Relevant bibliographies by topics / Expatriate

Academic literature on the topic 'Expatriate'

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Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Expatriate"

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Trompetter, D., M. Bussin, and R. Nienaber. "The relationship between family adjustment and expatriate performance." South African Journal of Business Management 47, no. 2 (June 30, 2016): 13–21. http://dx.doi.org/10.4102/sajbm.v47i2.56.

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Following the global economic collapse, executives are significantly more demanding in understanding the Return on Investment of employee-related programmes including expatriate programmes. Expatriates are defined as employees who are recruited to provide a service in a country which is not the country of residence, typically for at least three years. Expatriate programmes carry high risk; even more so when the family accompanies the employee. The cost of an expatriate assignment is, on average, three times higher than that of a local; yet the failure rate is estimated to be up to 40%. Despite the cost, expatriate resources are critical to embed culture, policies and transfer of skills to a host country environment. The objective of this study was to identify the relationship between the adjustments of the expatriate’s family in the hostcountry on the performance of expatriates. The study was conducted using a quantitative research approach. A convenience sample was used and 81 expatriates completed the questionnaire. The results confirmed home to work spillover and that expatriates would value more organisational support for families in the new location. The length of stay in the host location was linked to higher levels of performance – the longer the assignment, the better the performance levels of the expatriate. Human Resources Practitioners can develop support programmes to ensure that expatriates and families are equipped to enhance their adjustment period and consequently positively impact the expatriate’s performance whilst on assignment.
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Lee, Chun-Han, Chao-Chih Hung, Chi-Sheng Chien, Wen-Long Zhuang, and Carol Ying-Yu Hsu. "Regulatory foci and expatriate adjustment." Personnel Review 46, no. 3 (April 3, 2017): 512–25. http://dx.doi.org/10.1108/pr-03-2015-0077.

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Purpose The purpose of this paper is to examine the relationship between regulatory foci and expatriate adjustment and further compares the differences in the aforementioned relationship between promotion focus and prevention focus. Design/methodology/approach This study adopts a convenient sampling method to survey expatriates who work for multinational enterprises and have been expatriated for at least six months. Findings Based on an analysis of 158 Taiwanese expatriates in Mainland China, Thailand, India, Saudi Arabia, and so forth, this study found that promotion focus was positively related to the expatriates’ office interaction adjustment and work adjustment; and prevention focus was positively related to the expatriates’ general adjustment, office interaction adjustment, and work adjustment. Moreover, expatriates’ prevention focus accounted for more variance in the expatriates’ general adjustment, office interaction adjustment, and work adjustment than did that of expatriates’ promotion focus. Originality/value Personality traits are regarded as among the most important antecedents of expatriate cross-cultural adjustment. This study suggests that expatriates’ regulatory foci could perhaps explain their adjustment issues in the host country. However, it seems no study has explored the role played by expatriates’ regulatory foci in expatriate adjustment.
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Sher, Peter Jih-Hsin, Wen-Long Zhuang, Ming-Chieh Wang, Chun-Jung Peng, and Chun-Han Lee. "Moderating effect of perceived organizational support on the relationship between leader–member exchange and expatriate voice in multinational banks." Employee Relations: The International Journal 41, no. 5 (August 2, 2019): 898–913. http://dx.doi.org/10.1108/er-08-2018-0211.

