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While informal networking has been universally regarded as an important feature of expatriate effectiveness, respective network constructs (yongo, wasta, blat/svyazi, etc.) remain weakly understood when taking expatriates' ability to connect to local networks into account. Drawing on informal institution and social capital theory, we present informal networks as an important contextual factor in international human resource management (IHRM), relevant to the work of expatriates in particular. We define informal networks by pointing out their distinctive nature in contrast to social networks and developing central themes to guide future research in this area. This is achieved by integrating the informal network context into research themes relevant to the IHRM domain. In this article, seven research themes centering on focal research questions are developed, which, taken together, constitute a future research agenda and expand the typical domain of IHRM research in the informal network context. [ABSTRACT FROM AUTHOR]

Global professionals need to understand the demands of the cultural context in which they are working and respond effectively within it. Building on existing literature highlighting the importance of cross-cultural competencies and international experience for global work, this study expands knowledge by examining whether employees with cross-cultural competencies and international experience are better able to vary their cross-cultural responses to effectively match the cultural demands of the work environment. Tested with nearly 500 professionals globally, this study found that cultural humility, tolerance of ambiguity, and international experience predict professionals' abilities to accurately judge the best cultural response for a given work-related situation. The findings have implications for international human resource management in two ways. First, organizations should assess for cross-cultural competencies to select for roles requiring an understanding of the cultural context. Second, organizations should provide international experiences as part of a global leadership or global talent development program. [ABSTRACT FROM AUTHOR]

The creative research project Views from Expatria: Photographing Place and the Self in transience by Dr Ioannis Galanopoulos Papavasileiou examines human displacement, identity, the role of place and its relationship to the transient condition of being in 'Expatria'. The project uses extensively the concepts 'view,' 'landscape,' and 'place.' In photography, art, and contemporary theory there is a history of conflict, convergence, and misappropriation about these concepts, which has informed the creation of the works. This article complicates the concepts and situates them within the practice-based project. The concept 'view of place' is revisited and reinstated as significant in contemporary setting and practice and examined side-by-side with the highly complex term, landscape. The term 'view of place' is chosen against older modalities of place representation in search of a more unrestricted definition that houses the hybrid studio practices embedded in Views from Expatria project. [ABSTRACT FROM AUTHOR]

This paper investigates the expatriation regime and the lived experience of Chinese managers, professionals and contract workers in Africa. Moving beyond taking contemporary Chinese migration to Africa as merely a state project or personal activity, it contributes a synthesised analysis of the forces at state, corporate and societal levels to produce and sustain expatriation. Specifically, I argue that expatriation fulfils multiple objectives of (1) addressing new state-led development priorities of job creation and poverty reduction; (2) facilitating the global ventures of Chinese companies with accessible, manageable, and productive labour power; and (3) creating opportunities for different social groups of Chinese to pursue career or life goals. Empirical research with 66 expatriates working in Chinese telecommunications, construction, and manufacturing companies in Ethiopia highlights three contrasting pairs of features of the expatriate life: emplacement and displacement, interaction and fragmentation as well as mobility and immobility. Motivated and constrained by varied life situations and complex institutional circumstances, expatriates are variably empowered or dispossessed during their migratory trajectories. The expatriation process not only reproduces the social differentiation in the Chinese society based on education, places of origin and types of employers but also generates new forms of inclusion and exclusion. [ABSTRACT FROM AUTHOR]

The project Views from Expatria: Photographing Place and the Self in Transience investigates the intersection between photography, expatriation, and an expanded context of human migrations. Expatriates, transient skilled workers, within today's ease of mobility for work can easily lose sight of "home." Recurrent transits and travels away from home are associated with the everyday experience of expatriates. Although there are many benefits associated with working abroad, these do not come without challenges for the expatriated individual. My creative work Photographing Place and Self in transience and this article reveal the social, political, and psychological complexities associated with the global phenomenon of expatriation. Using place photography and autoethnography away from practices and concepts of forced migration and refugee displacement, the work argues that living and working outside one's home country has a profound impact on the identity of the expatriate individual. The article reassesses the ideologies of place representation, mobility, and identity, highlighting their contents and disconnects and contributes to current discourses about expatriation and the transient self. [ABSTRACT FROM AUTHOR]

