Relevant bibliographies by topics / Expatriate experiences

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
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Academic literature on the topic 'Expatriate experiences'

Author: Grafiati
Published: 19 February 2023

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Journal articles on the topic "Expatriate experiences"

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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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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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Richardson, Christopher. "It's all in the past: how do colonial legacies between host and home countries affect the expatriate experience?" Journal of Global Mobility: The Home of Expatriate Management Research 10, no. 1 (December 15, 2021): 36–54. http://dx.doi.org/10.1108/jgm-05-2021-0060.

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PurposeWithin the expatriation subset of the wider IB literature, the focus of research has been on contemporary contextual factors. The purpose of this paper is to link the present to the past by investigating how the individual expatriate experience may be affected by a colonial legacy between host and home countries.Design/methodology/approachGiven the exploratory nature of this study, a qualitative interview-based approach eliciting thick, detailed descriptions of the practical experiences of seven Japanese expatriate managers working in Malaysia was adopted. These were supplemented by additional interviews with three host-country nationals who work alongside some of the expatriates. The data were analysed through a two-stage coding process.FindingsThe expatriate respondents were largely unanimous in their view that the colonial past between the two countries had no negative impact on their experiences in Malaysia, and the Malaysian interviewees corroborated this. On the contrary, the majority of the expatriates actually spoke positively about their experiences. This was especially true for expatriates in both the tourism and education/research field whose work was linked in some way to the period of Japanese occupation.Research limitations/implicationsThe small, single-context nature of the investigation limits generalisation. There are also many particularities in this study (the nature of Japanese-Malaysian postcolonial relations, cultural values of the Malaysians and Japanese, and so on) that are perhaps not easily relatable to other contexts. Having said this, qualitative research is not always geared towards generalisability but rather towards contextual intricacies and nuances.Originality/valueWhile most of the extant literature on expatriation has examined largely contemporary factors, this paper explores the impact of more historical events on the expatriate experience. Although such events may seem distant from an expatriate's current activities, this study suggests that in certain circumstances, they may have a lingering effect.
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Othman, Irma Wani. "THE SIGNIFICANCE OF FAMILY SOCIAL STRUCTURE AND THE RELATIONSHIP OF FRIENDS IN INFLUENCING THE EXPATRIATE ACADEMIC EXPERIENCE IN PUBLIC UNIVERSITIES MALAYSIA." International Journal of Politics, Public Policy and Social Works 1, no. 3 (December 15, 2019): 14–31. http://dx.doi.org/10.35631/ijppsw.13002.

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The identification of family structure and friendship relations is vital in influencing the expatriate’s experience. A family is defined as a group of individuals who have a family bond through marriage or descent who live together in a life led by a family leader and made up of living spouses, children and immediate family. While friendly relationships refer to good social networks with local employees in creating a conducive environment at work. This study examines the experience of expatriates on their own initiative in pursuing expatiations with family influence and supportive friendships. The question raised is whether expatriates who face less conflict between work and life tend to bring positive aspects of daily life born of a stable family system to work. The choice of case study as the design of the study is to deepen the occurrence of events related to the interaction of the environment of a social unit consisting of individuals, groups, organizations or local communities. The research was carried out by qualifying in-depth qualitative interviews with 30 expatriate academics selected from four Malaysian public universities. Family members' interpretations of the meaning of their experiences of expatriate experience give expatriates a right to remain in their host country. While the moral support of the friendship provides a positive indication of the performance exhibited by the expatriates in the context of their work during their international assignments.
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Ciuk, Sylwia, and Doris Schedlitzki. "Host country employees’ negative perceptions of successive expatriate leadership: the role of leadership transference and implicit leadership theories." Journal of Global Mobility: The Home of Expatriate Management Research 10, no. 1 (October 13, 2021): 80–104. http://dx.doi.org/10.1108/jgm-04-2021-0044.