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Purpose The purpose of this paper is to examine the effects of home and host country leader–member exchange (LMX) on expatriate voice and determine whether perceived organizational support (POS) moderates the relationship between home or host country LMX and expatriate voice. Design/methodology/approach This study surveyed 300 expatriates (expatriation of at least six months) working for Taiwanese banks. The participants had expatriated to Cambodia, Indonesia, Japan, Malaysia, Myanmar, the Philippines, Singapore, the USA and Vietnam. Convenience sampling was adopted. Findings Based on an analysis of 132 expatriates working for Taiwanese banks, home and host country LMX were positively related to expatriate voice. Moreover, host country LMX accounted for more variance in expatriate voice than home country LMX did. Financial POS moderated the relationship between home country LMX and expatriate voice. Career POS and adjustment POS moderated the relationships between home and host country LMX and expatriate voice. Originality/value In the field of expatriate management, whether expatriate voice is influenced by home and host country LMX requires further exploration. To the best of the authors’ knowledge, this is the first study to examine the effects of home and host country LMX on expatriate voice in host countries, as well as the moderating effect of POS on the aforementioned relationships.
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Kartika, Nurullaily. "Expatriate Adjustment dan Job Performance di Perusahaan Multinasional." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 11, no. 1 (October 16, 2018): 31. http://dx.doi.org/10.20473/jmtt.v11i1.9599.

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Global staffing is an important aspect of the human resource management, and international assignments play vital role for expanding and building global skills. Many factors affecting the success of international assignments, cross-cultural adjustment received the most attention from researchers. International experiences of expatriate can influence expatriate adjustment because expatriate’s international experience involves living, thinking and learning new set of business practice in foreign business environment. This study focused on international experiences and mentoring behavior on expatriates adjustment. Firstly, this study explored international experiences and mentoring behavior on expatriate adjustment. Secondly, this study explored expatriate adjustment on job performance. The results of this study explained that international experiences and mentoring behavior has positive influence on expatriate adjustment and expatriate adjustment has positive relationship on job performance.
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Pustovit, Sasha. "Improving expatriate adjustment: a social network perspective." Journal of Global Mobility: The Home of Expatriate Management Research 8, no. 1 (January 6, 2020): 55–65. http://dx.doi.org/10.1108/jgm-05-2018-0027.

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Purpose While the value of connections with host-country nationals (HCNs) for expatriate adjustment is well established, there is little guidance regarding which HCNs stand to benefit expatriates most. The purpose of this paper is to utilize a social network perspective to build theory to explain how and why expatriates who are connected to a central HCN are more likely to adjust. This study offers explicit guidance for steps parent country management can take to assist expatriates in the development of valuable connections with HCNs, even while thousands of miles away from the expatriate’s new locale. Design/methodology/approach This study takes a social network approach to build theory that will improve understanding of the expatriate experience. Findings Because central individuals tend to be embedded in the organization, their embeddedness is likely to spread to expatriates with whom they are in close contact with. Links to central HCNs are posited to contribute to improved work adjustment by enabling expatriates to attain a better understanding of workplace requirements and workplace norms. Practical implications Management can take steps to identify central HCNs using social network analysis and introduce expatriates to highly central HCNs to help improve expatriate adjustment. Originality/value This study answers explicit calls in the literature for a greater exploration of social interaction of expatriates in understanding the expatriate experience, as well as calls for taking a more active role in the management of informal relationships. This study is the first to discuss implications of the HCN’s network to expatriate outcomes.
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Miocevic, Dario, Antonija Kvasina, and Biljana Crnjak-Karanovic. "Expatriate’s food adaptation: when does acculturation elicit social identification vs differentiation?" Journal of Consumer Marketing 39, no. 2 (January 28, 2022): 191–203. http://dx.doi.org/10.1108/jcm-02-2021-4448.

