liknande sätt, där teori kombineras med praktik, och element som kulturchock, anpassningsprocessen, interkulturell kommunikation och svårigheter kring repatriation belyses. Interkulturell träning skall ge en ökad förståelse och medvetenhet inom ramen av interkultur och skräddarsys efter varje individs och organisations specifika behov och önskemål. Studiens resultat stödde i mångt och mycket tidigare forskningsresultat, men konkluderade också att det fortfarande finns stora brister när det kommer till mängden träning och utvärdering av denna. Följaktligen lämnade resultatet mycket att önska av framtida forskning och inte minst av dagens internationella företag, som fortfarande inte insett vilken framgångsfaktor interkulturell träning är. / Due to internationalisation and globalisation, the significance of intercultural competence has become more and more important. By increasing cultural awareness, the culture shocks and misunderstandings that ignorance fuels can in the long run be prevented, and the result and exchange of this interaction can be improved. The purpose of this study was to bring knowledge to how intercultural training is composed and from which assumptions concerning intercultural competence, education organisers design their training programs. The theoretical frame of reference constituted central cultural elements as well as Hofstede’s cultural dimensions. Seven semi-structured interviews, with education organisers in Sweden, were carried out. From the information gathered, a number of categories was found regarding intercultural training design, evaluation of intercultural training, support for expatriates, the development of intercultural training in Sweden, and costs associated with intercultural training. The results showed that intercultural training programs are mostly similarly designed where theory is combined with practice sessions and they illustrate culture shock, the U-curve, intercultural communication, and the difficulties concerning repatriation, among other things. Intercultural training shall give an increased understanding and awareness within the frame of interculture and be customised to fit the needs and desires of each individual and each organisation. The results of the study to great extent supported earlier research results, but also established that there are great flaws as regards to the amount of training and the evaluation of the same. Consequently, the results left much to desire of future research, not least from today’s international organisations, which still have not realized the success factor that intercultural training is.

<p>Till följd av internationalisering och globalisering har vikten av kunskap om interkulturella fenomen blivit allt viktigare. Genom att öka den kulturella medvetenheten, kan de kulturkrockar och missförstånd som okunskap ger upphov till i förlängningen förebyggas, och resultatet och utbytet av denna interaktion förbättras. Syftet med den här studien var att lyfta fram kunskap om hur interkulturell träning är uppbyggd och utifrån vilka antaganden om interkulturell kompetens utbildningsanordnare utformar sina träningsprogram. Vår teoretiska referensram utgjordes av bland annat centrala kulturella begrepp och Hofstedes kulturella dimensioner. Vi genomförde sju stycken semistrukturerade intervjuer med utbildningsanordnare runt om i Sverige. Ur materialet växte ett antal kategorier fram rörande interkulturell tränings utformning och syfte, rörande utvärdering av interkulturell träning, stöd för expatriater, utvecklingen av interkulturell träning i Sverige, samt kostnader förknippade med interkulturell träning. Resultaten pekade på att interkulturella träningsprogram i stort sett är utformade på liknande sätt, där teori kombineras med praktik, och element som kulturchock, anpassningsprocessen, interkulturell kommunikation och svårigheter kring repatriation belyses. Interkulturell träning skall ge en ökad förståelse och medvetenhet inom ramen av interkultur och skräddarsys efter varje individs och organisations specifika behov och önskemål. Studiens resultat stödde i mångt och mycket tidigare forskningsresultat, men konkluderade också att det fortfarande finns stora brister när det kommer till mängden träning och utvärdering av denna. Följaktligen lämnade resultatet mycket att önska av framtida forskning och inte minst av dagens internationella företag, som fortfarande inte insett vilken framgångsfaktor interkulturell träning är.