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PurposeDrawing on socio-cognitively orientated leadership studies, this paper aims to contribute to our understanding of host country employees’ (HCEs) negative perceptions of successive expatriate leadership by exploring how their memories of shared past experiences affect these perceptions. Contrary to previous work which tends to focus on HCEs’ attitudes towards individual expatriates, the authors shift attention to successive executive expatriate assignments within a single subsidiary.Design/methodology/approachThe paper is based on an intrinsic case study carried out in a Polish subsidiary of an American multinational pharmaceutical company which had been managed by four successive expatriate General Managers and one local executive. The authors draw on interview data with 40 HCEs. Twenty-one semi-structured interviews were conducted with staff who had been managed by at least three of the subsidiary’s expatriate leaders.FindingsThe authors demonstrate how transference triggered by past experiences with expatriate leaders as well as HCEs’ implicit leadership theories affect HCEs’ negative perceptions of expatriate leadership and lead to the emergence of expatriate leadership schema.Originality/valueTo the best of the authors’ knowledge, this is the first study that explores the role of transference and implicit leadership theories in HCEs’ perceptions of successive executive expatriate assignments. By focussing on retrospective accounts of HCEs who had been managed by a series of successive expatriate leaders, our study has generated a more nuanced and contextualised understanding of the role of HCEs’ shared past experiences in shaping their perceptions of expatriate leadership. The authors propose a new concept – expatriate leadership schema – which describes HCEs’ cognitive structures, developed during past experiences with successive expatriate leaders, which specify what HCEs believe expatriate leadership to look like and what they expect from it.
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Takeuchi, Riki, Yixuan Li, and Mo Wang. "Expatriates’ Performance Profiles: Examining the Effects of Work Experiences on the Longitudinal Change Patterns." Journal of Management 45, no. 2 (April 12, 2018): 451–75. http://dx.doi.org/10.1177/0149206317741195.

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Using four-wave, longitudinal, archival data sets from an expatriate sample (237 engineers and 191 managers) working in China, we explore whether different performance change patterns exist for expatriates during their international assignments and how work-related experiences accumulated prior to the assignments relate to performance change patterns. Using a latent class growth analysis, we identify the coexistence of four distinct longitudinal change patterns of expatriate job performance (i.e., u-curve, learning-curve, stable high-performance, and stable low-performance patterns). Further, we demonstrate that three different types of prior work experiences (i.e., international, job, and organizational) are important antecedents of such performance change patterns. Specifically, expatriates with moderate levels of work experiences displayed a u-curve pattern, expatriates with a high level of international work experience but low levels of job and organizational experiences displayed a learning-curve pattern, expatriates with an abundance of work experiences started off with a high level of job performance and maintained this performance level over the course of the international assignment, and expatriates with insufficient work experiences started off with a low level of job performance and were unable to improve their performance during the course of their international assignments. This set of findings contributes to the expatriation literature by highlighting the coexistence of multiple subgroups with different performance-change patterns based on prior work experiences and providing an effective integration of the social learning perspective and the human capital accumulation perspective.
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Erogul, Murat, and Afzalur Rahman. "The Impact of Family Adjustment in Expatriate Success." Journal of International Business and Economy 18, no. 1 (July 1, 2017): 1–23. http://dx.doi.org/10.51240/jibe.2017.1.1.

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Family adjustment to a new country plays a significant role in expatriate success. This paper investigates the reasons behind expatriate failure relative to personal characteristics of partner, family characteristics, and cultural distance. The authors discuss family related issues and contribute to the better understanding on the problems that cause expatriate failure through identity theory and investigate how organizations could support the expatriate experience by taking into consideration the role of the spouse and family, along with cultural distance to the expatriate destination. There are only a few studies that link experiences of expatriate family and partner to international assignment success. We add to this research by examining the spouse and family adjustment process through the use of identity theory. We provide guidelines on the impact of family adjustment in expatriation literature to help organizations better equip both the expatriate employee and their family with sufficient cross-cultural training and social learning opportunities. Our contribution provides a level of analysis on determining expatriation success factors and guiding organizations in facilitating the cultural adjustment of expatriates and their families. The paper provides implications to industry and practice on key success factors needed to reduce failure.
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Dos Santos, Luis Miguel. "Stress, Burnout, and Turnover Issues of Black Expatriate Education Professionals in South Korea: Social Biases, Discrimination, and Workplace Bullying." International Journal of Environmental Research and Public Health 17, no. 11 (May 29, 2020): 3851. http://dx.doi.org/10.3390/ijerph17113851.

