In this thesis, I follow the expatriate as a category, subject, identity and orientation from a starting point of the knowledge of the successful expatriate in the Global Mobility Industry to an end point, Singapore. Focusing on British migrants going to Singapore, I follow the expatriate as a mobile subject and mobile identity. Although the expatriate is a common nomenclature denoting a skilled migrant who lives abroad for a short period of time, I argue that the term expatriate is not axiomatic in describing this type of mobility. Rather, the thesis seeks to uncover what is obscured by and conveyed through the term, how people fit within it or against it, how its use and meaning is produced and negotiated. This builds upon previous literature on expatriates that focuses attention on how their lives play out abroad. However, I develop this literature to argue that the expatriate is produced, in part, through the processes that inform their move. I draw upon management discourse which frames expatriation as being like a ‘journey’ from home to abroad, with the management of how this journey is undertaken contributing to how the expatriate experience is understood. Drawing upon the discourse of the successful expatriate, I start by looking at the Global Mobility Industry, an industry that directs itself towards assisting in the management of expatriates. This industry I suggest performs itself as being expert in knowing how to manage the expatriate, a portrayal that enacts the industry into being. The discourse of the successful expatriate is performative in other ways, as it produces a normal expatriate experience, in terms of how the expatriate understands the abroad, and the normal emotional response to this. This normal expatriate experience is learnt by the British migrant through their journey abroad. The end point of the journey here is Singapore, looking at how British migrants orient themselves through the term expatriate. Through this, I argue then that there is no single way in which we can understand the expatriate, but there are multiple ways in which the term is put to use. These different understandings can be contradictory, but they work to bring into conversation ways in which cultural difference between ‘home’ and ‘abroad’ are produced, performed and practised.

In the interconnected world of today more and more people get on the move. We go abroad for vacations, visits or business trips and we change countries of residence as we pursue new opportunities. Cross-border mobility is becoming part of our life. In recent years consumer researchers have been showing an increasing interest in particularities of consumption in condition of global mobility. Although previous studies have acknowledged the importance of economic capital in enabling global consumer mobility, existing research could be enriched by a deeper understanding of how globally mobile consumers manage their financial consumption across borders. The aim of this dissertation is to is to contribute to the uncovering of the particularities of consumption of financial services in global mobility by documenting globally mobile consumers’ financial consumption patterns, the ways they build and maintain relationships with their financial service providers and the ways in which they navigate cultural norms of service consumption and financial consumption across borders. The study is based on four research articles that develop an understanding of the dimensions of financial consumption and uncover purchasing, relational and acculturative aspects of consumption of financial services in mobility. The overarching chapter further develops the insights from the articles, bringing forward the concept of the cephalopodic consumption mode – a particular way in which globally mobile consumers organize their financial consumption. This work contributes to the domain of research on serially relocating consumers by showing how globally mobile professionals engage in cephalopodic consumption mode (CCM), using their economic capital in order to navigate their international movement. The multipresence, multi-acculturation, instrumentality and camouflage of CCM emerge as an answer to challenges of mobility – the need to reacquaint with new countries every time upon relocation, the future need to leave again and the necessity to organize consumption across borders. / <p>At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 4: Manuscript.</p>

This thesis presents machine and statistical learning approaches for sustainable planning in infrastructure and mobility systems. First, I have developed a convolutional neural network (CNN) to predict tree failure likelihood. Such assessments have traditionally been performed manually. I conduct a visual analysis of the predictions, indicating an approach for incorporating interpretability into model selection. Benchmarking the results against those produced by state-of-the-art CNNs, I show that a relatively simple model produces better results in a computational time that is three times faster. Via this novel framework, I demonstrate the potential of machine learning to automate and consequently reduce the costs of tree failure likelihood assessments in proximity to power lines, thereby promoting sustainable infrastructure. Secondly, I examine the effects of COVID-19 on mobility, segmented by transportation type, as well as social activity such as workplaces and residential, and their interdependencies. Using time series data across five continents, I estimate a Bayesian global vector autoregression model which explains patterns in activity and mobility trends and analyze their relationship with COVID-19 spread. I expect that the model framework and outcomes will guide policymakers to adopt appropriate measures to mitigate and safely recover from future disease outbreaks.

This paper is an empirical study examining the reasoning behind Swedish adults’ choices of attending Korean language programs in the Republic of Korea. By using anthropological modes of inquiry and methods such as participant observation and different qualitative interviews, the focus of the research is on the mental processes behind these choices. Through a utilization of the analytical concept of imagination, what is argued is that these individuals’ choices are engendered and regulated by several factors, such as engagement with Korean culture-products and certain practical conditions, but that the greatest importance lies with their own understandings and agency.

