Dissertations / Theses: '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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3

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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Herbolzheimer, Anna. "Coaching expatriates : the practice and potential of expatriate coaching for European executives in China /." Kassel : Kassel Univ. Press, 2009. http://d-nb.info/999611453/04.

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Thornberry, Natalie R. "Counseling and Expatriate Adjustment." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1435054656.

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Rosal, Anna Silvia Rosal de. "Vida de expatriado: a narrativa de executivos brasileiros solteiros." Pontifícia Universidade Católica de São Paulo, 2015. https://tede2.pucsp.br/handle/handle/15406.

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Made available in DSpace on 2016-04-28T20:39:02Z (GMT). No. of bitstreams: 1 Anna Silvia Rosal de Rosal.pdf: 821872 bytes, checksum: 1e5289facf41ea963e93a4175c165b62 (MD5) Previous issue date: 2015-03-13
Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
The economy globalization led to increased executives expatriation. For organizations, the international transfer is limited to actions that ensure increased competitiveness and, consequently, income. For the executives, this experience transcends the professional field because it involves relational aspects in his life. The number of expatriated married executives is higher than singles. Organizations believe that family is an important factor in intercultural adaptation. In this context, the objective of this research is to understand the experiences of the process of expatriation of male, Brazilian and single executives. The researcher, therefore, resorted to the method of qualitative research with a narrative approach. The results showed that both personal and professional lives are embedded in the expatriation process. Expatriation is said to be easier for singles. However, this experience is punctuated by the ambiguity of feelings arising from events that include gains, as personal development and career improvement, while entail losses, such as the exclusion from relational network, which is strongly reported by the participants. Friendships play a significant role in the lives of singles. Specificities were identified in individual and family life cycles, as well as gender issues. The experience of expatriation covers the executive's personal, family, professional and social life aspects, and points to the need to broaden the organizations perspectives on the issue, to absorb such experience in its many facets
A globalização da economia implicou aumento da expatriação de executivos. Para as organizações, a transferência internacional está circunscrita às ações que asseguram o aumento da competitividade e, consequentemente, dos resultados financeiros. Para o executivo, essa experiência transcende o campo profissional, pois envolve aspectos relacionais em sua vida. O número de executivos casados expatriados é superior ao de solteiros. As organizações acreditam ser a família importante fator na adaptação intercultural. Nesse contexto, o objetivo geral desta pesquisa é compreender a experiência decorrente do processo de expatriação de executivos homens, brasileiros e solteiros. Para tanto, recorre-se ao método de pesquisa qualitativa de abordagem narrativa. Os resultados apontam que vida pessoal e vida profissional estão imbricadas no processo de expatriação. A expatriação é referida como mais fácil aos solteiros. Contudo, tal experiência é pontuada pela ambiguidade de sentimentos decorrentes de acontecimentos que reúnem ganhos, como amadurecimento pessoal e crescimento para a carreira, ao mesmo tempo em que acarreta perdas, como o afastamento da rede relacional, vivamente relatado pelos participantes. Na vida dos solteiros, as amizades desempenham significativo papel. Foram identificadas especificidades nos ciclos vitais individuais e familiares, assim como questões de gênero. A experiência decorrente da expatriação envolve os diversos âmbitos da vida do executivo pessoal, familiar, profissional e social e remete à necessidade de ampliar o olhar das organizações sobre a questão, de forma a abranger tal experiência em suas inúmeras facetas

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Herbolzheimer, Anna [Verfasser]. "Coaching Expatriates. The Practice and Potential of Expatriate Coaching for European Executives in China / Anna Herbolzheimer." Kassel : Kassel University Press, 2009. http://d-nb.info/1011570882/34.

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Littrell, Lisa. "MENTORING EXPATRIATE EMPLOYEES: THE INFLUENCE OF MULTIPLE MENTORS ON OVERSEAS EXPERIENCES." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3408.

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Sending employees overseas for international work assignments has become a popular practice among today's multinational corporations, albeit one fraught with challenges. These expatriate employees, individuals who relocate internationally for work assignments, face many difficulties ranging from problematic adjustment to inadequate preparation. Mentoring has been proposed as one strategy for alleviating the challenges faced by expatriates and for providing the support expatriates need before, during, and after their assignments (Harvey & Wiese, 2002; Mezias & Scandura, 2005). In fact, expatriates that report having a mentor are more likely than expatriates without mentors to have positive career outcomes such as increased job satisfaction and organizational socialization (Feldman & Bolino, 1999; Feldman & Thomas, 1992). Yet, research on expatriate mentoring is still in its infancy as very little empirical research has been conducted. This study will extend past research by 1) investigating the effects of having a mentor and the amount of mentoring provided, 2) exploring the isolated impact of both career development and psychosocial support on expatriate outcomes, and 3) examining the unique impact of mentoring provided by home and host country mentors. The results revealed that the number of mentors that an expatriate reported having was not related to expatriate socialization, cross-cultural adjustment, job satisfaction, intent to remain for the duration of the assignment, or intent to turnover. The results also showed that for the expatriates having two or more mentors, having a diverse group of mentors, that is, at least one mentor from the home country and one mentor from the host country, was not related to any of the expatriate outcomes examined. Further, the results indicated that home and host country colleagues provide unique mentoring functions that predict expatriate outcomes on overseas assignments. Theoretical and practical implications based upon these findings are discussed.
Ph.D.
Department of Psychology
Sciences
Psychology PhD

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Shah, Dhara. "Indian Information Technology Expatriates on an International Assignment: Adjustment and Satisfaction." Thesis, Griffith University, 2012. http://hdl.handle.net/10072/367169.

