The Career Path of Expatriates at Repatriation

Zhou, Yanghua

doi:10.7763/joebm.2015.v3.244

Cited by 4 publications

(6 citation statements)

References 18 publications

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“…After the mission, it is also crucial that organizations prepare the expatriate for repatriation, in order to facilitate his/her re-adjustment and minimize reverse the cultural shock, in parallel with this, to outline a strategy for his/her career progression (e.g. Zhou, 2015). This whole process of adjustment (e.g.…”

Section: Introductionmentioning

confidence: 99%

Organizational practices for the expatriates’ adjustment: a systematic review

Sousa

Gonçalves

Santos

et al. 2017

JGM

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Purpose The globalization of work has contributed to a great increment in cross-cultural interactions, contributing to a new impetus in the expatriates’ topic. The costs associated with the failed international missions are high, and the identification of effective adjustment strategies is of extreme importance, both for organizations and for individuals. The purpose of this paper is to identify the kind of practices that are developed by organizations and their impact on the adjustment of expatriates. Design/methodology/approach To achieve the proposed objective, a systematic review of literature (from the late 1980s to the present day) will be carried out. Findings Based on five articles on the topic, the results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. Originality/value The authors feel the lack of studies that have adequate indicators to measure the integration and effectiveness of the adjustment of expatriates.

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Section: Introductionmentioning

confidence: 99%

Organizational practices for the expatriates’ adjustment: a systematic review

Sousa

Gonçalves

Santos

et al. 2017

JGM

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“…To resume, the IHRM should assume a facilitating and supportive role in pursuing the company's objectives by promoting the development of its employees (Rego & Cunha, 2009;Zhou, 2015), Through the implementation of activities and strategies that overcome the specific Економски погледи, ISSN 1450-7951 challenges of HRM in the global world and that these strategic can be adopted in the sport. These practices relate to preparation for international migration and for return, rewards systems, good working conditions, hierarchies support and career management programs.…”

Section: ) Facilitation Of Virtual Communication Between Expatriatesmentioning

confidence: 99%

“…From the above, it is clear that organizations should adopt career management practices within their IHRM strategy, providing success in the expatriation process (Zhou, 2015). According to Guedes (2012), for the employee to have a good career management, it is essential to adapt to the new country.…”

Section: економски погледи Issn 1450-7951mentioning

confidence: 99%

Expatriates and International career management: Corporate and sporting context

Wallan-Tertuliano¹,

Vivian²,

Santana³

2019

Ekonomski pogledi

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Globalization makes expatriation an increasingly present reality, whether in the lives of employees of multinational companies or athletes. Therefore, the objective of this essay was to conceptuate the International Human Resources Management (IHRM) and to point out the relationship of such phenomenon with the career management conducted by the person participating in this process of "expatriation", both in corporate and sports contexts. For this, it was based on the methodological design of a qualitative research on the perspective of documental analysis. As the main reflections of this essay, we emphasize that, although it is considered fundamental, the IHRM is better developed in companies, while in sports clubs this is a secondary concern. It is also noteworthy the importance of athletes and expatriate employees to undergo a process of preparation, both from the psychological and social, economic and cultural point of view, so that the changes are faced in the best possible way.

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“…The two main issues participants were uncertain about is the repatriation plans and the length of the assignments. Brown (2008) cited repatriation as the third major stressor that expatriates and their families face, a claim supported by other researchers (Edmond, 2002;Konopaske & Werner, 2005;Krell, 2013;Zhou, 2015). Repatriation refers to the process of bringing overseas employees back to their home country (Edmond, 2002).…”

Section: Uncertainty About Expatriate Assignmentmentioning

confidence: 90%

“…The definition of an expatriate in this study was limited to individuals sent by organizations to manage or cooperate with others on an international assignment for a period of time (Zhou, 2015). There are many broader categories of expatriates for example self-initiated expatriates-individuals, mostly in the academic field who migrate of their own choice to work in a foreign country Selmer & Lauring,2011).…”

Section: Limitationsmentioning

confidence: 99%

Exploring the experiences of foreign nationals living and working in Durban, South Africa.

Okumu

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Globalization has led to increased international mobility, with many people living and working outside their countries of origin. Migration is an extremely complex process that has social, and psychological implications on the individuals or groups undergoing the process. The success of expatriates, that is migrants sent typically by a multinational organization to work in another country, has previously been measured by their organizational outcomes and completion of their assignment. Some losses and damage that result from expatriate failure include: loss of business and productivity, damage to relationships with other employees or customers, as well as the financial and emotional and psychological costs borne by the expatriate and their family.Understanding an individual's experiences during an expatriate assignment can facilitate positive adjustment and increase coping strategies as they work and live away from their home country. Research on expatriates shows the main factors that influence adjustment or contribute to stress are the new culture in the work and social settings, family adjustment in the new country, distance from home and lack of preparation. The aim of this study was to investigate the experiences of expatriates and any coping mechanisms used to adjustment living and working in Durban. This current work followed a qualitative approach, conducting semi-structured interviews with 10 participants. The findings of the present study were generally consistent with previous similar studies. Expatriates reported that factors that made their adjustment challenging, and caused stress, included distance from their home country, family adjustment, uncertainty, and cultural differences. Support systems, previous expatriate experience and personally seeking diverse experiences facilitated adjustment. Unique contributions included how the challenging process of visa application negatively affected adjustment and expatriate's experiences in Durban. The outcomes of this study may contribute towards developing interventions or programs that adequately prepare expatriates and increase the level of psychological support made available to them and their families.

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The Career Path of Expatriates at Repatriation

Cited by 4 publications

References 18 publications

Organizational practices for the expatriates’ adjustment: a systematic review

Organizational practices for the expatriates’ adjustment: a systematic review

Expatriates and International career management: Corporate and sporting context

Exploring the experiences of foreign nationals living and working in Durban, South Africa.

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