The Job Demands-Resources (JD-R) model (Bakker and colleagues) has received increasing attention in recent years, yet there is a distinct literature gap regarding its utility and value towards the international work context. In line with this, understanding how to design jobs representing enhanced climates of work engagement for internationally operating staff alludes practitioners. This thesis therefore aims to substantiate the claim that previous research applying the JD-R model has neglected the international work context and evaluate whether the model has potential to be used as a framework for managing burnout, work engagement and related outcomes beyond the use in solely national contexts. In order to do so, two review studies (systematic and meta-analytic) and two empirical studies (qualitative and quantitative) are conducted of the JD-R model in the international work context. Findings suggest: that existing JD-R literature does not consider the international work context, highlighting a distinct literature gap requiring attention, in order to achieve a holistic understanding of the model and its applicability; strong meta-analytic support for the JD-R model and the impact of variation in the international work context represented by dimensions of national culture; the JD-R model has potential for responding to the management of burnout and work engagement for international business travelers but may benefit from theoretical amendments that focus the models utility and direct scholarly research and practitioner approaches; that the model may not be as valuable as assumed for the international business traveler context, yet it is worth considering the findings in light of relevant literature and possible limitations. Overall, the findings suggest a distinct need for more research examining the JD-R model in the international work context. A number of potential theoretical amendments are suggested in a conceptual internationalized JD-R model that can be used as a foundation for future empirical work to establish the boundaries of the model and its utility. From a practitioner perspective, until more research is conducted, JD-R principles should be applied with caution. As a whole, this thesis encompasses theoretical, empirical and practical contributions relevant for scholarly and practitioner communities which can be built upon over time with regards to the proposed conceptual model.

The thesis deals with the phenomenon of employees' global mobility in large multinational companies. Primarily, it focuses on the expatriation process from the perspective of the necessary support of expatriates by HR department. In the practical part, there are compared the current practices of four multinational organizations. The goal of the work is to choose the best practice, which the most eliminates the international assignment failure. The thesis further formulates the recommendations designed for companies implementing new policies in the area of employee global mobility. Work is processed by an analysis of secondary sources - literature, textbooks, professional journals, international studies and articles or websites of analyzed companies.

[pt] O processo de mobilidade global de talentos ganhou maior relevância nos últimos anos em razão da necessidade de competências específicas em diversos países, massificação da cultura corporativa em empresas subsidiárias no exterior ou por razões de desenvolvimento de competências no profissional a ser expatriado. O objetivo cerne da presente dissertação é demonstrar que um dos pilares chaves para o sucesso do profissional transferido ao exterior é a adaptação à cultura do país anfitrião. Para o atingimento deste objetivo utilizamos metodologia qualitativa, com foco exploratório descritivo, através de entrevistas semiestruturadas, que foram conduzidas com profissionais expatriados. Ao longo da presente dissertação identificamos que dificuldades no processo de adaptação podem potencializar situações de choque cultural ou até mesmo interromper a jornada internacional do funcionário transferido. Em contrapartida, os funcionários que possuem maior inteligência e agilidade cultural tendem a ser ajustar com maior sucesso à cultura do país anfitrião, mitigando potenciais efeitos em suas performances profissionais e colhendo melhores frutos em suas jornadas internacionais. O aprofundamento do presente trabalho permitirá correlação futura com os modelos de dimensões culturais existentes, que poderão funcionar como meio complementar no processo de seleção de futuros expatriados, permitindo identificar aqueles que possuem maiores competências culturais e consequentemente facilitando seu processo de adaptação à cultura do país anfitrião. / [en] The global talent mobility process has gained greater relevance in recent years due to the need for specific skills in different countries, massification of corporate culture in subsidiaries companies located abroad or for reasons related to developing individual s skills. The main objective of this work is to demonstrate that one of the key pillars for the success of the professional transferred to work abroad is the need of adapting to the host country s culture. To achieve this objective, we used a qualitative methodology, with a descriptive exploratory focus, through semi-structured interviews, which were conducted with expatriate professionals. Throughout this dissertation, we identified that difficulties in the adaptation process can enhance situations of culture shock or even interrupt the international journey of the transferred employee. On the other hand, employees who have greater intelligence and cultural agility tend to adjust more successfully to the culture of the host country, mitigating potential effects on their professional performance and reaping better results on their international journeys. Deepening the present work will allow future correlation with the models of existing cultural dimensions, which may work as complementary means in the process of selection of future expatriates, allowing the identification of those who have greater cultural competences and consequently facilitating their process of adaptation to the culture of the host country.