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Purpose Extant literature informs that expatriates develop a natural inclination towards host country food with increased acculturation. However, this study argues that expatriates might have divergent goals in different domains of food adaptation (private vs public), which eventually sheds new light on their acculturation process. This paper aims to investigate how expatriate's adaptation in private vis-a-vis public domain influences their food consumption behavior. Design/methodology/approach This study draws on the optimal distinctiveness theory and domain-specific view of adaptation and tests the food adaptation outcomes of expatriates’ acculturation through social interactions with the local community. A survey was conducted among 120 expatriate newcomers currently living and working in the Middle East. Findings The findings show that acculturation positively influences food adaptation in the private (local food consumption), whereas its relationship with food adaptation in the public domain (local restaurant visits) assumes an inverted U-shape. Furthermore, the authors find that the latter relationship is negatively moderated by expatriate’s overall experience and positively moderated by uncertainty avoidance, which also unfolds situations when an expatriate follows social identification vis-à-vis differentiation pattern. Originality/value This work goes beyond the traditional focus on acculturation through social identification and provides evidence that differentiation effects must also be accounted for. The authors argue and provide empirical evidence that expatriates’ greater social interactions with the local community result in different food adaptation outcomes when private vs public consumption domains are considered. In addition, by analyzing the moderating effects of expatriate experience and uncertainty avoidance, the authors further provide evidence on when social identification vis-à-vis differentiation prevails.
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Othman, Irma Wani, Wan Hurani Osman, and Anna Lynn Abu Bakar. "SIGNIFICATIONS OF FAMILY SOCIAL STRUCTURE AND FRIENDSHIP RELATIONSHIPS IN AFFECTING EXPATRIATE EXPERIENCE: FROM THE LENS OF MALAYSIA PUBLIC UNIVERSITY EXPATRIATE COMMUNITY." International Journal of Education, Psychology and Counseling 7, no. 47 (September 29, 2022): 731–49. http://dx.doi.org/10.35631/ijepc.747055.

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This paper provides an understanding of the social structure, which is seen as a phenomenology that refers to one's thinking about the interpretation and meaning of life experience based on the presence of individuals in economic position, political scenario, statehood, and education system in a country that is not his country of origin. Thus, the interpretation among these independent expatriates is debated by taking into account the role of social structures such as family institutions and the environment of friendship in relation to the significance of expatriate experiences in the host country. In other words, the discussion presented in this paper is to achieve the objective of the study in unravelling the expatriate's interpretation of the expatriate decision, whether it is closely related to the experience of his family members during the expatriate service in the host country.The research was conducted by utilising qualitative methods of in-depth interviews with 30 expatriate academics selected from four Malaysian public universities. The appropriate respondent criteria include the following characteristics, namely (a) has resided for at least a year in Malaysia using a valid employee visa, (b) has been offered a position as academic staff and has renewed his service contract, (c) is an expatriate with his own initiative in expatriating and (d) works full time and is not classified as an exchange staff between universities or those on sabbatical leave.The study results show that the interpretation of family members on the meaning of expatriation experience gives justification for expatriate to remain in the host country. While moral support from friendship provides a positive indication of expatriate’s performance in the context of work throughout performing international duties. Further supporting social networks relationship with the local community is also one of the determinants of expatriate success in adapting to the host country environment.
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Hyung Park, Joon, Je’Anna Lea Abbott, and Steve Werner. "A perspective-taking model for global assignments." Journal of Global Mobility 2, no. 3 (December 2, 2014): 280–97. http://dx.doi.org/10.1108/jgm-05-2014-0014.

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Purpose – The purpose of this paper is to propose a model that explains how proactive cognitive processes, such as perspective-taking, relates to expatriates’ effectiveness. Design/methodology/approach – This conceptual paper presents the model that is based on the perspective-taking models developed by Parker et al. (2008) and applies them to the expatriate context. Findings – The authors present a framework that delineates how the perspective-taking process leads to an expatriate’s effectiveness. The authors provide propositions about which factors motivate expatriates to engage in perspective-taking and which factors influence higher accuracy of understanding of the host country nationals’ (HCN) perspective. Practical implications – Guidance is provided for the training of expatriate to develop perspective-taking. Originality/value – The paper expands the expatriate research by incorporating the perspective-taking model to identify which factors may motivate expatriates to see the HCN view point. Also, the paper contributes to the literature by identifying how resources such as expatriates’ psychological capital may promote the degree of accuracy or comprehension with respect to the HCN thoughts and feelings.
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Susanto, Ely, and Rokhima Rostiani. "Enhancing Cross-Cultural Training Efficacy on Expatriate Adjustment through Emotional Intelligence and Social Capital." Gadjah Mada International Journal of Business 14, no. 2 (May 1, 2012): 123. http://dx.doi.org/10.22146/gamaijb.5440.

