A Phenomenological Study of Lived Experiences Roge

371 Pages·2007·1.52 MB·English

Curtin Business School

Expatriate Managers’ Immersion in Another Culture:
A Phenomenological Study of Lived Experiences

Roger Chesley Russell

This thesis is presented for the Degree of

Doctor of Philosophy
of
Curtin University of Technology

June, 2006
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DECLARATION

This thesis contains no material which has been accepted for the award of any other
degree or diploma in any university. To the best of my knowledge and belief this thesis
contains no material previously published by any other person except where due
acknowledgment has been made.

Signature:

Date: June, 2006
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ABSTRACT

Although adjusting to a foreign culture is not easy, being immersed in another culture is
an experience lived by a growing number of persons in the globalized world. For
expatriate managers, successful adjustment is imperative and fundamental in establishing
overall effectiveness during overseas assignments. It is intriguing that organizations often
blame the individual when expatriate assignments fail (Deresky 2002; Hodgetts &
Luthans 2000; Swaak 1995a; Tung 1987) rather than recognizing that others may lack
understanding of what it is like to be immersed in another culture.

A study of Canadian expatriate managers who have worked in non-government
organizations (NGOs) in Indonesia is presented. The research focuses on interpreting the
lived experience of expatriate managers using their own words and meanings. Written
descriptions from research participants were obtained via email and analyzed/synthesized
using Giorgi’s descriptive phenomenological method (Giorgi 1975; 1985; Giorgi &
Giorgi 2003).

The central finding of the study is that expatriates experience paradoxical ways of being
including feelings of: understanding/not understanding, discomfort/comfort,
powerfulness/powerlessness, belonging/not belonging, being open to the new culture/yet
holding on to own culture, freedom/restriction, being supported/not supported, and being
unchanged/changed when immersed, living and working in another culture.
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The new knowledge and understanding obtained from this research may result in
alterations to present human resource management practices and strategies utilized in
facilitating and supporting expatriate assignments. These changes will enhance the
experience for expatriate managers and organizations alike.
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ACKNOWLEDGMENTS

Partaking in doctoral research is a challenging individual endeavour, yet surprisingly
involves a lot of people. I would not have been successful without the participation of
many others and especially the persons mentioned in the following paragraphs.

First and foremost, I wish to extend full gratitude to all fifteen research participants who
generously contributed time and energy in producing thoughtful and well-articulated
written descriptions of their personal experiences in Indonesia. As a former expatriate in
Indonesia, the descriptions greatly resonated with me! I found myself reliving the
overseas experience and, in fact, enjoying it even more the second time around. To all
expatriates reading this thesis, enjoy your experiences, past, present, and future, and keep
up the meaningful work!!

I would like to thank my intelligent, beautiful wife Dr Catherine Aquino-Russell for her
mentoring, support, understanding and ever-present positive way of being with me
throughout this incredible educational journey. Thank you for believing there was a PhD
in me during those times when I thought maybe not! I bestow a heartfelt thank you to you
Cath!! Also to our wonderful daughters, Catrina and Allison, thank you for being perfect
teenagers! I am appreciative of the innumerable ways you have both encouraged me
along the way, especially in celebrating thesis milestones, but most importantly in
understanding when I sometimes struggled in meeting self-imposed thesis deadlines.
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Thank you Dr Laurie Dickie!! Your enthusiasm for this research right from the beginning
was so important and greatly appreciated. Your scholarly critique and insightful
comments throughout the process were critical. It is impossible to imagine completing
this work without your friendly, motivating influence, and wisdom combined with your
great way of mixing a bit of humour with serious endeavours. I offer sincere thanks to
you for being my Research Supervisor and contributing so much in person and by email!
Also a thank you to Jo Boycott, for I am grateful in benefiting from your generous,
timely, and knowledgeable guidance about administrative requisites during the doctoral
process.

I would also like to thank my mother (Marina) and father (Keith) for instilling the
importance of higher education in me at an early age. Your interest and support is, and
always has been, there in the right amounts and have helped me to reach heights
otherwise not possible. To my big brother, Dr Steve Russell, thank you for listening and
generously sharing your informed advice about the PhD process and academia in general.

Most importantly, I wish to sincerely thank my Indonesian colleagues and cultural
mentors (Wiwik, Sil, Lusino, Endang, Lina, Fir, Henry, Harsono, Yoyo, Bowo, Misni,
and Imah) for two wonderful years sharing the same office in Jakarta. We have created
memories which I will treasure forever. It was your dedication to the work of helping
others co-operatively, in your friendly, caring ways, which significantly transformed how
I view the world and, unknowingly at the time, inspired this research. Terima Kasih
banyak! to each of you.
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TABLE OF CONTENTS

Declaration………………………………………………………………………………...i
Abstract……………………………………………………………………………………ii
Acknowledgements……………………………………………………………………….iv
Table of Contents…...…………………………………………………………………….vi
List of Tables…..………………………………………………………………………..xiv
List of Figures...………………………………………………………………………...xvii