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The realities associated with adjusting to working and living in a culturally diverse country and a new work environment brings with it challenging experiences for the Indian IT expatriate. This research explores the influence that organisational factors, prior to the assignment such as selection, pre-departure training, prior international experiences and time to prepare, as well as initial and ongoing organisational support in the host country, have on Indian IT expatriates at client sites who are on an international assignment in Australia. One of the major challenges facing Indian IT multinational companies (MNCs) is the high turnover rates among IT workers, thus making this research significant in understanding MNCs role, in terms of the cross cultural preparation and support systems provided to expatriates, that assist them prior and during the international assignment. The IHRM expatriation and adjustment literature has mainly focused on Western managerial orthodoxy and on expatriate managers going to work at their subsidiary offices. The current research worked to bridge this gap by studying a different kind of expatriate, namely IT workers at client sites and different migration context- temporary emigrant from the emerging economy of India. The research attempts to address this issue by posing the research question of ‘How do Indian IT expatriates experience their overseas assignment?’ through semi-structured interviews with two datasets and using the two theories; namely Met Expectations Theory and Perceived Organisational Support Theory. In an international context where IT workers are at client sites, it is argued that having accurate expectations of the assignment is critical for their success. These two theories will be used as a foundation for the current research investigation.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Min, Hyounae. "The relationship between perceived organizational climate and hotel expatriate adjustment." Thesis, Virginia Tech, 2011. http://hdl.handle.net/10919/42699.

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As more companies enter the international market, the need for skilled expatriate managers will continue to grow. This demand for skilled expatriate managers is particularly evident when high international standards of service are desired for serving guests from disparate locations. Although expatriates perform an important role with the success of the home company heavily dependent on them, limited research has been conducted to examine organizational-level factors regarding expatriate adjustment. This research provides a contribution to the existing literature by investigating the relationship between perceived organizational climate and adjustment. Four dimensions of perceived organizational climate of the open system model were derived from the literature: commitment to learning, shared vision, open-mindedness, and innovativeness. To measure expatriate adjustment, three facets of adjustment [(i) general, (ii) interactional, and (iii) work adjustment,] are utilized to test the influence of the perceived organizational climate. A self-administrated online survey was distributed to expatriate hotel managers via email and 71 usable responses were received. Results were analyzed using multiple regression analysis and Baron and Kennyâ s (1986) procedure. The results found in this study indicate that the overall perceived organizational climate of the open system model significantly influences the adjustment of expatriate hotel managers. The perceived organizational climate dimension of open-mindedness, however, is the only significant predictor of the general, interactional, and work adjustment of expatriate hotel managers. This study also reveals that the perceived organizational climate mediates the relationship between expatriate training and the adjustment of expatriate hotel managers.
Master of Science

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Moemken, Daniel Luke. "Social capital theory and self-initiated expatriates' intention to repatriate : German expatriate academics in the United Kingdom." Thesis, University of Kent, 2017. https://kar.kent.ac.uk/63625/.

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As the number of global expatriates continues to rise, the need to understand factors that influence their decisions to remain in their host countries or to return home increases. Self-Initiated Expatriates (SIEs) are defined as individuals who relocate across a national border, for an extended period of time, of their own volition, for work purposes. SIEs are the most prevalent expatriates globally (Finaccord, 2014) but are also some of the least understood. Expatriate academics (EAs) form a subgroup of this wider SIE group, and whilst being fairly representative, face their own unique challenges. Interpersonal links and social networks are influential in EA decisions to stay in or leave their host country, yet little is known about the exact function of networks, and how access to resources through networks influences SIE or EA decisions to remain in their host country or return to their home country. Drawing on social capital theory, this thesis develops a theoretical model that links various characteristics of EAs' ego-networks to EAs' intention to repatriate. Specifically, the model suggests that homophily, density, and hierarchy affect EAs' intention to repatriate and that EAs' national identity and career embeddedness moderate these effects. The developed hypotheses are tested using data collected from surveys among German academic expatriates in the UK Higher Education sector. In total, 213 responses were analysed using multiple regression analyses. The empirical results underline the importance of similarity of nationality between an EA and their network partners as an influencing factor on their intention to repatriate. The similarity in location of the EA and their network connections did not have any significant impact. The network density, and the EAs hierarchical position within their network also had a direct influence on intention to repatriate. The thesis contributes to current research on EAs and SIEs by providing a theory-based explanation of the effect of ego-network characteristics on EAs' intention to repatriate. It also contributes to the development of social capital theory by applying social capital logic in a novel context, clarifying the mechanisms underlying this logic and identifying boundary conditions of this logic in the context of SIE academics. The findings of this research are also relevant for HR practitioners in the UK Higher Education sector, by highlighting factors that may help or hinder the retention of key foreign academics.

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Elobeidi, Fathi A. "Degrees of expatriate management adjustment : a study of expatriate managers working in the Libyan oil industry." Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4806/.

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In this study my focus/aim/main concern is the successful or unsuccessful adjustment of non- Libyans from across the world who have worked in Libyan oil companies. I want to know what factors create success. To help me to do this I also ask some Libyan managers (who have worked out of Libya) what they think makes for success. From this data, I have derived a model which identifies the differences between all the other process models for expatriate success and my own Libyan contextual model. The study of socio-cultural and psychological adjustment in the literature on cross-cultural adjustment has maintained that there is a difference between these forms of adjustment, however I wanted to investigate the possibility that there might be a close relation between the two. My study is relevant as international mobility and cross-cultural adjustment is becoming a common experience for a growing number of employees sent on long-term international assignments. The methodology used initially starts with the collection of quantitative data then moves toward a more interpretive stance; with the collection of qualitative data therefore I adopted an interpretivist paradigm using numbers and words. In my study a questionnaire was distributed to a group of participants because of quantitative analysis of the data collected a subsequent group were identified who are at either end of the cross-cultural adjustment scale and they were invited to take part in an interview. Because of the qualitative analysis of data gathered from these interviews an exploration was carried out using thematic analysis to discover whether managerial, organisational or societal factors have had an impact on these individuals’ feelings of adjustment. A key aim was to clearly identify the factors that affect adjustment. My process model for an Arabic nation is based on the adjustment of expatriate managers working in the Libyan oil industry and highlighting the key factors that influence their ability to adjust. My findings indicate that a manager coming from an individualised society to a more collective one or vice versa, may have difficulty in adjusting or feeling they are a part of the group. Such feelings are related to the theories of social identity and social categorisation. There has been very little previous expatriate adjustment research carried out using an interpretivist methodology, which I have conducted to find out these managers’ actual perceptions hence can talk about their levels of adjustment and the need for experience.

