Trata-se de uma pesquisa exploratório-descritiva que tem como objetivo entender como os executivos expatriados e executivos itinerantes estão vivenciando uma nova realidade cultural no âmbito profissional e pessoal. O problema de pesquisa constitui-se em identificar e analisar os entraves e os facilitadores com os quais os executivos expatriados e os executivos itinerantes se defrontam ao iniciarem suas atividades profissionais em outro país e utilizar este conhecimento para desenvolver meios para facilitar o contato intercultural, focando no executivo itinerante. Os dados foram coletados através de questionários abertos com quarenta executivos da empresa transnacional (quatorze executivos expatriados, onze executivos expatriados retornados e quinze executivos itinerantes). Para a análise das respostas às perguntas do questionário, utilizou-se a metodologia de análise de conteúdo. Os resultados são apresentados em três conjuntos de categorias: vinte categorias iniciais, posteriormente reagrupadas em nove categorias intermediárias e, por último, sintetizadas nas categorias finais: A preparação para o contato com outras culturas, O contato com outras culturas e Desenvolvendo a interculturalidade. Os resultados obtidos apontam para a importância de não só executivos expatriados receberem treinamento intercultural, mas também os executivos itinerantes, que transitam entre as diferentes culturas das diversas localidades da empresa transnacional, necessitam de um treinamento cultural para embasar o contato intercultural. A pesquisa também indica características necessárias em um executivo itinerante e a importância do conhecimento prévio do idioma da localidade. / This is an exploratory-descriptive research, with the objective to understand how the expatriate and itinerant executives are experiencing a new cultural reality in a professional and personal ambit. The researched problem consist in identify and analyze the barriers and facilitators that the expatriate and itinerary executives are exposed to when performing professional activities in other countries, and use this knowledge to develop ways to facilitate the intercultural contact, focusing on the itinerate executive. The data was collected using an open questionnaire with forty executives from a transnational company (fourteen expatriates’ executives, eleven returned expatriate executives and fifteen itinerant executives). Content analyze methodology was used to analyze the answers given to the questionnaire. The results are presented in three groups of categories: twenty initial categories, posterior rearranged in nine intermediary categories and, at last, synthesize in three final categories, which are: the preparation for the contact with other cultures, the contact with other cultures and developing interculturality. The obtained results indicate the importance that not only expatriate executives should receive intercultural training, but also itinerant executives, which transit the different cultures of the various transnational company localities, need a cultural training to base the intercultural contact. This research also indicates needed characteristics of the itinerant executives and the importance of the previous knowledge of the local idiom.

This study takes an integrative approach to intercultural adaptation by looking at the role of values (i.e. social norms) in the acculturation of Canadian expatriates living in Vietnam. By viewing intercultural adaptation as a process by which expats and host-members “establish (or re-establish) and maintain relatively stable, reciprocal, and functional relationships” (Kim, 2001, p. 3) with their environment, this study focuses on moments of apparent ambiguity, misunderstanding or malaise experienced by expats in their host-community. This emphasis will enable us to better understand how expatriates make sense of their values and social norms during these instances. This research not only sheds light on the ways in which expats make sense of their values, but also how their narratives and stories participate in creating, constituting, and cultivating certain figures during their intercultural adaptation process. The data gathered reveals that the ways in which expats make sense of their values during moments of malaise with their host-community varies quite meaningfully depending on various situational, institutional and personal factors at play during each interaction, as well as what matters most to expats during those moments. Thus, these findings assist in showcasing that misunderstandings experienced in the host-community are complex, as expats consider many factors in order to make sense of, respond to, and adapt to each individual situation.

