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1
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
2
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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Stalker, Brenda. "The Third Gender : exploring white western self-initiated expatriate women's experiences in the United Arab Emirates through an intersectional lens." Thesis, Northumbria University, 2015. http://nrl.northumbria.ac.uk/25995/.
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This study directly responds to a call for theoretical and methodological expansion of our understanding of expatriate workers as a relational dynamic, embedded in a multi-layered and multifaceted country specific context (Al Ariss, Koall, Ozbilgin and Suutari, 2012) by exploring the experiences of western women self-initiated expatriates working in the United Arab Emirates. Extant research in the international management literature in female expatriation identified that western expatriate women working in Japan were primarily perceived as foreign women (a gaijin) by their Japanese colleagues (Adler, 1987). This construction was shown to allow these women to occupy a different, more advantageous social location within Japanese organisations with more degrees of freedom and less gender-based discrimination in comparison to Japanese women; conceptually referred to as constituting a ‘Third Gender’ (Adler, 1987). This positive social construction contributed to the efficacy of female expatriation strategies. Drawing upon the intersectionality literature, specifically from feminist and ethnic theorising, the thesis develops a gender with ethnicity (Broadbridge and Simpson, 2011:473) informed intersectional theoretical lens to explore the research question “How do western women self-initiated expatriates understand their experiences in the United Arab Emirates?” The theoretical potential of an intersectional studies lens to female expatriation is developed through the conceptual construction of ‘self-initiated expatriate women’ on the interconnecting boundaries between expatriation and migration studies. Purposeful sampling was used to collect accounts from ten expatriate women through semi structured interviews conducted in 2007-09. Drawing upon discourse and thematic coding enabled interpretations of the interplay between how expatriate women’s subjectivities are constructed through relational interaction and discourses at the micro, meso and macro level to explore their experiences in the UAE. This thesis offers an intersectional lens to expatriation studies as a dynamic theoretical lens through which rich multilevel relational contextual studies of women self-initiated expatriates are theorised and connect to new understandings of international mobility in international management and female expatriation studies. Through a fusion of the intersectional lens and expatriation literatures, in-depth interpretations are offered which identify new insights into, and surface some of the discourses contributing to the paradoxical relationship between privilege and marginalisation and problematising the specificities of ‘whiteness’. It offers three discourses risk, respect and complex ethnicity to include a country in the Middle East. Finally, this research process offers insights into the temporal, contextual and relationally contingent nature of intersectionality when exploring experiences of women in management studies.
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Erlank, Philippa A. "An exploration of the experiences of expatriates and their accompanying spouses in terms of contact theory and intercultural competence." Scholarly Commons, 2011. https://scholarlycommons.pacific.edu/uop_etds/762.
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Globalization has led to interdependent relationships between nations and economies. As a result, there is a growing trend for organizations to send employees abroad for temporary assignments. Organizational development specialists have identified intercultural competence--a combination of affective, cognitive, and behavioral skills-as essential for executives to successfully manage the challenges of an increasingly diverse working environment.
When couples are sent abroad on assignments, the employee and the non-working accompanying spouse often have very different experiences in terms of their contacts with the host culture. The employee moves into an organizational environment with a specific role and objectives. In contrast, the accompanying spouse may find him- or herself in an entirely different role.
This study explored experiences of the employees and accompanying spouses in terms of their contact with the host culture and the intensity factors associated with their expatriate assignments. The participants completed the Intercultural Development Inventory (IDiv.3) to measure their intercultural competence, and engaged in a structured interview.
I found similar levels of intercultural competence in both spouses. The majority scored in the ethnocentric stages of Minimization and below. Only one participant scored above Minimization in Acceptance. The findings from this study suggest that should offer support to the assignee and accompanying spouse according to their needs in that situation. Ideally the support would include both pre-departure cultural training and ongoing access to a skilled cultural mentor. The development of intercultural competence beyond Minimization requires self-reflection and an examination of assumptions, and this process is rarely followed without support or intervention.
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Henry-Campbell, Suzette Amoy. "The Future of Work: An Investigation of the Expatriate Experiences of Jamaican C-suite Female Executives in the Diaspora, on Working in Multi-national Companies." Diss., NSUWorks, 2019. https://nsuworks.nova.edu/shss_dcar_etd/124.
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The purpose of this study was to understand the lived experiences of Jamaican Expatriate Female C-suite executives in the diaspora of working in Multi-national Companies (MNCs). A further question to be answered was the meaning they derived from their experiences. With little research emerging from the Caribbean about this elite class of professionals, the research intended to expose the challenges faced as an outsider in unfamiliar spaces. Research on other groups have exposed limiting factors to women’s progress in MNCs. Critical Race Theory with a brief mention of Critical Human Geography and Intersectionality are lens applied to critique the experiences of the eight participants.
This research mined the extant literature that looked at navigating barriers, disrupting stereotypes and gender diversity in international careers. The method of inquiry applied to this research was existential phenomenology and its utility in getting to the essence of the women’s lived experiences highlighted the glass-border phenomenon.
In reflecting on the outcome, this research opens the door for scholars and practitioners alike, to critically assess the expatriate literature and to probe further the complex relationship between international business, the movement of black talent across geographic and culturally diverse boundaries and the challenges encountered. The results of this study illuminated several themes from the participants textural descriptions: (1) Moving from Invisible to Visible – Disrupting Bias; (2) Who am I? – Identity, Gender and Heritage; (3) Renegotiating the Rules of Engagement paired with Re-branding the Role and Authority of Women in Business; (4) Male Sponsorship Leads to Acceptance; (5) Improving Skill and Competency Capital for New Roles; (6) Building and Maintaining Bridges – Network Management.
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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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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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Chan, Mandy M. "Impacts of expatriates' international experience on self-identity." Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3635480.