While the literature on self-initiated expatriation (SIE) is well-established in management, no systematic investigation has yet been conducted to explore the specificities of early career expatriation. This review article aims to identify and analyse publications that uniquely focus on self-initiated expatriates, who decide to start their career abroad, either with little or no prior work experience. After identifying relevant publications in this specific research field, the authors discuss the personal career motivations and behaviours of early career self-initiated expatriates and the relevance of this phenomenon for the global workforce. The contributions of this article are twofold. First, they integrate the relevant research findings from recent decades on early career self-initiated expatriates. Second, they provide information about managing early career SIEs and propose a future research agenda to address the knowledge gap identified in this review and apply the findings to practice. [ABSTRACT FROM AUTHOR]

This article analyses levels of diversity and intercultural business communication (IBC) within the Top Management Team (TMT). The TMTs are responsible for the company's success or failure, yet there is little known about the inner dynamics and good practices. Mostly quantitative research findings left us with a very fragmented, and inconclusive picture. This paper attempts to respond to this call for research using qualitative methods and the Context, Intervention, Mechanism, and Outcome approach to look beyond the usual diversity-performance link and understand the processes and mechanisms of the TMT dynamic. The research was conducted between 2017 and 2022 and offers insights from TMTs operating from Poland, Germany, the USA, and Singapore across the service industry in both - corporate and non-corporate settings. The specific focus of this research is TMTs with expatriate team members. It reveals the complex nature of TMT processes, communication climate and five main dynamics expatriates trigger within TMT. The call for opening the black box of TMT processes is addressed in this study. Attention is paid to profiles of contemporary TMTs, and levels of IBC exercised by them. The research on TMT processes and dynamics is undoubtedly relevant and practical for senior managers to reflect and further improve their diversity management - and communication strategies. [ABSTRACT FROM AUTHOR]

Between 1896 and 1908, over 4300 Ottoman Armenians emigrated abroad through terk‐i tabiiyet, an expatriation process that required emigrants never return to the empire. A key step in this process was sitting for a photograph. Using Ottoman Armenian expatriation photographs as an example, this article details "looking together" as a method for working ethnographically with photographs. It details three moments in time and three kinds of time to show how looking together yielded an understanding of how the state intended these photographs to function and how individuals conscripted these portraits of unbelonging into their own projects of belonging. [ABSTRACT FROM AUTHOR]

The primary objective of this research is to investigate the ineffectiveness of searching for cultural roots in Sadia Shepard's literary work, A Girl from Foreign, and its correlation with the narrator's sense of dislocation and rootlessness. The researcher has utilized the perspective of diaspora and postcolonialism to analyze the protagonist's journey from America to India in pursuit of her cultural roots. The study entails a thorough analysis of the novel to identify the narrator's motivations, experiences, and discoveries. The findings indicate that the narrator's quest for cultural roots is bound to fail due to her mixed cultural upbringing and lack of a sense of belonging. The protagonist's journey to India to explore her family history and ancestry leads to a distressing realization of her Jewish and Muslim religious background. The research demonstrates that the narrator's feeling of rootlessness and dislocation in the foreign land is the driving force behind her search for cultural roots. In conclusion, the study affirms that the search for cultural roots is an evasive and ultimately futile undertaking in Sadia Shepard's The Girl from Foreign. The narrator's experiences underscore the intricacies of cultural identity and the challenges of reconciling numerous cultural influences. The research also emphasizes the significance of comprehending the effects of diaspora and post colonialism on cultural identity and the search for roots. [ABSTRACT FROM AUTHOR]

