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Objective: To consolidate information on the expatriation process by proposing a guide that presents the necessary priority steps, considering, in addition to expatriation practices and policies, the bureaucratic, legal, and operational aspects of the process. Methodology: This research is qualitative and descriptive. It was developed through semi-structured interviews with four managers of internationalized companies, and participant observation in the Group of Expatriate Administrators (GAE, based on the Portuguese). It was found that the companies' anxieties relate to the bureaucratic processes involving legislation, social security, and tax agreements. Result: This article proposes a guide, as an innovative way to provide information about how to conduct the expatriation process that is so widely discussed in business practice. The proposed guide was applied in one of the interviewed companies, resulting in significant financial savings for the company and avoiding costly tax expenses for the expatriate. Practical implications: This article will help other companies to apply the proposed guide in their expatriation processes, ensuring that all the necessary procedures are completed and preventing future problems. Originality: In addition to the alignments in expatriation that are already known and studied, there are several operational factors and concerns related to legal and bureaucratic aspects. But these are often relegated to second place. However, many companies do not have an expatriation policy or practices that consider the differences in legislation and taxation before the expatriate departs, which may influence the expatriate's performance and the internationalization process. [ABSTRACT FROM AUTHOR]

Resilience is a dynamic process in which an individual experiencing an adversity seeks to face it and adapt to it, as can occur with expatriates experiencing stressful situations when they travel to another country. This article analyzes the resilient behavior of expatriate Brazilians in China in the face of the expatriation experience. This is a qualitative and exploratory research. Semi-structured interviews were conducted with twelve Brazilian expatriates in China, which were then analyzed using the technique of content analysis. The categories defined a priori were: situations of adversity and dynamics of resilient behavior. The results highlighted that most of the adversities were related to aspects related to the culture of the expatriation country. At first the spontaneous reaction of the expatriates was denial, and with time, acceptance, culminating in a feeling of adaptation during this experience. There was also fluctuation between moments of emotional stability and moments of anguish and isolation. This fact is in line with the expatriate adaptation and acculturation curve, which demonstrates shifts in the individual's feelings and behavior abroad. These, in turn, may be related to the dynamics of resilient behavior of expatriates, i.e. sometimes positive, sometimes negative. [ABSTRACT FROM AUTHOR]

Expatriation has been found by employees to be one of the ways to increase their knowledge and to rethink their professional career, due to the learning possibilities and international challenges of the process. The purpose of this study is to analyze the perceptions of employees who have had/are having international professional experience, concerning the impact of the expatriation on their careers. For this purpose, a case study was developed in the company Alpha, in which 21 interviews were conducted. As the main result, it was found that there is a strong relationship between expatriation and career, as international experience has been an aggregator of knowledge, as well as of management, technical and personal development. This experience is seen as something that is appreciated by the job market, opening up new relocation opportunities for the employee. For these reasons, expatriate employees tend to give much more value to their internal careers (the sum of the individual's experiences and learning events) than the organizational career (careers and positions within the company). [ABSTRACT FROM AUTHOR]