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The purpose of this study is to understand expatriate educators’ overall teaching experiences and opinions about living in South Korea. The research study sought to explore the relationship between stressors and social biases against Black individuals and their suicidal behaviours and turnover decisions. The approach of stress, burnout, career decision, and suicide guided this study as the lens. The research method for this study included a phenomenological analysis of two sessions of semi-structured interviews with 18 Black expatriates in the field of education in South Korea. The results indicate that their experiences were impacted by unfairness against individuals based on their skin colour and nationalities. The outcomes of this study highlight the major difficulties experienced by foreign professionals living in South Korea. They can be used by human resource professionals, school administrators, and government leaders to reform their current policy and improve expatriate experiences so as to prevent turnover.
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Pekerti, Andre Anugerah, Quan Hoang Vuong, and Nancy K. Napier. "Double edge experiences of expatriate acculturation." Journal of Global Mobility 5, no. 3 (September 11, 2017): 225–50. http://dx.doi.org/10.1108/jgm-08-2016-0037.

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Purpose The purpose of this paper is to bring to light the double edges faced by individuals who have international and multicultural experiences. The implication is that these individuals encounter acculturation challenges, and also gain from their multiculturality. The authors adopt Berry’s (2011) integration and multiculturalism framework to analyze the experiences and challenges that multi-culturals face. This paper suggests ways to glean the silver lining within organizations to help manage and master multicultural experiences in the workplace to benefit both individuals and organizations. Design/methodology/approach The authors used empirical materials from expatriates who have worked across multiple cultural contexts. Based on these the authors present three examples to illustrate how expatriates and multicultural individuals place themselves in situations where they experience contact and challenges associated with adopting multiple cultures. The authors then analyze these examples to show how the experiences involve psychological-level integration challenges for Multi- and n-culturals. Findings The three multicultural expatriate examples suggest that individuals with international and multicultural experiences who are successful at managing their experiences develop cognitive and behavioral complexity. However, these individuals also face continuous acculturation including cognitive and ethno-cultural identity conflicts such as, rejection from multiple cultural perspectives because they continually cross-multiple cultural microcosms. Suggestions are presented to help maintain one’s sense of self-worth and minimizing ethno-cultural conflicts. Research limitations/implications Notwithstanding the value of analyzing the examples of expatriate acculturation experiences, the limitation to the examples is that it is limited to the experience of three individuals. However, the examples were effective in raising points to discuss relevant challenges and/or the double-edged reality faced by boundary spanners, multi-, and n-culturals. Practical implications The paper presents possible ways multi- and n-culturals navigate through their multiculturalism, including suggestions to help individuals who struggle with their multiculturalism through mentoring. Social implications The paper highlights the challenges of acculturation and suggests ways that individuals can overcome these challenges. It further suggests how organizations can take advantage of such individuals by utilizing existing personnel within the organization. Originality/value The paper is one of the few that acknowledge multiculturalism is highly challenging even for successful multi-culturals and n-culturals. Currently the literature is scant concerning how individuals can manage and master multicultural experiences in the workplace. The paper suggests a number of useful strategies for individuals and organizations to manage the challenges.
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Selmer, Jan, and Jakob Lauring. "Self-initiated expatriates." Cross Cultural Management 21, no. 4 (September 30, 2014): 422–36. http://dx.doi.org/10.1108/ccm-01-2013-0005.

