Underpinning the psychological aspects of expatriation: a qualitative

investigation

The Postgraduate Business Psychology Conference 2010

22nd March 2010

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Outline

Introduction

Methodology

Discussion of ResultsPull factors of expatriation

Cross‐cultural experience

Aftermath of expatriation

Reflexive analysis / Conclusion

References

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Introduction

• International assignments are challenging for expatriates:

• Increased multiculturalism in organisations• More and more international assignments

• Much research has been done on expatriation, however psychological aspects have not been entirely tackled

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Introduction previous research

Hofstede(1981, 2005):„Cultural Dimensions“1.Power Distance Index2. Masculinity vs Femininity3. Uncertainty Avoidance4. Long Term vs Short Term5. Individualist vs. Collectivist

Honeymoon

Culture Shock

Adjustment

Mastery

Lysgaard (1995), U-Curve Theory (Lee,2005)

Extensive research has been done !!However psychological aspects have not been

tackled in their entirety=> Qualitative research

Trompenaars (1998):Cultural construct of time Orientation:-> Mono vs. Poly chronic

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MethodologyWhy qualitative research?

Qualitative research enables the researcher to understand how people make sense of the world and how theyexperience events (Willig, 2009) hence concentrating on the candidate´s feelings

Semi‐structured Interviews central to data gathering

Thematic analysis enabling researcher to identify patternsand themes relevant to the research

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MethodologyParticipants

Eight semi‐structured interviews with German expatriates

Different Industries: Banking, Insurance, Civil Engineering, Telecoms and military healthcare

Split: 4 Males and 4 Females

Marital Status: married, single and with family

Snow ball effect for selection of candidates

Mean age: 33,75 years old

Diversity and broad experiencerange

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MethodologyQuestionnaire

Structure of the questionnaire: Spradley´s (1979) question types:

Demographics

Pre‐expatriation

During expatriation

Post expatriation

Descriptive

Structural

Contrast

Evaluative

Ethical guidelines as prescribed by the BPS on anonymity andconfidentiality were fully adhered by the researcher

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MethodologyThematic Analysis

Familiarize with Data

Generate initial codes

Search for themes

Review ThemesDefine and 

name themesProduce the 

Report

Phases of Thematic Analysis (Braun & Clarke, 2006)

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Discussion of ResultsThematic overview

Pull factors of expatriatism

Cross cultural experience

Aftermath of expatriation

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Pull factors of expatriation

CAREER DEVELOPMENT• Personal interest• Positive influence oncareer

• Freedom & responsibility• Developing knowledgeand skills

• Promotion & higher salary

OGANISATIONAL SUPPORT• Administration (e.g. Visa…)• Mc Caughey & Bruning(2001) 5 steps:

1. Information tax & insurance2. Compensation package3. Short orientation4. Visit new location5. Housing & car provision

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Cross cultural experience

INTERCULTURAL TRAINING• New people, culture &work ethics

• Positive impact on skills &knowledge development

• Negative: not enough info& not specific enough

WORK ENVIRONMENT• Psychological adjustment• Understand work ethics inhost country

• Identify with parent and host culture ‐ ADAPT

INTEGRATION• Social life : expats or locals?• Making new friends• Understand meaning of friendship in host country

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Aftermath ofexpatriation

INTRINSIC CHANGES• More aware & acceptingof differences

• Sense of belonging toparent culture developed

• More self‐esteem, independence, and acceptance of differences

IMPACT ON HOME COUNTRY• Feeling of isolation• Sense of loss of autonomy in decision making at work

• Political games• Repatriation given little attention from parentcompany

80% of expatriates experienceculture shock when repatriated

(Black et al., 1992)

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Conclusion

Yes, expatriates

havepsychologicalconcerns

LIMITATIONS OF STUDY• Sampling• Information gathering• Positive about leaving• Performance not taken into account

FINDINGS• Develop cross‐culturalcompetence‐based training

• Need to develop support upon return to avoid culture shock

• Provide pre and post expattraining & follow up to reduce stress & anxiety

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Questions ?

Thank you !!!

If you have further questions or would likeinformation please feel free to contact us:

nadege.welsch@be‐a‐chameleon.comTel: +44(0) 20 77 17 28 34 16www.be‐a‐chameleon.com

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References

• Black, Stewart J & Gregersen, Hal B. (1992). Antecedents to commitment to a parent company and a foreign operation. Academy of management Journal, Vol. 35, No 1.

• Hofstede, Geert & Hofstede, Gert Jan (2005). Cultures and organisations: software of the mind, 2nd Ed. NY: MC GrawHill

• Lee, H.W (2005). The factors influencing expatriates. The Journal of American Academy of Business, Cambridge, No.2.

• McCaughey, Deirdre & Bruning, Nealia S. (2001). Enhancing opportunities for expatriate job satisfaction: HR strategies for foreign assessment success. Human Resources Planing. Vol 28, No. 4.

• McFarland, Jean (2006). Culture Shock. Benefits Canada, 07037732, Vol 30, Issue 1.

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