Problem: Many studies are written about employees stationed abroad by multinational corporations, but nothing about non-profit organisations. The NPOs from the Swedish idea-driven sector also have employees working abroad. This thesis looks at competence development opportunities for these expatriates and what their employability situation is like after moving back to Sweden. Method: The data in this qualitative study originate from interviews with individuals from different organisations. They worked as expatriates at least three years and returned and repatriated to Sweden at least a year ago. Findings: Different kinds of competence development are available to expatriates. Whether they take advantage of this depends largely on the individual’s motivation, but also on international partner organisations’ capacity and what resources are set aside by Swedish employers. The competence development show some, but not a definite correlation to employability once the expatriate has repatriated back to Sweden. The international assignment is usually a project employment which ends as they return, so the repatriate does not get much help from the NPO in transitioning back to their home country. The results are clear that that the individual is most vulnerable during the period when they are trying to re-establish a life at home. Swedish employers are unsure how to handle a job applicant with international experience and more often than not, regard the years abroad as empty space on their CV. It is up to the repatriate to use their social skills, social network and connections, be flexible, and motivate themselves to market themselves as employable individuals in order to find a job.

<p>This thesis examines which processes enable knowledge transfer and which factors affect the transfer of knowledge from a repatriate to the home office within management consulting services. The results from one firm engaging in management consulting activities in Sweden suggest that the prime process for knowledge transfer is through providing post-repatriation assignments, which requires the repatriate to use the acquired knowledge and to cooperate with coworkers and thus share the knowledge. The main factors affecting the knowledge transfer are a corporate culture and a strategy which promote teamwork and sharing. The study indicates that the studied firm has a pragmatic view of sharing knowledge; knowledge is shared when it is used, and all efforts should in the end gain the firm's clients.</p>

This thesis examines which processes enable knowledge transfer and which factors affect the transfer of knowledge from a repatriate to the home office within management consulting services. The results from one firm engaging in management consulting activities in Sweden suggest that the prime process for knowledge transfer is through providing post-repatriation assignments, which requires the repatriate to use the acquired knowledge and to cooperate with coworkers and thus share the knowledge. The main factors affecting the knowledge transfer are a corporate culture and a strategy which promote teamwork and sharing. The study indicates that the studied firm has a pragmatic view of sharing knowledge; knowledge is shared when it is used, and all efforts should in the end gain the firm's clients.

隨著商業競爭全球化與資訊科技的進步，知識管理也成為各大企業欲保有長期競爭優勢必要的策略。過去許多文獻指出，外派人員為組織學習不可或缺的要角，其在外派任務所獲取的知識與經驗，不僅有助於企業管理全球化的營運規模，也可針對地區性差異擬定最適策略，但文獻中也指出，多數企業依然無法妥善利用這些投入大筆資金所換取而來的資源。 近年來，國內外陸續有學者將外派領域的探討焦點由適應問題等延伸至知識移轉的績效與相關影響因素，但研究範圍多以國內母公司將知識移轉至海外子公司為主，對於從海外子公司移轉回國內母公司的外派或回任知識的相關研究相當少。 至今，知識移轉方面的議題仍屬於探索式的研究，質化研究相當有限，故本研究選擇以兩位外派人員與一位回任人員做為個案探討對象，將國內母公司定義為知識接收者，海外子公司為知識教授者，探討兩者之間的知識移轉概況與影響因素。 本研究發現，就個人層面而言，教授者的教授能力、教授動機是知識是否能成功移轉的第一步。過去學者將教授能力分為位階權力與專業能力並個別探討，但本研究發現此兩者間有相輔相成的綜效存在，隨著外派資歷的累積，可促進教授者的教授能力。不過位階權力要能發揮，還需該職務具有相當的重要性，組織才有知識移轉的需求。除了教授者被動的提供知識外，強烈的分享動機則可促使知識移轉主動地發生，倘若教授者與接受者間有良好的關係，更可促進教授者的動機。 但成功的知識移轉還需仰賴接受者能否確實將所學內化並善加利用，故接受者的學習意願、吸收能力、過往經驗的豐富程度與跨文化經驗等都會影響其內化程度。 就組織層面而言，母公司的技術保護策略會降低知識回傳的可能性，但當母公司與子公司間的營運項目差異愈大，甚至呈現互補式的分工，則知識交流會愈趨頻繁。此外，當海外營運據點在組織架構中的策略重要性越高時，母公司對該營運據點也就越關切，越可促使知識移轉的發生。

The thesis on the topic of Taking Care of GE and Knowledge Transfer in Company X has examined the practice in the field of the global assignments of the company X hand in hand with a qualitative research method among the GE of X. First, theoretical proposals were introduced and analysed. Then they were connected with the results of the research and discussed and proposals were made for optimising of the care taking about the GE and for releasing the knowledge flow in X.