</p> / <p>Due to internationalisation and globalisation, the significance of intercultural competence has become more and more important. By increasing cultural awareness, the culture shocks and misunderstandings that ignorance fuels can in the long run be prevented, and the result and exchange of this interaction can be improved. The purpose of this study was to bring knowledge to how intercultural training is composed and from which assumptions concerning intercultural competence, education organisers design their training programs. The theoretical frame of reference constituted central cultural elements as well as Hofstede’s cultural dimensions. Seven semi-structured interviews, with education organisers in Sweden, were carried out. From the information gathered, a number of categories was found regarding intercultural training design, evaluation of intercultural training, support for expatriates, the development of intercultural training in Sweden, and costs associated with intercultural training. The results showed that intercultural training programs are mostly similarly designed where theory is combined with practice sessions and they illustrate culture shock, the U-curve, intercultural communication, and the difficulties concerning repatriation, among other things. Intercultural training shall give an increased understanding and awareness within the frame of interculture and be customised to fit the needs and desires of each individual and each organisation. The results of the study to great extent supported earlier research results, but also established that there are great flaws as regards to the amount of training and the evaluation of the same. Consequently, the results left much to desire of future research, not least from today’s international organisations, which still have not realized the success factor that intercultural training is.</p>

Le retour d’expatriation dans une perspective du marché du travail externe est un sujet sous-exploré. Nous empruntons la Théorie de la Pratique de Pierre Bourdieu afin de comparer le retour d’expatriation d’agents de carrière français et allemands sur le marché du travail externe de leur champ de carrière d’origine. Notre analyse démontre que le capital de carrière, ainsi que le habitus des agents de carrière Français et Allemands, se développent pendant l’expatriation. Ceci a alors un impact important sur la réintégration dans leur champ de carrière d’origine. Notre portefeuille d’éléments bourdieusiens critiques, ainsi que nos deux modèles de variables pour le retour en France et en Allemagne démontrent certaines similarités mais surtout de nombreuses différences concernant le retour sur le champ de carrière allemand et français. Si ces faits témoignent de l’existence de frontières nationales du champ de carrière, nos résultats montrent également que, dans un contexte de mobilité internationale, les règles du jeu changent comparé à un contexte de carrière purement national. Ceci remet alors en question la pertinence des modèles de carrière nationaux pour expliquer le retour d’expatriation dans un contexte franco-allemand. Notre recherche contribue à enrichir la littérature académique en clarifiant, dans un premier temps, les règles du jeu dans un contexte de retour d’expatriation franco-allemand. Elle démontre également que les champs de carrière bourdieusiens ne sont que partiellement autonomes et doivent être considérés en interaction avec les champs économiques et éducatifs afin d’obtenir une meilleure compréhension entière des mécanismes du retour. / Repatriation from an external labor market perspective is a largely under-researched topic. Applying Bourdieu’s Theory of Practice and reconciling the culturalist and institutionalist approach in comparative research, this thesis compares the repatriation of German and French career agents into the external labor markets of their parent country career fields. We found that the German and French career agents’ career capital and habitus develops during expatriation, which has an important impact on the re-integration into the parent country career field. Based on our developed critical portfolio of elements for the successful return into the German and French career fields and resulting from our emerged German and French repatriation models, we found that the re-entry conditions into the German and French career fields are in some parts similar, but more strongly differ. While this indicates the existence of national borders of career fields, our results also show that in an international career mobility context, the rules of the game change compared to the rules in a pure national career context, which challenges the pertinence of national career models in understanding repatriation in our Franco-German context. Our research especially contributes to the existing literature by clarifying the rules of the game in a Franco-German repatriation context and by providing empirical evidence for the only partially autonomous nature of Bourdieuian career fields that must be viewed in interaction with the economic and educational field for creating a complete understanding of the return-mechanisms.