The era of Globalization fastens the pace of corporation internationalization. National boundaries are no longer limitations for the quick transportation of people, commodities or capital all over the world. Under such circumstances, ¡§global mobility¡¨ equals ¡§competitiveness,¡¨ and the concept of ¡§Third-country Expatriation¡¨ takes place coordinately. The utilization of ¡§Third-country Nationals (TCNs)¡¨ within Multinational corporations (MNCs) stands for maturity in global development. It means MNCs already possess several well-developed overseas subsidiaries which are adequate to providing competent expatriates to become TCNs. Third-country Expatriation not only assists MNCs in expanding overseas sites, accelerating regional development, building regional talent pool, but also can be used as strategic management for MNCs to foster global talents or even business successors. Nevertheless, it¡¦s indeed a pity that there are very limited researches related to Third-country Expatriation both among domestic and foreign researchers. Both practitioners and academics have treated lightly the unique role of TCNs in the international workforce. With the growing international development of domestic MNCs and newly emerging overseas markets, the importance of Third-country Expatriation related issues is definitely about to enhance. This research adopts the exploratory quantity method, and conducts the in-depth interview with three domestic and foreign MNCs. Through the examination of their Third-country Expatriation practices, this research is able to come up with a more complete and integrated study on each human resource management activities, including: the planning for Third-country Expatriation system ¡V (1) reasons for third-country expatriation, (2) types and positions for third-country expatriation, (3) the main role of third-country expatriation system¡¦s planning, and the human resource management for Third-country Nationals ¡V (1) TCNs¡¦ selection (including decision-making and selection standards), (2) TCNs¡¦ education and training, (3) TCNs¡¦ compensation management, (4) TCNs¡¦ performance management, (5) TCNs¡¦ repatriation, (6) TCNs¡¦ oversea life support system, (7) other TCNs¡¦ management practices issues. On the other hand, based on the research results, this research also provides some essential suggestions and advices for domestic Taiwanese companies who plan to develop Third-country Expatriation system in the future.

The loss of human capital that is the result of repatriate turnover has plagued multi-national companies' expatriate programs for decades. In striving to avoid this outcome, many are today sending their employees on so-called short-term expatriate assignments for which the long term effects are unknown. This study attempts to remedy this using quantitative methods and the latest developments in Identity Theory, but falls short due to difficulties in gaining access to respondents.

Cette thèse consiste en une sociologie des films américains des réalisateurs de cinéma d’origine européenne expatriés aux États-Unis entre 1900 et 1945. Le corpus, exhaustif, a été établi à partir d’une population d’étude circonscrite à 77 réalisateurs, et comprend 2657 films. Ce travail renseigne un aspect particulier du transfert culturel transatlantique : la socialisation professionnelle à Hollywood par le biais du système de catégorisation de la production cinématographique en « genres ». Le genre est envisagé comme produit d’une construction sociale, dans une perspective pragmatique. C’est donc en sociologie des arts que nous inscrivons nos travaux et à l’histoire du cinéma et que nous empruntons ses objets d’étude. Deux approches sont combinées. La première est microsociologique, en cela que les films du corpus donnent lieu à une analyse qualitative, cherchant à les inscrire dans un contexte de! production et à retracer leur processus interprétatif. La seconde est macrosociologique, car les films sont ensuite analysés de façon quantitative, notamment au moyen d’outils statistiques. L’ambition n’est pas d’offrir une comparaison de la socialisation par le genre entre les réalisateurs d’origine européenne et « les autres », mais bien d’opérer une comparaison interne, soit de mesurer les similitudes et divergences entre les nombreux réalisateurs de la population d’étude, aux parcours et carrières variées. Cette thèse fait ainsi apparaître le caractère déterminant de certains éléments dans la dynamique de socialisation à Hollywood. Il en est ainsi du statut professionnel lors de l’expatriation américaine, que nous démontrons être un facteur prévalent. / This thesis consists of a sociology of American films by European émigré directors expatriated to the United States between 1900 and 1945. The corpus, exhaustive, has been elaborated from a group delimited to 77 directors, and includes 2657 films. This work informs a particular aspect of the transatlantic cultural transfer : professional socialization in Hollywood through the categorization system of movie industry into « genres ». Genre is viewed as a product of social construction, in a pragmatic way. Thus, our research falls within sociology of arts and borrows its subject from the film history. Two approaches are mixed. The first is microsociological, meaning films of the corpus are analyzed using a qualitative method, seeking to investigate their production context and reception process. The second is macrosociological, for films are next analyzed using a quantitative method, particularly by having recourse to statistic tools. Our a! mbition is not to offer a comparison of socialization through genre between the European émigré and « the others », but definitely to conduct an inner one, by measuring similarities and differences between the group’s numerous directors, these having varied careers and trajectories. This thesis brings into light the effective impact of a certain number of things on socialization dynamic in Hollywood. We demonstrate therefore that professional status at the time of American expatriation is a prevalent factor.