Expatriates working in a foreign environment with very different political, cultural and economic conditions often face both job-related and personal problems, which may lead to expatriate dissatisfaction. ¡@Previous research suggests that if expatriates are not satisfied while on assignment, the motivation to perform well and/or to remain abroad for the specified length of times is diminished. As a result, this study tries to do investigations to Taiwanese expatriates in China to experiment if certain determinants (training, mentoring, repatriate positing, long-term career planning, environmental factors, and individual career management strategies) can lead to expatriate job satisfaction. The result of this study suggests that among corporate career development plans, training and long-term career planning can facilitate expatriate job satisfaction, while mentoring and repatriate positing have no significant influence on job satisfaction. Besides, environmental factors and individual career management strategies both have significant positive effect on job satisfaction. This gives multinational companies (MNCs) some inspirations: -MNCs should do some investigations to previous expatriates to figure out the problems they¡¦ve encountered and design corresponding training programs for new expatriates. -MNCs should select expatriates with positive attitudes towards expatriate assignments or train their expatriates to become more problem-focused. -MNCs should help expatriates plan their future career paths. -MNCs should design sound mentoring and repatriate positing policies for their expatriates. -MNCs should make the environments surrounding expatriates become as benevolent as possible.

The Swedish Police Authority is the largest Authority in Sweden. One small part of the organization is the International Units and the section for Peace Support Operations.   The unit gets its objectives from the Swedish Government which are transformed into governing documents within The Swedish Police Authority. Among many directives are the policy and guideline for implementing the gained knowledge and experience achieved by the Police Officers being sent abroad. Earlier studies have concluded there might be a gap between the policies and the practice regarding the implementation within the Swedish Police Authority and its different organizational bodies.    A digital survey was sent out to Swedish Police officers that had spent time abroad in the line of duty. Questions about the fulfillment of the policies was imbedded with questions about their own opinions about what their service abroad had led to. It seems to be some sort of organizational disconnection between the policies intent and the organizational practice.