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Purpose – As it has been suggested that adult third-culture kids may be more culturally adaptable than others, they have been labelled “the ideal” expatriates. The purpose of this paper is to explore the adjustment of self-initiated expatriate academics in Hong Kong, comparing adult third-culture kids with adult mono-culture kids. Design/methodology/approach – The authors use survey results from 267 self-initiated expatriate academics in Hong Kong. Findings – Exploratory results show that adult third-culture kids had a higher extent of general adjustment. No significant results were found in relation to interaction adjustment and job adjustment. The authors also found that recent expatriate experiences generally had a positive association with the adjustment of adult mono-culture kids, but this association only existed in terms of general adjustment for adult third-culture kids. Originality/value – Once corroborated by further studies, this exploratory research project may contribute to the understanding of the adjustment of adult third-culture kids as well as the role of experience and multicultural abilities. Few, if any, prior studies, have examined adjustment of this group of self-initiated expatriates.
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Dissertations / Theses on the topic "Expatriate experiences"

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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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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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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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Russell, Roger Chesley. "Expatriate managers' immersion in another culture: a phenomological study of lived experiences." Thesis, Curtin University, 2006. http://hdl.handle.net/20.500.11937/396.

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Although adjusting to a foreign culture is not easy, being immersed in another culture is an experience lived by a growing number of persons in the globalized world. For expatriate managers, successful adjustment is imperative and fundamental in establishing overall effectiveness during overseas assignments. It is intriguing that organizations often blame the individual when expatriate assignments fail (Deresky 2002; Hodgetts and Luthans 2000; Swaak 1995a; Tung 1987) rather than recognizing that others may lack understanding of what it is like to be immersed in another culture. A study of Canadian expatriate managers who have worked in non-government organizations (NGOs) in Indonesia is presented. The research focuses on interpreting the lived experience of expatriate managers using their own words and meanings. Written descriptions from research participants were obtained via email and analysed/synthesized using Giorgi's descriptive phenomenological method (Giorgi 1975; 1985; Giorgi & Giorgi 2003). The central finding of the study is that expatriates experience paradoxical ways of being including feelings of: understanding/not understanding, discomfort/comfort, powerfulness/powerlessness, belonging/not belonging, being open to the new culture/yet holding on to own culture, freedom/restriction, being supported/not supported, and being unchanged/changed when immersed, living and working in another culture. The new knowledge and understanding obtained from this research may result in alterations to present human resource management practices and strategies utilized in facilitating and supporting expatriate assignments. These changes will enhance the experience for expatriate managers and organizations alike.
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Russell, Roger Chesley. "Expatriate managers' immersion in another culture: a phenomological study of lived experiences." Curtin University of Technology, Curtin Business School, 2006. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=16807.

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Although adjusting to a foreign culture is not easy, being immersed in another culture is an experience lived by a growing number of persons in the globalized world. For expatriate managers, successful adjustment is imperative and fundamental in establishing overall effectiveness during overseas assignments. It is intriguing that organizations often blame the individual when expatriate assignments fail (Deresky 2002; Hodgetts and Luthans 2000; Swaak 1995a; Tung 1987) rather than recognizing that others may lack understanding of what it is like to be immersed in another culture. A study of Canadian expatriate managers who have worked in non-government organizations (NGOs) in Indonesia is presented. The research focuses on interpreting the lived experience of expatriate managers using their own words and meanings. Written descriptions from research participants were obtained via email and analysed/synthesized using Giorgi's descriptive phenomenological method (Giorgi 1975; 1985; Giorgi & Giorgi 2003). The central finding of the study is that expatriates experience paradoxical ways of being including feelings of: understanding/not understanding, discomfort/comfort, powerfulness/powerlessness, belonging/not belonging, being open to the new culture/yet holding on to own culture, freedom/restriction, being supported/not supported, and being unchanged/changed when immersed, living and working in another culture. The new knowledge and understanding obtained from this research may result in alterations to present human resource management practices and strategies utilized in facilitating and supporting expatriate assignments. These changes will enhance the experience for expatriate managers and organizations alike.
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Russell, Roger Chesley. "Expatriate managers' immersion in another culture : a phenomenological study of lived experiences /." Full text available, 2006. http://adt.curtin.edu.au/theses/available/adt-WCU20070205.153552.