Views from Expatria: Photographing Place and the Self in Transience echoes the contradictory contexts of accelerated global migration and the recent pandemic border closures and controls. These conditions contribute creative parallels and new relationships to an escalating interest in concepts of place, home, expatriation and transience in contemporary society. As a creative-based research initiative using landscape photography as both a tool and methodology, the project reflects aesthetic trends, legacies and current debates about landscape photography and its contemporaneity. The paper critiques the literature and community of practitioners around concepts of non-place, home, transience and expatriation, and concepts central to the featured artist's photographic project Views from Expatria (2021). The paper also seeks to explore ways in which the practice is informed by contemporary photographic theories and practices. [ABSTRACT FROM AUTHOR]

Adopting a responsible leadership (RL) lens and drawing on intergroup behavior and social identity theory, we analyze a sample of 111 expatriates using partial least squares structural equation modeling (PLS-SEM). Our findings indicate that RL enacted by host-country supervisors is positively associated with international assignees' cross-cultural adjustment and affective well-being at work, in turn leading to better expatriate performance. RL may thus facilitate adjustment and well-being in the host country. We emphasize the support potential when expatriates' supervisors are guided by a strong values foundation and exhibit stakeholder engagement. In this way, we aim to provide a perspective for studying leadership dynamics in the expatriation context that goes beyond leader-follower dyads within organizations. We believe that expatriation research can benefit from adopting a broader stakeholder view on leadership that considers business-society interrelations and outline some direction that might take. [ABSTRACT FROM AUTHOR]

COVID‐19 has significantly impacted expatriates, affecting their ability to work effectively and their personal and family lives. This study explores their experiences in different phases of the pandemic, and their perspectives on the future of international living in light of such global disruption. Involving over 600 expatriates in 48 countries, the research shows shifts in motivation and priorities as a result of the crisis and reveals how family (extended and immediate) topped expatriates' concerns. The study examines if and how support systems worked and looks at coping mechanisms, skills, traits, previous experience, and attitudes which participants found useful. A common theme was "falling between two stools"—where expatriates were ineligible for support in either their home country or in their host country. Others described being "pulled in different directions" or "torn by a dilemma" with pros and cons in either choice. The study contributes to the questions about the future of global work with results of the survey revealing changing norms for expatriation and global mobility raising the possibility of more nuanced approaches to global projects and less binary options for global professionals and their families. [ABSTRACT FROM AUTHOR]

The effects of psychological contract violation are the subject of considerable research. Yet, their effects in work arrangements with more than two parties are largely unknown. Multi‐party work arrangements differ from traditional ones because individuals may be vulnerable to psychological contract breach and violation by more than one party, potentially directing negative emotional responses not only towards the responsible party but also displacing it to the other (innocent) party. Primary data from a two‐wave survey of 221 current expatriates is used to test the effects of displaced aggression and emotion regulation in multi‐party psychological contracts. We find that the negative emotions (violation experiences) associated with breach predict reduced commitment both to the perpetrating organization and the innocent party. However, this spillover effect is asymmetric and follows displaced aggregation theory: Expatriates displace their aggressive behaviour on to the host when the home organization violated the psychological contract, not the reverse. [ABSTRACT FROM AUTHOR]

