Adaptação sociocultural de gestores espanhóis expatriados no Brasil

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This study aims at understanding how sociocultural adjustment occurs in the case of managers, and their spouses, expatriated to Brazil by private and public Spanish organizations. To do so, it adopts as main theoretical frame the expatriate adaptation model proponed by Parker & McEvoy (1993), ba...

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第一著者:	González, Juan Miguel Rosa
その他の著者:	Añez, Miguel Eduardo Moreno
フォーマット:	Dissertação
言語:	por
出版事項:	Universidade Federal do Rio Grande do Norte
主題:	Expatriação Adaptação Sociocultural Gestores Espanhóis Expatriation Sociocultural adjustment Managers Spanish CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
オンライン･アクセス:	https://repositorio.ufrn.br/jspui/handle/123456789/18287
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id	ri-123456789-18287
record_format	dspace
institution	Repositório Institucional
collection	RI - UFRN
language	por
topic	Expatriação Adaptação Sociocultural Gestores Espanhóis Expatriation Sociocultural adjustment Managers Spanish CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
spellingShingle	Expatriação Adaptação Sociocultural Gestores Espanhóis Expatriation Sociocultural adjustment Managers Spanish CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO González, Juan Miguel Rosa Adaptação sociocultural de gestores espanhóis expatriados no Brasil
description	This study aims at understanding how sociocultural adjustment occurs in the case of managers, and their spouses, expatriated to Brazil by private and public Spanish organizations. To do so, it adopts as main theoretical frame the expatriate adaptation model proponed by Parker & McEvoy (1993), based on Black, Mendenhall & Oddou s model (1991), which establishes three dimensions of adaptation: adjustment to work; adjustment to general environment and adjustment to interaction with host country nationals. This work, of exploratory and descriptive nature, used field research to gather primary data subsequently analyzed with a qualitative approach. Data collection came from individual in-depth interviews with three Spanish managers expatriated in Brazil and two of their spouses. Resulting data were analyzed through one of content analysis procedures, thematic analysis. This research shows that adjustment is obstructed by cultural distance or cultural novelty rather than by work role characteristics, being more successful in expatriates that carry previous solid sociocultural knowledge about host country. It also verifies that the degree of expatriate adjustment is enhanced by the comprehension of cultural differences that originate values and behaviors different from those of the expatriate. It points out that individual factors such as perception and relation skills, flexibility, empathy and self-efficacy are positively linked to the three dimensions of adjustment: work, general adjustment and interaction adjustment. It finds expatriate adjustment to be lowered by spouse unsuccessful adjustment and shows that location in an environment perceived as short in key infrastructures is negatively linked to adjustment in expatriates coming from strongly urban environments. It concludes that expatriate adjustment occurs through progressive understanding of host country environment and through comprehension of the sociocultural context that explains differences between host country behaviors and values and those from the country of origin, a process which is favored by expatriate individual characteristics not directly linked to his/her technical qualification, such as perception and relation skills, flexibility and empathy, together with solid sociocultural knowledge about the host country. This research propones, therefore, that organizations involved in expatriation processes should include in their selection criteria the degree to which candidates possess personal characteristics and sociocultural knowledge that may facilitate adaptation
author2	Añez, Miguel Eduardo Moreno
author_facet	Añez, Miguel Eduardo Moreno González, Juan Miguel Rosa
format	masterThesis
author	González, Juan Miguel Rosa
author_sort	González, Juan Miguel Rosa
title	Adaptação sociocultural de gestores espanhóis expatriados no Brasil
title_short	Adaptação sociocultural de gestores espanhóis expatriados no Brasil
title_full	Adaptação sociocultural de gestores espanhóis expatriados no Brasil
title_fullStr	Adaptação sociocultural de gestores espanhóis expatriados no Brasil
title_full_unstemmed	Adaptação sociocultural de gestores espanhóis expatriados no Brasil
title_sort	adaptação sociocultural de gestores espanhóis expatriados no brasil
publisher	Universidade Federal do Rio Grande do Norte
publishDate	2015
url	https://repositorio.ufrn.br/jspui/handle/123456789/18287
work_keys_str_mv	AT gonzalezjuanmiguelrosa adaptacaosocioculturaldegestoresespanhoisexpatriadosnobrasil AT gonzalezjuanmiguelrosa socioculturaladaptationofexpatriatedspanishmanagersinbrazil