Lam Wing Sze. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2005. / Includes bibliographical references (leaves 104-107). / Abstracts in English and Chinese. / Abstract --- p.ii / Acknowledgements --- p.iv / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Objective --- p.1 / Chapter 1.2 --- Why Expatriate Wives? --- p.2 / Chapter 1.3 --- Why Hong Kong? --- p.4 / Chapter 1.4 --- Literature Review --- p.6 / Chapter 1.4.1 --- Domestic ldeal of Japanese Women --- p.6 / Chapter 1.4.2 --- Tensions between the Domestic Ideal & Non-domestic Reality --- p.7 / Chapter 1.4.3 --- Japanese Expatriate Communities --- p.9 / Chapter 1.4.4 --- Internationalization and Japaneseness --- p.11 / Chapter 1.5 --- Methodology --- p.13 / Chapter 1.5.1 --- Interviews --- p.13 / Chapter 1.5.2 --- Participant Observation --- p.15 / Chapter 1.5.3 --- Textual Analysis --- p.15 / Chapter 1.5.4 --- Reflectivity of the Researcher --- p.16 / Chapter 1.6 --- Structure of the Thesis --- p.18 / Chapter Chapter 2 --- Before Their Arrival in Hong Kong --- p.21 / Chapter 2.1 --- Trailing Spouses: Are they Passive? --- p.22 / Chapter 2.1.1 --- The Existence of Married Single Posting (tanshin funin) --- p.23 / Chapter 2.2 --- Applying for the Relocation --- p.23 / Chapter 2.2.1 --- We Applied for Relocating Overseas --- p.24 / Chapter 2.2.2 --- I Urged my Husband to Apply to Hong Kong --- p.25 / Chapter 2.3 --- Can the Company Order the Wives? --- p.26 / Chapter 2.3.1 --- Order from the Company? --- p.26 / Chapter 2.3.2 --- Considerations for the Migration --- p.28 / Chapter 2.4 --- Selfless Explanations --- p.30 / Chapter 2.4.1 --- Unawareness of Choice --- p.31 / Chapter 2.4.2 --- Conforming to the Dominant ldeology --- p.32 / Chapter 2.4.3 --- Promote a Sense of Camaraderie --- p.33 / Chapter 2.5 --- Looking Forward to the Relocation --- p.34 / Chapter 2.5.1 --- Short Overseas Experience with Good Support --- p.34 / Chapter 2.5.2 --- A Break from Work --- p.36 / Chapter 2.6 --- "Summary: The Strategic Use of ""Passive Follower""" --- p.37 / Chapter Chapter 3 --- Adaptations in Hong Kong --- p.39 / Chapter 3.1 --- Isolation upon Arrival --- p.40 / Chapter 3.1.1 --- Spatial Constraints: Images of Danger outside Japan… --- p.40 / Chapter 3.1.2 --- Restrictions due to Role of Caregiver --- p.43 / Chapter 3.1.3 --- Language Barrier --- p.45 / Chapter 3.2 --- Snapshots of Adaptations --- p.46 / Chapter 3.2.1 --- Stop Escorting Children: Hong Kong is Safer than Japan --- p.47 / Chapter 3.2.2 --- Shopping at the Wet Market: Differences in Hygiene & Politeness --- p.47 / Chapter 3.2.3 --- Taking the Mini Bus: Learn to Shout --- p.51 / Chapter 3.2.4 --- Dinning Out and Cooking Style --- p.56 / Chapter 3.3 --- "Evaluation of ""Hong Kong Women""" --- p.59 / Chapter 3.3.1 --- Many Maids but Few Housewives in Hong Kong --- p.60 / Chapter 3.3.2 --- "Mixed Feelings about ""Hong Kong Women""" --- p.61 / Chapter 3.3.3 --- "Missing from the lmage of ""Hong Kong Women"": Obasan" --- p.63 / Chapter 3.4 --- Factors Affecting Degree of Integration in Hong Kong --- p.64 / Chapter 3.5 --- Summary --- p.67 / Chapter Chapter 4 --- After Their Return to Japan --- p.70 / Chapter 4.1 --- Factors Leading to Reverse Culture Shock --- p.72 / Chapter 4.1.1 --- Lack of Psychological Preparation --- p.73 / Chapter 4.1.2 --- Contrast with Hong Kong --- p.74 / Chapter 4.1.3 --- Japan's Change over Time --- p.77 / Chapter 4.1.4 --- Nostalgia for Hong Kong --- p.80 / Chapter 4.2 --- Re-adaptations to Japan --- p.82 / Chapter 4.2.1 --- Question the System: Why Should We Act Like This? --- p.83 / Chapter 4.2.2 --- Act like Japanese --- p.85 / Chapter 4.2.3 --- "More Tolerance towards ""Others""" --- p.87 / Chapter 4.3 --- Summary --- p.88 / Chapter Chapter 5 --- Conclusion --- p.91 / Chapter 5.1 --- Changing Image of Japanese Expatriate Wives --- p.91 / Chapter 5.2 --- Public Persona (tatemae) VS Real Feelings (honne) --- p.94 / Chapter 5.3 --- Japanese Women's Agency --- p.97 / Chapter 5.4 --- "Different Experiences in the Past, Present and Future" --- p.99 / Appendix --- p.103 / Bibliography --- p.104