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Neznajová, Kateřina. "Interkulturní trénink v podnikové praxi." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-192589.

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Master's thesis on Intercultural Training in Business Practice deals with the intercultural communication, opportunities for its improvement through intercultural training and actual practices in czech companies when using it. The theoretical part defines the concepts of culture, intercultural communication and intercultural training. The practical part includes research in firms in the czech market through a survey and case study in a chosen company. Based on the findings, the last part of the thesis includes proposals, how should companies use intercultural training and what are their options including a summary of their main advantages and limitations.

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Cardenas, Ramirezová Marie. "Manažer 21. století expatriant." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-4066.

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This thesis is focused to expatriates who have a live experience with working and living in Anglo-Saxon culture and in Britain's companies. The object of this thesis is to initiate readers into an area of expatriation and by own research find out the effect and opinions of managers acting in GB on management and organization architecture of Britain's companies. The first theoretical part of the thesis offers the reader information and definitions related to international human resources, expatriation, national and company culture. Their auxilliary part is identification with metod preparing of research. The key practical part is own research and answering particular research questions related to the organizational architecture of Britain's companies. The results of the thesis are findings that are compared with defined hypotheses.

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De, Saude Stefanie Maria. "South African tax - for the expatriate." Thesis, University of Cape Town, 2014. http://hdl.handle.net/11427/9173.

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Includes bibliographical references
Eisenberg de Saude inter alia assists and represents foreigners, corporates, non-resident companies and returning South Africans in their South African immigration affairs. Questions relating tax liability for the in respect of the aforementioned often arise during consultations/meetings/briefings. For this reason, I have decided to dedicate my research proposal to the aforementioned with the hope that it will equip me with sufficient knowledge to properly address and assist the foreign clients of Eisenberg de Saude in their tax uncertainties without getting a worrying feeling in the pit of my stomach. In addition to the above, I hope that my research proposal could and would be used as a guide by all relevant and interested persons in alleviating the uncertainties surrounding their tax liabilities and perhaps managing their affairs in a tax efficient manner and I hope that the material mentioned below effectively and clearly imparts what I have learned during preparing and drafting this proposal.

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Sugawara, Yosei. "Silence and avoidance: Japanese expatriate adjustment." CSUSB ScholarWorks, 1993. https://scholarworks.lib.csusb.edu/etd-project/682.

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Kuller, Claudia. "Female expatriate manager experiences in the UK and Russia: factors leading to expatriate failure in international assignments." Thesis, University of Surrey, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.658628.

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German multinational corporations (MNCs) delegate expatriates to their foreign subsidiaries to control important markets and ensure the growth of foreign activities. MNCs expect the best possible performance of expatriate managers in a different cultural setting that often presents unfamiliar working environments as well as social and economic contrasts. Such international assignments do not always end in success. Failed international transfers to foreign operations continue to challenge MNCs, due to the SUbstantial costs associated with expatriate managers' premature returns. Previous studies on expatriate failure have focused extensively on American expatriates assigned to various foreign destinations, often from an organisational perspective and with a bias for quantitative methods. Qualitative research on European expatriate managers remains scarce. This investigation focuses on German female expatriate managers assigned to two popular, yet culturally different, European expatriation destinations - the United Kingdom and the Russian Federation. In response to the growing number of women who choose to accept expatriation, German female expatriate failure in international assignments is the focus of the research presented here. Qualitative, in-depth research methods are used to explore the personal experiences of a select sample of five former expatriates assigned to each of the two host countries on long-term international assignments. Narratives from the in-depth interviews provide rich descriptions from the German female employee perspective of the entire expatriation cycle, from initial selection and preparation to the actual assignment period and repatriation. Factors contributing to the decision to withdraw from the international assignments in both culturally diverse host countries are then compared. The results for both groups show that expatriate failure is a cumulation of various factors independent from culture, including multiple missed opportunities to properly prepare for adapting to a new culture. Furthermore, the findings suggest that "expatriate failure", as a descriptive term, is likely to be too narrowly focused on the expatriate managers, as they are not necessarily solely responsible for the failure in the international assignments. The findings presented here have implications both for German MNCs assigning female expatriates to subsidiaries in the UK and Russia, and for current and future expatriate managers with positions in these countries. Overall, the findings of this investigation reveal new knowledge and opportunities to help improve the success of international assignments for both the expatriate manager and the employing organisation. Keywords: culture, female expatriate failure, expatriation, Germany, international assignment failure, qualitative analysis, Russia, United Kingdom

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Devitt, Patrick James. "Cultural intelligence and the expatriate teacher : a study of expatriate teachers' constructs of themselves as culturally intelligent." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/15388.