[pt] A economia global está promovendo um ambiente cada vez mais ambíguo e competitivo para empresas que operam além-fronteiras. Para suportar a demanda dessa globalização, as empresas multinacionais precisam de expatriados competentes para o sucesso de suas operações no exterior. Essas designações internacionais podem oferecer oportunidades únicas de crescimento e desenvolvimento, mas também exigem que os expatriados se adaptem efetivamente a novos ambientes. O objetivo deste estudo foi descrever como o comportamento humilde do expatriado opera em designações internacionais corporativas. Foram realizadas entrevistas semiestruturadas com 19 gerentes, incluindo expatriados sênior (Assigned Expatriates - AEs) e gerentes de Recursos Humanos /Mobilidade Global. As questões que compuseram o roteiro de entrevista foram divididas nas seguintes categorias: 1. Comportamentos humildes expressos, 2. Relevância do comportamento humilde, 3. Contexto em que comportamentos humildes de expatriados são mais exigidos em designações internacionais; e 4. Efeitos: humildade contribuindo para a adaptação do expatriado. O processo de análise foi baseado na análise de conteúdo, para extrair as percepções dos expatriados e do RHs sobre as categorias abordadas. Os resultados sugerem que a humildade é importante para todos, mas a falta de humildade na Mobilidade Global pode ser um obstáculo. A humildade constrói conexões, confiança e relacionamentos confiáveis e de longo prazo, e contribui muito para a adaptação do expatriado em designações internacionais. O estudo também mostra que a humildade precisa de condições favoráveis para florescer, podendo estar associada à fraqueza, em determinados contextos, como aqueles em que o líder é visto como um herói, ou em culturas que valorizam a competição, o individualismo, a alta distância do poder, o confronto e em momentos que exigem agência. A pesquisa destaca que a humildade cultural é fundamental para expatriados, que lideram com uma mentalidade global. Portanto, as organizações devem aprimorar o processo de seleção, enfatizando a contribuição de um comportamento humilde para os candidatos a uma designação internacional, e oferecer programas de treinamento intercultural que incluam o aspecto comportamental, com foco nas três dimensões da humildade expressa: autoconsciência; valorização dos outros e capacidade de aprendizado. / [en] The global economy is promoting an increasingly ambiguous and competitive environment for companies operating across borders. To support the demand for this globalization, multinational companies need competent expatriates for the success of their operations abroad. These international assignments can provide unique opportunities for growth and development, but they also require expatriates to adapt effectively to new environments. The purpose of this study was to describe how expatriate humble behavior operates in corporate international assignments. Semi structured interviews were conducted with 19 managers, being senior assigned expatriates (AEs) and Human Resources/Global Mobility experts. The questions that made up the interview script were divided into the following categories: 1. Expressed humble behaviors, 2. Relevance of humble behavior, 3. Context in which expatriate humble behaviors are more required in international assignments; and 4. Outcomes: humility infusing expatriate adaptation. The analysis process was based on content analysis, to extract expatriate and HR perceptions about the categories covered. Results suggest that humility is important to all, but lack of humility in Global Mobility can be a road blocker. Humility builds connections, trust and reliable and long-term relationships, and highly contributes to expatriates´ adaptation on international assignments. The study also shows that humility needs favorable conditions to flourish, and it may be associated with weakness, in certain contexts, such as those where the leader is seen as a hero, or in cultures that value competition, individualism, high power distance, confrontation and in moments that require agency. The research highlights that cultural humility is fundamental to assigned expatriates, who lead with a global mindset. Therefore, organizations should improve the selection procedure, emphasizing the contribution of a humble behavior to candidates for an international assignment, and offer Cross-cultural training programs that include the behavioral aspect, with a focus on the three dimensions of expressed humility: self-awareness; appreciation of others and teachability.

