Skip to main content
SpringerLink
Log in

Recruitment and Selection in the Expatriation Process: Comparing Perceptions between Organizations and Individuals

  • Chapter
Organizational Management

  • 1353 Accesses

Abstract

The ongoing transformation in organizations due to economic and market globalization characterized by high competitiveness and instability (Camara, Guerra and Rodrigues, 2007) has had a strong impact on organizational strategy and human resource management (HRM) policies (Lehmann and Gallupe, 2005; Cheng and Lin, 2009). Additionally, since 2008, Portuguese companies have been severely affected by an economic and financial recession which has led them to opt for an internationalization business strategy (Andersen, 2014) in order to survive (Camara, 2008; Castro, 2013; Mateus, 2013). This often implies transference of human resources to foreign contexts to support international operations and organizational needs and expatriation is the most common way of doing this (Camara et al., 2007). Expatriation as a HRM practice consists of the international mobility of workers (referred to as expatriates) for more than one year (Camara, 2008; Camara, 2011). To be an expatriate means having international work experience that entails changing workplace location while still maintaining a work contract with the company and, ultimately, being reintegrated after finishing the international mission (Camara et al., 2007; Camara, 2008; Camara, 2011).

This is a preview of subscription content, log in via an institution to check access.

Access this chapter

Log in via an institution
eBook
USD 16.99
Price excludes VAT (USA)
  • Available as EPUB and PDF
  • Read on any device
  • Instant download
  • Own it forever
Hardcover Book
USD 109.99
Price excludes VAT (USA)
  • Durable hardcover edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Institutional subscriptions

Preview

Unable to display preview. Download preview PDF.

Unable to display preview. Download preview PDF.

References

  • Andersen, B. A. (2005) “Expatriate selection: Good management or good luck?”, The International Journal of Human Resource Management, 16(4), pp. 567–583.

    Article  Google Scholar 

  • Atkinson, R., and Flint, J. (2001) “Accessing hidden and hard-to-reach populations: Snowball research strategies”, Social Research Update, 33(1), pp. 1–4.

    Google Scholar 

  • Baruch, Y., Steele, D. J., and Quantrill, G. A. (2002) “Management of expatriation and repatriation for novice global player”, International Journal of Manpower, 23(7), pp. 659–671.

    Article  Google Scholar 

  • Black, J. S., and Gregersen, H. B. (1991) “The other half of the picture: Antecedents of spouse cross-cultural adjustment”, Journal of International Business Studies, 22(3), pp. 461–477.

    Article  Google Scholar 

  • Black, J. S., and Gregersen, H. B. (1999) “The right way to manage expats”, Harvard Business Review, March–April, pp. 52–62.

    Google Scholar 

  • Bonache, J., Brewster, C., and Suutari, V. (2001) “Expatriation: A developing research agenda”, Thunderbird International Business Review, 43(1), pp. 3–20.

    Article  Google Scholar 

  • Brewster, C. (1997) “International HRM: Beyond expatriation”, Human Resource Management Journal, 7(3), pp. 31–41.

    Article  Google Scholar 

  • Brewster, C., Sparrow, P., Vernon, G., and Houldsworth, E. (2011) International Human Resource Management (3rd ed.), London: Chartered Institute of Personnel and Development.

    Google Scholar 

  • Briscoe, D. R., and Schuler, R. S. (2004) International Human Resource Management — Policy and Practice for the Global Enterprise (2nd ed.), New York: Routledge.

    Google Scholar 

  • Brookfield (2012) “Global relocation trends: 2012 survey report”, United States of America: Brookfield Global Relocation Services, pp. 1–86, accessed on April 17 of 2014 and available in World Wide Web. http://espritgloballearning.com/wp-content/uploads/2011/03/2012-Brookfield-Global-Relocations-Trends-Survey.pdf.

  • Caligiuri, P. M. (2000) “The big five personality characteristics as predictors of expatriate’s desire to terminate the assignment and supervisor-rated performance”, Personnel Psychology, 53(1), pp 67–88.

    Article  Google Scholar 

  • Caligiuri, P., and Tarique, I. (2012) “International assignee selection and cross-cultural training and development” in G. K. Stahl, I. Bjorkman, and S. Morris (eds.) Handbook of Research in International Human Resource Management (2nd ed.), pp. 321–342, UK: Edward Elgar Publishing.

    Google Scholar 

  • Caligiuri, P., Tarique, I., and Jacobs, R. (2009) “Selection for international assignments”, Human Resource Management Review, 19, pp. 251–262.