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This study is situated in the field of cultural intelligence (CQ) research. It involves expatriate teachers employed at a college for Emirati women in the United Arab Emirates who are all EFL trained native English speakers with a minimum of 5 years overseas teaching experience. This interpretive study explores these teachers’ understandings of cultural intelligence through individual interviews and focus groups. In so doing it contributes to the discussion on expatriate teachers constructs of what it is to be culturally intelligent, and augments knowledge on the cultural intelligence construct itself through rich qualitative data. The research design and subsequent data analysis are informed by Sternberg and Detterman’s (1986) multi-loci of intelligence theory, and Earley and Ang’s (2003) multi-factor construct of cultural intelligence; metacognitive CQ, cognitive CQ, motivational CQ, and behavioural CQ . Results suggest that these four factors of CQ feature in the respondents constructs of cultural intelligence. Metacognitive CQ is evident in the importance placed on being alert to the cultural context and of consciously assessing and reassessing cultural knowledge before making decisions about how to proceed appropriately. Cognitive CQ is displayed in the significance cultural knowledge has for the participants; the data suggest that cognitive CQ is evident in the willingness and the effort made to learn specific cultural information pertaining to the context. For the respondents the desire to travel and engage with different cultures and a confidence in their own ability to manage successfully in novel cultural settings is clear evidence of motivational CQ. The results show that not only do the participants demonstrate behavioural CQ in their actions, they also employ strategies to facilitate accurate acquisition of cultural norms of behaviour through adopting a non-threatening observe and listen approach. In addition the study produced some interesting findings related to the context and attitudes to Arab culture such as the idea of the Arabic language as a cultural ‘gate-keeper’. Other findings that warrant further study include the strong association the respondents made between language learning and CQ, close personal relationships and CQ, age and ‘stage of life’ influences on CQ development, and the correlation these respondents felt exists between EFL teacher qualities and CQ capabilities.

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Mosupye, S. (Sedumedi). "Expatriate tax in Africa : the taxation of inbound Expatriate working in Botswana, Namibia, Nigeria and South Africa." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41218.

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The growth in multinational corporations looking to expand and invest in foreign countries, particularly in the emerging markets such as Africa, has grown tremendously. “Africa is already the world’s second fastest growing economy after expanding 5% a year in the past two years, well above the global average.” (World Economic Forum, 2013). This has resulted in the movement of human capital between different tax jurisdictions and an increase in expatriates all across the world. The focus of the study is to expand on the current knowledge on the taxation of inbound expatriates working within South Africa, Botswana, Namibia and Nigeria, as the world has turned its focus on Africa in terms of investment and expansion, as supported by Shelley (2004:3), and to provide both employers and employees with knowledge of the different tax regimes (source-based taxation and residence-based taxation) found in some of the emerging and fastest growing markets in Africa: namely Botswana, Namibia, Nigeria and South Africa. It was found that the African tax landscape provides for a vast range of tax systems, of which, most are either residence–based or source-based. The tax systems of South Africa and Nigeria are similar in that they are residence-based. In each of these two countries, tax residents are taxed on their worldwide income, while non-residents are only taxed on income from specific sources. Therefore, residency is an essential concept in each of these tax systems. The above-mentioned countries, however, apply different methods and factors in determining the concept of residency. As a result of the difference in determining tax residency and differences in their domestic income tax legislations, the taxability of income earned abroad differs in these countries. The tax systems of Botswana and Namibia are similar in that they are source-based. In each of these countries, income is taxable when it is from a source or deemed source within these countries. Although in exceptional circumstances, some income which is not from a source within these countries may be taxable, relief is applied in terms of the domestic legislation, in order to lessen the burden of tax. Source is therefore a vital concept in each of these tax systems. The definition and application of the term source is different in both countries. However, similarities are found in that the source is primarily where the services were physically rendered. Both employers and employees should consider the basis of taxation (source basis and residence basis) that is applied by the prospective host country when making a decision regarding an assignment to a foreign country as this forms a major factor in how their income (both local and foreign) will be treated.
Dissertation (MCom)--University of Pretoria, 2013.
Taxation
unrestricted

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Moodley, Auvasha. "Motivation for skilled professionals to accept expatriate assignments." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/44124.

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Orientation – The researcher, under the supervision of Dr Mark Bussin sought to explore and understand the factors that influence skilled professionals to accept expatriate assignments. Research purpose – identify predominant factors that motivate skilled professional to accept or decline expatriate offers and understand the impact that age has on the priority of these factors. Motivation for the study – There is little research that has been done thus far that identifies the factors that motivate skilled professionals to accept expatriate assignments and the impact that age may have on the priority of these factors. Research design, approach and method – The researcher used an exploratory qualitative research approach and, more specifically, semi structured interviews. Main findings – Career, family and geographic location appear to be key motivational factors for skilled professionals to accept expatriate assignments. There is also an increasing importance being given to the presence of a comprehensive company policy with regard to expatriate assignments which gives the skilled professional a sense of comfort when making the decision. In addition age does not appear to influence the factors that motivate skilled professionals to accept an expatriate assignment however importance to various factors may change dependent on age and position in career at the time of making the decision. Practical/managerial implications – As a result of globalisation which is currently a very prevalent influence on the economic environment, there is an increased need for skilled professionals to accept expatriate assignments in multi-national companies. It is therefore important for employers to understand what motivates skilled professionals to accept these expatriate assignments. Contribution/value-add – Although this study is explorative and descriptive, it suggests that if management at multi-national companies are aware of the factors that motivate skilled professionals to accept expatriate assignments, they stand a better chance of being able to fill positions appropriately if they are able to meet the needs of the skilled professionals.
Dissertation (MBA)--University of Pretoria, 2014.
lmgibs2015
Gordon Institute of Business Science (GIBS)
MBA
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Vial, David G. "Journeys and border crossings : emerging issues facing the expatriate teacher : an " Ang Moh" art teacher in Singapore." Thesis, Queensland University of Technology, 2006. https://eprints.qut.edu.au/16323/1/David_Vial_Thesis.pdf.