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Cross cultural training is widely believed to make a positive contribution to expatriate adjustment. In practice, however, it is very costly and sometimes ineffective for expatriates. Therefore, there is a growing importance placed on increasing the cost effectiveness or enhancing the efficacy of crosscultural training by functioning individual expatriate’s social capital and emotional intelligence as moderating variables towards expatriate’s adjustment and performance. To do so we blend ideas drawn from social capital theory and emotional intelligence to develop the structure that underlies the logic of this paper. Thus, this paper uses social capital and emotional intelligence theories to enrich extant literature on expatriate adjustment
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Sarwar, Farhan, and Tayyaba Zeeshan. "Bidirectional Work Family Conflict of Expatriates: Framework of Antecedents and Moderators." Journal of Research in Psychology 1, no. 1 (April 7, 2019): 1–8. http://dx.doi.org/10.31580/jrp.v1i1.518.

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Expatriates work family conflict is one of the least explored areas in expatriate research literature. Applying the conservation of resource model, the current study presents a theoretical framework to understand as to how expatriates’ work and non work related challenges like person group fit, person supervisor fit, cultural novelty and spousal adjustment relate to their work family conflict. The study also postulates the possibility of expatriate personality moderating the relationship between work and family domain challenges and the work family conflict.
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Dissertations / Theses on the topic "Expatriate"

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Balousová, Tereza. "Expatrianti v ČR." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16285.

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The main of my thesis is to define and explain the term expatriate,to describe motivation and the inconvenience they face, and also to define the characteristics the nature a nd experience of a typical an expatriate.
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Peron, Christine. "Expatriate selection, are high self-monitors better expatriates?" Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/MQ64052.pdf.

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Woods, Peter Robert. "Cross-Cultural Management Performance Evaluation in the Expatriate Context." Thesis, Griffith University, 2007. http://hdl.handle.net/10072/367389.

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This research responds to the practical need for an effective appraisal strategy for expatriates that incorporates the unique challenges of cross-cultural management (Audia & Tams, 2002; Bonache, Brewster, & Suutari, 2001). The need for research examining the performance evaluation of expatriates, particularly with regard to their cross-cultural management performance, has been identified in previous research (J. S. Black, Gregersen, Mendenhall, & Stroh, 1999; Triandis, 2001). How raters from the host country with differing cultural perspectives (in particular those who are being managed by the expatriate) can be involved in evaluating performance has also been identified as a research need (Audia & Tams, 2002). The research attempts to address these needs by answering the research question of ‘how can a cross-cultural management performance framework include self-ratings and ratings by cultural others?’ through three empirical research studies. The research utilises the social constructivist paradigm (Schwandt, 1998) to examine effective evaluation of cross-cultural management performance utilising appropriate performance elements and multiple raters. Although there have been numerous studies identifying predictors for expatriate success (Shaffer, Harrison, Gregersen, Black, & Ferzandi, 2006), studies identifying the unique performance elements needed for effective cross-cultural management in the expatriate context are rare (Fish & Wood, 1997). Research on Australian expatriate managers has reported problems with their performance in the cross-cultural environment (Dawkins, Savery, & Mazzarol, 1995), particularly their cross-cultural management skills, and so Australian expatriate managers are a particular focus of this research. Study One evaluates the performance appraisal methods of expatriate managers from the perspectives of 51 Australian and Singaporean expatriate managers and Australian human resource professionals, detailing their critical perceptions of fairness and accuracy. Based on semi-structured interviews, the Study proposes more effective performance appraisal practices, focusing on the critical use of feedback from host country national subordinates, and the need for cross-cultural management specific performance criteria. Studies Two and Three explore this proposal further. Study Two develops a model of cross-cultural management performance evaluation within the expatriate context. The model is grounded in relevant literature and analysis of the results of a focus group and semi-structured interviews with 68 expatriate managers and host country national subordinates from 24 countries. The interview and focus group transcripts were analysed through an inductive three step coding process outlined by Strauss (1987). The Study found that an expatriate’s cross-cultural management performance should be assessed through rating specific elements of cultural awareness, open-mindedness, flexibility, knowledge of the host country business environment, respect for cultural others and their culture, local language ability, task performance and contextual performance in a multiple rater performance appraisal process...
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Department of Management
Griffith Business School
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Kaczynska, Magdalena, and Marika Turpeinen. "Expatriate success or failure : A study on expatriate assumptions." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1334.

