The internationalisation of higher education in the past decade has brought about dramatic changes in the profiles of staff and students in UK universities. The number of international students are estimated to rise to 7 million by 2020 by the OECD (2011) at all levels of education in many parts of the world and particularly in English speaking countries (Davies, 2003; Jackson, 2010). Also, one in four academics had a non-UK nationality in 2010-11 according to the Higher Education Funding Council for England (HEFCE, 2012: 4) apart from the linguistically and culturally diverse, latecomer UK-domiciled academics. In such an atmosphere, there is an increasing trend in research on international students and teachers who are speakers of English as an additional language (EAL) especially in TESOL. Nevertheless, there are few studies into the experiences of the academic staff as speakers of EAL who are working at a UK university. Therefore, this research examined the linguistic, professional and intercultural experiences of ‘international’ academics from different disciplines in the internationalising contexts of higher education in the UK. Fifteen academics who are speakers of EAL at an intercultural UK university were interviewed with a semi-structured format. The participants shared their stories and experiences of the phenomenon “being an ‘international’ academic/lecturer”, which contributed to the development of a deeper understanding of the experiences and challenges they underwent in terms of language, academia and interculturality. The participants shared their language-related experiences and attitudes towards the “(non)native-like” language use as bi-/multi-lingual speakers, the challenges of teaching and researching at an internationalising university and their accounts of experience of interculturality and approaches to (non-)essentialist cultural descriptions as “international” academics.

High-quality hospitality education is important to bring to international locations because it is a foundation for business and tourism. An international network of hospitality schools (HS) has a problem of convincing faculty to relocate to international locations, which limits expansion efforts and the quality of faculty available at less desirable locales. The purpose of this correlation study was to investigate the relationship between varies workplace factors that faculty expect to be of the highest quality, allowing senior management to ensure relocations. The theoretical foundation that grounded this study was Authors' expectancy theory, which stipulates that what people expect to occur drives their behavior; in this study, the behavior in question was the decision to relocate or not. The research questions concerned the correlations between faculty ratings of current workplace factors and faculty ratings indicating the quality they expected each workplace factor to show at a relocation site. Approximately 180 faculty members of HS answered an anonymous online survey. The survey was rated using 2 scales indicating how true each workplace item was in the current location and how high quality each workplace item was expected to be. Correlation analysis was conducted for each of the survey items to determine if there was a relationship between the faculty's ratings of their current position and what they expected in a relocation. The study found that feedback on work results was highly valued by participants wherever their workplace was located. The study may promote positive social change by supporting the school's capability to provide a workplace environment in compromise locations that attract and retain hospitality faculty, ultimately benefiting students in the globalizing world of education.

En alltmer internationell arbetsmarknad för akademiker innebär också rekrytering över landsgränser för högre lärosäten. Denna studie har syftat till att få kunskap om anställda internationella akademikers upplevelser av kompetensöverföring vid ett högre lärosäte i Sverige och där studiens frågeställningar fokuserar på hur deras kompetens förväntats och tagits tillvara. Studien har gjorts genom en kvalitativ undersökning där internationella akademiker intervjuats om deras upplevelser. Det empiriska materialet har analyserats utifrån ett sociokulturellt perspektiv och två frågeställningar har formulerats för att precisera syftet. Den första frågan undersöker vilka förväntningar som fanns på hur deras kompetens skulle tas tillvara innan arbetet påbörjades. Den andra frågan undersöker hur kompetensen upplevts tagits tillvara efter påbörjad anställning samt vad som upplevts hindrat och möjliggjort tillvaratagandet. Resultaten visar att det fanns förväntningar i att kompetensen skulle komma att tas tillvara som i tidigare liknande arbete. Det fanns också förväntningar på att kompetensen skulle komma att tas tillvara utifrån kommande arbetsuppgifter. Efter påbörjad anställning upplevs kompetensen tas tillvara genom kommunikation, diskussion, mötesdeltagande och samarbete. Studiens mest framträdande resultat handlar om att fördjupade relationer till kollegor upplevs vara främjande för kompetensöverföring. Språket och det fysiska rummet är teman vilka upplevs hindra eller möjliggöra tillvaratagandet av kompetens. / An increasingly international labor market for academics within higher education also means a higher recruiting across national borders. This qualitative study has aimed to get knowledge about employed international academics experiences of competence transfer at a higher educational institution in Sweden and where the study's questions focus on how their competence was expected to be and has been utilized. The study was conducted through a qualitative study in which international academics were interviewed about their experiences. The data of the study has been analyzed from a socio-cultural perspective and two research questions were developed to specify the aim. The first question deals with how skills expects to be utilized at their new workplace. The second question deals with how competence has been utilized after beginning their new work, as well as experienced difficulties and opportunities in these processes. The results show there were expectations of the competence to be utilized in the same way as in previous similar work. There were also expectations that the competence would be utilized based on future tasks. The results show that skills are experienced to be utilized in their new work through communication, discussions, meetings and cooperation. The study's most prominent result is that deeper relationships with colleagues are perceived as promotion for competence transfer. The language and physical space are themes which are perceived to constrain or enable the exploitation of skills.