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This qualitative research study analyses the causal conditions of educational, cultural and ideological issues that emerged as a result of Expatriate teaching experiences in secondary schools in Singapore. The study also examines how the foreign educational environment affects the performance of the Expatriate Teacher (ExT). Specifically, the results provide insight into how Expatriate Teachers (ExTs) conceive of notions of work, teaching and learning and how they come to terms with, and adjust to employment within a foreign teaching environment. Seven teacher-participants were selected on the basis of their individual experiences as an ExT or experiences working alongside ExTs. Semi-structured interviews were conducted in the UK, Singapore and Australia to explore teacher-participants' teaching conceptions and experiences. Two Pilot interviews were conducted prior to the Interview Schedules being made available to the participants. One pilot interview was subsequently included in the analysis. Aspects of Grounded Theory methodology, in particular the Constant Comparison method, were utilised to categorise and analyse data. Analysis of the data was also facilitated using the computer software programme NUD*IST 6. The findings identified three related and interwoven themes which categorised the issues as experienced by the seven teacher-participants. One is the Conditional Variables of the physical, structural and organizational setting. The second is the resident Proficiencies and Attributes of the ExT, which includes ideologies, values and expectations. The third includes Configurations of Culture such as work culture, subject culture and cultural adaptations. The study outlines how Incongruity and Dissonance can operate within and between these three themes and indicates implications for improving the experiences of ExTs and other stakeholders.

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Vial, David G. "Journeys and border crossings : emerging issues facing the expatriate teacher : an " Ang Moh" art teacher in Singapore." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16323/.

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This qualitative research study analyses the causal conditions of educational, cultural and ideological issues that emerged as a result of Expatriate teaching experiences in secondary schools in Singapore. The study also examines how the foreign educational environment affects the performance of the Expatriate Teacher (ExT). Specifically, the results provide insight into how Expatriate Teachers (ExTs) conceive of notions of work, teaching and learning and how they come to terms with, and adjust to employment within a foreign teaching environment. Seven teacher-participants were selected on the basis of their individual experiences as an ExT or experiences working alongside ExTs. Semi-structured interviews were conducted in the UK, Singapore and Australia to explore teacher-participants' teaching conceptions and experiences. Two Pilot interviews were conducted prior to the Interview Schedules being made available to the participants. One pilot interview was subsequently included in the analysis. Aspects of Grounded Theory methodology, in particular the Constant Comparison method, were utilised to categorise and analyse data. Analysis of the data was also facilitated using the computer software programme NUD*IST 6. The findings identified three related and interwoven themes which categorised the issues as experienced by the seven teacher-participants. One is the Conditional Variables of the physical, structural and organizational setting. The second is the resident Proficiencies and Attributes of the ExT, which includes ideologies, values and expectations. The third includes Configurations of Culture such as work culture, subject culture and cultural adaptations. The study outlines how Incongruity and Dissonance can operate within and between these three themes and indicates implications for improving the experiences of ExTs and other stakeholders.

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Khedr, Wessam. "Expatriate adjustment revisited : an exploration of the factors explaining expatriate adjustment in MNCs and UN organizations in Egypt." Thesis, De Montfort University, 2011. http://hdl.handle.net/2086/8690.

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This thesis aims to understand the relative influence of institutional, cultural and organizational factors on the adjustment of the United Nations’ (UN) and multinational companies’ expatriates in Egypt. The research makes a contribution to the field of expatriate research through its application of the institutional lens in examining the factors impacting on adjustment; and through testing a traditional adjustment model in an under-researched host context. As a result of the research this thesis proposes a new framework for understanding the factors impacting on adjustment which adopts a contingency perspective and incorporates a stronger focus on institutional determinants and the organisational infrastructure supporting the management of expatriates. The study relies, for its theoretical basis, on certain cultural and organizational factors borrowed from the expatriate literature, in addition to introducing other factors (mainly institutional factors) which have not been previously examined in the literature as predictors of adjustment. The research questions the utility of these organizational, cultural and institutional factors, especially those from traditional models, when applied to relatively new national and organizational contexts, the Egyptian national context and the United Nations organizational context. Both contexts are under-researched areas in the expatriate adjustment literature and in the international human resources management literature in general. The Arab cultural context introduces many differences to the Anglo-Saxon and European context, more traditionally the subject of research studies and thus it provides an opportunity for testing the wider application of expatriate models. Equally the UN is a highly multicultural organisational context with a socio-political mission which is highly distinct from the ‘for profit’ based multinational. Thus both these contextual factors offer fertile ground for the further development of a framework for understanding expatriate adjustment during contemporary times. In addition, the novelty of the context brings to the fore the opportunity for examining the utility of institutional theory as an alternative or complement to cultural theory as a way of understanding the factors influencing expatriate adjustment. In terms of the method, the research relies mainly on quantitative data obtained by surveying expatriates in multinational and United Nations organizations working in Egypt. In addition a qualitative technique (interviews) was used to aid questionnaire development and data contextualization. The results highlight the role of institutional measures in explaining expatriate adjustment. The evidence suggests that the institutional variables provide additional explanatory power beyond that provided by traditional factors studies. However, the research also demonstrates that the institutional measures do not replace the cultural measures and therefore there is not a substitution factor at work. Rather, we would argue that the institutional lens provides additional understanding and is tapping into other factors not already captured through measures of culture. The research puts forward a contingency model incorporating additional organisational and institutional variables which are often overlooked or underemphasised in some of the traditional organisational focused models.

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Adamska, Joanna, Kamila Karcz, and Rongzhi Liu. "How to survive as an expatriate in China." Thesis, Växjö University, School of Management and Economics, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-1162.

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The increase of foreign direct investment in China has resulted in the presence of a number of Western expatriates working in Sino–foreign joint ventures. These expatriate managers have to make things work in absolutely new settings. Therefore, without cross-cultural trainings, they may have very stressful experience in China. Understanding of the Chinese culture and Chinese society may ultimately save much frustration and money. With our thesis therefore we would like to explore how companies manage training processes before sending expatriates to China, and prepare them for further knowledge transfer to the employees in China. This has lead us to the following research question: “How do the Western companies manage process of sending expatriates to China?”