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Expatriation is becoming an attractive career path for many people due to the global economic movement. People experience career transitions due to change of organization, locations, responsibilities, reporting structures, and work groups. Expatriates in particular experience more extreme changes because of challenges they encounter from language differences, geographical distance across countries, culture, habit, and life style. These changes influence people's perspective in seeing things, including their self-identity. The aim of this research was to explore the evolvement of expatriates' self-identity.
A qualitative research design using reflexive narrative inquiry was employed. Seven current and former expatriates from Australia, Japan, Netherlands, United Kingdom and United States participated in this study. Through an interview process, these individuals reflected upon and shared their international experience retrospectively. Using expatriates' own narrative, an individual identity transformation story was constructed in order to answer the research question of this study: How does international experience influence a person's self-identity?
Participants noticed significant and previously unknown changes in their behavior and outlook from their assignments. These varied based upon their motives for accepting the assignment, social interaction, work requirements, and personal attitudes. The study reveals that international assignments help expatriates discover the identity that they may not have recognized previously, and affirms and transitions their already known identity to a different level through new learning and relationships from their experiences. Expatriates' enjoyment of their experience is highly influenced by their social interaction and dialogue with others. One of the drawbacks from expatriation, especially for those who are on long-term international assignments and deep immersion in the local culture, is the losing of their definition of home.
As a result of this study, recommendations include an opportunity for organizations to conduct a fit-gap analysis with employees. Results can provide information on employees' level of readiness to take on an international role, and for organizations to better support employees' preparation needs. Onsite coaching and support groups for expatriates can be beneficial to alleviate the stress that occurred during their on-boarding. In addition, expatriates are encouraged to establish their social network in the host country.
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Ambuske, Gail Cort. "A narrative analysis of the subjective experience of U.S expatriate managers." Case Western Reserve University School of Graduate Studies / OhioLINK, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=case1054921493.
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Keith, Pauline Angela Francesca. "An investigation into experienced expatriate lecturers' perceptions of continuing professional development." Thesis, Open University, 2017. http://oro.open.ac.uk/50804/.
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This thesis investigated how thirteen experienced, expatriate lecturers in an institute of higher education, Middle Eastern University College (MEUC), in the United Arab Emirates (UAE) perceived the continuing professional development (CPD) offered by their institute. I was motivated by the approach adopted by the institute towards the provision of CPD, an apparent lack of consultation with lecturers regarding their professional growth and comments from colleagues, to investigate personal and professional development. In particular, I wanted to determine how the institute’s approach to the provision of CPD influenced lecturers’ perceptions, beliefs and attitudes concerning institutionally provided CPD, so an interpretive study was selected. Focus groups and semi-structured interviews were conducted to obtain perceptions of, attitudes to and desire to engage with institutionally provided CPD. A further aim was to explore how participants’ tacit knowledge impacted on their perceptions and attitudes of CPD and whether this affected their attitude towards learning. The findings revealed three main themes. First, the mandatory nature, model and content of CPD affected participants’ perceptions of and engagement with CPD. Second, the CPD provided overlooked participants’ experience and tacit knowledge, impacting negatively on their views of CPD and professional identity. Finally, the specific profile of the participants, self-initiated expatriates, was revealed to be an important factor in lecturers’ CPD requirements and professional outlook, with implications for the development of existing theory in this area. Finally, a desire for targeted, personalised CPD was identified, specifically in the areas of pedagogy, professional inquiry and cultural awareness and intelligence.
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Benning, Rochelle Johnson. "The expatriate trailing partner's experience : a sample from Honduras : an Interpretative Phenomenological Analysis." Thesis, Middlesex University, 2013. http://eprints.mdx.ac.uk/13695/.
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This dissertation project explores the experience of expatriate trailing partners during a particular stint abroad. The intent of this research is to examine the adjustment and lives of these individuals as they describe and reflect upon their experiences of accompanying their partners overseas and upon how they shape their identities and formulate a sense of meaning and purpose as they grapple with being thrown into a different culture away from the supports of home. Eight participants were interviewed using semi-structured interviews focusing on their experiences of living overseas. The material was analysed using Interpretative Phenomenological Analysis (IPA). Four superordinate themes were identified: the first detailed the impact on the expatriate trailing partners’ sense of identity; the second highlighted the process of culture shock that the participants experienced; and the third pertained to the changes to the participants’ relational world. The fourth theme examined how the expatriates’ concept of time was altered. Existing literature on expatriate trailing partners and expatriates was employed to illuminate themes arising from the results. Existential philosophical concepts also elucidated the material. The results provide great insight into this group in the absence of published phenomenological studies in this subject area. The clinical significance of the study includes recommendations for increased awareness of the difficulties these expatriates face while living overseas, particularly in hardship postings, and the need for community-building; increased individual, couple, and family counselling; and career development support from professionals who understand the lifestyle and obstacles that this group faces. Further qualitative research on other expatriate trailing partner issues as well as studies that delve into more specific aspects of this phenomenon were called for.
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Mostert, Elsje. "Exploring push and pull factors experienced by South African self-initiated expatriates." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/41274.
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A preliminary literature review indicated that not much research has been done on self-initiated expatriation (SIE), particularly in a South African context. The purpose of this study is twofold: Firstly, by reviewing previous research, this study aims to make a valuable contribution to the literature on SIE, particularly regarding the motivations behind SIE. Secondly, this study aims to explore and develop a deeper understanding of the push and pull factors experienced by South African self-initiated expatriates (SASIEs).
An empirical, exploratory qualitative approach, through the utilisation of qualitative field research, was employed as a means of inquiry. Furthermore, interpretivism was used as a research paradigm. Purposive sampling was applied, and the sample used consisted of nine individual South African self-initiated expatriates who had been working in their host countries for a minimum of six months. Data were obtained through in-depth semi-structured interviews. By implication only a few research questions were generated to guide the interview; however, participants were not limited to certain responses. This allowed for rich data to be obtained that were systematically analysed using grounded theory analysis to steer the process in a practical manner through the transcription of data and the rigorous extraction of codes towards the results that could best answer the original set of research questions. Criteria for rigour, authenticity, trustworthiness and credibility were applied and demonstrated throughout. The conceptual framework of the study was kept in mind during the research, the themes that emerged were explored, and the findings that were reached were substantiated through an extensive literature review.