CHAPTER 1...................................................................................................................... 1
INTRODUCTION ............................................................................................................ 1
1.1 Research Study Background............................................................................... 1
1.2 Canadians Doing Business in Indonesia ............................................................. 3
1.3 Non-Government Organizations......................................................................... 5
1.4 Expatriate Management ...................................................................................... 5
1.5 Lived Experience ................................................................................................ 7
1.6 Purpose of the Research Study ........................................................................... 7
1.7 Research Question .............................................................................................. 8
1.8 Objectives of the Research Study ....................................................................... 8
1.9 Research Approach ............................................................................................. 9
1.10 Significance of the Research Study .................................................................. 10
1.11 Researcher’s Perspective .................................................................................. 11
1.12 Research Participants ........................................................................................ 12
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1.13 Organization of the Research Report ................................................................ 13
1.14 Summary........................................................................................................... 14

CHAPTER 2.................................................................................................................... 15
LITERATURE REVIEW .............................................................................................. 15
2.1 Overview................................................................................................................. 15
2.2 Introduction of Expatriation.................................................................................... 15
2.2.1 Historical Perspective ...................................................................................... 16
2.2.2 Definition of the Term ‘Expatriate’ ................................................................. 18
2.2.3 Short-Term versus Long-Term Postings.......................................................... 19
2.2.4 Expatriation -- West-to-East ............................................................................ 20
2.2.5 Expatriate Management ................................................................................... 22
2.2.5.1 Role of Expatriates.................................................................................... 22
2.2.5.2 Expatriate Life .......................................................................................... 23
2.2.5.3 International Human Resource Management............................................ 25
2.2.5.4 Cross-Cultural Interaction......................................................................... 27
2.2.5.5 Careers ...................................................................................................... 28
2.2.5.6 Cost of Expatriation .................................................................................. 29
2.2.5.7 Failure ....................................................................................................... 30
2.2.6 Expatriation Research ...................................................................................... 31
2.2.6.1 Expatriate Research Today ....................................................................... 31
2.2.6.2 Quantitative versus Qualitative Research ................................................. 32
2.2.6.3 Refocusing of Research ............................................................................ 33
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2.3 Culture..................................................................................................................... 34
2.3.1 Definition of Culture........................................................................................ 35
2.3.2 National and Host Country Cultural Differences............................................. 39
2.3.3 Culture Shock................................................................................................... 44
2.3.4 Indonesia .......................................................................................................... 45
2.3.4.1 Cultural Differences between Indonesia and Canada ............................... 47
2.3.4.2 Business Implications for Working in Indonesia...................................... 48
2.4 Cross-Cultural Management ................................................................................... 50
2.4.1 Managing People and Business in a Developing Country............................... 54
2.5 Organizations Engaged In Expatriation .................................................................. 54
2.5.1 Multinational Corporations.............................................................................. 55
2.5.2 Non-Government Organizations...................................................................... 56
2.5.3 Government Organizations .............................................................................. 58
2.5.4 Summary.......................................................................................................... 58
2.6 International Human Resource Management.......................................................... 58
2.6.1 Introduction...................................................................................................... 59
2.6.2 Expatriation Strategies in the Expatriate Cycle ............................................... 62
2.6.3 Expatriate Experiences..................................................................................... 67
2.6.4 Selection........................................................................................................... 70
2.6.4.1 Recruitment............................................................................................... 73
2.6.4.2 Selection Criteria ...................................................................................... 75
2.6.5 Preparation ....................................................................................................... 80
2.6.5.1 Importance of Training ............................................................................. 84
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2.6.5.2 Expatriate Managers’ Perspective on Training......................................... 88
2.6.5.3 Predeparture & Post-Arrival Training ...................................................... 89
2.6.5.4 Ongoing Training...................................................................................... 91
2.6.6 Support............................................................................................................. 92
2.6.6.1 Company-Home Support .......................................................................... 95
2.6.6.2 Expatriate Colleagues’ Support ................................................................ 96
2.6.6.3 Host Nationals’ Support............................................................................ 97
2.6.7 Adjustment....................................................................................................... 97
2.6.7.1 Spouse and FamilyAdjustment ............................................................... 105
2.6.7.2 Adjustment Phases .................................................................................. 107
2.6.8 Failure of Expatriate Managers Overseas ...................................................... 108
2.6.8.1 What is failure? ....................................................................................... 109
2.6.8.2 Failure Rates ........................................................................................... 110
2.6.8.3 Costs........................................................................................................ 111
2.6.8.4 Reasons for Failure ................................................................................. 113
2.6.8.5 Success.................................................................................................... 115
2.6.8.6 Satisfaction.............................................................................................. 116
2.6.9 Performance Management of the Expatriate Manager .................................. 117
2.6.9.1 Compensation ......................................................................................... 118
2.6.9.2 Impact of Terrorism ................................................................................ 119
2.6.10 Repatriation.................................................................................................. 120
2.6.11 Summary…………………………………………………………………...127

2.7 Expatriate Experience of Living Paradoxes.......................................................... 128