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Sanderson, Kay. "The experiences of expatriate acadmics : a case study in the United Arab Emirates." Thesis, Lancaster University, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.552831.

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This study gathers the experiences of a group of academics who have chosen to take up new academic positions in the United Arab Emirates. This was to be able to explore, from the perspective of the academic, the move from the familiar to the unfamiliar, to determine the reasons behind their move and to consider the impact this may have on their future career direction. The project builds on a small body of literature exploring the experiences of expatriate academics and significantly adds to this research. Much of the available literature is now over ten years old, so this research project has provided an opportunity to update the available research. This project investigated the experiences of eighteen expatriate academics of twelve nationalities working in a range of higher educational institutions in the United Arab Emirates. Semi-structured interviews were used to acquire the information and the resultant data was interrogated using the General Inductive approach. The fmdings demonstrate that career and money are not the prime motivators to make people decide to go. They are supporters ofthe underlying drive to improve aspects of the academic's personal life, especially that of their family. Fundamentally it is a lifestyle decision which drives the decision to relocate in many cases and provides the motivation to overcome the many challenges such a move entails. There was also a perceived concern over their ability to continue their career in first world universities due to the challenges in conducting quality research. These fmdings are insightful to individual academics considering an international m9ye and valuable to academic institutions considering new revenue streams, such as opening a new campus in an emerging country like the United Arab Emirates. Understanding the underlying motivations of those academics accepting these new positions will ensure that the institution can be better prepared to ensure the investment in human capital is well rewarded.
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Paetzhold, Geoffrey L. "Developmental childhood experiences as antecedents to State-trait anger in an expatriate population." Online full text .pdf document, available to Fuller patrons only, 2001. http://www.tren.com.

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Penduka, Annaloice. "The experiences of expatriate mothers regarding pregnancy, childbirth and motherhood in the host city Cape Town, South Africa." Master's thesis, University of Cape Town, 2020. http://hdl.handle.net/11427/32485.

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The study explored the experiences of expatriate mothers' pregnancy, childbirth and motherhood in a host city. This included identifying how expatriate mothers access public healthcare, and adapt to motherhood in a host country in a subsequent pregnancy. These expatriate mothers had previously experienced childbirth in their country of origin. A descriptive qualitative approach was utilised as it describes individuals' lived experiences. Purposive sampling was chosen and I had an in-depth conversation with nine expatriate mothers. Thematic analysis was used to identify themes and sub-themes. Findings: The participants established that antenatal care was easily accessible. Mothers were confronted with a lack of respectful care in labour wards. They also had personal challenges. This all led to the development of the four themes. These are: expatriate mothers' need for support; organised antenatal healthcare; high cost of living; as well as labour and childbirth challenges in Cape Town (public healthcare). These revealed mothers need support to manage motherhood in a different setting. Further, the expatriate mothers rely on their husbands as their main support in the host city. Recommendations: An emphasis on teaching of respectful maternity care in midwifery is needed, the availability of more and highly skilled and caring midwives and the need for support groups for expatriate mothers.
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Alosaimi, Dalyal. "A phenomenological study of non-Muslim nurses' experiences of caring for Muslim patients in Saudi Arabia." Thesis, De Montfort University, 2013. http://hdl.handle.net/2086/10628.