The conclusion was reached that South African self-initiated expatriates experienced certain push factors from the home country (South Africa), and that there were equally strong or stronger pull factors to the host country. All these factors contributed to the participants’ decision to expatriate. Interestingly, there seemed to be no real push factors from the host country; these were rather perceived as challenges that had to be endured. Furthermore it seemed that, as far as the sample group in this study were concerned, South Africa did not offer strong pull factors, and that, if the participants were to repatriate to South Africa, it would be for sentimental reasons. This could hold some implications for South African organisations especially in terms of retaining skilled labour or attract the skilled labour who has already expatriated. Recommendations and opportunities regarding future research were also mentioned.Dissertation (MCom)--University of Pretoria, 2013.
gm2014
Human Resource Management
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Georginis, Emmanuel-Gabriel. "Variations of experience : Expatriate British writers in the Middle East during the second world war." Thesis, Loughborough University, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328852.
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Vandor, Peter, and Nikolaus Franke. "See Paris and ... found a business? The impact of cross-cultural experience on opportunity recognition capabilities." Elsevier, 2016. http://dx.doi.org/10.1016/j.jbusvent.2016.03.003.
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Internationally mobile individuals such as migrants and expatriates exhibit a higher level of entrepreneurial activity than people without cross-cultural experience. Current research suggests that this pattern is rooted in specific resources and institutional arrangements that increase the attractiveness of exploiting entrepreneurial opportunities. In this study, we provide an additional explanation: We argue that cross-cultural experience increases the ability to recognize entrepreneurial opportunities. This argument is supported by two complementary studies - a longitudinal quasi-experiment and a priming experiment. We find convergent evidence that cross-cultural experience increases a person's capabilities to recognize particularly profitable types of opportunities by facilitating the application of cross-cultural knowledge for the discovery of arbitrage opportunities and creative recombination. (authors' abstract)
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Faas, Pamella Misiwe. "A development of solutions to the problems experienced by expatriates in multinational corporations." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/424.
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The objective of this study is to investigate the reasons for international assignments ending in failure, using the current models of expatriates’ premature withdrawal decisions, so as develop solutions to those problems. Studies of expatriate failure and effects of expatriate satisfaction on organisational performance have been conducted but most of them in the overseas countries. These studies revealed that the practice of employing expatriates is a strategic move on the part of the multinational corporation to increase the international experience and knowledge base of present and future managers. Even though studies on strategies that companies can use have been done extensively, research still shows that a large number of overseas assignments end in failure. Failure being described as the premature return to the home country, not being able to adjust in the host company or country and immediately living the company upon return from the assignment. It is for this reason that in the researcher decided to investigate what could be the reasons that cause the expatriates to return home early. The research will be of importance to South Africa firstly, as organisations that are operating globally will copy the business systems and processes practiced in developed countries, and later bring knowledge, skills and expertise that will help in boosting the economy of the country. Secondly, the organisation's Human Resource Management will develop practices to ensure the successful and effective retention of expertise. Expatriate failure will be reduced and the process of repatriating expatriates will be meaningful. Individuals assigned will not find it difficult to adjust in the parent company, and later take the skills they have learnt to another company. Thirdly, managers generally will understand the challenges that accompany expatriation, and be able to meet those challenges. The research becomes an investigative research as one tries to establish if there is concurrence or deviation with the current models. A sample is drawn from a list of international companies that have operations overseas. The researcher has tried to get responses from companies in all provinces of South Africa so that the sample can be fully representative. The questionnaire is used as it is a common instrument for observing data beyond the physical reach of the researcher. The questions were selected to address each of the factors affecting decisions to withdraw from the country of assignment. Responses from the expatriates have helped to develop a new model that encompasses all the factors that cause the expatriates to leave the assignment early as well to develop solutions to the problems. This will not only help the multinational corporations to save on costs, but will also ensure that the company and the expatriate benefit from international assignment.
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Gill, Patrick. "The expatriate experience, self construction, and the flâneur in William Carlos Williams' A voyage to Pagany." Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1182745707.
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Nakano, Yumiko. "The experience of Japanese expatriate wives in Hong Kong : the reproduction of a conservative social patterns /." Thesis, Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14035480.
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Gill, Patrick W. "The Expatriate Experience, Self Construction, and the Flâneur in William Carlos Williams’ A Voyage to Pagany." Bowling Green State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1182745707.
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Aldaheri, Noof M. "Professional-Cultural Knowledge Sharing in Nursing-Hospital Settings: Zooming in Practices and Zooming out on Contextual Conditions." Thesis, Griffith University, 2021. http://hdl.handle.net/10072/402267.
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The purpose of this research was to explore the professional-cultural knowledge sharing phenomenon between experienced expatriate nurses (EXPNs) and novice host-country national nurses (NHCNs) in hospital settings. The gaps in how professional-cultural knowledge is shared, along with how contextual conditions influence sharing practices are demonstrated in the literature review. In particular, the literature review revealed that less attention is paid to how knowledge integration of diverse types unfolds at an individual level through sharing practices. A lack of evidence regarding the influence of contextual conditions in the sharing of patterns in professional-cultural knowledge sharing was also revealed in the literature review. Based on a critical analysis of the relevant learning and competency development models derived from organisational learning, intercultural management, and nursing literature, a conceptual framework of the professional-cultural knowledge sharing phenomenon, which builds on the commonalities among the reviewed literature, was suggested. The suggested framework comprised five components: motivation, context awareness, repeated experimentation, reflection, and individual differences. The conceptual framework functioned as an anchor for this research that was referred to during the stages of data collection and interpretation.