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The purpose of this study is to examine the perceptions that the expatriates have on what personal characteristics a good expatriate should possess as well as their view on cross-cultural training (CCT). The study was conducted on two groups of expatriates from European companies – those who took part in some form of CCT when preparing for the assignment abroad and those who did not. The results show that some of the views are shared by both groups of the respondents. However, there are some difference in the way both groups think, which might depend on the fact that the two companies focus on different factors regarding the view on what features are important for an expatriate to have and how s/he should be prepared for the job. The three main conclusions of this study is that expatriates need to be motivated, willing and able to adjust and flexible to better acclimate themselves to new situations and environments; the family should be incorporated in the training to improve the chances of success; finally, CCT is perceived by the respondents as a good tool for expatriates going on assignment. This study can be seen as an introduction to more detailed studies on the effectiveness of CCT and decrease of expatriate failure.

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Wu, Yuan-Qi. "Expatriatehantering i Sverige : En kvantitativ studie om hur man kan minska expatriate-failures i landet som korats som ”årets förlorare”." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-80380.

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Trenden visar på att expatriates världen över fortsätter att ökas och värderas mer. Ett allmänt problem i hanteringen av expatriates är att de slutar i förtid och att de kan känna sig hindrade av att prestera till sina fulla kapaciteter. Årets resultat i en omfattande undersökning av expatriates världen över, där man mäter hur lyckliga de är, visade på att Sverige är årets förlorare. Syftet med den här studien är att ta reda på vilka sätt det finns för HR-ansvariga att använda, för att sänka risken för expatriate-failures i Sverige. Utifrån syftet formulerades två frågeställningar som undersökningen baserades på, på vilka sätt kan man minska risken för att expatriate-failures ska ske i Sverige och är de etablerade tillvägagångssätten giltiga i Sverige. Metoden bestod av en enkätundersökning som undersökte vad anledningarna för övervägan att sluta i förtid var för expatsen i Sverige samt hur deras besittning av vissa attribut korrelerade till att ha en risk för expatriate-failure. Undersökningen visade på att kulturshockar var huvudanledningen för att expatriate-failures sker i Sverige och att besittning av eftertraktade attribut skulle minska risken för expatriate-failures. Resultatet visade då på att de etablerade tillvägagångssätten är giltiga i Sverige för att minska risken för expatriate-failure. Andra effektiva tillvägagångssätt gavs också som förslag för att motverka frekventa anledningarna som emprin visade på.
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Hellmér, Maria, and Lisa Lind. "Sowing is not as difficult as reaping : A study of expatriate evaluation in Swedish-based MNCs." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-167350.

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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.
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Dutt, Christopher Simon. "The role of tourism in bridging the gap between high-skilled expatriates and hosts : a case of the United Arab Emirates." Thesis, University of Exeter, 2017. http://hdl.handle.net/10871/32106.

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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.
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Sperl, Alexander. "Att göra karriär utomlands : Motivation bland svenska expatriater." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-433832.