The globalization movement, the growing processes of internationalization and opening of markets that have been observed over recent decades have brought with them a significant increase in cross-border movements, with expatriation assuming a prominent role. However, if expatriation is a reality of international markets, over recent years, this concept has taken on different typologies, including self-initiated expatriation. Characterized by the individual initiative that encourages individuals to move beyond their national borders in search of an international work experience, it is critical to understand the phenomena related to SIE. More precisely, we aim to study the problematics of SIE, namely, when it started to be studied and who has published in this area of research, and the identification of the main types/sources of publication used to disseminate these works, as well as the main topics that, within the scope of SIE, have been studied. To answer these questions, using information taken from the Scopus database, a qualitative study of an interpretive nature based on bibliometric analysis was performed. At first, in order to better understand the phenomenon of expatriation in global terms, 1050 publications were obtained using the item "expatriation". In a second step, in order to answer the questions posed, the key item of the research focused on the concept "self-initiated expatriation", with 82 publications identified. The obtained results allowed us to conclude, among other observations, that although the phenomenon of expatriation has been studied for many years, the particular case of SIE began to gain greater prominence from 2010 onwards, with the highest peak in the number of publications observed in the period between 2012 and 2014. The top five main authors who are working in this field, the main sources where these publications (mostly scientific articles) are most frequently published, the main countries of origin, and the main approaches developed by the different authors are highlighted here. Theoretical and practical contributions, as well as the political implications of this study, are highlighted in order to encourage the development of more exhaustive studies of SIE, thus contributing to the promotion of policies and practices oriented towards the management of SIE, which can explore the potential skills that these individuals have more deeply and thus contribute to the greater and more effective development of the companies and economies of the countries that host them. [ABSTRACT FROM AUTHOR]

Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Expansive U.S. extraterritorial claims are nothing new. Such jurisdictional tactics date back to the early republic. This paper focuses on the commingling of extraterritorial and national questions in the U.S.-Ottoman relationship in the nineteenth century. It employs a socio-legal approach to determine how majoritarian and nativist biases—on both sides of the Atlantic—imbued everyday consular practices around extraterritoriality, nationality, and protection. Three primary catalysts advanced the debate. First, the Ottoman state repurposed emerging diplomatic norms in the 1850 s to deny the local brokers of foreign merchants their accustomed protections. Second, Ottoman consuls refuted U.S. notions of expatriation and thereafter vacated key extradition and nationality treaties of 1874. Third, at the first turn of twentieth century, Ottoman officials lobbied against State Department policies enabling further restrictions to naturalized and derivative citizenship. Ultimately, the U.S.-Ottoman case became globally significant in demarcating new flash points of mass migration, humanitarian movements, and human rights on the eve of the Great War. [ABSTRACT FROM AUTHOR]

Purpose: The pandemic emphasised the importance for society of the "hidden" workforce – cleaners, delivery drivers, security guards or hospital porters. This paper explores the well-being of low-status expatriates in the international workplace exemplified by the United Arab Emirates (UAE). This is one of the first studies examining the well-being of people at the bottom of the pyramid, living in difficult circumstances, and undertaking work that is hard and sometimes dangerous. Design/methodology/approach: The authors adopt an exploratory approach. Using semi-structured interview data from 21 low-status expatriates, the authors examine their experiences in the UAE in relation to their well-being, allowing the authors to suggest the need to develop our understanding of the concept of well-being and the concept's application. Findings: Low-status expatriates live restrictive lives, away from their family and friends for extended periods, and subject to rigid terms and conditions of employment. Difficult circumstances, long working hours, late or arbitrarily reduced salary payment and a lack of voice affect their personal well-being and sacrificed to consideration for their family well-being. Applying the concept of well-being in such cases requires the authors to develop the notion beyond the individual to encompass the wider family. Research limitations/implications: This exploratory analysis opens new avenues for well-being studies and highlights the need for contextualised research. Future research might benefit from quantitative methods being used alongside qualitative methods and collecting multiple perspective data, including the views of managers and policy makers and data from the "left-behind" families of these low-status expatriates. Practical implications: There is plenty of scope for managers of low-status expatriates to improve the latter's well-being. Given the lack of interest in doing so, the authors suggest that policy makers may need to modify extant legalisation to ensure a greater focus on low-status expatriates. Originality/value: The authors believe this to be the first study to examine the impact of family orientation on the well-being of low-status expatriates, encouraging the authors to challenge and suggest developments to current understandings of well-being. [ABSTRACT FROM AUTHOR]