An integrated research design was developed utilising a combination of a qualitative approach, subjectivist epistemology, and an interpretivist philosophical paradigm. An interpretivist case study design with embedded units informed by case study principles was deemed the most appropriate to explore the contemporary conditions and address the “how” and “why” research questions about sharing practices and the influence of contextual conditions. The interpretivist case adopted qualitative data collection that interweaved data generated from familiarisation with nursing hospital settings, interviews, observations, and a document review. The use of a flexible case study design enabled the researcher to explore a range of contextual themes concerning the phenomenon under research using multiple data sources. The research findings emerged based on the data analysis approach informed by the principles of iterative analysis, qualitative data analysis, and thematic analysis. The research findings showed that professional-cultural knowledge sharing comprises three reciprocal practices: developing shared meaning, engaging in the clinical competency development, and maintaining alignment that are influenced by five intertwined contextual conditions: individual differences, situational work conditions, front-line leaders’ practices, administrative policies and practices, and expatriate human resource policies and practices.
Developing shared professional-cultural meaning represents the set of activities in which EXPNs and NHCNs jointly participate to form a cohesive identity that enables a common understanding of the nursing-hospital system that is embedded in the broader national culture to evolve. Engaging in a co-equal clinical competencies development represents the mutual behavioural practices through which EXPNs and NHCNs engage with clinical sites to enable the development of NHCNs' clinical competencies. Maintaining alignment through interventional actions represents the mutual efforts of EXPNs and NHCNs to work seamlessly and achieve cohesion between the actual performed patient care activities and the espoused nursing hospital policies, standards, procedures, guidelines, and aspects of national culture. They also help EXPNs and NHCNs to face uncommon and critical situations, along with learning from actions undertaken by one another. A combination of contextual conditions influences the motivational status of EXPNs and NHCNs, which in turn is reflected in the degree of EXPN and NHCNs’ participation in professional-cultural knowledge sharing practices.
The current research addresses the research gaps identified in the literature and contributes to the management and knowledge streams of the literature in several ways. The primary contribution of this research is the development of a greater picture of the professional-cultural knowledge sharing phenomenon that combines the sharing practices that take place between EXPNs and NHCNs along with the contextual conditions implicated in the sharing patterns. The research provides insights into the implicated role of individual differences with identity issues caused by competency gap and national culture-based differences, along with the strategies utilised by EXPNs and NHCNs to navigate differences and mechanisms to develop shared meaning. The research provides a detailed account that illustrates the participatory roles of novices and masters in the professional competency development process along with the strategies employed to navigate the power differential. The research also provides an empirical illustration for maintaining alignment practices, as they consist of two distinct reciprocal modes: proactive coping and reactive coordinating. The research also contributes to an emerging stream of literature that sheds light on contextualisation in management research in general, and knowledge sharing specifically, in ways that go beyond the prescriptive treatment of context as demographic context (region, culture, industry). On the practical level, a context-based approach to professional-cultural knowledge sharing between EXPNs and NHCNs provides practical insights that might enhance the effectiveness of the utilising expatriation in developing the NHCNs’ capabilities.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Dept Bus Strategy & Innovation
Griffith Business School
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Sharkey, Garry. "An exercise in how experienced expatriate EFL teachers' practical wisdom can be used to problematise Saudi Arabian ELC syllabi." Thesis, University of Exeter, 2014. http://hdl.handle.net/10871/18290.
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In the past 30 years there has been a steady and growing appreciation in the literature of the importance and value of teachers' practical wisdom (TPW) - or phronesis as it is also known - to further an understanding of classroom practice and of the need to find ways to help teachers generate and share their perspectives with others. Nevertheless, the potential of this kind of knowledge (understood by Aristotle to be both practical and moral in its orientation) to contribute valuable insights to educational debates has still to be realised. Rather, educational decisions about policy and practice in many contexts (whether at a national or institutional level) are still largely driven by theoretical and technical knowledge perspectives and teacher practical wisdom perspectives are still often under-valued and remain under-represented in educational literature. One of the main reasons for this put forward in this thesis is the tendency in much of the literature to see this form of knowledge as classroom bound rather than to realise the ways in which it can inform broader pedagogical discussions. Bearing all of the above in mind, the aim of the study reported in this thesis into the TPW of 14 experienced expatriate English as a foreign language teachers (EEEFLTs) working in English language centres (ELCs) across the Kingdom of Saudi Arabia (KSA) is threefold. Its first aim is to provide a platform for the EEEFLTs to demonstrate the contribution their TPW can potentially make in addressing syllabus related issues in the KSA ELCs they have worked and, in doing so, show how the use of TPW is not confined to the classroom. Its second aim is to increase the visibility of the participants' TPW and thus raise awareness of the importance of research into TPW and to provide a model for how this can be conducted. The study's final aim is to provide a deeper understanding of the nature of TPW. Located in the interpretive paradigm, this study uses a TPW-friendly methodology to investigate TPW: interpretive phronetic educational research (IPER), which approaches and conducts educational research through a moral and practical problem-driven lens. This understanding drives the study's methodology and all stages of its data collection and analysis and the methods used in both. The goal of such methods is an epistemological one to generate TPW whilst empowering it also by highlighting its validity and how it is easily articulated - and thus captured - and not confined to the classroom. To assist with its articulation and capture, the study employs a process defined as Problematisation: a four-stage process consisting of reflection, problematisation, deliberation and articulation which drives and shapes the semi-structured interviews the study employs and the secondary research questions that inform the primary research question. The study concludes that the EEEFLTs use their TPW as a lens (that has 12 qualities) through which to view KSA ELC syllabi and, in doing so, identify many problems with the syllabi and subsequent consequences and suggest solutions to address both. These problems, consequences and solutions have been organised under six prominent categories that represent six main problem areas to emerge from the data that suggest the syllabi are teacher, textbook and test-centred, top-down, teacher-proof and time-driven. These categories represent six problem areas that in turn reflect the problematic, negative and disempowering context from which the data informing such categories and themes have been drawn. In this study, TPW is considered disempowered knowledge as a result of the disempowering context within which it has been acquired and is used. Previous TPW studies have been conducted in more positive settings and have perhaps for this reason not focused on TPW's disempowerment. In contrast, this study takes on a much more political role as it explores TPW's disempowerment in the KSA ELC context as well as in the broader context of academia and the literature. TPW's lack of visibility in TESOL and education has several implications because unless TPW achieves greater visibility, it may fade into extinction and its potential may never be realised. This study has been conducted in an attempt to prevent this happening.