The research is based on the experiences of three companies: IKEA, Texol Technical Solutions and NCR and demonstrates possible means that can be engaged by the companies to facilitate adjustment processes of their expatriates in China. The empirical data were gathered from interviews with managers from the mentioned companies. In order to analyze our empirical findings we present literature that was structured as follows: Training in the international context, training in the Chinese context and communication between expatriate and local employees. Both the literature review as well as our empirical data with analysis aspire to provide the reader with an in depth study of the importance of the selection of the right candidates and the provision of trainings, as it can help both to understand the unique Chinese cultural and business characteristics environment as well as effectively and efficiently to operate in China.

In our conclusions we present our findings regarding the following issues: support for the expatriates; training of the Chinese employees and importance of communication. Based on our analysis we introduce our recommendations for the three companies, including: Selection of the right candidates, presence of action plans, motivation and incentives, trainings, contact with the company and other expatriates during the assignment and importance of repatriation.

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Cruz, Christine S. "Use of technologies for American expatriate training." Thesis, Pepperdine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1542256.

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This study examined the use of technology-based training and development within expatriate populations after the 2008 global recession. A quantitative survey design was used to collect data. The study results were shared with a live, face-to-face group forum of training and development practitioners. A total of 46 participants answered the survey. Findings related to participant demographic data as well as their perceptions regarding the impacts of the 2008 recession, training timing and topics, and training methods were reported. The study findings indicated that the 2008 global recession did not have a strong impact on these participants. They also tended to receive training after they arrived onsite. Technology-based training was not viewed as highly effective by expatriates. Rather, it is traditional instructor-led classroom training that best prepared American expatriates for their work assignment abroad, second to blended learning of classroom and technology training.

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Sonoda, Ayano. "Japanese Expatriate Women in the United States." TopSCHOLAR®, 2013. http://digitalcommons.wku.edu/theses/1319.

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Expatriation from Japanese companies has been considered mainly for men. This research focuses on gradually increasing Japanese expatriate women’s experiences in the United States. Using structuration theory (Giddens, 1984) and doing gender (West & Zimmerman, 1987), gender practices and (re)production of gendered structure at Japanese organizations in the United States are illustrated. It is exploratory research without prior research focusing on the subjects. Literature review, therefore, covers three relevant areas: women in workplace in Japan, Japanese expatriates in the United States, and women in international assignments from western countries. This research employs qualitative research method to understand the social world of Japanese expatriate women in the United States. Twenty participants are gathered through convenience and snowballing sample techniques. Findings are in two areas: private and organizational spheres. Gender plays a significant role in both areas. Organizations are officially gender free, but it is time to face that women are disadvantaged because of their gender. Particularly, most of participants reproduce gendered practice that expatriation is for men or women who can work like men. Therefore, an expatriate woman with a child and another with trailing husband in the United States face challenges. Japanese companies should acknowledge that organizational system do not reflect women’s perspectives at expatriatism. Japanese expatriate women should also take an active role in networking and mentoring for greater participation of women in international assignments in the future.

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Brown, Robert James. "The impact of expatriation on expatriate couples." Thesis, City University London, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.269420.

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Staveley, Ryan Texas. "American Expatriate Retention Factors in Saudi Arabia." Thesis, Baker College (Michigan), 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13427162.

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International assignment experiences assist personnel over time by helping them acquire new business skill sets, global perspectives, and essential intermediate- and advanced-level cross-cultural competencies, which collectively benefit all stakeholders. The purpose of this study was to explore the impact of organizational culture, compensation practices, and job designations during the American expatriate’s career process to maximize retention rates within the Saudi nonacademic local-clientele training sector. The cultural dimensions theory, the model for expatriate selection, and the model for expatriate training framed this study. A qualitative multiple-case research methodology featured a 10-question survey and a 10-question interview with 15 American expatriates representing 11 Saudi organizations. Themes were developed for each research question. Findings for less experienced expatriates showed more career development opportunities and leadership from experienced section managers were needed. Findings for more experienced expatriates showed more active employment policy adaptations were needed. The findings of this study suggested retention is impacted significantly when American expatriates are valued, encouraged to grow career prospects, and inspired to recruit additional personnel to accept foreign mission assignments. A ten-phase career process (TPCP) was developed to identify the exact phase expatriates considered departure. The results of this research will assist organizational decision makers and support level personnel in understanding the most urgent requirements and provide insight into techniques to properly support expatriates most efficiently and cost-effectively.

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Weber, Thomas Anthony. "Expatriate knowledge transfer phenomena in defense corporations." Thesis, Indiana Institute of Technology, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10239973.

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Expatriate knowledge transfer is often disrupted, which creates a loss of learning for the sending organization. Lack of knowledge transfer also causes a loss of competitive advantage for corporations. This study investigates barriers to knowledge transfer for expatriates in a US-based defense company. This research examines knowledge transfer through the lived experiences of expatriates, focusing on the characteristics of “ability to transfer” and “motivation to transfer” and their representation as “noise” in the communication system. This research uses qualitative methods to explore whether barriers to knowledge transfer exist within a corporation. This phenomenological case study provides a way to understand the social interaction between expatriates and their organization from the expatriates’ perspective. This research contributes to the understanding of the phenomenon around knowledge transfer. The data collected from the expatriates showed many different themes, but the most prevalent was their reliance on their social networks. The most common barrier for knowledge transfer dealt with supervisory interactions and the lack of formal knowledge documentation processes. There were also many other barriers noted by the expatriates, but these barriers were overcome through an expatriate’s focus on personal responsibility.

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Wurtz, Olivier. "Expatriate coping : theorical framework, determinants, and effectiveness." Thesis, Jouy-en Josas, HEC, 2012. http://www.theses.fr/2012EHEC0009.