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This study addressed three research objectives related to non-Muslim nurses’ experiences providing health care to Muslim patients in Saudi Arabian hospitals. These objectives included: first, understanding what it is like to care for Muslim patients considering both religion and culture; secondly, exploring what it is like being cared for by non-Muslim nurses. In order to address these objectives, the study has employed a qualitative approach, represented in hermeneutic phenomenology. The target groups in this study were Muslim patients and non-Muslim nurses who were interviewed using interviews and focus group discussions. The study found that religious, cultural and linguistic factors have a negative effect on non-Muslim nurses’ experience of care in Saudi Arabia, which included a personal impact, and a practical impact resulting from working practices. However, the results indicated that nurses had some problems with family members who interfered in decisions related to patients, and that they also encountered disrespect from patients’ relatives and friends. The study results indicated that non-Muslim nurses, to some extent, have an understanding of the different aspects and practices of Islam, such as praying, fasting and spirituality. The study results also revealed a significant relationship between spirituality (Islamic faith) and the provision of health care. Nurses believe that religious and spiritual practices have an effect on care. However, they failed to understand the importance of religion and spirituality to Muslims in general and patients in particular. The lack of training and orientation concerning specific issues of religion and culture negatively affected not only the communication between nurses and patients, but also the provision of health care. It was envisaged that this study would have a positive impact on the delivery of nursing training and education, because it highlights the need to tailor this to specific contexts. The study distinguishes itself from other studies conducted in the same field by investigating non-Muslim nurses’ and Muslim patients’ confusion between religion and culture. The study stressed an overlap between religion and culture in Saudi society, which consequently affected nurses’ provision of health care. It was essential in this study to investigate the differences between religion and culture, to see of non-Muslim nurses would understand religion and culture are not the same; while in some cases they complement one another, in other cases they contradict. Furthermore, the study addressed the issue of professionalism when caring for Muslim patients’ and non-Muslim nurses’ point of view. Although nurses claimed to provide healthcare in professional way, they were not fully aware of Saudi local culture or the impact of religion on patient’s daily life It can be concluded, in general, that non-Muslim nurses are facing challenges to providing healthcare to Saudi Muslim patients, due to a lack of understanding of the importance of cultural values and religious practices, and the lack of training and alignment on such issues.
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Books on the topic "Expatriate experiences"

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Salobir, Cecilia Leong. Wives abroad: Experiences of expatriate wives in the Third World. Konstanz: C.L. Salobir, 1988.

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Aleksandravičius, Egidijus. Kultūrinė emigracija, istorinės patirtys ir aktualijos: Skirta dailininkų Antano Tamošaičio ir Viktoro Petravičiaus 100-osioms gimimo metinėms = Cultural emigration, historical experiences and contemporary issues : to commemorate the 100th anniversaries of artists Anatanas Tamošaitis and Viktoras Petravičius. Vilnius: Vilniaus Dailės akademijos leidykla, 2007.

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Bulbeck, Chilla. Staying in line or getting out of place: The experiences of expatriate women in Papua New Guinea, 1920-1960 : issues of race and gender. London: Sir Robert Menzies Centre for Australian Studies, Institute of Commonwealth Studies, University of London, 1988.

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Expatriates in China: Experiences, opportunities and challenges. Hooundmills, Basingstoke, Hampshire: Palgrave Macmillan, 2013.

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Kramer, Robert J. Developing global leaders: Enhancing competencies and accelerating the expatriate experience. New York, NY: Conference Board, 2005.

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1930-, Tuan Yi-fu, Kessner Thomas, Independent Curators Incorporated, and Balch Institute for Ethnic Studies., eds. The American experience: Contemporary immigrant artists. New York: Independent Curators Incorporated, 1985.

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Boone, Mary Elizabeth. España: American artists and the Spanish experience. New York City: Hollis Taggart Galleries, 1998.

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El informalismo español fuera de España: Visión y experiencia personal, 1955-1965. Zaragoza: [Ibercaja, Obra social y cultural], 2001.

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Victoria, Salvador. El informalismo español fuera de España: Visión y experiencia personal, 1955-1965. Zaragoza: [Ibercaja, Obra Social y Cultural], 2001.

