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Desenvolvimento de carreira organizacional: precisamos de ir para evoluir?
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O panorama da mobilidade global tem sofrido profundas trasnformações, forçando as organizações a adotar modalidades de trabalho internacionais mais flexíveis, como por exemplo, as missões de expatriação virtual.
O presente estudo tem como objetivo compreender de que forma estes novos modelos de organização do trabalho podem constituir uma oportunidade de desenvolvimento e progressão na carreira dos trabalhadores internacionais. De forma a responder a este objetivo, adotamos uma abordagem qualitativa, envolvendo um total de doze entrevistas com expatriados organizacionais portugueses. Adicionalmente, são, ainda, incluídos, três entrevistados com o papel de gestores de Recursos Humanos, para ajudar a compreender a perspetiva organizacional da realização destas missões internacionais.
Os resultados aduzem que os motivos para aceitar a expatriação não se regem apenas pela vontade de desenvolver carreira, mas também pelo crescimento pessoal inerente à missão internacional. Todos os entrevistados mencionaram a oportunidade de desenvolvimento de competências interculturais e de desenvolivmento pessoal obtidas durante a expatriação como aspetos mais valorizados na sua experiência internacional. Todavia, os resultados permitem concluir que, após a conlcusão da missão, a evolução na carreira ocorre na maioria dos partivcipantes. Mais do que um acelarador da carreira, a maioria dos participantes considera que a missão internacional aumenta a sua visibilidade na organização, reforçando o seu estatuto profissional.
Por fim, e no que diz respeito aos novos modelos de trabalho internacional, a totalidade dos entrevistados considera a expatriação presencial mais rica e completa, em deterimento da missão virtual reconhecendo, contudo, a validade das missões virtuais como alternativa para determinadas funções e/ou limitações pessoais ou familiares.
The paradigm of global mobility has undergone profound transformations, forcing organizations to adopt more flexible international work arrangements, such as virtual expatriation assignments. This study aims to understand how these new work organization models can constitute an opportunity for development and career progression for international workers. In order to answer this objective, we adopted a qualitative approach, involving a total of twelve interviews with Portuguese organizational expatriates. Additionally, three interviewees in the role of Human Resources managers are also included to help understand the organizational perspective on carrying out these international assignments. The results suggest that the reasons for accepting expatriation are not only governed by the desire to develop a career, but also by the personal growth inherent in the international assignment. All interviewees mentioned the opportunity to develop intercultural skills and personal development gained during expatriation as the most valued aspects of their international experience. However, the results allow us to conclude that, after the completion of the mission, career advancement occurs for most participants. More than a career accelerator, most participants consider that the international mission increases their visibility within the organization, reinforcing their professional status. Finally, regarding new international work models, all respondents consider traditional expatriation to be richer and more complete than virtual assignments, while acknowledging the validity of virtual assignments as an alternative for certain roles and/or personal or family limitations of employees with the best profile to carry out this international professional project. The conclusions, limitations, and future recommendations are presented at the end.
The paradigm of global mobility has undergone profound transformations, forcing organizations to adopt more flexible international work arrangements, such as virtual expatriation assignments. This study aims to understand how these new work organization models can constitute an opportunity for development and career progression for international workers. In order to answer this objective, we adopted a qualitative approach, involving a total of twelve interviews with Portuguese organizational expatriates. Additionally, three interviewees in the role of Human Resources managers are also included to help understand the organizational perspective on carrying out these international assignments. The results suggest that the reasons for accepting expatriation are not only governed by the desire to develop a career, but also by the personal growth inherent in the international assignment. All interviewees mentioned the opportunity to develop intercultural skills and personal development gained during expatriation as the most valued aspects of their international experience. However, the results allow us to conclude that, after the completion of the mission, career advancement occurs for most participants. More than a career accelerator, most participants consider that the international mission increases their visibility within the organization, reinforcing their professional status. Finally, regarding new international work models, all respondents consider traditional expatriation to be richer and more complete than virtual assignments, while acknowledging the validity of virtual assignments as an alternative for certain roles and/or personal or family limitations of employees with the best profile to carry out this international professional project. The conclusions, limitations, and future recommendations are presented at the end.
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Carreira organizacional Expatriação Missão de expatriação virtual Mobilidade global Recursos Humanos Repatriação Expatriation Global mobility Human Resources Organizational career Repatriation Virtual expatriate assignments