    Article  Google Scholar 

  • Camara, P. B. (2008) Gestão de Pessoas em Contexto Internacional (1st ed.), Lisboa: Publicações Don Quixote.

    Google Scholar 

  • Camara, P. B. (2011) A Expatriação em Portugal, Lisboa: Editora RH, Ltd.

    Google Scholar 

  • Camara, P., Guerra, P., and Rodrigues, J. (2007) Novo Humanator, Lisboa: Publicações Don Quixote.

    Google Scholar 

  • Cartus (2013) “Trends in Global Relocation: talent management and the changing assignee profile 2013 survey report”, Cartus Corporation, pp. 1–21, accessed on April 17 of 2014 and available in World Wide Web. http://guidance.cartusrelo-cation.com/rs/cartus/images/2013_Global_Mobility_Policy_Practices_Survey_Exec_Summary.pdf.

  • Cascio, W. F. (1998) Managing human resources: Productivity, quality of work life, profits. (5th ed.), Irwin McGraw-Hill.

    Google Scholar 

  • Castro, C. (2013) “Portugal exportou quase mais 50% de executivos”, accessed on October 17 of 2014 and available in World Wide Web. http://economico.sapo.pt/noticias/nprint/165020.html.

  • Cheng, H.-L., and Lin, C. Y. Y. (2009) “Do as the large enterprises do? Expatriate selection and overseas performance in emerging markets: the case of Taiwan SMes”, International Business Review, 18, pp. 60–75.

    Article  Google Scholar 

  • Creswell, J. W., and Miller, D. L. (2000) “Determining validity in qualitative inquiry”, Theory Into Practice, 39(3), pp. 124–130.

    Article  Google Scholar 

  • Davison, E. D., and Punnett, B. J. (1995) “International assignments: is there a role for gender and race in decisions?”, The International Journal of Human Resource Management, 6(2), pp. 411–441.

    Article  Google Scholar 

  • Finuras, P. (2003) Gestão intercultural: Pessoas e carreiras na era da globalização, Lisboa: Edições Sílabo, Ltd.

    Google Scholar 

  • Finuras, P. (2012) “Expatriação” in A. L. Neves, and R. F. Costa (coords.) Gestão de Recursos Humanos de A a Z, pp. 256–259, Lisboa: Editora RH.

    Google Scholar 

  • Gomes, J. F., Cunha, M. P., Rego, A., Cunha, R. C., Cabral-Cardoso, C., and Marques, C. A. (2008) Manual de gestão de pessoas e do capital humano (1st ed.), Lisboa: Edições Sílabo, Ltd.

    Google Scholar 

  • Guerra, I. C. (2006) Pesquisa Qualitativa e Análise de Conteúdo, Sentidos e formas de uso (1st ed.), Cascais: Princípia Editora, Ltd.

    Google Scholar 

  • Guthrie, J. P., Ash, R. A., and Stevens, C. D. (2003) “Are women ‘better’ than men? Personality differences and expatriate selection”, Journal of Managerial Psychology, 18(3), pp. 229–243.

    Article  Google Scholar 

  • Harris, H., and Brewster, C. (1999) “The coffee-machine system: How international selection really works”, International Journal of Human Resource Management, 10(3), pp. 488–500.

    Article  Google Scholar 

  • Harvey, M., and Moeller, M. (2009) “Expatriate managers: A historical review”, International Journal of Management Reviews, 11(3), pp. 275–296.

    Article  Google Scholar 

  • Harvey, M. G., and Novicevic, M. M. (2001) “Selecting expatriates for increasingly complex global assignments”, Career Development International, 6(2), pp. 69–86.

    Article  Google Scholar 

  • Hipsher, S. A. (2008) Expatriates in Asia: Breaking free from the colonial paradigm. Chandos Asian studies series: Contemporary issues and trends, Oxford: Chandos Publishing.

    Google Scholar 

  • Lehmann, H., and Gallupe, B. (2005) “Information systems for multinational enterprises — Some factors at work in their design and implementation”, Journal of International Management, 11(2), pp. 163–186.

    Article  Google Scholar 

  • Lessard, J. (2013) “Track me if you can”, Canadian HR Reporter, September, 23, p. 17.

    Google Scholar 

  • Jassawalla, A., Truglia, C., and Garvey, J. (2004) “Cross-cultural conflict and expatriate manager adjustment: an exploratory study”, Management Decision, 42(7), pp. 837–849.

    Article  Google Scholar 

  • Makela, L., Kansala, M., and Suutari, V. (2011) “The roles of expatriates’ spouses among dual career couples”, Cross Cultural Management: An International Journal, 18(2), pp. 185–197.