La mobilité internationale des travailleurs est perçue comme un facteur de développement pour les États, qu’ils soient d’origine ou d’accueil. Elle est la solution aux carences de compétences et de mains d’œuvres, elle constitue un facteur de transfert et d’acquisition du savoir-faire et de technologie pour les États de même que pour les travailleurs. Cependant, la mobilité internationale des travailleurs révèle un cadre juridique complexe, puisque d’un côté elle est liée à certains droits fondamentaux qui impliquent forcément des conséquences, et d’un autre côté l’usage inapproprié de ses qualifiants prête à la confusion entre les différentes formes de cette mobilité. Toutefois, sa mise en œuvre ne reste pas sans conséquences puisqu’elle implique des effets mitigés pour les trois principaux acteurs : les États, les entreprises et les travailleurs. C’est ce que cette étude propose d’illustrer. / The international mobility of workers is seen as a states development factor, whether it is their home or host. It is an answer to skills deficiencies and labor work. It is an acquisition and transfer factor of knowledge and technology for States and their workforce.However, international mobility reveals a complex legal framework, since on the one hand, it is linked a certain fundamental rights witch necessarily involve consequences, and on the other hand, inappropriate uses of his qualifying it leads to confusion between the different forms of mobility. However, its implementation is not without consequences since it involves mixed effects for the three principal actors: States, companies and workers. That is what this study will illustrate.

A preliminary literature review indicated that not much research has been done on self-initiated expatriation (SIE), particularly in a South African context. The purpose of this study is twofold: Firstly, by reviewing previous research, this study aims to make a valuable contribution to the literature on SIE, particularly regarding the motivations behind SIE. Secondly, this study aims to explore and develop a deeper understanding of the push and pull factors experienced by South African self-initiated expatriates (SASIEs). An empirical, exploratory qualitative approach, through the utilisation of qualitative field research, was employed as a means of inquiry. Furthermore, interpretivism was used as a research paradigm. Purposive sampling was applied, and the sample used consisted of nine individual South African self-initiated expatriates who had been working in their host countries for a minimum of six months. Data were obtained through in-depth semi-structured interviews. By implication only a few research questions were generated to guide the interview; however, participants were not limited to certain responses. This allowed for rich data to be obtained that were systematically analysed using grounded theory analysis to steer the process in a practical manner through the transcription of data and the rigorous extraction of codes towards the results that could best answer the original set of research questions. Criteria for rigour, authenticity, trustworthiness and credibility were applied and demonstrated throughout. The conceptual framework of the study was kept in mind during the research, the themes that emerged were explored, and the findings that were reached were substantiated through an extensive literature review. The conclusion was reached that South African self-initiated expatriates experienced certain push factors from the home country (South Africa), and that there were equally strong or stronger pull factors to the host country. All these factors contributed to the participants’ decision to expatriate. Interestingly, there seemed to be no real push factors from the host country; these were rather perceived as challenges that had to be endured. Furthermore it seemed that, as far as the sample group in this study were concerned, South Africa did not offer strong pull factors, and that, if the participants were to repatriate to South Africa, it would be for sentimental reasons. This could hold some implications for South African organisations especially in terms of retaining skilled labour or attract the skilled labour who has already expatriated. Recommendations and opportunities regarding future research were also mentioned. / Dissertation (MCom)--University of Pretoria, 2013. / gm2014 / Human Resource Management / unrestricted

<p>This paper investigates how expatriates experience that their knowledge gained from international assignments is transferred and exploited by the MNC. The results from 93 expatriates from eleven Large Cap companies suggest that knowledge is not exploited trough formal mechanisms. Instead informal mechanisms of knowledge transfer such as networks and own initiatives seem to be a more common way of transferring and exploiting knowledge in the investigated MNCs. The findings indicate that the knowledge that the expatriates that failed their mission abroad gained is not exploited to the same extent as the expatriates that successfully completed their assignments.</p>

