Comprendre les préoccupations du conjoint qui doit suivre un expatrié à l'étranger

Merignac, Olivier; Roger, Alain

doi:10.3917/riges.372.0023

Cited by 4 publications

(3 citation statements)

References 13 publications

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“…Partner Training and Support. Inclusion of all family members in cross-cultural training is important (Webb, 1996) because of the strong impact of their global adjustment on the expatriate's adjustment (Andreason, 2008;Haslberger & Brewster, 2008;Merignac & Roger 2012). In particular, specific training programmes need to be developed for the unique challenges faced by expatriate partners (e.g., how to get work permits and develop personal careers in the other country) and children (e.g., education-related issues).…”

Section: Cross Cultural Training (Cct)mentioning

confidence: 99%

The Recruitment, Selection, and Preparation of Expatriates

Waxin¹,

Brewster²

2020

Global Mobility and the Management of Expatriates

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For organisations and for individuals, effective recruitment, selection and preparation of new employees or employees in new circumstances are always important. This issue is exacerbated in the case of international assignments, where issues of cross-national adjustment complicate the picture. The objective of this chapter is to examine and summarise the extant research on expatriate recruitment, selection and preparation. The chapter is structured as follow. First, we discuss expatriate recruitment sources, methods, and the expatriates' motivations to work abroad. Second, we examine expatriate selection criteria, methods, and how expatriates are selected in practice. Third, we present the variety of expatriate preparation methods, discuss expatriate training effectiveness and expatriate preparation in practice. We conclude by considering future avenues of research. Overall, there is good material for researchers to build on and a growing understanding of the key issues. Nevertheless, there remains here a rich field for exciting research in the future.

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Section: Cross Cultural Training (Cct)mentioning

confidence: 99%

The Recruitment, Selection, and Preparation of Expatriates

Waxin¹,

Brewster²

2020

Global Mobility and the Management of Expatriates

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“…However, a high risk of failure of expatriation (Bhaskar-Shrinivas et al, 2005;Mérignac and Roger, 2005) incurs significant costs to the firms. Maladjustment of expatriates in the host country is one of the most reported reasons behind the failure of expatriation (Jex and Beehr, 1991;Lazarova et al, 2010;Mérignac and Roger, 2012). Hence, social and organizational support for the expatriates becomes critical to mitigate the chances of failure and the cost for the firms.…”

Section: Introductionmentioning

confidence: 99%

Role of social and organizational support in the adjustment of Tunisian self-initiated expatriates

Khedher¹,

Asadullah

2019

EJTD

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Purpose This paper aims to explore the lived experiences of Tunisian self-initiated expatriates (SIEs) for social and organizational support that they experienced during their international expatriation assignment in a host country. Design/methodology/approach This study is a qualitative research. The data were collected from Tunisian Expatriates through semi-structured interviews. Findings This study has revealed diverse some interesting insights about the lived experiences of Tunisian SIEs about the support which they received from their family members, social network and members of the host-country organization. This study has also introduced a scale that can be used for measuring the level of social and organizational support received by SIEs. Practical implications This study has offered some implications for the researchers and professionals to advance research and practice to regulate the lived experiences of SIEs. Originality/value This study has highlighted the lived experiences of SIEs for social and organizational support in the Tunisian context representing the collectivist Muslim society.

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“…» Ceci peut être comparé avec la situation des couples expatriés à double carrière. En effet, comme le soulignentMérignac et Roger (2012), la décision d'expatriation est le résultat d'un processus de décision au sein du couple dans lequel s'affrontent les attitudes du cadre expatrié et celles de son conjoint.…”

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Le conflit vie professionnelle/vie privée et la satisfaction : le cas des conjoints de militaires navigants

Beghiti-Mahut¹

2015

RIMHE : Revue Interdisciplinaire Management, Homme &Amp; Entreprise

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Distribution électronique Cairn.info pour ARIMHE. © ARIMHE. Tous droits réservés pour tous pays.La reproduction ou représentation de cet article, notamment par photocopie, n'est autorisée que dans les limites des conditions générales d'utilisation du site ou, le cas échéant, des conditions générales de la licence souscrite par votre établissement. Toute autre reproduction ou représentation, en tout ou partie, sous quelque forme et de quelque manière que ce soit, est interdite sauf accord préalable et écrit de l'éditeur, en dehors des cas prévus par la législation en vigueur en France. Il est précisé que son stockage dans une base de données est également interdit.

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Comprendre les préoccupations du conjoint qui doit suivre un expatrié à l'étranger

Cited by 4 publications

References 13 publications

The Recruitment, Selection, and Preparation of Expatriates

The Recruitment, Selection, and Preparation of Expatriates

Role of social and organizational support in the adjustment of Tunisian self-initiated expatriates

Le conflit vie professionnelle/vie privée et la satisfaction : le cas des conjoints de militaires navigants

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