    Article  Google Scholar 

  • Martins, D., and Diaconescu, L. M. (2014) “Expatriates recruitment and selection for long-term international assignments in Portuguese companies”, Tékhne — Review of Applied Management Studies, 27, pp. 1–10.

    Google Scholar 

  • Mateus, C. (2013) “Internacionalizar em segurança e com estabilidade”, accessed on October 19 of 2014 and available in World Wide Web. http://expressoem-prego.pt/noticias/internacionalizar-em-seguranca-e-com-estabilidade/3069.

    Google Scholar 

  • Mendenhall, M. E., Dunbar, E., and Oddou, G. R. (1987) “Expatriate selection, training and career-pathing: A review and critique”, Human Resource Management, 26(3), pp. 331–345.

    Article  Google Scholar 

  • Onwuegbuzie, A. J., and Leech, N. L. (2007) “Validity and qualitative research: an oxymoron?”, Quality and Quantity, 41(2), pp. 233–249.

    Article  Google Scholar 

  • Opdenakker, R. (2006) “Advantages and disadvantages of four interview techniques in qualitative research”, FQS Forum: Qualitative Social Research, Sozialforschung, 7(4), Art. 11, September, accessed on September 4 of 2014 and available in World Wide Web. http://www.qualitative-research.net/fqs/.

  • Pinto, L. H. F. (2008) The effects of organizational culture on expatriates and repatriates’ cross-cultural adjustment, general satisfaction and withdrawal intentions, University of Minho, School of Economics and Management: PhD Thesis in Business Sciences, Organization and Business Policies.

    Google Scholar 

  • Ribeiro, R. B. (2007) “Recrutamento e seleção” in A. Caetano, and J. Vala (eds.) Gestão de Recursos Humanos: Contextos, Processos e Técnicas (3rd ed.), pp. 265–300, Lisboa: Editora RH.

    Google Scholar 

  • Rubin, H. J., and Rubin, I. S. (1995) Qualitative Interviewing: The Art of Hearing Data, California: Sage Publications, Inc.

    Google Scholar 

  • Schneider, S. C., and Barsoux, J. (2003) Managing Across Cultures (2nd ed.), Prentice Hall: Financial Times, Pearson Education Ltd.

    Google Scholar 

  • Sousa, M. J., Duarte, T., Sanches, P. G., and Gomes, J. (2006) Gestão de Recursos Humanos: Métodos e Práticas (2nd ed.), Lisboa: Lidel — Edições Técnicas, Ltd.

    Google Scholar 

  • Stebbins, R. A. (2001) Exploratory Research in the Social Sciences (Sage University Papers Series on Qualitative Research Methods, Vol. 48), Thousand Oak, California: Sage Publications, Inc.

    Google Scholar 

  • Suutari, V., and Brewster, C. (2001) “Expatriate management practices and perceived relevance: Evidence from Finnish expatriates”, Personnel Review, 30(5), pp. 554–577.

    Article  Google Scholar 

  • Teixeira, S., and Diz, H. (2005) Estratégias de internacionalização, Lisboa: Publisher Team.

    Google Scholar 

  • Tharenou, P. (2008) “Disruptive decisions to leave home: gender and family differences in expatriation choices”, Organizational Behavior and Human Decision Processes, 105(2), pp. 183–200.

    Article  Google Scholar 

  • Tung, R. L. (1984) “Strategic management of human resources in the multinational enterprise”, Human Resource Management (pre-1986), 23(2), pp. 129–143.

    Article  Google Scholar 

  • Varner, I. I., and Palmer, T. M. (2005) “Role of cultural self-knowledge in successful expatriation”, Singapore Management Review, 27(1), pp. 1–25.

    Google Scholar 

Download references

Authors
  1. Inês Resende
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Emília Fernandes
    View author publications

    You can also search for this author in PubMed Google Scholar

Editor information

Editors and Affiliations

  1. University of Minho, Portugal

    Carolina Machado

  2. University of Aveiro, Portugal

    J. Paulo Davim

Copyright information

© 2016 Inês Resende and Emília Fernandes

About this chapter

Cite this chapter

Resende, I., Fernandes, E. (2016). Recruitment and Selection in the Expatriation Process: Comparing Perceptions between Organizations and Individuals. In: Machado, C., Davim, J.P. (eds) Organizational Management. Palgrave Macmillan, London. https://doi.org/10.1057/9781137473080_6

Download citation

Publish with us

Policies and ethics

Search

Navigation