Com a abertura econômica brasileira, sobretudo após 1990, muitas são as empresas que enviam funcionários para viver e trabalhar no exterior e pouco se explora sobre os casos de mulheres em contexto de expatriação. Neste trabalho, buscou-se analisar as trajetórias de mulheres expatriadas, utilizando como bases conceituais as interfaces de gênero, carreira e expatriação. Diante dos diversos questionamentos emergidos a partir do tema, firmou-se a seguinte questão de pesquisa: como são construídas as trajetórias de mulheres brasileiras expatriadas? Para analisar a construção da trajetória das 19 mulheres pesquisadas e as implicações advindas dessa experiência, a pesquisa iniciou com uma fase de exploração do campo, por meio de entrevista com duas expatriadas. Os relatos destas serviram como um suporte inicial da pesquisa e possibilitaram vislumbrar algumas possibilidades de categorias de análises e pontos a serem explorados. Como técnica de coleta de informações foram realizadas entrevistas em profundidade, com base em roteiro semiestruturado, pessoal ou virtualmente e, após transcritas integralmente, foram interpretadas por análise de conteúdo. As vivências das protagonistas dessa pesquisa, embora muitas vezes se aproximem, compõem trajetórias singulares, incluindo campo pessoal e profissional. A análise conjunta das entrevistas permitiu identificar a construção da trajetória de mulheres expatriadas como uma categorial principal. Os elementos que edificam e influenciam essa categoria são: as características pessoais, o apoio e a influência familiar; os relacionamentos afetivos e a maternidade; os planos profissionais e as organizações em que elas trabalham; os países de destino e, por fim e ancorado nesses elementos, destacou-se um modo de ser e portar-se no ambiente de trabalho, compreendido como “o/a” profissional mulher expatriada, que intercala elementos percebidos como “de homens” e/ou “de mulheres”. Com os resultados da pesquisa, vislumbram-se caminhos possíveis para outras mulheres que buscam esta experiência, levando em conta as implicações advindas. / With Brazil's economic opening, especially after 1990, many companies send their employees to live and work abroad, however, few academic research explores the cases of women in expatriation context. This research aimed to analyze the paths of female expatriates, using as conceptual basis the interfaces of gender, career and expatriation. Given several questions that have been emerged from the subject, it was established as the central research problem the following question: how the career path of expatriate Brazilian women are built? To analyze the career construction of the 19 surveyed women and the implications arising from this experience, the research started with an exploration phase of the field, through interviews with two female expatriates. Their reports worked as initial research support, which made possible to preview some possible categories of analysis and points to be explored. As information collection technique, in-depth interviews, taken personally or virtually, were conducted based on a semi-structured script and, after fully transcribed, interpreted by content analysis. The experiences of these research protagonists, though share similarities, compose singular trajectories, including personal and professional field. The interviews analysis allowed the identification of the career path construction of expatriate women as a major category. The elements that build and influence this category are: personal characteristics, support and family influence; affective relationships and motherhood; professional plans and the organizations in which they work; destination countries and, finally, anchoring these elements, stood out a way to be and behave at work, understood as a professional expatriate woman, without an specific gender/sex, that combines elements perceived as of men and/or of women. With the results it is possible to forecast possible paths for other women seeking for this experience, taking into account the resulting implications.

<p>Uppsatsen behandlar ämnet expatriering. Detta kan beskrivas som en process att sända anställda till ett annat land för att ex. expandera verksamheten och implementera organisationens affärstänkande på nya platser i nya länder. I takt med att det sker fler fusioner och övertaganden av företag finns en tydlig tendens att fler och fler företag låter anställda expatriera. Att skicka anställda utomlands på dessa uppdrag är dock komplicerat för företaget, den anställde och familjen. Forskning har visat att brister i den medföljande partnerns anpassning är den enskilt största orsaken till att så många expatrieringar avbryts i förtid. Vårt undersökta problem har därför varit: Hur upplever den medföljande partnern anpassningen vid expatriering? Vi valde att använda oss av en kvalitativ undersökningsmetod då vårt fokus har varit att försöka förstå och tolka partnernas upplevelser. I vårt fall innebar detta att vi genomförde fysiska intervjuer. Sex intervjuer utfördes i USA (Portland) under en vecka i månadsskiftet april-maj 2008. Intervjuerna antog huvudsakligen en semi-strukturerad form kring tre teman som var; Personlig anpassning, Interpersonell anpassning och Omgivningsanpassning. Intervjuerna baserades i huvudsak på partners till anställda inom Adidas, en intervju genomfördes dock med en HR ansvarig på Adidas och en annan med en psykolog som arbetar med anpassningsfrågor. Slutsatserna vi kom fram till var att samtliga tre ovan nämnda aspekter av anpassning visade sig spela roll för hur partnern upplevde anpassningen. De främsta positiva sambanden för den personliga anpassningen erhölls genom underkategorin språk. Positiva samband i den andra aspekten av anpassning, interpersonell anpassning, var exempelvis betydelsen av att vara förälder, support från storfamilj och sociala nätverk. Tredje aspekten av anpassning behandlade underkategorin kulturella nyheter. Den var också den enda av våra kategorier som visade sig ha ett negativt samband med partnerns upplevda anpassning. Visshet om uppdragets varaktighet, som också var en underkategori till denna aspekt, visade sig, å andra sidan, ha en positiv effekt för partnerns anpassning.</p>