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Abstract(s)
A crescente globalização dos mercados é um dos principais desafios para as organizações no decurso do século XXI, levando as organizações a expatriar os seus colaboradores. Paralelamente, a população estrangeira a residir e a procurar trabalho em Portugal tem vindo a crescer substancialmente nos últimos anos. Considerando estes dois fatores, torna-se importante compreender de que forma acontece o ajustamento intercultural destes dois tipos de indivíduos, expatriados e impatriados.
Assim, o presente estudo tem como objetivos (1) compreender o processo de ajustamento intercultural dos expatriados e dos impatriados de uma empresa portuguesa, (2) explorar os fatores de adaptação intercultural, (3) conhecer o apoio organizacional prestado aos trabalhadores internacionais, (4) explorar a perceção dos trabalhadores internacionais e (5) conhecer as expectativas futuras dos trabalhadores internacionais com a MI.
Tendo como suporte a entrevista semiestruturada construída para o efeito, foram entrevistados 8 expatriados, 8 impatriados, 3 chefias e 1 gestão de RH. Todos os participantes pertencem a uma organização portuguesa do setor elétrico com operação em diferentes países, o que permite uma forte sustentabilidade dos resultados.
Os resultados sugerem que, os expatriados têm menos receios e uma adaptação mais rápida, ao mesmo tempo que são movidos pelas condições monetárias e recebem um apoio mais direcionado para a área logística. A distância da família é o aspeto mais negativo da MI, sendo que trabalhar com colegas do país de origem e autóctones facilitou o processo de adaptação. Contrariamente, os impatriados têm mais receios e a adaptação ao país e empresa de acolhimento foi gradual. O desenvolvimento pessoal e profissional foram os impulsionadores da missão internacional e, estes, recebem um tipo de apoio mais direcionado para o âmbito pessoal. A distância da família é, igualmente, o aspeto mais negativo, mas todo o processo de adaptação foi facilitado pelo idioma.
No final, são apresentadas as conclusões.
The growing globalization of markets is one of the main challenges for organizations in the course of the 21st century, leading organizations to expatriate their employees. At the same time, the foreign population residing and looking for work in Portugal has been growing substantially in recent years. Considering these two factors, it is important to understand how the intercultural adjustment of these two types of individuals, expatriates and impatriates, takes place. Therefore, this study aims to (1) understand the intercultural adjustment process of expatriates and impatriates of a Portuguese company, (2) explore the factors of intercultural adaptation, (3) learn about the organizational support provided to international workers, (4) explore the perception of international workers and (5) know the future expectations of international workers with IM. Based on a semi-structured interview built for this purpose, 8 expatriates, 8 impatriates, 3 heads and 1 HR management were interviewed. All participants belong to a Portuguese organization in the electricity sector with operations in different countries, which allows a strong sustainability of the results. The results suggest that expatriates have less fears and adapt faster, at the same time they are driven by monetary conditions and receive more targeted support for the logistics area. Distance from the family is the most negative aspect of IM, and working with colleagues from the country of origin and natives facilitated the adaptation process. On the contrary, the impatriates are more afraid and the adaptation to the host country and company was gradual. Personal and professional development were the drivers of the international mission and, these, receive a type of support more directed at the personal level. Distance from the family is also the most negative aspect, but the entire adaptation process was facilitated by the language. At the end, the conclusions are presented.
The growing globalization of markets is one of the main challenges for organizations in the course of the 21st century, leading organizations to expatriate their employees. At the same time, the foreign population residing and looking for work in Portugal has been growing substantially in recent years. Considering these two factors, it is important to understand how the intercultural adjustment of these two types of individuals, expatriates and impatriates, takes place. Therefore, this study aims to (1) understand the intercultural adjustment process of expatriates and impatriates of a Portuguese company, (2) explore the factors of intercultural adaptation, (3) learn about the organizational support provided to international workers, (4) explore the perception of international workers and (5) know the future expectations of international workers with IM. Based on a semi-structured interview built for this purpose, 8 expatriates, 8 impatriates, 3 heads and 1 HR management were interviewed. All participants belong to a Portuguese organization in the electricity sector with operations in different countries, which allows a strong sustainability of the results. The results suggest that expatriates have less fears and adapt faster, at the same time they are driven by monetary conditions and receive more targeted support for the logistics area. Distance from the family is the most negative aspect of IM, and working with colleagues from the country of origin and natives facilitated the adaptation process. On the contrary, the impatriates are more afraid and the adaptation to the host country and company was gradual. Personal and professional development were the drivers of the international mission and, these, receive a type of support more directed at the personal level. Distance from the family is also the most negative aspect, but the entire adaptation process was facilitated by the language. At the end, the conclusions are presented.
Description
Keywords
Ajustamento intercultural Expatriados Impatriados Gestão internacional de recursos humanos Estudo de caso Intercultural adjustment Case study Expatriates International human resources management Impatriates