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Linhares, Robert D. "The impact of a foreign assignment and subsequent repatriation experiences on eight returned expatriates' personal and professional lives." [Bloomington, Ind.] : Indiana University, 2008. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3315917.
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Thesis (Ph.D.)--Indiana University, Dept. of Counseling and Educational Psychology, 2008.Title from PDF t.p. (viewed on May 8, 2009). Source: Dissertation Abstracts International, Volume: 69-07, Section: B, page: 4431. Adviser: Rex Stockton.
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Plath, Allan R. "The expatriate experience : an exploratory study of the encounter period with special reference to the service provided by employers." Thesis, Henley Business School, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.241585.
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Steele, Judith A. "Researching the lived experience an expatriate English speaker in Japan : an Australian in outback Western Australia : Gaijin and Balanda /." View thesis, 2007. http://handle.uws.edu.au:8081/1959.7/43335.
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Thesis (M.Sc. (Hons.))-University of Western Sydney, 2007.A thesis submitted to the University of Western Sydney, College of Arts, School of Education, in fulfilment of the requirements for the degree of Master of Science (Honours). Includes bibliographical references.
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McKenzie, Kevin. "In the gulf between prejudice and culture : talking the experience of Western expatriates in the Middle East." Thesis, Loughborough University, 1997. https://dspace.lboro.ac.uk/2134/6775.
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This thesis is an investigation into the accounting practices by which British and American expatriates make sense of Western involvement in the Middle East. Based on the analysis of an audio-taped archive of some sixty hours of face-to-face interview material recorded in Kuwait during a ten-month period in the year immediately following the Persian Gulf Conflict of 1990-91, this project explores the interactional work by which speakers situate their conversational contributions in dialogic anticipation of a range of competing but mutually co-implicative demands for accountability which they take their talk and their participation in the circumstances of that talk to entail. Specifically, speakers are seen to manage the productive tension between the competing demands for accountability to conflicting assumptions about the nature of prejudice on the one hand, and the awareness of and/or sensitivity to cultural difference on the other, in and while attending to the situated concerns for their warrant in making the claims that they do and the degree to which they are implicated in those claims in and through the activity of their production. In this way, conflicting assumptions are show to be constitutive of the social practices whereby speakers account for Western involvement abroad.
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Braasch, Steffen. "Expatriates in India: culture-specific leadership and its potential : a theoretical concept of adaptions & leadership, and the experience of 85 expatriates in American and German companies in Bombay and Delhi /." Bamberg, 1999. http://aleph.unisg.ch/hsgscan/hm00002171.pdf.
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Armö, Jakob. "Expatriation and careers in global organisations : How can we understand expatriate employees' experience of international assignment in the context of globalisation?" Thesis, Stockholms universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-94128.
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A common practice in multi-national enterprises is to staff important managerial roles in overseas operations with personnel from the company’s country of origin: expatriate managers. Homecoming expatriates often experience that the competence they have acquired abroad is not recognized when returning home. The purpose of this thesis is to explore how expatriates experience that international assignments affect their careers. The theoretical framework used includes sociological theories from neo-Marxist theory, Bourdieuan career theory and expectancy theory. This thesis uses qualitative methodology and a phenomenological approach to investigate the purpose and the research questions. The empirical part of the thesis has been conducted in two phases where five international mobility managers have been interviewed in the first phase. In the second phase interviews where held at a multi-national Swedish headquartered company where five interviews were conducted. The results indicate that there is a discrepancy between how company representatives (managers) and employees consider international assignments and expatriation in relation to employee careers. There seems to be a lack of clear understanding of the impact of expatriation on employee careers and also of the career value of an international assignment for an employee.
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Bennett, Nicole Mazzo. "The Repatriation Experiences of American Third Culture Kids." Chapman University Digital Commons, 2016. http://digitalcommons.chapman.edu/ces_dissertations/12.
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American families moving abroad are often informed of the initial difficulties they will encounter as residents in a new culture; however, they may not recognize the possible subsequent effects on their children, when returning home to their native cultures during the repatriation process. The children who experience the effect of living in a new culture and eventually repatriating are known as Third Culture Kids (TCK). As globalization and expatriate populations increase, it is important that society becomes aware of the Third Culture community. This qualitative research study focused on analyzing the repatriation transition process of four Adult Third Culture Kids (ATCK) and explored the relationship between their emotional intelligence and their third culture and repatriating experiences. This dissertation provides a profile for what type of citizen a TCK may become upon repatriation. Framed within a narrative inquiry approach this study utilized the Listening Guide method of analysis in order to capture the participants’ final narrative portraits. Storied themes emerged from the final narratives providing evidence for this research study’s five main conclusions: (a) home is not defined by one physical location, (b) assimilation and repatriation do not equate, (c) emotional intelligence may be a factor in repatriation success, (d) Third Culture experiences influence civic engagement, and (e) there is one incident that is perceived as signifying the completion of repatriation. These findings offer a new perspective of the repatriating experience and provide insight for families entering the expatriate culture and returning home.
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Howell, Tina L. "Identity and international assignments : a discourse analysis of expatriates’ talk about short-term and long-term assignment experiences." Thesis, University of Nottingham, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.431261.
