This presentation is about the reserach I conducted on the psychological aspects of expatriation using a qualitative method of analysis. Themes and sub themes as well as the method used for the research are described. This presentation is an overview of what Be a Chameleon can offer corporates or individuals. We have more presentations/ trainings to offer based on your needs. Please feel free to comment or contact us for further information.

1. Underpinning the psychological
aspects of expatriation: a qualitative
investigation
The Postgraduate Business
Psychology Conference 2010
22nd March 2010
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2. Outline
Introduction
Methodology
Discussion of Results
Pull factors of expatriation
Cross‐cultural experience
Aftermath of expatriation
Reflexive analysis / Conclusion
References
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3. 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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4. Introduction
previous research
Hofstede(1981, 2005):
„Cultural Dimensions“
1.Power Distance Index
2. Masculinity vs Femininity
3. Uncertainty Avoidance
4. Long Term vs Short Term
5. 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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5. Methodology
Why qualitative research?
Qualitative research enables the researcher to understand
how people make sense of the world and how they
experience events (Willig, 2009) hence concentrating on
the candidate´s feelings
Semi‐structured Interviews central to data gathering
Thematic analysis enabling researcher to identify patterns
and themes relevant to the research
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6. Methodology
Participants
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 experience
range
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7. Methodology
Questionnaire
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 and
confidentiality were fully adhered by the researcher
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8. Methodology
Thematic Analysis
Familiarize with
Data
Generate initial
codes
Search for
themes
Review Themes
Define and
name themes
Produce the
Report
Phases of Thematic Analysis (Braun & Clarke, 2006)
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9. Discussion of Results
Thematic overview
Pull factors of
expatriatism
Cross cultural
experience
Aftermath of
expatriation
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10. Pull factors of
expatriation
CAREER DEVELOPMENT
• Personal interest
• Positive influence on
career
• Freedom & responsibility
• Developing knowledge
and skills
• Promotion & higher salary
OGANISATIONAL SUPPORT
• Administration (e.g. Visa…)
• Mc Caughey & Bruning
(2001) 5 steps:
1. Information tax & insurance
2. Compensation package
3. Short orientation
4. Visit new location
5. Housing & car provision
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11. 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 in
host 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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12. Aftermath of
expatriation
INTRINSIC CHANGES
• More aware & accepting
of differences
• Sense of belonging to
parent 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 parent
company
80% of expatriates experience
culture shock when repatriated
(Black et al., 1992)
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13. Conclusion
Yes,
expatriates
have
psychological
concerns
LIMITATIONS OF STUDY
• Sampling
• Information gathering
• Positive about leaving
• Performance not taken
into account
FINDINGS
• Develop cross‐cultural
competence‐based training
• Need to develop support
upon return to avoid
culture shock
• Provide pre and post expat
training & follow up to
reduce stress & anxiety
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14. Questions ?
Thank you !!!
If you have further questions or would like
information please feel free to contact us:
nadege.welsch@be‐a‐chameleon.com
Tel: +44(0) 20 77 17 28 34 16
www.be‐a‐chameleon.com
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15. 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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