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Plath, Allan R. The expatriate experience: An exploratory study of the encounter period with special reference to the services provided by employers. Uxbridge: Brunel University, 1994.

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Book chapters on the topic "Expatriate experiences"

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Zølner, Mette. "Dilemmas of Expatriate Managers." In Global Collaboration: Intercultural Experiences and Learning, 171–83. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137026064_11.

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van den Bergh, Riana, and Yvonne du Plessis. "Self-Initiated Expatriate Women’s Careers — Reflections, Experiences and Choices." In Talent Management of Self-Initiated Expatriates, 202–33. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9780230392809_10.

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Kuzhabekova, Aliya. "COVID-19 and Expatriate Faculty at an International University in Kazakhstan." In The Experiences of International Faculty in Institutions of Higher Education, 148–60. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003081562-14.

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Delicado, Ana. "‘Home Is Where the Heart Is’: The Experiences of Expatriate PhD Students and Returnees." In International Student Connectedness and Identity, 151–65. Singapore: Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-10-2601-0_9.

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Cook, Melodie. "Expatriate High School English Teachers’ Experiences with Entrance Examination Creation in Japan: Opportunities and Challenges." In Teacher Involvement in High-Stakes Language Testing, 217–32. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-77177-9_12.

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Yeow, Pamela, Midori Jastram, and Gerhard Schlosser. "Handling culture-rooted issues as a challenge for the expatriate Human Resource Manager: Experiences at Henkel Japan Ltd." In Personalwirtschaftlicher Wandel in Japan, 233–46. Wiesbaden: Gabler Verlag, 2003. http://dx.doi.org/10.1007/978-3-322-89027-6_11.

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Raupp, Julia, and Jonas Puck. "An Experience-based Typology of the International Workforce." In Expatriate Management, 27–62. London: Palgrave Macmillan UK, 2016. http://dx.doi.org/10.1057/978-1-137-57406-0_2.

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Punnett, Betty Jane. "Managing the Expatriate Experience." In International Perspectives on Organizational Behavior, 279–304. 4 Edition. | New York: Routledge, 2018. | Revised edition of the author’s International perspectives on organizational behavior and human resource management, c2013.: Routledge, 2018. http://dx.doi.org/10.4324/9781351019545-11.

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Yorozu, Chie. "Experiences of Chinese and Vietnamese expatriates." In Expatriates in Japanese Firms, 83–101. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003180845-5.

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Śliwa, Martyna, and Marjana Johansson. "The Influence of Language on Self-Initiated Expatriate Experience." In Self-Initiated Expatriates in Context, 72–87. New York, NY : Routledge, 2021. | Series: Routledge studies in international business and the world economy: Routledge, 2020. http://dx.doi.org/10.4324/9780429352690-6.

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Conference papers on the topic "Expatriate experiences"

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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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Okorocha, Uche. "Managing Expatriate Health At Remote Locations - The Nigeria Experience." In SPE International Health, Safety & Environment Conference. Society of Petroleum Engineers, 2006. http://dx.doi.org/10.2118/98369-ms.

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Ajayi, P. A., R. O. Babalola, and O. T. Fadeyi. "Malaria and Malaria Chemoprophylaxis Among Expatriates In Swamp And Offshore Operations - Our Experience." In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 1998. http://dx.doi.org/10.2118/46678-ms.

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Hattingh, Marie, Machdel Matthee, and Hugo Lotriet. "Internet use and degree of flow experienced by expatriates in the Kingdom of Saudi Arabia." In the South African Institute for Computer Scientists and Information Technologists Conference. New York, New York, USA: ACM Press, 2013. http://dx.doi.org/10.1145/2513456.2513465.

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Chouati, Yassine. "El registro gráfico en la obra del artista árabe expatriado en Europa: recursos y narrativas." In IV Congreso Internacional de Investigación en Artes Visuales. ANIAV 2019. Imagen [N] Visible. Valencia: Universitat Politècnica de València, 2019. http://dx.doi.org/10.4995/aniav.2019.8954.