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Pan, Simin, and Min Qiao. "The personal-related factors to expatriates’ task performance and contextual performance : Considering the influence of personality traits, competences/skills, self-willingness and previous experience." Thesis, Halmstad University, School of Business and Engineering (SET), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-5618.
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Abstract
Purpose
The purpose of this paper is to find out which personal-related factors are influencing on the task performance and the contextual performance of expatriate managers.
Design/Methodology/Approach
This research adopts a qualitative approach, using semi-structured interviews with key-information from the managers taking international assignments.
Findings
The findings indicate that there is a series of significant associations between personal-related factors (personality traits, competences/skills, self-willingness and previous experience) and the performance of expatriates’ assignments.
Research limitations/implications
One suggestion for further research is to explore deeper and more comprehensive on other less important factors or the important factors which we are overlooking; it also could be more comprehensive on the factors that relate to the performance of expatriates.
Practical implications
We present a table of the relationship between personality traits, competences/skills, self-willingness, previous experience and the job performance of expatriates’ assignments. Thus, HR departments can follow this guidance when selecting expatriates to manage overseas assignments. Furthermore, individuals can take this model as a reference when making decisions for their career lives.
Keywords
Expatriate assignments, personality traits, self-willingness, competences/skills, previous experience, job performance, task performance, contexture performance
Paper type
Master Thesis
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Rajab, Z. T. S. "Work/non-work and the well-being of the expatriate experience in Kuwait : a study of the influences of work and non-work on indicators of well-being." Thesis, Brunel University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.332724.
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France, Tami J. "A Mixed Methods Study: Dimensions of Cross-Cultural Professional Success: Experiences of Western Women Living and Working in Eastern Cultures." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1443025671.
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Gruszynski, Daniel. "An examination of expatriate failure: analysis of the experiences of participants in German expatriate assignments in China." Thesis, 2007. http://hdl.handle.net/1959.13/31904.
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Professional Doctorate - Doctor of Business Administration (DBA)The costs of failure of an expatriate assignment continue to be significant challenges for multinational enterprises in today’s fast changing global business environment. While previous research supported the view that the result of an expatriate assignment was related to the expatriate’s ability to adjust to the unfamiliar environment, and the adjustment process was influenced by the relationships between the expatriate and the various other participants in the expatriate assignment, this present research intents to combine the fragmented literature on various issues of expatriate management with the main stream literature and suggests that the result of an expatriate assignment is more complex. Little attention has been given in the literature to investigating failure of expatriate assignments in which expatriates were able to adjust to the unfamiliar host-country environment. This study explores the possible causes of the perceived assignment failures of German expatriates in China assignments who apparently were able to adjust to the unfamiliar cultural and working environment. This qualitative study applies the method of semi-structured in-depth personal interviews to explore possible causes for expatriate failure in cases where the expatriate was able to adjust to the unfamiliar host-country environment. By interviewing German expatriates working in China, parent country superiors of German expatriates in China, parent country human resource managers who were involved in German expatriates assignments in China, and Chinese subordinates who worked with German expatriates the study identifies a gap in research on qualifications and training of these parent-company and host-company key players. The results from exploration of the respondents’ rich personal experiences identify possible weaknesses in the adjustment of the parent-country superiors, parent-country managers and host-country subordinates to the work environment in which the expatriate has to perform. The insights from this study provide a more holistic view of causes of expatriate failure and include the role of other major players in an expatriate assignment process. Implications are drawn from theory and practice.
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LEE, MING-CHIEH, and 李明潔. "A Study on Married Expatriate Men’s Acculturation Experiences in Taiwan." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/75p98m.
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碩士國立暨南國際大學
諮商心理與人力資源發展學系輔導與諮商研究所
106
This study aims to explore the acculturation experiences of married expatriate men in Taiwan. To understand their acculturation challenges and coping strategies. The study involved four expatriate men whom are married to Taiwanese, and have stayed in Taiwan for at least five years. In-depth interviews were conducted firsts to obtain textual data, which then transcribed into transcripts. Hennie Boeije’s “spiral of analysis” was adopted as the path of analysis, which leads to the results. The results summarized as follows, the acculturation challenges of married expatriate men in Taiwan: (1) frustration of language weakness; (2) differences in humanities and customs in the social environment; (3) difference in interpersonal communication as direct vs. indirect; (4) dwarfing and expansion of self-worth. The acculturation coping strategies of married expatriate men in Taiwan: (1) strengthen cross-cultural communication skills; (2) deepen the emotional connection to the locals; (3) self-adjustment in a positive attitude; (4) to apply multicultural understanding in accepting differences. Further discussion and recommendations are based on the results.
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Muller, Bernice. "A psycho-educational analysis of the cross-cultural adjustment experiences of expatriate spouses." Diss., 2015. http://hdl.handle.net/10500/19178.
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This study examines the expatriate spouses’ cross-cultural adjustment to the host country. The cross-cultural adjustment experience of the expatriate spouse differs vastly from that of the expatriate. Literature was consulted to understand the cardinal role that the spouse portrays during an expatriate assignment and to highlight the importance of a well-adjusted spouse.
This study engaged in qualitative research methodology using five expatriate spouses residing in Rome, Italy. Spouses were from two different countries and represented different age groups. Data collection methods included interviews and a focus group session to gain an in-depth understanding of spouses’ cross-cultural adjustment experiences.
Results showed that spouses arriving in the host country experienced a loss of identity. Identity in this study was divided into three categories namely personal, situational and social. Once spouses went through a period of identity reformation they were able to become well-adjusted spouses.Psychology of Education
M. Ed. (Guidance and Counselling)
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Mnengisa, Basareng Isabella Bonga. "Exploring the experiences of expatriate executives in South African multinationals: the role of coaching." Thesis, 2017. http://hdl.handle.net/10539/23047.