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Ce travail porte sur des aspects souvent oubliés de l'expatriation : les réactions des individus. A partir des théories du « coping » (faire face), et de la collecte de 559 questionnaires, les actions et cognitions des expatriés sont examinées au sein de trois essais – deux portants sur les facteurs qui affectent ces réactions, et le troisième sur leurs conséquences.Le premier essai étudie le soutien social organisationnel et révèle que le supérieur de l'expatrié possède une influence émotionnelle : son soutien facilite l'acceptation et la réinterprétation positive des difficultés auxquelles l'expatrié fait face. L’aide provenant des pairs a des conséquences plus instrumentales, favorisant la recherche d’informations et de conseils.Le second essai montre que différentes catégories d’expatriés réagissent différemment aux défis de l’expatriation : les femmes ont davantage recours à du soutien social, et ont plus de facilité à accepter leur expérience et à la voir de manière positive que les hommes. Les jeunes ont davantage de risque de consommer alcool et drogues que leurs aînés, et les expatriés ayant initiés eux-mêmes leur expatriation ont des réactions plus émotionnelles que les expatriés classiques. Enfin, dans un troisième travail l’influence des réactions des expatriés sur leur adaptation est examinée. Il en ressort notamment le rôle positif des réactions d’acceptation, ainsi que les risques à limiter ou arrêter ses efforts
Some individuals enjoy their expatriation to the point of being reluctant to eve come back to their home country, but some experience terribly hard times. This research seeks to advance knowledge in the understanding of this variance by applying coping theory and methodologies. Three essays based on 559 questionnaires. Filled out by expatriates examine expatriate reactions. The first two aim to uncover antecedents of individual behavior ad cognitions abroad, while the third essay investigates the effectiveness of these reactions.The first essay focuses on the role of organizational social support and shows that supervisor’s influence is emotional, facilitating emotion-focused engagement coping reactions, such as acceptance or positive reappraisal, whereas peer support is more instrumental, easing the search for useful information and advice.The second essay focuses on expatriate categories that have been neglected for a long time in research: the self-initiated, female and young. This work shows that women use more social support and display more acceptance and positive reappraisal to face the problems of expatriation, the young are more at risk of drinking alcohol and taking drugs, and self-initiated expatriates have more emotional reactions than organizational ones.Finally, the third essay analyzes coping consequences. It notably shows that being able to realize and accept expatriation hardships (acceptance) facilitates adjustment. It also appears that giving up trying to solve the problems one is face with a dangerous reaction, jeopardizing professional and cross-cultural adjustment

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Wong, Bik Fun. "Students' attitudes toward the expatriate teachers scheme." HKBU Institutional Repository, 1998. http://repository.hkbu.edu.hk/etd_ra/121.

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Yule, Elisa W. "Practicing across cultures : perspectives of expatriate professionals." Phd thesis, Faculty of Health Sciences, 2008. http://hdl.handle.net/2123/7734.

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Teo, Yong Peng Wilson. "Exploring the challenges of working with expatriates : a study of the socio-cultural structure of the Thai business model." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/exploring-the-challenges-of-working-with-expatriatesa-study-of-the-sociocultural-structure-of-the-thai-business-model(879b958e-efba-4267-aa67-0da50a487412).html.

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This thesis explores the Thai business model, its history and culture, and the challenges of working with expatriates from the perspectives of Thai employees. Given Thailand's rich and complex history, difference in working styles between Thais and expatriates is not unexpected. This research aims to provide a detailed analysis of this relatively neglected field. Generally, there is a dearth of literature in the English language that reflects the perspectives of Thais regarding their working relationship with expatriates. In-depth information on Thai traditional values and culture in the English language is not readily available due in part to many Thai words not having English equivalents. This has led to a lack of in-depth knowledge about Thai employees, their working attitudes and the elements that make Thais what they are today. Thailand is not known as exemplary in terms of business ethics, professionalism or efficiency. Does this mean that management methods from developed nations are superior and could be applied wholly in Thailand? Would it be possible for Western expatriates to apply their management techniques across the board within the Thai business context, where culture and traditional values are deeply embedded?In seeking insights to these questions and possible solutions, and to obtain in-depth and rich information, this study adopts the survey method and uses interviews conducted with twenty Thai employees who work regularly with expatriates. The findings reveal that Thai working culture is multi-faceted and extremely complex, and that there are significant differences between Thai and expatriate cultures and attitudes that remain poorly understood. Furthermore, despite the conventional belief that Western management methods are superior and should be applied to the Thai business model, the evidence suggests that some Thai traditional values might actually be beneficial for both parties, as well as the organisation they are working for. This study has found that whilst it might be true that some Western influences can be positive, such as the reduction of high-level corruption and a focus on time management, certain traditional values might be worthwhile for expatriates to assimilate, such as kreng jai (similar to being considerate) and hen jai (similar to being understanding). This thesis concludes by suggesting that a compromise or middle ground approach is the way forward for both Thais and expatriates, where the merits of their respective work cultures could complement the other to achieve the overall well-being of the organisation and the people working in it.

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Osland, Joyce Sautters. "The hero's adventure: The overseas experience of expatriate business people." Case Western Reserve University School of Graduate Studies / OhioLINK, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=case1054660024.

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Soininen, Vilma-Ida, and Mabro Rebecca Mannebratt. "Factors Influencing Cross-Cultural Adjustment: Swedish Expatriates in East Asia Pacific." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39977.

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Background: Today the world is getting more globalized, which has led to multinational companies sending out expatriates on foreign assignments. Mostly expatriates’ responsibilities are to transfer knowledge from the headquarters to the subsidiary and to improve the communication between the headquarters and the subsidiary. Expatriate assignments have a high failure rate and are costly. Nordic companies are sending out a growing number of expatriates today. Furthermore, Swedish people are argued to be comfortable acting in a global context. Problem: When the expatriate moves to a new country, it is crucial for him or her to adjust in order for the expatriate assignment to become successful. Good expatriate adjustment is likely to lead to completing the assignment as well as performing well during the assignment. Existing research in the field states that there is need for more research about expatriate adjustment. Furthermore, few researches have been conducted about Swedish expatriates, and research conducted about expatriates from other nations might not apply to Swedish expatriates. Purpose: Considering the increased globalization and the growing number of expatriates, along with the research gap and the complex adjustment process, the purpose of this thesis is to examine which factors influence the adjustment process of Swedish expatriates going to East Asia Pacific. Method: Exploratory research was used to explore the factors influencing the adjustment process of Swedish expatriates who went to East Asia Pacific. With an abductive approach deeper knowledge about the adjustment process was gained. Empirical data was collected through a qualitative research consisting of eight in-depth interviews, which was analyzed by making use of qualitative content analysis method. Conclusion: The major conclusion of this research is that factors influencing Swedish expatriates’ work, general, and interaction adjustment in East Asia Pacific are cross-cultural training, language ability, adjustment of the spouse, and role clarity.