The main purpose of this study is to explore the relationships between cultural intelligence (CQ) and organizational commitment in Belt & Road area, with critical consideration given to the moderating effect of cultural distance (CD) on the commensurate relationships. We examined a dataset of 390 international professionals on Chinese cross-border projects in Belt & Road countries. Findings indicate that cognitive CQ has an inverted U-shaped relationship with organizational commitment, while motivational CQ has a positive linear relationship with organizational commitment, and cultural distance moderates the relationships between CQ and commitment such that negative or positive moderation occur contingent on whether the optimal CQ level is reached. Our results suggest the need for identifying an inflection point of individuals' CQ level to differentiate between the increasing and decreasing trend of organizational commitment in view of the effect of cultural distance. This may help enabling multinationals to leverage expatriates with different levels of CQ to stay committed in multi-cultural environments along the Belt & Road countries. [ABSTRACT FROM AUTHOR]

The study aims to explore the relationship between cultural intelligence and depression, and the role of expatriation as a moderator variable between them. The study also tries to detect the differences among expatriate and non-expatriate students in both cultural intelligence and its dimensions and depression along with verifying the relationship between residence duration in expatriation and cultural intelligence and its dimensions among expatriate students. The study sample was composed of 456 Kuwaiti college students (207 expatriate and 249 non-expatriate students), with mean age of 22.69 (SD = 3.81). The study used the Cultural Intelligence Scale and the Beck Depression Inventory-II. The results revealed a weak, yet statistically significant, negative correlation relationship between overall cultural intelligence and its dimensions (metacognitive, cognitive, motivational and depression). No statistically significant relationship was found between the behavioral cultural intelligence dimension and depression. Expatriation was found to play a role as a moderator variable in the relationship between cultural intelligence and depression. Also, the results showed significant differences in overall cultural intelligence and its dimensions, since the mean score of expatriate students was greater than those of non-expatriate students. Also, the results showed no significant differences in depression among expatriate and non-expatriate students. Additionally, a statistically significant positive correlation between the residence duration and overall cultural intelligence and its cognitive and behavioral dimensions. [ABSTRACT FROM AUTHOR]

The article explains the inheritance tax provision of the U.S. Internal Revenue Code (IRC) Section 2801 governing a gift or bequest made by a covered expatriate after expatriation. It presents definitions including citizen or resident of the U.S., covered gift or bequest, expatriate and covered expatriate and U.S. recipient. It outlines exceptions and applications of Section 2801 and discusses the liability and computation for inheritance tax and tax treatment of foreign trusts.

Previous researches were focused on assigned expatriates (AEs) and their cross-cultural adjustment (CCA) and their perks and incentives. Self-initiated expatriates (SIEs) employees are self-made and mostly neglected pool of talent and mostly based from individual perspective. The purpose of this paper is to test the impact of perceived organizational support (POS) on CCA of SIEs employees mediated by career satisfaction (CS) of SIEs employees. We conducted mediation analysis on 124 SIEs working in USA, and result supported our proposed model. It shows that there is positive effect of POS on CCA and CS. And POS also shows positive indirect effect on CCA through CS. Further we discussed the implication and limitation of this study. [ABSTRACT FROM AUTHOR]