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A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of
Master of Management in Business Executive Coaching
Johannesburg, 2017Since the lifting of the international sanctions and relaxation of capital controls, South Africa has caught up with the rest of the world in terms of globalisation. This has resulted in a number of South African companies opening job opportunities in other markets. Previous research has highlighted the creation of job opportunities in other markets as an indication of the continuous need for expatriates in future. The purpose of this study was to explore the experiences of executives taking international assignments in South African multinational corporations, and to examine how coaching can support the experience. This study looked at the experiences of expatriates in all three phases of expatriation, that is, (1) to explore the experiences of expatriate executives prior to taking international assignments in South African multinational corporations and understand how coaching can support that experience, (2) to explore the experiences of expatriate executives during the assignment in South African multinational corporations and understand how coaching can support that experience and lastly (3) to explore the repatriation experiences of executives in South African multinational corporations and understand how coaching can support that experience. Qualitative research methodology was chosen to explore the expatriates’ experiences and the world in which they live. Sixteen semi-structured interviews were conducted with respondents from three South African multinational corporates (MNCs) in telecommunications, oil and hospitality industries. Out of sixteen respondents, three were Human Resource (HR) managers whose responsibility it is to administer and manage global mobility in the three MNCs. Global mobility includes expatriates’ management. The results of this study have implied that South African MNCs are inconsistent in terms of the way they prepare their expatriates before departure, support expatriates during the international assignments and repatriation. As a result of that, expatriates have also revealed mixed experienced in all three phases of the expatriation journey. For example, during pre-departure, some have experienced a pleasant preparation, such as look-see-visits, medical examinations and CEO on-boarding programmes, whereas others were never prepared (thrown in the deep-end). The misalignment between head office objectives and host country’s objectives came out as the most frustrating experience by the majority of the respondents. In terms of the last phase of the repatriation cycle, the results of this study suggest that a repatriation strategy is ineffective or non-existent in South African MNCs. Expatriates come back and get absorbed by competition as a result of the lack of a repatriation strategy. The glue to the findings of this research implies that coaching does have a critical role to play in all three phases of expatriation, that is, during pre-departure, during the assignment and during repatriation. The key message to South African MNCs is, if they want to use expatriates as their vehicle to succeed in global markets, they must involve former expatriates in crafting their realistic, practical expatriates’ strategy which must be communicated and applied to all expatriates and host companies.
MT2017
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Van, Bommel Michelle. "Expatriate non-Muslim nurses' experiences of working in a cardiac intensive care unit in Saudi Arabia." Thesis, 2011. http://hdl.handle.net/10500/5033.
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Nursing Muslim patients in the Kingdom of Saudi Arabia (KSA) poses challenges for expatriate non-Muslim nurses. Caring for Muslim patients in a cardiac intensive care unit, catering for patients who underwent open heart surgery, poses unique challenges to non-Muslim nurses.
Semi-structured interviews were conducted with 63 non-Muslim nurses who cared for Muslim patients who had undergone cardiac surgery. Factors that influenced non Muslim nurses’ experiences of working with Muslim patients in the KSA, included culture shock, language barriers and a lack of understanding of Islam as a religion. In-service education sessions, addressing these issues, could enhance non-Muslim nurses' abilities to render culture competent care to Muslim patients in a cardiac intensive care unit in the KSA. Arabic-English translators could facilitate communication between the expatriate nurses and the Muslim patients.Health Studies
M.A. (Health Studies)
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Chen, Wan-Yu, and 陳宛楡. "A study of Taiwanese senior expatriate managers’ Cross-cultural adaptation experiences in Asian Newly Industrialized Countries." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/ja429c.
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碩士國立臺中科技大學
企業管理系碩士班
104
In today’s business environment, Asian Emerging Markets have become included among the most popular markets. In order to seize commercial opportunities, companies are arranging for many of of senior managers to expand their markets; they thus play important roles for companies. The purpose of this study is to explore senior managers’ cross-cultural adaptive experiences: how they face critical issues and self-develop while expatriating to Asian Newly Industrialized Countries. This study used a qualitative research method, and the data were collected primarily from semi-structured interviews. In choosing participants our focus was finding senior managers who had stayed overseas for over one year. Our participants included five male and three female expatriate managers. There are six expatriate managers staying in Vietnam, one in Myanmar and one in China. Most of our participants are in manufacturing industry, with only one expatriate manager working in the field of management consultancy. The findings show that these 8 participants’ adaptation experiences of working and living in 3 different Asian countries comprised: (1) adjustment to work, (2) adjustment to interaction and (3) adjustment to the non-work environment. They experienced some critical issues, including four different situations: (1) strike/ go-slow/ riot problems, (2) local staff asking for leave too frequently, (3) local staff worrying about their working rights and benefits, and (4) local staff interacting and conflicting with each other. The senior managers could develop their roles which include: (1) job tasks and their responsibilities, and (2) personal change and growth. Finally, implications for managerial practices and future research are discussed. We also provide some suggestions to freshmen who are going to graduate and aim to be expatriates.
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Bester, Petrus Cornelius. "A South African woman's experience of expatriate adjustment." Thesis, 2008. http://hdl.handle.net/10210/632.
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A preliminary review of the literature on cultural or expatriate adjustment with regard to the spouses of diplomatic personnel, such as the military attaché, clearly indicated a gap in the existing knowledge scholars have of the adjustment experiences of spouses of expatriate managers. The aim of this study was exploring and describing one South African expatriate’s wife’s authentic experiences of expatriate adjustment to India. A modernist qualitative methodology with symbolic interactionism as theoretical framework and interpretivist constructivism as research paradigm was employed. The case study was used as qualitative research strategy and the life history was used as the qualitative research technique. Purposeful sampling was employed. Plummer’s (2001) critical humanism was included to reflect the flavour of the diversity of frameworks available to life history researchers. Data were obtained from solicited and unsolicited sources. This yielded a life history with rich descriptive data that were systematically analysed with the grounded theory technique proposed by Strauss and Corbin (1990, 1998). A conceptual framework was compiled and used to substantiate the finding by means of a literature review, the identification of the core category, and finally the development of a substantive theory called: a transitional theory of spousal expatriate adjustment. Guidelines proposed in the literature were followed to ensure the authenticity, trustworthiness and credibility of the study. The findings provided some understanding of how wives of military attaché’s experience the process of expatriate adjustment. Recommendations were made to improve current practice. The study also made a methodological contribution to the local study of Industrial and Organisational Psychology and in particular International Human Resources Management. Recommendations are made for future research.Prof. Willem Schurink
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Yang, Chen-Chia, and 楊成家. "The Relationship between Expatriate Experience and Organizational Commitment." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/62732401554894205766.