Text in Afrikaans / Hierdie studie handel oor derdekultuur-kinders in Suid-Afrika met die fokus daarop om die fenomeen aan ouers, kinders, onderwysers, sielkundiges en ander belangstellendes bekend te stel. Derdekultuur-kinders is die term wat geskep is om kinders te benoem wat vir 'n tydperk tydens hulle ontwikkelingsjare saam met hulle ouers in die buiteland deurbring en hul daar vestig, maar weer na hul vaderland terugkeer. 'n Derdekultuur word geskep indien die kinders dele van hul ouers se kultuur en dele van die kultuur van die gasheerland integreer ten einde geredelik in die gasheerland te funksioneer. Die probleem ontstaan egter wanneer hierdie kinders na hul vaderland terugkeer, aangesien hulle dan nie meer binne hul portuurgroep inpas nie. Die aantal derdekultuur-kinders in Suid-Afrikaanse konteks het sedert 1994 met rasse skrede vermeerder, aangesien al hoe meer internasionale maatskappye Suid-Afrikaners in die buiteland in diens neem en Suid-Afrikaanse ambassades in bykans elke land in die wêreld gevestig is. Die tendens om gesinne saam op die internasionale plasing te neem, veroorsaak dat kinders in verskeie lande gevestig word en in hierdie tydperk aan 'n internasionale en bevoorregte leefwyse blootgestel word. In hierdie studie word 'n literatuurstudie onderneem om die profiel van derdekultuur-kinders, hul kulturele identiteitsvorming en omgekeerde kultuurskok met hul terugkeer na hul land van oorsprong, te ondersoek. 'n Empiriese studie is onderneem om te bepaal tot watter mate die profiele en omgekeerde kultuurskok waaraan Suid-Afrikaanse derdekultuur-kinders blootgestel word, vergelyk met dié soos beskryf in die literatuurstudie. Op grond van die inligting verkry uit vraelyste en individuele onderhoudvoering, en inligting verkry uit die literatuurstudie, is riglyne vir 'n hulpprogram saamgestel waarmee ouers hulle derdekultuur-kinders tydens hulle terugkeer na Suid-Afrika kan ondersteun. Terapeute sonder internasionale ondervinding sal ook hierdie hulpprogram nuttig kan vind. Die studie bevestig dat: * die profiel van Suid-Afrikaanse derdekultuur-kinders grootliks met dié van ander lande ooreenstem; * Suid-Afrikaanse derdekultuur-kinders problematiese her-aanpassing by hul terugkeer na hul paspoortland ondervind; * ouers en terapeute bemagtig moet word om derdekultuur-kinders met hul heraanpassingsprobleme te ondersteun. / This study deals with Third Culture Kids in South Africa, focusing on introducing the phenomenon to parents, children, teachers, psychologists and other concerned parties. “Third Culture Kids” is the term used to describe children who have spent a number of their developmental years with their parents abroad, after which they return to their country of origin. A third culture is created when children integrates the culture of their parents together with the culture of the host country in order to function readily in the host community. The problem arises when the children return to their home country as they then encounter problems adapting and fitting into the local community. The number of Third Culture Kids in the South African context has increased dramatically since 1994, as international companies employed more South Africans abroad and many new South African Embassies were established all over the world. The tendency of having the family accompanying the parents to other countries results in the children residing in various countries and being exposed to an international and privileged lifestyle This study consists of a literature study of the profile and cultural identity-formation of Third Culture Kids, as well as the reverse culture shock they experience on their return to their country of origin.An empirical study is conducted to establish how South African Third Culture Kids‟ profiles compare with that of the literature and whether they are affected by reverse culture shock upon their return to South Africa. The information, gathered by means of a survey and individual interviews and from the literature study, was then used to compile guidelines for a programme with which parents would be able to assist their Third Culture Kids during the repatriation to their country of origin. Therapists without international experience would also be able to benefit from using this programme to assist Third Culture Kids. The study confirms that: the profiles of South African Third Culture Kids have commonalities with those described in the literature; South African Third Culture Kids experience problems on re-entry adapting to the culture of the country of origin; parents and therapists should be empowered to assist and support Third Culture Kids with problems relating to their return to their passport country / Educational Studies / D.Ed. (Sielkundige Opvoedkundige)

<p>Syftet med denna uppsats är att beskriva hur AstraZenecas expatriater stationerade i Mölndalupplevt repatriationen. För att illustrera hur repatriationen upplevts har de fem variablerna:förväntningar, karriärplanering, stöd och kontakt med hemorganisationen, tydlighet iprocessen samt omvänd kulturchock valts. Studien genomfördes genom intervjuer med sexrepatriater anställda på AstraZenecas kontor i Mölndal. Denna studie visar att repatriaternasupplevelser till stor del överensstämmer med tidigare forskning. Processen var tydlig gällandehemkomstens praktiska detaljer. Gällande planeringen kring karriären fann vi attrespondenterna själva tog ansvar för sin utveckling och kommunikation med företaget.Förväntningarna fann vi ha stor påverkan på hur repatriationen upplevts. En majoritet avrepatriaterna upplevde en kulturchock vid återkomsten till Sverige, något som är i linje medtidigare forskning.SammanfattningSyftet med denna uppsats är att beskriva hur AstraZenecas expatriater stationerade i Mölndalupplevt repatriationen. För att illustrera hur repatriationen upplevts har de fem variablerna:förväntningar, karriärplanering, stöd och kontakt med hemorganisationen, tydlighet iprocessen samt omvänd kulturchock valts. Studien genomfördes genom intervjuer med sexrepatriater anställda på AstraZenecas kontor i Mölndal. Denna studie visar att repatriaternasupplevelser till stor del överensstämmer med tidigare forskning. Processen var tydlig gällandehemkomstens praktiska detaljer. Gällande planeringen kring karriären fann vi attrespondenterna själva tog ansvar för sin utveckling och kommunikation med företaget.Förväntningarna fann vi ha stor påverkan på hur repatriationen upplevts. En majoritet avrepatriaterna upplevde en kulturchock vid återkomsten till Sverige, något som är i linje medtidigare forskning.</p> / <p>The purpose of this study is to describe how repatriates at AstraZeneca in Mölndal haveperceived the repatriation process. To illustrate how the repatriation has been perceived fivefactors have been chosen: Expectations, career planning, support and contact with theorganization, clarity in the repatriation process and reverse culture shock. The study wasconducted through interviews with six repatriates employed at AstraZeneca in Mölndal. Ourstudy shows that the repatriate’s perceptions mainly concur with previous research. The returnhome was clear regarding practical details; however regarding career planning we found thatthe repatriates themselves felt that they were responsible for their career development andcontact with the home office. Furthermore we found that expectations had great impact on theperception of the repatriation. A majority of the repatriates experienced a reverse cultureshock upon re-entry, something that is in line with previous studies.The purpose of this study is to describe how repatriates at AstraZeneca in Mölndal haveperceived the repatriation process. To illustrate how the repatriation has been perceived fivefactors have been chosen: Expectations, career planning, support and contact with theorganization, clarity in the repatriation process and reverse culture shock. The study wasconducted through interviews with six repatriates employed at AstraZeneca in Mölndal. Ourstudy shows that the repatriate’s perceptions mainly concur with previous research. The returnhome was clear regarding practical details; however regarding career planning we found thatthe repatriates themselves felt that they were responsible for their career development andcontact with the home office. Furthermore we found that expectations had great impact on theperception of the repatriation. A majority of the repatriates experienced a reverse cultureshock upon re-entry, something that is in line with previous studies.</p>