Pendant mes recherches, j'ai habité le QUARTIER LATIN de Bangui (RCA), également appelé SOWETO, où les femmes étaient cheffes de famille. Les autres habitant-e-s de la ville les appellent les « FEMMES LIBRES, CAR TELLEMENT ELLES ONT USE DE LEUR LIBERTE, C’EST DEVENU PEJORATIF ». Pour vivre, elles partaient travailler chaque nuit dans les espaces de loisirs des expatriés français, dans les bars, dans les restaurants et dans les boîtes de nuit du centre-ville, comme employées domestiques, serveuses, prostituées et cuisinières. L'objet de cette thèse est l'analyse des rapports de pouvoir qui traversent les échanges économico-sexuels entre des hommes expatriés français et des femmes centre-africaines à Bangui. La recherche amènera à analyser le travail sexuel et domestique des femmes centre-africaines dans les espaces de loisirs et de consommation des expatriés comme étant au cœur de la construction de la communauté expatriée et de la constitution d’une classe de femmes qui, entre contraintes et recherche d’autonomie, négocient la valeur de leurs vies dans la ville.« SI LES GENS DISENT QUE TU ES UNE PUTE, TU ENTENDS MAIS TU FERMES TES OREILLES, PARCE QUE, TOI, TU SAIS POURQUOI TU LE FAIS : POUR L'AVENIR. C'EST UN TRAVAIL. TU LE FAIS POUR CE QUE TU AS DECIDE D'ETRE DANS TON CŒUR ». / During my fieldwork, I lived in the LATIN QUARTERS in Bangui (Central African Republic), named SOWETO, where women are head of household. Other people call them « FREE WOMEN, BECAUSE THEY USE THEIR FREEDOM SO MUCH, IT BECOMES PEJORATIVE ». To earn their living, they work every night in the recreational areas of French expatriates, bars, restaurants and downtown nightclubs, as domestic workers, waitresses, prostitutes and cooks. The purpose of this thesis is to analyze power relations that structure sexual-economic exchanges between French expatriate men and Central-African women in Bangui. The research will lead to analyze sexual and domestic work of Central-African women as the heart of the construction of the French expatriate community, and of the existence of a class of women who, between constraints and search for autonomy, negotiate the value of their lives in the city.« If people say that you are a whore, you hear them but you shut your ears, because inside you, you know why you do it: for the future. It’s a job. You do it for what you have decided to be in your heart ».

La firme transnationale, présentée comme modèle d’organisation pour faire face à la mondialisation et à la globalisation au début des années 90, par Bartlett & Ghoshal (1989), a inspiré plusieurs chercheurs. A travers cette recherche, nous avons voulu apporter un éclairage nouveau en intégrant des facteurs de contingence afin de voir si le modèle est universel, ou contingent. La problématique de cette thèse cherche à vérifier si : « la structure transnationale est une organisation réservée aux firmes ? ».A l’aide d’une étude de cas appliquée à une structure en réseau l’Université Catholique de l’Afrique de l’Ouest (UCAO) et en s’appuyant sur les théories existantes en matière de gestion et de gouvernance des entreprises multinationales, nos travaux empiriques portent sur un terrain de recherche expérimental, en contexte africain. Ce terrain, est illustré par une organisation à but non lucratif, d’inspiration ou d’obédience religieuse.Les résultats ont permis de se rendre compte que le modèle transnational peut être implanté dans ce genre d’organisation, mais il faut procéder par étapes pour arriver à une intégration globale de toutes ses activités opérationnelles et fonctionnelles, en commençant par celles qui sont jugées les plus pertinentes. L’impact de la religion et de l’organisation à but non lucratif (OBNL) a été mis en exergue en tant que facteurs jouant un rôle positif dans le cas étudié. / Presented as an organization model to face globalization in the early 90’s by Bartlett & Ghoshal, The transnational has inspired lot of researchers.The problematic of this thesis aims to verify whether the transnational structure is an organization which fits firms only.With the help of a case study applied to a network structure “The catholic University of West Africa” and based on existing Theories in management and multinational governance, our work will attempt to test this hypothesis in an experimental research field in an African Context. This field is illustrated by a non-profit religious organization.The results allowed us to realize that the transnational model can be implemented in this kind of organization, but one should proceed step by step to achieve a global integration of all the operational and functional activities, starting by those alleged to be more relevant. The impact of religion and non-profit organization has been highlighted as factors playing a positive role in the studied cases.