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En esta comunicación pretendemos adentrarnos en el proceso creativo de una serie de artistas árabes de la diáspora, con el propósito de comprender los mecanismos discursivos que emplean en sus trabajos y analizar la relación identitaria existente entre ellos, centrándonos en el análisis de aquellos aspectos comunes que afectan a la construcción de sus discursos artísticos. Concretamente, pretendemos profundizar en cómo la condición identitaria de dichos artistas, indefectiblemente marcada por la experiencia del exilio, ha influido en la construcción de sus respectivas estrategias narrativas y en el uso que hacen de la metáfora como instrumento con el cual tratar problemáticas como la migración, los conflictos identitarios y el racismo, entre otros. Los artistas que emplearemos como ejemplo son creadores arabo-descendientes y expatriados, voluntaria o involuntariamente. Nos referimos concretamente a creadores como, Adel Abidin, Zineb Sedira, Hicham Benohoud, Mounir El Fatmi y Yto Barrada. La obra de estos artistas que trabajan desde la distancia que les proporciona la atalaya europea se clasifica en tres líneas de trabajo -la memoria, el viaje y la identidad-, siendo el registro gráfico su principal medio de observación, captación y reflexión sobre la realidad.
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Khaled, Salma, Peter Haddad, Majid Al-Abdulla, Tarek Bellaj, Yousri Marzouk, Youssef Hasan, Ibrahim Al-Kaabi, et al. "Qatar - Longitudinal Assessment of Mental Health in Pandemics (Q-LAMP)." In Qatar University Annual Research Forum & Exhibition. Qatar University Press, 2020. http://dx.doi.org/10.29117/quarfe.2020.0287.

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Aims: Q-LAMP aims to identify risk factors and resilience factors for symptoms of psychiatric illness during the pandemic. Study strengths include the 1-year longitudinal design and the use of standardized instruments already available in English and Arabic. The results will increase understanding of the impact of the pandemic on mental health for better support of the population during the pandemic and in future epidemics. Until an effective vaccine is available or herd immunity is achieved, countries are likely to encounter repeated ‘waves’ of infection. The identification of at-risk groups for mental illness will inform the planning and delivery of individualized treatment including primary prevention. Methodology: Longitudinal online survey; SMS-based recruitment and social media platforms advertisements e.g. Facebook, Instagram; Online consent; Completion time for questionnaires: approx. 20 to 30 minute; Baseline questionnaire with follow up at 3, 6, 9 and 12 months; Study completion date: Sept. 2021. Inclusion criteria: Currently living in Qatar; Qatari residents: citizens and expatriates; Age 18 years; read Arabic or English (questionnaire and consent form available in both languages). Instruments: Sociodemographic questionnaire including personal and family experience of COVID-19 infection; Standard instruments to assess psychiatric morbidity including depression, anxiety and PTSD; research team-designed instruments to assess social impact of pandemic; standard questionnaires to assess resilience, personality, loneliness, religious beliefs and social networks. Results: The analysis was based on 181 observations. Approximately, 3.5% of the sample was from the sms-recruitment method. The sample of completed surveys consisted of 65.0% females and 35.0% males. Qatari respondents comprised 27.0% of the total sample, while 52% of the sample were married, 25% had Grade 12 or lower level of educational attainment, and 46.0% were unemployed. Covid-19 appears to have affected different aspects of people’s lives from personal health to living arrangements, employment, and health of family and friends. Approximately, 41% to 55% of those who responded to the survey perceived changes in their stress levels, mental health, and loneliness to be worse than before the pandemic. Additionally, the wide availability of information about the pandemic on the internet and social media was perceived as source of pandemic-related worries among members of the public. Conclusion: The continued provision of mental health service and educational campaigns about effective stress and mental health management is warranted.
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Reports on the topic "Expatriate experiences"

1

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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