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Syftet med undersökningen är att undersöka varför svenskar väljer att göra karriär utomlands. Teorierna som används är push and pull modellen, kulturell intelligens, expectancy-value samt ett för studien skapat teoretiskt ramverk angående anpassning. Metoden som användes var genom kvalitativa semi-strukturerade intervjuer som genomfördes via Zoom och Facebook messenger. Studien kom fram till att förklaringen till varför svenskar väljer att göra karriär utomlands var möjligheten till unika arbetserfarenheter, sökandet efter spänning och att ta sig an nya utmaningar, vilket bottnar i intresset av andra språk och kulturer. Slutsatsen som kommer fram av uppsatsen är att det pekar mot att svenskar influeras av förtroende i akademin, en dragningskraft mot äventyr samt en social flexibilitet. Dock krävs ytterligare studier för att bekräfta dessa resultat.
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Qi, Gao, and Grit Lange. "Preventing Expatriate Failure -A Research on the Expatriate Selection and Training-." Thesis, Kristianstad University College, Department of Business Administration, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-3494.

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Preventing Expatriate Failure

- A Research on the Expatriate Selection and Training -

Summary

Many companies face a high failure rate of expatriates. They return earlier or have a poor job performance. With the economic globalisation, most Multinational Companies (MNCs) need expatriates to manage the subsidiaries, as expatriates are more familiar with management techniques and methods used in the MNCs than locals. Expatriate failure represents a fault both in the selection process and the pre-departure training. Therefore, we intended to investigate to what extent the MNCs were using the selection and training methods and how the expatriates evaluated these methods.

While reviewing the literature, we focused on the culture shock theory, the models of the expatriate selection and training process. Ronen’s Model for the expatriate selection, Black and Mendenhall’s Model for the expatriate training became the strong theoretical basis for our further research. Then two main hypotheses were proposed to analyse the primary data from the questionnaires.

We found that there was a gap between the theory and the reality. Most MNCs were not using the selection and training for expatriates recommended by the researchers. Admittedly, a few companies did quite well when it came to the selection and training of their expatriates. The majority of expatriates had different opinions about the selection and the training process. Most selection criteria were not conceived as useful as the theories suggested, but a great part of the training methods were recognised as important by the expatriates.

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Cranston, Sophie Clare. "Following the expatriate : producing, practicing, performing British expatriate identities in Singapore." Thesis, University of Edinburgh, 2014. http://hdl.handle.net/1842/9644.

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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.
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Books on the topic "Expatriate"

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Ernst &. Young. Expatriate taxation. London: Century House, 1991.

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(Organization), WorldatWork. Expatriate taxation. [Scottsdale, AZ]: WorldatWork, 2000.

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Bader, Benjamin, Tassilo Schuster, and Anna Katharina Bader, eds. Expatriate Management. London: Palgrave Macmillan UK, 2017. http://dx.doi.org/10.1057/978-1-137-57406-0.

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The expatriate. Westmount, Québec: Culturama Press, 2010.

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Cretton, C. P. Expatriate tax manual. 2nd ed. London: Butterworths, 1991.

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Cretton, C. P. Expatriate tax manual. London: Butterworth, 1985.

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Conway, Bryony. Expatriate effectiveness: A study of European expatriates in South-East Asia. Chichester: John Wiley & Sons, 1996.

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Conway, Bryony. Expatriate effectiveness: A study of European expatriates in South-east Asia. London: [London Guildhall University], 1994.

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Conway, Bryony. Expatriate effectiveness: A study of European expatriates in South-East Asia. Chichester: John Wiley & Sons, 1995.

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Taxation of expatriate employee. Jakarta: RajaGrafindo Persada, 2006.

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Book chapters on the topic "Expatriate"

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Haug, Bente. "Expatriate." In Encyclopedia of Tourism, 334–36. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-01384-8_442.

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Li, Yan. "Expatriate Adjustment and Expatriate Learning." In Expatriate Manager’s Adaption and Knowledge Acquisition, 7–72. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-10-0053-9_2.