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碩士大葉大學
國際企業管理學系碩士在職專班
95
ABSTRACT In today’s global marketplace, it is critical for Taiwanese multinational corporations to maintain competitive in the field of international human resource management. This thesis aims to discover the impact and relationship among experience of expatriation and organizational commitment toward expatriates who have international human resource specialties and whether they will have obvious differences and impacts on the length of overseas assignment and expatriates’ host county. Experience in overseas assignment includes number of repatriates’ overseas assignments, length of most overseas assignments and host country of economic developed. By building on the repatriation adjustment and organizational commitment theories and researches, this study expands these recent findings to repatriates. This research uses the expatriates in manufacturing, service industry and foreign company as samples. A questionnaire was developed and distributed to 500people. 274usable responses were received for a 54.8%response rate. After eliminating incomplete and invalid questionnaires, the effective sample is 254. The study reveals that: 1. The length of most oversea assignment of an employee has lower organizational commitment. 2. The expatriate on overseas assignment of an employee has lower organizational commitment. 3. The more experience of overseas assignment in developed country the employee has, the lower organizational commitment. 4. The relationship between the experience of expatriate in developed/developing country and organization commitment has no obvious difference. Base on the findings of this study, it provides suggestions for future application management and subsequent studies.
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Lin, Ying-An, and 林映安. "Lost and Gain：The Life Experience of Daughters with Expatriated Father." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/7reua7.
Full textAbstract:
碩士臺北市立大學
幼兒教育學系
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The purpose of this study is to discuss the teenage girls’ adaptation during their fathers’ expatriations, and to learn about the interaction experiences, emotional development as well as changes of relationship between daughters and expatriated fathers through the retrospection of five teenage girls. First, by reading relevant literature, researcher in-depth understanding the characteristics and the context of father-daughter relationship in father-expatriated family, and the impact of daughters adaptation caused by the absence of father. Then, researcher develop the interview outline, discuss the question of this study through using depth interviews and focus group method. This study explain and discuss the findings by focusing on “teenage girls’ adaptations”, and depicting through six context, including “mother-role”, “father-style”, “parent relationship and marriage”, “the development and changes of father-daughter relationship”, ”family-support system”, and “space and time”. Although each teenage girl has own life experience and feeling, now they similarly behave independence, autonomy and maturity. The five girls also have same thoughts, no matter their life experiences were, it truly makes them more special and outstanding. The findings show that, there is close connection between the teenage girls’ adaptations and daughter-father relationship in father-expatriated family. As the results, instead of material compensation offered by father, the emotional links between father and daughter are more important. Moreover, the teenage girls’ views on their identity of being the child on father-expatriated family is crucial to shaping who they are at present.
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Chudnovskaya, Elena Vladimirovna. "Experiences of Danish business expatriates in Russia : a cross-cultural communication study." 2013. http://liblink.bsu.edu/uhtbin/catkey/1739769.
Full textAbstract:
Today Russia plays an important role in global economic development and attracts a lot of multinational companies, who establish their subsidiaries there. Many foreign investors send their representatives, business expatriates, to develop their businesses in Russia. The knowledge of cultural and communication specifics in Russia is very important for the success of those business personnel. This study has presented an in-depth picture of Danish business expatriates’ experience in Russia. Qualitative interviews with eight Danish business expatriates were conducted to examine and compare cultural and communication norms in Denmark and Russia. The results were analyzed using the cross-cultural theories of Hofstede (2011) and Hofstede, Hofstede and Minkov (2010). The findings revealed that communication norms in Russia differ significantly from those in Denmark on two cross-cultural dimensions: Power Distance and Indulgence versus Restraint.Department of Communication Studies
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Rostam, Hajera. "The Iraqi expatriates’ experience of the North American media coverage of Iraq." Thesis, 2006. http://hdl.handle.net/2429/17752.
Full textAbstract:
There has been extensive media coverage of Iraqi home, culture, and people in the
recent past. Concerns have arisen around an unbalanced and biased coverage of the
conflict in Iraq, potential censorship or neglect of the humanitarian crisis in the region,
and the associated discrimination of people with Middle Eastern ethnicity (Farhoumand-
Sims, 2003; Miskin et al., 2003). In this study, I explored the following question: How
have Iraqi adult immigrants living in Vancouver, Canada, experienced the recent North
American media coverage of their culture, people, and country?
Data were gathered through the use of individual interviews and the interpretive
description methodology. Data from 10 participants (8 men, 2 women) were analyzed
using Miles and Hubermans' (1994) analytic framework. Themes emerged that described
the Iraqi expatriates' exposure to the North American media coverage of Iraq, and the
overall responses including the initial impact of witnessing the coverage as well as the
ongoing impact. The North American media was perceived to be biased in its coverage of
the Iraq war, and that it often engaged in a negative portrayal of Iraqi people, culture, and
the religion of Islam. Participants' responses to the initial phases of the coverage
included: intense following of the news, difficulties in relationships, signs of depression,
concern for families and Iraqis, and a sense of powerlessness. The ongoing impact of the
coverage of Iraq brought forth various cultural challenges, changes in worldview, coping,
and a desire to show alternative stories through the media.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate