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Abstract(s)
This paper aims to present the results of the intercultural adaptation of Portuguese expatriate workers
in Angola. More specifically, it explores the perception of the expatriates participating in the study
regarding their adaptation to the Angolan intercultural context.
Intercultural adaptation presupposes the definition of the degree of psychological and family comfort
that the expatriates feel in relation to the new environment as well as the degree of ease or difficulty
with which they adapt to the day-to-day and the development of the work in the host country (Ramalu
et al., 2010; Chang, 1997). Since intercultural adaptation is a process that involves behavioral,
emotional, cognitive and attitudinal changes resulting from interaction with a new and different
cultural context, intercultural adaptation behaves as a determinant of the (in) success of the
international mission (Ramalu et al. 2010). The well-being of an expatriate results from the acceptance
with the new culture, the ability to perform the function in the host organization as well as the ability
to relate to the natives of that country (Lee & Vorst, 2010). However, the cultural differences between
the country of origin and the host country may result in a set of barriers to which expatriates are
exposed. In addition, expatriates are confronted with values, beliefs and perceptions that may differ
from those they believe in or from those with whom they are familiar (Geetika & Gupta, 2012).
Considering that intercultural adjustment continues to deserve high attention by researchers in
international human resources management (Dabic, Gonzalez-Loureiro & Harvey, 2015), and at the
same time the trend of expatriation growth in Portuguese companies to the Angolan context in recent
years, reinforce the pertinence of this study.
To obtain empirical evidence, a qualitative methodology was used. The instrument for collecting
privileged information was the semi-structured interview, and 13 interviews were conducted with
Portuguese expatriates in Angola.
The results suggest that the process of intercultural adaptation of Portuguese expatriates to the
Angolan context is not standardized, since three possible behaviors were perceived by the participants
involved in the study: (1) existence of an intercultural shock in the initial phase of arrival in Angola
but outdated with the international mission; (2) existence of an intercultural shock that has never
been overcome; (3) lack of intercultural shock.
We conclude that the process of intercultural adaptation of Portuguese expatriates to the Angolan
context may be influenced by (1) contextual factors such as the cultural, economic and political
differences between the two countries; (2) by factors of an individual nature, such as personality traits
of individuals and; (3) factors of an organizational nature, namely the lack of good organizational
support practices for the intercultural adjustment of expatriates.
Finally, the conclusions suggest that organizations with experience in expatriation may need to
reconsider their expatriation policies, with particular emphasis on issues related to intercultural
preparation. The main contributions, limitations and suggestions for future studies are also presented.
Description
Keywords
Intercultural adaptation Expatriation Expatriates Angola International mission International management of human resources
Citation
Pinto, I., & Martins, D. (2018). Intercultural adaptation: An exploratory study with Portuguese expatriates in Angola. Conferência - Investigação E Intervenção Em Recursos Humanos, (7). https://doi.org/10.34630/iirh.vi7.2607 [VII international Conference on Research and Intervention in Human Resources - iCRIHR., 6-7 de abril de 2018, S. Mamede de Infesta, ISCAP - Instituto Politécnico do Porto].