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

INTERNAcionaLIZACIÓN Y CAPITAL HUMANO
Secondly, the analysis has been limited to only one factor, the intercultural
communicative competence. It would therefore be important to
consider a series of other variables to obtain a more complete view of
the expatriate’s adaptation process.
Thirdly, the study is a transversal study. A longitudinal study would
help to provide a better understanding of the expatriate’s adaptation
process.
Finally it is important to point out that the intercultural communicative
competence scale is grouped in five instead of three factors as
stated by Chen and Starosta (2006) and Vilà (2002), and therefore it
would be interesting to be able to corroborate this grouping of factors
in further research.
8. Future Research
From this paper several research lines are derived with the aim of
overcoming its limitations and going into details not studied in this
report.
One future research line would be to carry out an empirical study,
which would include in the sample professionals from other Mexican
universities, so as to see if the university where the professional was
trained also had an influence on the adaptation process of the expatriate.
Another interesting research line is to carry out a longitudinal study
since it would help us to better examine the key factors in the adaptation
of the expatriate at every moment and would help us to better
understand the dynamics of this complex phenomenon.
Finally, another proposal would be to carry out the same research
in other countries which would allow us to know whether the same
results are obtained or not, and whether the cultural variable is another
influential factor in the process of adaptation of the expatriate.
9. References
Álvarez, J. L. (2006), La gestión de recursos humanos y la transferencia internacional
de directivos, consultado del Módulo de Gerencia Estratégica del
Talento Humano: Perspectiva Internacional, [http://www.virtual.unal.edu.
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