EL MUNDO hOy. GESTIÃN DE LA DIVERSIDAD. UN IMPERATIVO ...

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The Successful Adaptation of Expatriates and the Intercultural... The cognitive, the dimension known as intercultural awareness, refers to «the knowledge of the similarities and differences between cultures, as well as of the cultural standards that affect the way in which we think and behave» (Santos, 2004). It is also known as «cognitive communicative competence» (Rodrigo, 1999), ‘self awareness and cultural awareness’ (Chen and Starosta, 1996), and ‘knolwdge, understanding and awareness’ (Vilà, 2002). The affective, the dimension also known as intercultural sensitivity, refers to «the motivation shown by the people to know, understand, appreciate and accept the differences between different cultures» (Santos, 2004). This is also known as «empathy» (Chen and Starosta, 2000) and ‘motivation’ (Rodrigo, 1999). Finally the behavioural, the dimension known as intercultural efficiency, is understood as the «ability to interact interculturally and attain the communication objectives by means of verbal and non verbal communicative skills» (Santos, 2004). This is also known as «intercultural skills» (Chen and Starosta, 1996), ‘acting efficiently’ (Rodrigo, 1999), and ‘verbal and non verbal skills’ (Vilà, 2002). Also Iglesias (2003) claims that the intercultural communicative competence includes a number of skills: faith, attitudes, knowledge and competences and therefore the following hypothesis is stated: H2: Intercultural communicative competence is a multidimensional construct. On the other hand, Morley and Flynn (2003) claim that the intercultural communicative competence makes the job, social and general adaptation easier. For this paper we established the following hypothesis. H3a-c: The intercultural communicative competence makes the general (a), social (b) and job (c) adaptation of the expatriate easier. 5. Methodology 5.1. Sample The questionnaire was available on the web site of Ex-A-Tec Graduates of the Monterrey Technological College during the months of July and August of 2005. Former students with experience of international 151
INTERNAcionaLIZACIÓN Y CAPITAL HUMANO assignments were invited to participate in the research. From a total of 711 entries to the electronic questionnaires, we obtained 388 completed questionnaires and an answer rate of 25%. 7 . Figure 3. Characteristics of the Ex-A-Tec expatriate sample Demographical Data Sex Men 65% Women 15% Average Age: 34 Marital Status Married 70% Single 27% Others 35 Children With children 51% Average 2 children under 12. Education Professional Studies 13% Master School 4 8% PhD 3% Previous Experience Previous International Experience: 69% 1 st International Assignment: 63% Country of origin of the Company USA: 52% Mexico: 15% France: 5% Germany: 4,4% Switzerland: 2,8% Spain: 2,6% Multicountry: 3% Other countries: 15% Country of residence USA: 63,1% Mexico: 5,7% Brazil: 3,4% Spain: 3,4% Canada: 2,8% Germany: 2,6% Great Britain: 1,5% Italy: 1,5% Switzerland: 1,3% France: 1,0% Latin America: 6,4% Other countries in: Europe: 3,5% Asia: 3,5% Current Status Expatriate: 92,5% Repatriate: 7,5% Source: Own Sources 7 It is an approximate datum since we do not have the exact datum of the graduates on international assignments. We started from the number of graduate e-mails (1550) that receive news from the Ex-A-Tec graduate website. 152
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Internacionalización y capital hum
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Marta Muñiz Ferrer Jesús Labrador
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ÍNDICE Prólogo ..................
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PRÓLOGO Matías Delgado-Ureña VP
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PRESENTACIÓN Dra. Marta Muñiz Fer
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PRESENTACIÓN internacionalización
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PRESENTACIÓN Internacionalización
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PRESENTACIÓN En cuanto a los retos
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PRESENTACIÓN ras internacionales.
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PRESENTACIÓN de la gestión de la
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BLOQUE I GLOBALIZACIÓN E INTERNACI
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INTERNAcionaLIZACIÓN Y CAPITAL HUM
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EL mundo hoy. Gestión de la divers
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los años ochenta, Iberoamérica co
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es que la crisis financiera está c
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BLOQUE II MOVILIDAD DE LOS RECURSOS
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Openness to experience 51.78 63.33
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¿Internacionalización o no? Influ
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LA GESTIÓN DE LA DIVERSIDAD DEMOGR
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externos, requiere que la gestión
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GESTIÓN DE LA DIVERSIDAD EN L’OR
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Cuadro 6: Cuadro Impatriados 6. Imp
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objetivo: facilitar el acceso de lo
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La discriminación en los procesos
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