Expatriate vs locals: career management processes and relevant factors in multinationals
Autor(a) principal: | |
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Data de Publicação: | 2011 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10071/4032 |
Resumo: | The aim of this investigation is to determine in what extent the individual and organizational factors are liable for the motivation intensity and for the expected success of an international assignment. Therefore, we also cleared the variables that can influence these behaviours and create a higher perception of success in which concerns employees on an international assignment. Survey data were collected from 130 non-expatriates and from 32 expatriates (from which only 18 were still on an international assignment) through survey questionnaires. The results show that the individual and organizational factors influence the motivation intensity and the expected success of an international assignment. Additionally, both individual and organizational factors are influenced by individual and organizational characteristics (respectively). In the individual characteristics the factors with more relevance are the highest educational level, the marital status (married or living with someone) and the foreign language – English. All organizational characteristics showed a significant impact on organizational policies, being the latter presented as good predictors of motivation intensity and expected success. The implications of our findings intend to enhance and alert multinationals of their practices regarding the expatriates, since the latter are an important part of the organization’s intellectual assets. Thus, it is important not only to support employees during an international assignment, but also to assure that all activities are well communicated inside the organization. Finally, companies should also understand the assignee motivation, the motivation related to family support and international adjustment on international assignments, since as we shall see this can provide companies’ benefits. |
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Expatriate vs locals: career management processes and relevant factors in multinationalsCareer supportInternational assignment SuccessInternational adjustmentIndividual and organizational characteristicsApoio na carreiraSucesso no destacamento internacionalAjustamento internacionalCaracterísticas individuais e organizacionaisThe aim of this investigation is to determine in what extent the individual and organizational factors are liable for the motivation intensity and for the expected success of an international assignment. Therefore, we also cleared the variables that can influence these behaviours and create a higher perception of success in which concerns employees on an international assignment. Survey data were collected from 130 non-expatriates and from 32 expatriates (from which only 18 were still on an international assignment) through survey questionnaires. The results show that the individual and organizational factors influence the motivation intensity and the expected success of an international assignment. Additionally, both individual and organizational factors are influenced by individual and organizational characteristics (respectively). In the individual characteristics the factors with more relevance are the highest educational level, the marital status (married or living with someone) and the foreign language – English. All organizational characteristics showed a significant impact on organizational policies, being the latter presented as good predictors of motivation intensity and expected success. The implications of our findings intend to enhance and alert multinationals of their practices regarding the expatriates, since the latter are an important part of the organization’s intellectual assets. Thus, it is important not only to support employees during an international assignment, but also to assure that all activities are well communicated inside the organization. Finally, companies should also understand the assignee motivation, the motivation related to family support and international adjustment on international assignments, since as we shall see this can provide companies’ benefits.Esta investigação tem como objectivo determinar em que medida os factores individuais e organizacionais impactam na intensidade da motivação e no sucesso esperado de um destacamento internacional. Foram igualmente apuradas as variáveis que podem influenciar estes comportamentos e criar uma maior percepção de sucesso nos colaboradores no que toca ao destacamento internacional. Foram criados questionários online onde foram operacionalizadas estas questões. O questionário foi aplicado a 130 não expatriados e a 32 expatriados (sendo que destes apenas 18 continuam em destacamento internacional). Os resultados demonstram que os factores individuais e organizacionais influenciam a intensidade da motivação e a o sucesso expectável num destacamento. Adicionalmente, tanto os factores individuais como organizacionais são influenciados por características individuais ou organizacionais consoante o caso. Dentro das características individuais, os factores mais importantes são as habilitações literárias, o estado civil (casado ou em união de facto) e a língua inglesa. As características organizacionais mostraram um significativo impacto nas políticas organizacionais, sendo estas preditas da intensidade da motivação e do sucesso expectável. Com estes resultados pretende-se melhorar e alertar para as práticas que são desenvolvidas nas multinacionais relativamente aos cuidados a ter com os colaboradores expatriados, uma vez que estes são parte importante do activo intelectual da organização, bem como perceber se as práticas implementadas pela empresa, para apoiar o colaborador durante um destacamento internacional, são bem comunicadas na organização. Por último, as empresas devem ainda ter em conta a motivação do expatriado, a motivação relacionada com o apoio da família e o ajustamento em contexto de expatriação, uma vez que tais acções, como veremos adiante, poderão trazer benefícios à própria empresa.2012-11-07T11:27:00Z2011-01-01T00:00:00Z20112012-11-07info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfapplication/octet-streamhttp://hdl.handle.net/10071/4032engVeríssimo, Tiago Manuel Gasparinfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:26:12Zoai:repositorio.iscte-iul.pt:10071/4032Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:11:43.782389Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Expatriate vs locals: career management processes and relevant factors in multinationals |
title |
Expatriate vs locals: career management processes and relevant factors in multinationals |
spellingShingle |
Expatriate vs locals: career management processes and relevant factors in multinationals Veríssimo, Tiago Manuel Gaspar Career support International assignment Success International adjustment Individual and organizational characteristics Apoio na carreira Sucesso no destacamento internacional Ajustamento internacional Características individuais e organizacionais |
title_short |
Expatriate vs locals: career management processes and relevant factors in multinationals |
title_full |
Expatriate vs locals: career management processes and relevant factors in multinationals |
title_fullStr |
Expatriate vs locals: career management processes and relevant factors in multinationals |
title_full_unstemmed |
Expatriate vs locals: career management processes and relevant factors in multinationals |
title_sort |
Expatriate vs locals: career management processes and relevant factors in multinationals |
author |
Veríssimo, Tiago Manuel Gaspar |
author_facet |
Veríssimo, Tiago Manuel Gaspar |
author_role |
author |
dc.contributor.author.fl_str_mv |
Veríssimo, Tiago Manuel Gaspar |
dc.subject.por.fl_str_mv |
Career support International assignment Success International adjustment Individual and organizational characteristics Apoio na carreira Sucesso no destacamento internacional Ajustamento internacional Características individuais e organizacionais |
topic |
Career support International assignment Success International adjustment Individual and organizational characteristics Apoio na carreira Sucesso no destacamento internacional Ajustamento internacional Características individuais e organizacionais |
description |
The aim of this investigation is to determine in what extent the individual and organizational factors are liable for the motivation intensity and for the expected success of an international assignment. Therefore, we also cleared the variables that can influence these behaviours and create a higher perception of success in which concerns employees on an international assignment. Survey data were collected from 130 non-expatriates and from 32 expatriates (from which only 18 were still on an international assignment) through survey questionnaires. The results show that the individual and organizational factors influence the motivation intensity and the expected success of an international assignment. Additionally, both individual and organizational factors are influenced by individual and organizational characteristics (respectively). In the individual characteristics the factors with more relevance are the highest educational level, the marital status (married or living with someone) and the foreign language – English. All organizational characteristics showed a significant impact on organizational policies, being the latter presented as good predictors of motivation intensity and expected success. The implications of our findings intend to enhance and alert multinationals of their practices regarding the expatriates, since the latter are an important part of the organization’s intellectual assets. Thus, it is important not only to support employees during an international assignment, but also to assure that all activities are well communicated inside the organization. Finally, companies should also understand the assignee motivation, the motivation related to family support and international adjustment on international assignments, since as we shall see this can provide companies’ benefits. |
publishDate |
2011 |
dc.date.none.fl_str_mv |
2011-01-01T00:00:00Z 2011 2012-11-07T11:27:00Z 2012-11-07 |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10071/4032 |
url |
http://hdl.handle.net/10071/4032 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf application/octet-stream |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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