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spelling	ri-123456789-182872019-01-29T23:39:25Z Adaptação sociocultural de gestores espanhóis expatriados no Brasil Sociocultural adaptation of expatriated Spanish managers in Brazil González, Juan Miguel Rosa Añez, Miguel Eduardo Moreno http://lattes.cnpq.br/8937963538553756 http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4789466Z5 Alexandre, Mauro Lemuel de Oliveira http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4706850H6 Oliveira, José Arimatés de http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4788020Z0 Machado, Hilka Vier MACHADO, H. V Expatriação Adaptação Sociocultural Gestores Espanhóis Expatriation Sociocultural adjustment Managers Spanish CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO This study aims at understanding how sociocultural adjustment occurs in the case of managers, and their spouses, expatriated to Brazil by private and public Spanish organizations. To do so, it adopts as main theoretical frame the expatriate adaptation model proponed by Parker & McEvoy (1993), based on Black, Mendenhall & Oddou s model (1991), which establishes three dimensions of adaptation: adjustment to work; adjustment to general environment and adjustment to interaction with host country nationals. This work, of exploratory and descriptive nature, used field research to gather primary data subsequently analyzed with a qualitative approach. Data collection came from individual in-depth interviews with three Spanish managers expatriated in Brazil and two of their spouses. Resulting data were analyzed through one of content analysis procedures, thematic analysis. This research shows that adjustment is obstructed by cultural distance or cultural novelty rather than by work role characteristics, being more successful in expatriates that carry previous solid sociocultural knowledge about host country. It also verifies that the degree of expatriate adjustment is enhanced by the comprehension of cultural differences that originate values and behaviors different from those of the expatriate. It points out that individual factors such as perception and relation skills, flexibility, empathy and self-efficacy are positively linked to the three dimensions of adjustment: work, general adjustment and interaction adjustment. It finds expatriate adjustment to be lowered by spouse unsuccessful adjustment and shows that location in an environment perceived as short in key infrastructures is negatively linked to adjustment in expatriates coming from strongly urban environments. It concludes that expatriate adjustment occurs through progressive understanding of host country environment and through comprehension of the sociocultural context that explains differences between host country behaviors and values and those from the country of origin, a process which is favored by expatriate individual characteristics not directly linked to his/her technical qualification, such as perception and relation skills, flexibility and empathy, together with solid sociocultural knowledge about the host country. This research propones, therefore, that organizations involved in expatriation processes should include in their selection criteria the degree to which candidates possess personal characteristics and sociocultural knowledge that may facilitate adaptation Este estudo teve por objetivo compreender como ocorre a adaptação sociocultural ao Brasil de gestores expatriados por empresas privadas e órgãos públicos da Espanha e de seus cônjuges. Para tanto, adotou-se como substrato teórico principal o modelo de adaptação proposto por Parker e McEvoy (1993), que tomando como base o modelo de Black, Mendenhall e Oddou (1991) propõe três dimensões da adaptação: ao ambiente de trabalho, ao ambiente geral fora da esfera organizacional e às interações com nacionais do país hóspede. O estudo, de natureza exploratória e descritiva, usou pesquisa de campo para levantamento de dados primários, que foram analisados através de abordagem qualitativa. A coleta se deu mediante entrevistas individuais em profundidade com três gestores de nacionalidade espanhola expatriados no Brasil e dois dos seus cônjuges. Os dados foram objeto de análise através de uma das técnicas de análise de conteúdo, a análise temática. Mostra que a adaptação vê-se mais dificultada pela distância cultural que pelas características da missão profissional, sendo mais bem sucedida em expatriados com conhecimentos prévios aprofundados sobre aspectos socioculturais do país de destino. Verifica também que o grau de adaptação aumenta com a compreensão das diferenças culturais que explicam valores e comportamentos diferentes aos do expatriado. Atesta que fatores individuais como habilidades de percepção e de relação, flexibilidade, empatia e auto-eficácia estão positivamente relacionados com a adaptação às três dimensões: trabalho, ambiente geral e interações sociais. Constata ainda que a adaptação do expatriado dificulta-se quando a adaptação do cônjuge não é bem sucedida e que a localização em um habitat percebido como carente de infraestruturas chave dificulta a adaptação em expatriados procedentes de habitats fortemente urbanos. Conclui que a adaptação do expatriado ocorre através do progressivo conhecimento do ambiente do país hóspede e da compreensão do contexto sociocultural que explica as diferenças entre valores e comportamentos do país hóspede e aqueles do país de origem, processo facilitado por características individuais do expatriado não diretamente vinculadas à sua qualificação técnica, como são habilidades de percepção e relação, flexibilidade e empatia, além de sólidos conhecimentos socioculturais sobre o país hóspede. Entende, portanto, que as organizações envolvidas com a expatriação de profissionais devem considerar entre os seus critérios de seleção o grau em que os candidatos possuem características pessoais e conhecimentos socioculturais passíveis de facilitar a adaptação 2015-02-24T17:22:19Z 2012-10-04 2015-02-24T17:22:19Z 2011-09-19 masterThesis GONZÁLEZ, Juan Miguel Rosa. Sociocultural adaptation of expatriated Spanish managers in Brazil. 2011. 109 f. Dissertação (Mestrado em Políticas e Gestão Públicas; Gestão Organizacional) - Universidade Federal do Rio Grande do Norte, Natal, 2011. https://repositorio.ufrn.br/jspui/handle/123456789/18287 por Acesso Aberto application/pdf application/pdf Universidade Federal do Rio Grande do Norte BR UFRN Programa de Pós-Graduação em Administração Políticas e Gestão Públicas; Gestão Organizacional

Adaptação sociocultural de gestores espanhóis expatriados no Brasil

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