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Maude, Barry. "Expatriate performance." In Managing Cross-Cultural Communication, 145–77. London: Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-0-230-34595-9_6.

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Maude, Barry. "Expatriate Performance." In Managing Cross-Cultural Communication, 161–78. London: Macmillan Education UK, 2016. http://dx.doi.org/10.1007/978-1-137-50747-1_9.

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Boncori, Ilaria. "Expatriate Adjustment." In Expatriates in China, 103–51. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137293473_7.

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Campbell, Gwyn. "Expatriate Intrigue." In The Travels of Robert Lyall, 1789–1831, 143–86. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-51648-2_4.

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Haug, Bente. "Expatriate, tourism." In Encyclopedia of Tourism, 1–2. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-01669-6_442-1.

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Farrer, James. "Expatriate narratives." In International Migrants in China’s Global City, 21–48. Abingdon, Oxon; New York, NY: Routledge, 2019. |: Routledge, 2019. http://dx.doi.org/10.4324/9781351207959-2.

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Farrer, James. "Expatriate geographies." In International Migrants in China’s Global City, 49–76. Abingdon, Oxon; New York, NY: Routledge, 2019. |: Routledge, 2019. http://dx.doi.org/10.4324/9781351207959-3.

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Farrer, James. "Expatriate society." In International Migrants in China’s Global City, 77–100. Abingdon, Oxon; New York, NY: Routledge, 2019. |: Routledge, 2019. http://dx.doi.org/10.4324/9781351207959-4.

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Conference papers on the topic "Expatriate"

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Luo, Xinyi, and Yang Gu. "Expatriate Selection." In 2022 7th International Conference on Social Sciences and Economic Development (ICSSED 2022). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220405.159.

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Park, Solip. "Understanding Immigrant/Expatriate Game Developers." In CHI PLAY '21: The Annual Symposium on Computer-Human Interaction in Play. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3450337.3483512.

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Hattingh, Marie, Machdel Matthee, and Hugo Lotriet. "Internet use and expatriate adjustment." In the South African Institute for Computer Scientists and Information Technologists Conference. New York, New York, USA: ACM Press, 2012. http://dx.doi.org/10.1145/2389836.2389857.

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Wang, Liangliang, Ying Zhang, and Rui Hu. "An Analysis of the Influence Mechanism of the Cultural Intelligence of Expatriate on Expatriate Performance." In 3rd International Symposium on Asian B&R Conference on International Business Cooperation (ISBCD 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/isbcd-18.2018.83.

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Liang, Yan, Ken Kamoche, and Jane Nolan. "Factors Influencing Expatriate Academics' Knowledge Sharing." In the 2019 2nd International Conference. New York, New York, USA: ACM Press, 2019. http://dx.doi.org/10.1145/3357292.3357312.

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O'Donnell, William J., and Dixie B. Wilson. "Employee Assistance Programs for Expatriate Employees." In SPE Health, Safety and Environment in Oil and Gas Exploration and Production Conference. Society of Petroleum Engineers, 1996. http://dx.doi.org/10.2118/35975-ms.

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Iha, Sue. "Acceptable Health Risk for Expatriate Assignment." In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2008. http://dx.doi.org/10.2118/111749-ms.

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Heng-Yu Ku and J. E. Humble. "Study of American expatriate experiences in Taiwan." In Innovation in Technology Management. The Key to Global Leadership. PICMET '97. IEEE, 1997. http://dx.doi.org/10.1109/picmet.1997.653761.

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Maskery, Nasser S. M. "Mental Health and Mood in Expatriate Workers." In SPE International Conference on Health, Safety and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2000. http://dx.doi.org/10.2118/61017-ms.

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Ewers, Michael Christopher, Bethany Shockley, and Yioryos Nardis. "Mobility Competitiveness and Security: Expatriate Perspectives from Qatar." In Qatar Foundation Annual Research Conference Proceedings. Hamad bin Khalifa University Press (HBKU Press), 2018. http://dx.doi.org/10.5339/qfarc.2018.ssahpd1122.

