Expatriates and tourists both represent transient markets who travel to destinations and, to differing degrees, look to understand their host destination. To date, the overlap between tourism and expatriation has received scant analysis and yet could offer useful synergies. With this premise in mind, a two-stage, mixed methods study analysed the connection between tourists and expatriates in Dubai, UAE. The results from 36 face-to-face interviews and 439 questionnaires suggested that tourism practices do benefit expatriate adjustment by providing opportunities to expatriates and nationals to meet, interact, and learn from one another. The results offered the five Arenas of adjustment – the Individual, the Destination, Exposure opportunities, the Company, and the Host – that facilitate adjustment within the expatriate. Tourism is directly referred to in the Exposure Arena, reflecting a qualitative effect of tourism in adjustment. It was through such opportunities that tourism was found to encourage expatriate adjustment by either directly teaching expatriates and nationals about one another, or providing the opportunity for them to meet, interact, and learn.

This dissertation examines the contributions and significance of U.S. expatriates in Great Britain, West Germany, France, and Canada to the Vietnam antiwar movement. Utilizing archives of several expatriate antiwar groups, the personal papers of prominent expatriate activists, and the U.S. government, I argue dissent from this constituency was motivated by a desire to broaden U.S. civil society so that it included the perspectives, insights, and experiences of the highly mobile postwar population and accounted for the reality of its transatlantic empire. Overseas citizens often presented their dissent as patriotic, leaning on a range of national icons and traditions to situate themselves as part of the U.S. community, and, based on their experiences abroad, they claimed a specific expertise, unavailable to most other citizens on matters of foreign policy, international relations, and national security. As such, expats contested how U.S. policymakers used claims of national security and credibility to mobilize the transatlantic public for the war, and instead disseminated alternative interpretations as the basis of their dissent.

Internationella uppdrag är en utmanande upplevelse för de individer som åker för att arbeta för sitt företag i ett annat land. En utlandsstationering omfattar tre faser i individens karriärcykel - före resan, under vistelsen och slutligen efter hemkomsten. Uppsatsen utgår från en narrativ analys och metod, där intervjuer använts som teknik för insamlande av fyra utlandsstationerades berättelser. Studien inspireras av Kohonen (2005a, 2005b, 2007, 2008) som forskat på ledares identitetsrekonstruktion under utlandsstationering. I sin forskning finner hon stöd för att identiteten för de utlandsstationerade förändras, kulturellt eller professionellt, eller både professionellt och kulturellt men det finns individer vars identitet inte förändrats. Syftet med studien är att öka vår förståelse för utlandsstationerade individers identitetskonstruktion. Resultatet visar att identiteten, sett som en process, förändras för intervjupersonerna under utlandsstationeringens tre faser. Förändringen återfinns i en kulturell identitetstyp och i en professionell identitetstyp, förändringen återfinns även i en identitetstyp som är både professionell och kulturell på samma gång. Detta innebär att både den sociala omgivningen och professionella (personlig förändring) påverkar individen lika mycket. Intervjuperso­nernas berättelser visar att en utlandsstationering innebär både självreflektion och identitetsarbete.

As globalization influences today’s world markets, many organisations are becoming global. An important challenge facing multinational enterprises (MNEs) in the global market is to manage the performance appraisal of expatriates out on assignment. The purpose of this thesis is to explore the appraisal process of Swedish expatriates. There has been research on expatriate appraisals in the past; however, only few of them have focused on Scandinavian MNEs. Therefore, we will investigate the effect Scandinavian management style has on the appraisal process of Swedish expatriates.   The data in our thesis is collected through semi-structured interviews with listed Swedish MNEs. The empirical findings were then compared on our revised model that reflects the characteristics of Scandinavian management style.   The results of this thesis indicate that there are some relationships between characteristics of Scandinavian management style and the appraisal process of Swedish expatriates. A collaborative approach to Human Resource Management (HRM) practices is common in Scandinavian countries, as well as focus on creating a partnership culture between employer and employee and we found that such characteristics had a large impact on attributes in the appraisal process. Scandinavian MNEs can use the conclusions drawn from the study as guidelines for performing effective appraisals of their expatriates.   However, the findings are only a minor contribution to this poorly investigated field, which needs further investigation. Suggestion for future research could be to do a similar investigation on a larger scale, and with a bigger sample.

Several recent articles stress that enough research has not been devoted to the performance management of expatriates. The cost of an expatriate is two to three times higher than the cost of a local employee. Therefore it is important to ensure that the investment made is returned to the company. Hence, this study aims to investigate how MNC’s evaluate their expatriates. By interviewing expatriate managers in four Swedish MNC’s we came to the conclusion that companies tend to rely much on informal measurements to evaluate expatriates whereas using formal measurements of hard criteria was done in the same way as for all employees. Our findings suggest that companies, in order to get the most out of their expatriates, ought to put more emphasis on the selection process and the repatriation process.

Denna uppsats presenterar ett relativt nytt identifierat fenomen – Self-Initiated Expatriate (SIE) – en subgrupp inom expatriering, ur ett svenskt perspektiv. Författarna har undersökt vilka möjligheter och utmaningar nyutexaminerade svenska SIEs möter när de söker anställning i en region de tidigare bedrivit utbytesstudier i, med fokus på Asien. Studien är begränsad att undersöka Hongkong som representant för världsdelen. För studiens utförande har författarna besökt Hongkong för insamling av reell information. Data har erhållits via intervjuer, företagsbesök och tidigare forskningsresultat inom ämnet expatriering och självinitierat utlandsarbete. Utifrån dessa har författarna konstruerat ett teoretiskt ramverk, vilket sammanställs i en modell för att identifiera och tydliggöra erhållna resultat. Resultaten påvisar att de möjligheter som föreligger en SIE är framförallt dess inneboende vilja att utmanas, motivation och kulturella anpassningsförmåga, medan utmaningar främst utgörs av brist på såväl operationell erfarenhet som professionellt nätverk. Avslutningsvis presenterar författarna förslag på vidare forskning inom fenomenet och förekommande implikationer för detta.

Thesis (M.B.A.)--University of Hong Kong, 1997. / Includes bibliographical references.

To minimize adverse consequences associated with expatriation, multinational companies need to identify the factors which facilitate (or impede) expatriate managers adjustment to a new environment. In this study, on the basis of their adjustment to four diverse aspects of life and work in Turkey, a sample of 78 expatriate managers were dichotomized into high and low adjustment groups. The two groups were then compared in terms of selected company and individual-related characteristics, previous international experience and the types of training received prior to and during the assignment. The article discusses these results and proffers strategies to facilitate expatriates adjustment to the Turkish environment.

Minutes from Pragma is a collection of twelve pieces--a memoir, five short stories, and six short-shorts--exploring ways in which estranged characters may find refuge from chaos and entropy. These stories attempt to deal with bleakness and despair through playfulness and humor. In Enterprise Carolina: A Capsule Review, time has stopped, but somehow everyday life goes on as usual. In Errands, children work in razorblade factories. In Roadblock, the narrator lives with a relative who repeatedly sets his possessions on fire. The collection concentrates on hardship and alienation, but suggests ways in which characters may confront and endure hard times. Characters' attempts to connect with others sometimes fail, but the characters themselves persevere--they read, hold hands, even treat one other kindly. In these ways, they fashion temporary shelters from the frustrations and horrors of the world.

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