Notre étude s’intéresse à la façon dont les entreprises multinationales utilisent et gèrent la mobilité internationale de leurs employés. Plus précisément, nous cherchions à déterminer l’importance que les entreprises multinationales accordent à leur stratégie internationale au moment de décider de la façon d’utiliser l’expatriation et de la gérer au moyen des programmes de mobilité internationale. Bien que l’objet principal de notre recherche soit d’observer l’influence de la stratégie internationale sur ces programmes, nous avons cherché également à identifier d’autres caractéristiques de chaque entreprise et de son environnement susceptibles de les influencer. Cette démarche nous a permis de déterminer si les entreprises multinationales qui adoptent des programmes de mobilité internationale similaires partagent une même orientation stratégique au niveau international ou plutôt d’autres caractéristiques. Notre étude, effectuée auprès de professionnels de la GRH responsables de la gestion de la mobilité internationale, visait, dans un premier temps, à identifier le type de stratégie internationale privilégiée par les entreprises, ainsi que l’approche de la gestion internationale des ressources humaines qu’elles favorisent. Dans un deuxième temps, nous avons cherché à identifier le type de programme de mobilité internationale en place dans chaque entreprise à partir de l’analyse de leurs composantes (politiques et pratiques RH). Nous avons tiré deux conclusions principales de notre étude. Premièrement, la mobilité internationale, plus particulièrement l’expatriation, constitue toujours un important outil d’expansion et de survie des entreprises multinationales. Deuxièmement, les entreprises multinationales l’utilisent différemment en fonction de leurs objectifs stratégiques et la gèrent de façon très pragmatique, en tenant compte d’une panoplie de facteurs tels le nombre d’expatriés, la culture managériale de l’entreprise, les caractéristiques de leur secteur d’activité, leur expérience et les difficultés rencontrées en cours de route. / Our study looks at how multinational corporations use and manage the international mobility of their employees. More specifically, we sought to determine to which extent multinationals consider their international management strategy in deciding how to use the expatriation managed through international mobility programs. Although the main purpose of our research is to observe the influence of the international management strategy on these programs, we also sought to identify other characteristics of each firm and its environment that may influence them. Our study, conducted among HR professionals responsible for management of international mobility, intended, in a first step, to identify the type of international management strategy favored by firms and the approach to international management of human resources they lead to. In a second step, we sought to identify the type of international mobility program in place in each firm from the analysis of their components (HR policies and practices). We drew two main conclusions of our study. First, international mobility, especially expatriation, is still an important tool for growth and survival of multinational corporations. Second, multinational corporations use expatriation differently depending on their strategic objectives and manage it very pragmatically, taking into account a variety of factors including the number of expatriates, the managerial culture of the company, the characteristics of their industry, their experience and difficulties encountered during the journey.

Notre étude s’intéresse à la façon dont les entreprises multinationales utilisent et gèrent la mobilité internationale de leurs employés. Plus précisément, nous cherchions à déterminer l’importance que les entreprises multinationales accordent à leur stratégie internationale au moment de décider de la façon d’utiliser l’expatriation et de la gérer au moyen des programmes de mobilité internationale. Bien que l’objet principal de notre recherche soit d’observer l’influence de la stratégie internationale sur ces programmes, nous avons cherché également à identifier d’autres caractéristiques de chaque entreprise et de son environnement susceptibles de les influencer. Cette démarche nous a permis de déterminer si les entreprises multinationales qui adoptent des programmes de mobilité internationale similaires partagent une même orientation stratégique au niveau international ou plutôt d’autres caractéristiques. Notre étude, effectuée auprès de professionnels de la GRH responsables de la gestion de la mobilité internationale, visait, dans un premier temps, à identifier le type de stratégie internationale privilégiée par les entreprises, ainsi que l’approche de la gestion internationale des ressources humaines qu’elles favorisent. Dans un deuxième temps, nous avons cherché à identifier le type de programme de mobilité internationale en place dans chaque entreprise à partir de l’analyse de leurs composantes (politiques et pratiques RH). Nous avons tiré deux conclusions principales de notre étude. Premièrement, la mobilité internationale, plus particulièrement l’expatriation, constitue toujours un important outil d’expansion et de survie des entreprises multinationales. Deuxièmement, les entreprises multinationales l’utilisent différemment en fonction de leurs objectifs stratégiques et la gèrent de façon très pragmatique, en tenant compte d’une panoplie de facteurs tels le nombre d’expatriés, la culture managériale de l’entreprise, les caractéristiques de leur secteur d’activité, leur expérience et les difficultés rencontrées en cours de route. / Our study looks at how multinational corporations use and manage the international mobility of their employees. More specifically, we sought to determine to which extent multinationals consider their international management strategy in deciding how to use the expatriation managed through international mobility programs. Although the main purpose of our research is to observe the influence of the international management strategy on these programs, we also sought to identify other characteristics of each firm and its environment that may influence them. Our study, conducted among HR professionals responsible for management of international mobility, intended, in a first step, to identify the type of international management strategy favored by firms and the approach to international management of human resources they lead to. In a second step, we sought to identify the type of international mobility program in place in each firm from the analysis of their components (HR policies and practices). We drew two main conclusions of our study. First, international mobility, especially expatriation, is still an important tool for growth and survival of multinational corporations. Second, multinational corporations use expatriation differently depending on their strategic objectives and manage it very pragmatically, taking into account a variety of factors including the number of expatriates, the managerial culture of the company, the characteristics of their industry, their experience and difficulties encountered during the journey.