| Abstract [eng] |
Increased globalization, has grown the need of organizations and companies to manage overseas operations or hire foreigners. For companies is sometimes problematic to find the people with certain specializations, that comes with specific skills. Sometimes if people from the same countries have them, they are much demanded and also very difficult to catch, or if they catch them, with very high salaries. In order of a good skilled person entering to a company a lot of process must be done, such as capacitation of the new company. Therefore companies employ expatriates. If they do not adjust, organizations have high costs of new employees’ selection, adaptation and development. There are many studies on expatriates’ adjustment. However, organizational culture was explored just episodically in scientific literature. Therefore, the problem of theses was formulated as what is the links between host organizational culture and expatriate adjustment. The aim of this thesis is to highlight links between host organizational culture and expatriate adjustment To reach the aim following tasks were formulated: 1. To highlight the factors describing expatriates’ adjustment in host organization. 2. To present theoretical model of links between host organizational culture and expatriate adjustment 3. To conduct empirical study of links between host organizational culture and expatriate adjustment Theoretical scientific literature analysis and survey were used to answer to formulated questions. Ninety-eight expatriates participated in the study from different countries. The empirical study revealed statistical correlation between clan organizational culture and expatriates’ job and general adjustment. |