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Reports on the topic "Expatriate"

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Durand-Lasserve, Olivier. Policies to Nationalize the Private Sector Labor Force in a Matching Model with Public Jobs and Quotas. King Abdullah Petroleum Studies and Research Center, March 2021. http://dx.doi.org/10.30573/ks--2021-dp05.

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Gulf Cooperation Council (GCC) countries aim to employ more of their nationals in the private sector to absorb the inflow of new entrants into the labor force. They have put in place workforce nationalization policies to revert two peculiar features of their labor markets: the preference of nationals for public sector careers, and the crowding out of nationals by expatriate workers in the private sector.
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Turner, Deborah. Assessing the intercultural sensitivity of American expatriates in Kuwait. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6171.

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Ayele, Seife, Wei Shen, Tadesse Kuma Worako, Lucy H. Baker, and Samson Hadush. Renewable Energy Procurement in Ethiopia: Overcoming Obstacles in Procurement from Independent Power Producers. Institute of Development Studies (IDS), December 2021. http://dx.doi.org/10.19088/ids.2021.064.

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Developing countries are increasingly using auctions for the procurement of utility-scale renewable electricity, due to the potential for attracting private investment. However, auction design and implementation can face serious obstacles due to complex context-specific factors. In 2017, Ethiopia launched its Public–Private Partnership (PPP) policy and procurement framework to promote infrastructure development, including electricity generation. Since 2018, it has organised renewable energy auctions to procure new capacity from independent power producers (IPPs). However, the new framework faces numerous challenges. Using a literature review and primary data from more than 70 interviews and from stakeholder consultations, this study explores the political economy challenges and opportunities facing IPP project preparation, decision-making, coordination and implementation, and risks to investors. To date, Ethiopia has held two rounds of tenders to procure 1,000 megawatts (MW) of electricity from eight projects; the first tender for two solar photovoltaic (PV) projects led to the signing of Power Purchase Agreements (PPAs) and was hailed as one of the cheapest tariff rates in sub-Saharan Africa, at US$2.526 cents/kilowatt hour (kWh) over 25 years. However, none of the projects have yet become operational. This study also finds fault lines impeding the implementation of IPP projects, including the risk of foreign currency availability and convertibility of Ethiopian birr to expatriate profits. It proposes measures to overcome these obstacles and mitigate risks, to put Ethiopia on course to achieve universal access to electricity by 2030.
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Learning from Expatriate Experience After the Return Home. IEDP Ideas for Leaders, March 2015. http://dx.doi.org/10.13007/493.

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Future Trends in Electricity Demand in Saudi Arabia and the Gulf Region. King Abdullah Petroleum Studies and Research Center, October 2021. http://dx.doi.org/10.30573/ks--2021-wb05.

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Long-term electricity demand projections are fundamental for power generation expansion planning and for broader energy policy formulation. Studies show that electricity demand in Saudi Arabia and the GCC region has been growing rapidly over the past decades. This growth has several drivers, including economic growth, increasing populations and regulated electricity tariffs. However, energy price reforms and broader structural changes within these economies, along with energy efficiency initiatives and the exodus of expatriates, is flattening electricity demand.
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Future Trends in Electricity Demand in Saudi Arabia and the Gulf Region. King Abdullah Petroleum Studies and Research Center, October 2021. http://dx.doi.org/10.30573/ks--2021-wb05.

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Long-term electricity demand projections are fundamental for power generation expansion planning and for broader energy policy formulation. Studies show that electricity demand in Saudi Arabia and the GCC region has been growing rapidly over the past decades. This growth has several drivers, including economic growth, increasing populations and regulated electricity tariffs. However, energy price reforms and broader structural changes within these economies, along with energy efficiency initiatives and the exodus of expatriates, is flattening electricity demand.
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