Academic staffs migrate from one institution to another, some within the same country while some academics migrate to foreign institutions. Academic migration to foreign institutions entails greater challenges due to various factors including different national policies, language and cultural adaptations. Based on the theoretical concept of "person-in-environment", this research focused on three factors that would appeal to foreign academics who seek engagement with universities in the European Union countries, i.e. 1) accessibility to rules of conducts at EU universities, 2) understandable languages for foreign academics, and 3) organizational units assisting with the integration of foreign academics. Thirty-one universities from countries within the EU were randomly selected for the purpose of data collection. A formal analysis was carried out on the selected university websites to assess both the presence and the extend of the three factors of this research. The findings show the existence of ethical principles in the universities' internal rules and practical manuals available to help solve situations associated with foreign academics adaptation into the work and social environment. However the availability of such support is not adequately available in all institutions and are limited in many institutions. Comprehensive support is found in the four universities - the University of Limerick in Ireland, the University of Heidelberg in Germany, the University of Malta, and the University of Utrecht in the Netherlands. The Swedish University of Linköping also has rules in place for whistleblowing, paving the way for other EU universities to emulate. The ethics of the 21st century will have to address new situations, and dilemmas in relation to migration, and different values among social, cultural, and religious backgrounds. This article provides guidelines for better integration in the working environment abroad by introducing the three factors for integration, and points out the need to shift basic standards into practice to cater for better assimilation of expats into host country environment. [ABSTRACT FROM AUTHOR]

International mobility brings new avenues for career development. Although the literature in human resources management has extensively investigated the traditional assignment cycle of expatriates by multinationals abroad, only few studies have focused on other forms of expatriation. Among these forms is the "expat-preneurship" whereby the expatriate decides to become an entrepreneur in the host country. This phenomenon is challenging career development in bringing new work dynamics. This conceptual paper presents a demystification of this growing phenomenon and provides a better understanding of this international career dynamic in the context of the new normal brought by the impacts of COVID-19 pandemic. Although many expatriates have opted to return home due to the fallout from the coronavirus pandemic, others have chosen to embrace an entrepreneurial career abroad. This paper sheds new light on this career phenomenon in which some individuals, despite pandemic uncertainty, see opportunities where others see roadblocks. [ABSTRACT FROM AUTHOR]

Purpose -- In the study of expatriation and expatriate adaptation, there are limited studies that focus on issues faced by expatriates working in foreign countries with very distinct cultures. This study aims to explore this idea through the experiences of western expatriates working in the Kingdom of Saudi Arabia (KSA). Two research questions were posed to examine the cross-cultural issues and challenges faced by expatriates in the KSA, as well as the role of cross-cultural training in expatriate adjustment. Design/methodology/approach -- The study was guided by an interpretivism paradigm through a qualitative method by using a semi-structured in-depth interview approach. Interviews were conducted among 12 expatriates from the USA and UK who are currently working in KSA. Findings -- A coding technique and theoretical thematic analysis was conducted to analyze the data. The results of this study highlighted three key themes that had a considerable influence on expatriates' adjustment, in particular: culture shock, lack of pre-departure training and the demand for an extensive cross-cultural training. Research limitations/implications -- It is acknowledged that the existence of sub-cultures within the KSA would expose the respondents to varying cultural values within the community. Thus, future studies within a similar context should consider the influence of intra-cultural variations. Originality/value -- The findings of the study emphasized on the importance understanding the cultural gap between home and host country and the individual cultural awareness of the expatriate. It calls attention to the need for a tailored and extensive pre-departure, cross-cultural training and a collaborative effort between employees' and managers to improve expatriates' motivation and retention. [ABSTRACT FROM AUTHOR]

Expatriate is one of the potential sources of knowledge for firms to increase their capability in creating innovation. Currently, Indonesia has a relatively small number of expatriates but the figure tends to increase overtime. This country has experienced a changing nature of expatriation that brings consequences to several conditions for the achievement of successful knowledge transfer (KT) from expatriates to local employee in Indonesian local firms. This paper proposes a new concept namely Knowledge Transfer Readiness (KTR) which is beneficial in helping the firms to deal with the changing nature. Combining grounded research and multiple case studies to apply this concept to the Indonesian local firms, it is argued that not all of the elements in KTR's dimensions must be fulfilled in excellent conditions. Weak elements from the source's side can be surmounted by fulfilling excellent condition of recipient's side, and vice versa. Nevertheless, there are elements that must be fulfilled in excellent condition of both sides, or becomes absolute requirements solely for the expatriates. The fulfillment of KTR's elements influences the relationship qualities between expatriates and local employees to achieve Knowledge Transfer Quality (KTQ). The KTQ includes the amount and the accuracy of knowledge and depth of understanding, so it can be a new option of qualitative indicator to measure the success of KT. [ABSTRACT FROM AUTHOR]