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Kong, Xianglin, and Jingjing Wu. "Expatriate management of Emerging Market Multinational Enterprises : Influence of informal institutional environment on expatriate effectiveness with the case of Chinese MNEs." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-301160.

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In face of the rapid globalization, more and more emerging market MNEs (EMNEs) are assigning expatriates to establish and manage overseas tasks in order to gain the competitive advantages in global markets. Consequently, the issue of expatriate management within the context of EMNEs has become an important concern in the field of IHRM. The purpose of the thesis is to delineate how expatriate management of Chinese MNEs that shaped by unique Chinese informal institutional environment may impact upon the expatriate effectiveness (work adjustment and job performance) in foreign countries. The thesis uses a qualitative research and collects empirical data from 11 Chinese expatriates working in 3 different Chinese MNEs’ Nordic divisions. The empirical results reveal the fact that Harmony is positively related to work adjustment through indoctrinating the specific corporate value, Group Orientation (family attachment) has positive relationship with job performance, Top-down control has negative relationship with work adjustment because of the hierarchy pressure, and Guanxi has no link with expatriate effectiveness under the given regulations and staffing policies. In the context of EMNEs, the influences of four different informal institutional factors are able to intervene the IHRM practices so as to increase or decrease the expatriate effectiveness.

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Neilson, George Arnold. "Expatriate selection, training, family issues and repatriation : putting theory into best practice for expatriate success in Australia, Singapore and Malaysia /." Full text available, 2002. http://adt.curtin.edu.au/theses/available/adt-WCU20030826.110510.

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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Thesis, Curtin University, 2002. http://hdl.handle.net/20.500.11937/274.

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For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.

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Neilson, George A. "Expatriate selection, training, family issues and repatriation putting theory into best practice for expatriate success in Australia, Singapore and Malaysia." Curtin University of Technology, School of Management, 2002. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=13387.

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Abstract:

For both large and small companies involved in the internationalisation of world-wide markets, the successful management of expatriate assignment is an important part of overseas commercial activities.This investigation was concerned with expatriate management in fifty, multinational and international organisations in Australia, Singapore and Malaysia to contribute to the enhancement of success and reduction of failure of expatriate assignments.Data was collected to heighten the awareness of practitioners and academics to the value of dealing differently with expatriates. In forecasting the value of expatriates and the importance of global trade in the future, it was shown that the most successful companies are those able to identify and select an ample number of appropriate international managers. Where suitable candidates for relocation are not selected, higher than normal turnover occurs.The unique Australasian models developed and tested in this thesis are a direct response to the results of current research and encourage current practice to be less static. resulting in the rate of expatriate failure being reduced substantially.

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47

Holeksa, Rostislav. "Postavení a role expatriotů ve vybraných organizacích." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2011. http://www.nusl.cz/ntk/nusl-223148.

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The master's thesis investigates the employment of foreigners in the Czech Republic, work, personal, and family life of expatriats, community life and other influence over the integration of expatriats. In the theoretical part there are drawn up basic theoretical attitudes to these problems. In the practical part you can find the results of the interviews realized with expatriats. On the basis of the results the analysis of quality data was realized and the changes were suggested. They are aimed to make easy and streamline cooperation of all parties concerned.

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Lloyd, Jennifer Anne. "Bodies over borders : trans-sizing the expatriate experience." Thesis, University of Newcastle upon Tyne, 2015. http://hdl.handle.net/10443/3048.

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This thesis introduces the concept of trans-sizing to explore the discursive, embodied and relational experiences of expatriate women in Singapore, and the multiple ways that body size and migration experiences intersect within different spaces in the city. The thesis is based on empirical research with women living in Singapore who identified themselves as expatriates. The focus of this study is upon the ways that experiences of body size shape narrations of migration. I explore this relationship through discursive constructions, embodied and emotional experiences and relational encounters. I argue that body size is spatially contingent and significant to the way that identity, difference and migration are imagined and narrated within the city. Furthermore, I argue that narrations of body size are constructed through gendered, medicalised, classed and racialised discourses that divide women from different places. The study explores the multiple ways that experiences of body size and migration intersect in social and cultural spaces within Singapore. I situate this research in the intersections of geographical work on migration and the interdisciplinary field of Fat Studies. In so doing, I highlight the centrality of body size as an axis of identity that is inherently geographical (Longhurst, 2005). Drawing on an in-depth analysis of 45 individual interviews and one focus group, the study values the words and experiences of expatriate women, providing a nuanced and innovative approach to explorations of migration, gender and body size. By developing the concept of trans-sizing, this research responds to the need for cross-cultural approaches to critical work on body size (Cooper, 2009), the gendered nature of expatriate migration (Fechter and Walsh, 2012), and embodied studies of transnationalism (Dunn, 2010), and contributes to the growing body of work that explores body size from a critical and spatial perspective (Colls and Evans, 2009).

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Butt, Yiu-ming Brian, and 畢耀明. "Local terms of employment for expatriate civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266320.

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Chan, Chi-yan Henry, and 陳志恩. "Local and expatriate leadership styles amongst civil engineers." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B42128341.

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Dissertations / Theses on the topic 'Expatriate'

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