An evaluation of the spiritual experience of South African expatriates living in or migrating to other African countries, as a process of practical theology, established that expatriates do not isolate themselves from their churches in South Africa (SA). SA churches only make provision for traditional missionary outreaches and do not make provision for the SA expatriates, black or white, living in these African metropolitan areas. The subjects studied included SA expatriates, the relationships between SA churches, local African churches and expatriates, the act of migration, repatriation and its challenges together with the spiritual and social impact on individuals, marriages and families. A topical view implicates a direct relationship between fieldworkers, missionaries and chaplains deployment into African countries from SA. Furthermore, from research it is implied that the church in SA remains the spiritual home and resource centre of the migrant. The practical theological call for a realignment of mission praxis is vital and is linked to Christ’s parable of the ninety nine sheep, whilst one is lost (Matthew 18:12-14; Luke 15:4-7). This analogy produces the direct requirement of the Church to reconstruct missions to encompass combined support for their congregants in SA, the ninety nine, and those expatriates living in other African countries, the one. The missions to Africa should no longer be missions that only seek to convert African tribes to Christianity, but rather to serve Africans and others immigrating to countries on the continent. Church resources for SA expatriates would be made available when a visionary change occurs at the planning stages of strategies for African missions. Proposed mission strategies should include cell church, care group and discipleship models geared for missions and the African expatriate terrain. A realistic strategy that harmonises resources within the church to serve those abroad shall ensure positive impact on the spirituality, family and marriage of the expatriate. Finally two challenges are laid before the SA church, one, to continue with missions in Africa according to the Great Commission of Jesus Christ, Matthew 28:19-20, with the second, to combine the expatriate discipleship models into its mission strategies. / Philosophy, Practical and Systematic Theology / D. Th. (Practical Theology)

Les missions internationales en entreprise ne parviennent plus à retenir les talents alors même que leur coût reste très élevé. La délocalisation de l’individu apparaît donc comme une nouvelle forme d'expatriation à mi-chemin entre expatriation auto-initiée et mission internationale en entreprise. Cependant, celle-ci résonne comme une violation du contrat psychologique liant l’individu à son entreprise. En effet, le diplôme ne semble plus protéger l’employé contre la délocalisation de son poste vers des pays à coût plus bas. Cette étude de cas a aidé à identifier les facteurs influençant les talents à accepter une relocalisation sous contrat local dans un pays à moindre coût. De ce fait, cette thèse fournit aux entreprises des éléments contributifs à la gestion globale des talents dans un contexte de délocalisation. / Individual offshoring emerges as a new form of organizational-initiated expatriation which bridges self-initiated-expatriation and international assignment. The failure of IA to retain talented individuals (talent) and a growing pressure on costs leave no choice to companies but to dramatically reconsider how expatriation can develop talent globally in a different but still sustainable way.However, this new form of expatriation resonates as a breach of the psychological contract. If talent no longer expect to remain in the same company for a large part of their career, they still hold an expectation that white collar activities associated to higher degrees would protect their jobs from moving abroad. This thesis was a case study of a company offshoring some of its global talent to lower cost locations. The purpose was to understand what factors talent consider in accepting to relocate to a lower cost location under a local contract. This research contributes to talent retention and sustained talent management while offshoring ac-tivities to lower cost countries.

海外派遣，一直存在高失敗率與高離職率的問題，並對企業的營運成本與員工的職業生涯及家庭生活上，造成相當大的衝擊上的衝擊與影響。然而，根據過去的研究文獻，大部分的學者致力於海外派遣制度層面之研究，鮮少對於海外派遣人員之工作態度，從事有系統的研究調查。因此，本研究的目的係為瞭解台商對外直接投資動機、海外派遣制度，及外派人員個人屬性差異，對海外派遣人員工作態度之影響，並驗證海外派遣人員工作態度與海外工作績效之間的相關性。期望本研究之結果，能使企業能更效協助並解決員工海外派遣可能面臨的問題；並同，透過本研究的觀察，瞭解企業多國籍化過程中，探討對勞資關係可能的發展與影響。 本研究的研究樣本特徵，係製造業中，目前任職企業在海外（含大陸）投資設廠或設立分公司、子公司，並曾被派遣至海外工作，且任期超過三個月以上的人員。 本研究調查，獲得59家目前正在進行對外直接投資的台商公司承諾協助，經發出200份問卷，回收有效問卷47份，有效回收率為23.5%，隨後，並進一步完成三個個人深度訪談。 本研究獲得下列數數結論： 一、整體而言，台商對外直接投資動機型態，對於海外派遣制度型態與海外派遣人員的工作態度並無顯著影響。而研究發現，台商由於受到對外投資地區集中於大陸及東南亞，策略選擇差異較小，或本身尚在國際化的初期階段所致，制度經驗與能力的不成熟造成其海外派遣制度的同質性高。 二、台商的海外派遣制度型態，雖然對於海外派遣人員的工作態度無顯影響。但是，海外派遣個別制度上的差異，如遴選政策、有無簽訂海外派遣契約、公司對單身赴任不同的主張、薪酬與福利的項目、海外派遣相關訓練的項目、回任辦法，以及在公司海外營運擔任的角色，確會對海外派遣人員之海外工作動機、組織承諾、海外工作承諾，與海外派遣滿足感構成不同程度的影響。 三、台商的海外派遣人員對於公司的認同與留職傾向，顯著高於對海外工作的認同與留職傾向；但是，在努力意願上卻是對於海外工作顯著高於對公司的努力意願。可能的解釋是來自員工多視海外工作為一跳板，特別是在海外工作期間，個人的職權擴大的與上司間關係緊密的情形下，希望努力爭取表現，便於獲得回國升遷的機會。 四、海外派遣人員的工作態度方面，包括海外工作動機、組織承諾、海外工作承諾，及海外派遣滿足感，皆與其海外工作績效呈顯著正相關。 五、企業國際化的趨勢下，工會力量將難與之抗衡，但人員的異動卻將更加頻繁，為使海外派遣人員的工作權益受到保障，應透過海外派遣關係的定義，將勞資雙方間應有的權利義務明確化。

The purpose of this research was to investigate the relationship between the cross-cultural adjustment of the expatriate spouse and their level of subjective well-being. Demographic factors were considered to identify life domains that may affect cross-cultural adjustment and subjective well-being respectively. The Spousal Adjustment Scale, Scale of Positive and Negative Experience, Satisfaction with life scale, and Flourishing scale were used in the study. A quantitative, cross-sectional survey design was used, and a purposive sample which consisted of expatriate spouses currently residing in Germany was approached (N=156). Descriptive and inferential statistical analyses were applied. The results yielded a statistically significant correlation between cross-cultural adjustment and subjective well-being of expatriate spouses and indicated statistically significant differences between demographic groups including language proficiency, dependents, time spent in host country, nationality, career sacrifice, and support network. It was concluded that there is a positive relationship between the cross-cultural adjustment of the expatriate spouse and their well-being and that various demographic factors can influence both constructs. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

No description available.