Geographers have begun to explore the concept of 'immigrant welcome' as a framework for understanding the tension between spontaneous social support for immigrants and refugees and their subsequent restriction and criminalization by states. Overlooked in the emerging discourse on immigrant welcome is the rich literature in feminist geography that views the everyday practices of endurance, care and social reproduction as essential to, but often hidden within, more traditional, political and economic analyses of power. By focusing on the everyday practices of welcome within sanctuary church activism, I argue for more attention to the energy-intense work that is often excluded from official media and academic accounts, yet which is essential to understanding what makes welcome function or fail. I draw upon one in-depth case study of a sanctuary church in Ohio, where a woman has been living for a year and a half in public defiance of her deportation order. In addition to contextualizing this specific case within the broader policy and immigrant rights landscape, I focus on the spatial, material and relational processes that participants implemented to construct a 'welcoming' environment as well as observe the ways in which welcome fails to live up to its imagined potential. The case study provides important grounded insights into the material, relational and emotional processes of enduring sanctuary as a form of resistance to the US deportation regime and enduring sanctuary itself as an intensive socio-spatial form of existence. [ABSTRACT FROM AUTHOR]

Objective: To identify and analyze the scientific production around the topic expatriation, retention of knowledge and professional identity. Method: This is a bibliometric study. The Scielo and Spell databases were used, representing national databases and Science Direct and Web of Science, representing international databases. The period of publications was from 2005 to 2020. The data were analyzed in a quantitative and qualitative way. Main results: A thematic analysis of 49 articles shows that despite the importance of the subject in question, the number of articles dealing with strategic aspects of the international people management process is still reduced, such as the retention of knowledge and the professional identity in the context of expatriation. Relevance/originality - The study addresses the theme expatriation in the areas of retention of knowledge and professional identity, not present in previous studies. The results represent a contribution for expatriation researchers, highlighting gaps and study themes. Theoretical/methodological contributions: The results are analyzed in a qualitative and quantitative way, evidencing a scenario that enables managers and researchers to understand a strategic context of expatriation studies that concerns issues of retention of knowledge and professional identity. [ABSTRACT FROM AUTHOR]

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]

Copyright of Alcance is the property of Universidade do Vale do Itajai and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: Research into self-initiated expatriation (SIE) has increased exponentially, although the focus of these investigations has been on professional workers, and little has been gender specific. The purpose of this research therefore is to explore the career and personal motivations for SIE through the novel lens of older women. In this exploratory study, SIE and socio-emotional selectivity motivation theories (SSTs) are used, in addition to the Kaleidoscope Career Model (KCM), to understand the reasons these women have taken this path. Design/methodology/approach: The paper employs a qualitative methodology, drawing on in-depth life story interviews with 21 women aged 50 or more who had taken a SIE. A five-step narrative process using a story-telling approach was the method of analysis. Findings: The findings show important contradictions to the extant literature. Career dissatisfaction and escape are key motivations for these women. Further, contrary to SST, these women were seeking novelty–new places and new experiences. These women were also seeking authenticity as suggested by KCM, but also challenge was to the fore–not in the career domain, but in the personal domain. Their motivations for SIE extend beyond the current evidence base and understanding of the phenomena. Originality/value: The contributions include new insights into the motivational drivers for SIE for these older women and the importance of timing as facilitators of SIE. The SIE nomenclature is broadened through the inclusion of older women and beyond professional spheres. An initial framework of a more integrated model is developed from this exploratory study and presented as a basis for beginning to understand the phenomenon of older women undertaking SIE. [ABSTRACT FROM AUTHOR]