Syftet med denna uppsats är att beskriva hur AstraZenecas expatriater stationerade i Mölndalupplevt repatriationen. För att illustrera hur repatriationen upplevts har de fem variablerna:förväntningar, karriärplanering, stöd och kontakt med hemorganisationen, tydlighet iprocessen samt omvänd kulturchock valts. Studien genomfördes genom intervjuer med sexrepatriater anställda på AstraZenecas kontor i Mölndal. Denna studie visar att repatriaternasupplevelser till stor del överensstämmer med tidigare forskning. Processen var tydlig gällandehemkomstens praktiska detaljer. Gällande planeringen kring karriären fann vi attrespondenterna själva tog ansvar för sin utveckling och kommunikation med företaget.Förväntningarna fann vi ha stor påverkan på hur repatriationen upplevts. En majoritet avrepatriaterna upplevde en kulturchock vid återkomsten till Sverige, något som är i linje medtidigare forskning.SammanfattningSyftet med denna uppsats är att beskriva hur AstraZenecas expatriater stationerade i Mölndalupplevt repatriationen. För att illustrera hur repatriationen upplevts har de fem variablerna:förväntningar, karriärplanering, stöd och kontakt med hemorganisationen, tydlighet iprocessen samt omvänd kulturchock valts. Studien genomfördes genom intervjuer med sexrepatriater anställda på AstraZenecas kontor i Mölndal. Denna studie visar att repatriaternasupplevelser till stor del överensstämmer med tidigare forskning. Processen var tydlig gällandehemkomstens praktiska detaljer. Gällande planeringen kring karriären fann vi attrespondenterna själva tog ansvar för sin utveckling och kommunikation med företaget.Förväntningarna fann vi ha stor påverkan på hur repatriationen upplevts. En majoritet avrepatriaterna upplevde en kulturchock vid återkomsten till Sverige, något som är i linje medtidigare forskning. / The purpose of this study is to describe how repatriates at AstraZeneca in Mölndal haveperceived the repatriation process. To illustrate how the repatriation has been perceived fivefactors have been chosen: Expectations, career planning, support and contact with theorganization, clarity in the repatriation process and reverse culture shock. The study wasconducted through interviews with six repatriates employed at AstraZeneca in Mölndal. Ourstudy shows that the repatriate’s perceptions mainly concur with previous research. The returnhome was clear regarding practical details; however regarding career planning we found thatthe repatriates themselves felt that they were responsible for their career development andcontact with the home office. Furthermore we found that expectations had great impact on theperception of the repatriation. A majority of the repatriates experienced a reverse cultureshock upon re-entry, something that is in line with previous studies.The purpose of this study is to describe how repatriates at AstraZeneca in Mölndal haveperceived the repatriation process. To illustrate how the repatriation has been perceived fivefactors have been chosen: Expectations, career planning, support and contact with theorganization, clarity in the repatriation process and reverse culture shock. The study wasconducted through interviews with six repatriates employed at AstraZeneca in Mölndal. Ourstudy shows that the repatriate’s perceptions mainly concur with previous research. The returnhome was clear regarding practical details; however regarding career planning we found thatthe repatriates themselves felt that they were responsible for their career development andcontact with the home office. Furthermore we found that expectations had great impact on theperception of the repatriation. A majority of the repatriates experienced a reverse cultureshock upon re-entry, something that is in line with previous studies.