Orientation – The researcher, under the supervision of Dr Mark Bussin sought to explore and understand the factors that influence skilled professionals to accept expatriate assignments. Research purpose – identify predominant factors that motivate skilled professional to accept or decline expatriate offers and understand the impact that age has on the priority of these factors. Motivation for the study – There is little research that has been done thus far that identifies the factors that motivate skilled professionals to accept expatriate assignments and the impact that age may have on the priority of these factors. Research design, approach and method – The researcher used an exploratory qualitative research approach and, more specifically, semi structured interviews. Main findings – Career, family and geographic location appear to be key motivational factors for skilled professionals to accept expatriate assignments. There is also an increasing importance being given to the presence of a comprehensive company policy with regard to expatriate assignments which gives the skilled professional a sense of comfort when making the decision. In addition age does not appear to influence the factors that motivate skilled professionals to accept an expatriate assignment however importance to various factors may change dependent on age and position in career at the time of making the decision. Practical/managerial implications – As a result of globalisation which is currently a very prevalent influence on the economic environment, there is an increased need for skilled professionals to accept expatriate assignments in multi-national companies. It is therefore important for employers to understand what motivates skilled professionals to accept these expatriate assignments. Contribution/value-add – Although this study is explorative and descriptive, it suggests that if management at multi-national companies are aware of the factors that motivate skilled professionals to accept expatriate assignments, they stand a better chance of being able to fill positions appropriately if they are able to meet the needs of the skilled professionals. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

<p><strong>Abstract</strong></p><p><strong>Purpose</strong></p><p>The purpose of this paper is to find out which personal-related factors are influencing on the task performance and the contextual performance of expatriate managers.</p><p><strong>Design/Methodology/Approach</strong></p><p>This research adopts a qualitative approach, using semi-structured interviews with key-information from the managers taking international assignments.</p><p><strong>Findings</strong></p><p>The findings indicate that there is a series of significant associations between personal-related factors (personality traits, competences/skills, self-willingness and previous experience) and the performance of expatriates’ assignments.</p><p><strong>Research limitations/implications</strong></p><p>One suggestion for further research is to explore deeper and more comprehensive on other less important factors or the important factors which we are overlooking; it also could be more comprehensive on the factors that relate to the performance of expatriates.</p><p><strong>Practical implications</strong></p><p>We present a table of the relationship between personality traits, competences/skills, self-willingness, previous experience and the job performance of expatriates’ assignments. Thus, HR departments can follow this guidance when selecting expatriates to manage overseas assignments. Furthermore, individuals can take this model as a reference when making decisions for their career lives.</p><p><strong>Keywords</strong></p><p>Expatriate assignments, personality traits, self-willingness, competences/skills, previous experience, job performance, task performance, contexture performance</p><p><strong>Paper type</strong></p><p>Master Thesis</p>

Abstract Purpose The purpose of this paper is to find out which personal-related factors are influencing on the task performance and the contextual performance of expatriate managers. Design/Methodology/Approach This research adopts a qualitative approach, using semi-structured interviews with key-information from the managers taking international assignments. Findings The findings indicate that there is a series of significant associations between personal-related factors (personality traits, competences/skills, self-willingness and previous experience) and the performance of expatriates’ assignments. Research limitations/implications One suggestion for further research is to explore deeper and more comprehensive on other less important factors or the important factors which we are overlooking; it also could be more comprehensive on the factors that relate to the performance of expatriates. Practical implications We present a table of the relationship between personality traits, competences/skills, self-willingness, previous experience and the job performance of expatriates’ assignments. Thus, HR departments can follow this guidance when selecting expatriates to manage overseas assignments. Furthermore, individuals can take this model as a reference when making decisions for their career lives. Keywords Expatriate assignments, personality traits, self-willingness, competences/skills, previous experience, job performance, task performance, contexture performance Paper type Master Thesis