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Abstract(s)
A expansão internacional dos negócios empresariais portugueses levou ao aumento das relações interculturais. Estas relações apresentam as pessoas como fator principal para o sucesso desta internacionalização.
Desta forma, o principal objetivo do presente estudo passa por compreender a perceção dos expatriados portugueses acerca do seu processo de ajustamento intercultural em missões internacionais (MI) em Angola.
De forma a dar resposta a esta questão, após a realização da revisão da literatura, foi utilizada uma metodologia qualitativa. Para tal, recorreu-se à entrevista semiestruturada como instrumento privilegiado de recolha de informação, tendo sido realizadas 13 entrevistas válidas a expatriados portugueses que tenham estado, ou que ainda estejam, em MI em Angola.
Os resultados obtidos sugerem a existência de 4 comportamentos distintos no processo de ajustamento intercultural dos expatriados portugueses em Angola. Por um lado, em dois dos comportamentos verifica-se a existência de um choque cultural à chegada a Angola, sendo que num deles não se verifica um ajustamento efetivo à cultura angolana. Por outro lado, os restantes dois comportamentos experienciaram, à chegada ao país de destino, êxtase e vontade de integrar na nova cultura. Num dos comportamentos, esta fase inicial foi seguida de um choque cultural, voltando a aumentar gradualmente à medida que os hábitos e rotinas foram criados e, num outro, nunca foi experienciado a fase de choque cultural, mantendo-se sempre positivo em todo o processo de ajustamento intercultural.
Os resultados permitem, ainda, compreender de que forma o apoio organizacional prestado antes, durante e após a realização da MI do expatriado contribui para um melhor ajustamento intercultural.
No final da dissertação são discutidos os resultados obtidos neste estudo e apresentadas as limitações encontradas, recomendações para estudos futuros e respetivas conclusões
The international expansion of portuguese business enterprises expanded intercultural relations. These relations show people as the main factor for the success of internationalization. The main purpose of this study is to understand the portuguese expatriate’s perception on the process of intercultural adjustment in international missions (IM), in Angola. Thus, following the literature review, a qualitative methodology was outlined, where a semi-structured interview was applied as an instrument for data collection. A total of 13 interviews were conducted to portuguese expatriates who have been or are still undergoing IM, in Angola. The results suggest the existence of four different behaviors in the portuguese expatriate’s intercultural adjustment process in Angola. At an early stage, in two of the behaviors there is an evidence of a culture shock when arriving in Angola. (In one of them), the shock of the angolan culture was never overcome. (In the two remaining) behaviors, with the expatriates arriving at the new country, they experienced excitement and willingness to be part of the new culture. Also, in one of the behaviours, this initial phase was followed by a culture shock and gradually increased as the cultural habits were created. On the other one, the expatriates never experienced cultural shock, and easily adjusted to the intercultural adjustment process. In addition, it is also possible to understand the way the organizational support provided before, during and after the end of the expatriate’s IM, and how this contributes to easy intercultural adjustment. We conclude the dissertation with the discussion of the results and limitations found, recommendations for future studies and their outcomes.
The international expansion of portuguese business enterprises expanded intercultural relations. These relations show people as the main factor for the success of internationalization. The main purpose of this study is to understand the portuguese expatriate’s perception on the process of intercultural adjustment in international missions (IM), in Angola. Thus, following the literature review, a qualitative methodology was outlined, where a semi-structured interview was applied as an instrument for data collection. A total of 13 interviews were conducted to portuguese expatriates who have been or are still undergoing IM, in Angola. The results suggest the existence of four different behaviors in the portuguese expatriate’s intercultural adjustment process in Angola. At an early stage, in two of the behaviors there is an evidence of a culture shock when arriving in Angola. (In one of them), the shock of the angolan culture was never overcome. (In the two remaining) behaviors, with the expatriates arriving at the new country, they experienced excitement and willingness to be part of the new culture. Also, in one of the behaviours, this initial phase was followed by a culture shock and gradually increased as the cultural habits were created. On the other one, the expatriates never experienced cultural shock, and easily adjusted to the intercultural adjustment process. In addition, it is also possible to understand the way the organizational support provided before, during and after the end of the expatriate’s IM, and how this contributes to easy intercultural adjustment. We conclude the dissertation with the discussion of the results and limitations found, recommendations for future studies and their outcomes.
Description
Versão final (Esta versão contém as críticas e sugestões dos elementos do júri)
Keywords
Ajustamneto intercultural Angola Gestão internacional de recursos Humanos Missão internacional Intercultural adjustment International mission International human resource management