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Zaid Albasam

Why relocate? An investigation into expatriate intrinsic and extrinsic motivation

Zaid Al-Basam of 91

Acknowledgments

“The mediocre teacher tells. The good teacher explains. The superior teacher

demonstrates. The great teacher inspires.”

– William Arthur Ward

First and foremost, I would like to express my deepest gratitude to my supervisor, Maria

Balta for her constant enthusiasm, patience and direction during my final year project. I

am tremendously grateful for her time and effort: she continually conveyed a sprit of

adventure in regard to research. I truly couldn’t have wished for a more supportive and

helpful tutor.

Thank you to my friends for being patient during the busiest time of my academic

career and giving me the strength and courage to excel with endless love, support and

consideration.

And finally, I would like to express my special appreciation to my inspiration Moelie

Sayed Kamal. His guidance from above and prayer was what sustained me thus far. I

am forever in your debt.

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Abstract

Expatriation has been identified to be of strategic importance to organizational

development thus becoming a rising phenomenon within academic business research.

The extensive literature overlooks the importance of understanding the motivational

factors of expatriation.

This study aims to explore the expatriate career concept, analysing the impacts of

intrinsic and extrinsic motivation by adopting a qualitative methodological approach.

The existing body of research notably underestimates the importance of expatriate’s

psychological drivers within international posts by overemphasising financial

incentives.

Twelve in-depth semi-structured interviews were conducted to examine the intrinsic and

extrinsic motivations of expatriates, highlighting various influences including personal

interests, career prospects and monetary incentives.

The research paper’s findings revealed that expatriation is determined by multiple

factors with some being more significant than others. Participant’s openly emphasised

subjective influences and experiences including organisational support and working

conditions undermining the widespread belief of expatriate being primarily financially

incentivised.

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Contents ACKNOWLEDGMENTS ........................................................................................................... 2

ABSTRACT .................................................................................................................................. 3

CONTENTS .................................................................................................................................. 4

CHAPTER 1: INTRODUCTION ............................................................................................... 6

1.1. Research Background ........................................................................................................... 6 1.2. Research Justification ........................................................................................................... 7 1.3. Aims and Objectives ............................................................................................................. 8

CHAPTER 2: LITERATURE REVIEW ................................................................................... 9

2.1. Introduction ........................................................................................................................... 9 2.2. Expatriation ........................................................................................................................... 9 2.2.1. Career interests and professional development considerations .......................................... 10 2.2.2. Relocating acceptance ........................................................................................................ 10 2.2.3. Self-Initiated Expatriates (SIE) vs. Organization Expatriates (OE) .................................. 10 2.2.4. Assignment rejection .......................................................................................................... 10 2.2.5. Expatriates as global leaders .............................................................................................. 11 2.3. Expatriate influences .......................................................................................................... 11 2.3.1. Refugee reasons ................................................................................................................. 11 2.3.2. Mercenary reasons ............................................................................................................. 12 2.3.3. Architect reasons ................................................................................................................ 12 2.3.4. Explorer reasons ................................................................................................................. 13 2.4. Intrinsic vs. Extrinsic motivation ...................................................................................... 13 2.4.1. Intrinsic motivation ............................................................................................................ 13 2.4.1.2. Seeking novelty ................................................................................................................ 14 2.4.2 Extrinsic motivation ............................................................................................................ 14 2.4.2.1 Reducing living expenditure ............................................................................................. 14 2.4.2.2 Family considerations ...................................................................................................... 14 2.5. Barriers of expatriation ...................................................................................................... 15 2.5.1. Social constraints ............................................................................................................... 15 2.5.2. Family and partner commitments ...................................................................................... 16 2.5.3. Lack of Emotional support ................................................................................................. 16 2.5.4. Expatriate shock ................................................................................................................. 16 2.5.5. ‘Bad habits’ ........................................................................................................................ 17 2.6. Summary .............................................................................................................................. 17

CHAPTER 3: METHODOLOGY ............................................................................................ 18

3.1. Introduction ......................................................................................................................... 18 3.2. Research approach .............................................................................................................. 18 3.3. Positivism vs. Interpretivism .............................................................................................. 18 3.4. Primary vs. Secondary data ............................................................................................... 19 3.5. Qualitative vs. Quantitative ............................................................................................... 19 3.6. Semi-structured interviews ................................................................................................ 20 3.7. Justification for methodological approach ....................................................................... 21 3.8. Limitations ........................................................................................................................... 21 3.9. Alternative methods ............................................................................................................ 22 3.10. Sample ................................................................................................................................ 23 3.11. Pilot interviews .................................................................................................................. 24

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3.12. Ethical issues ...................................................................................................................... 24

CHAPTER 4: FINDINGS, ANALYSIS AND DISCUSSION ................................................ 26

4.1. Introduction ......................................................................................................................... 26 4.2. Career and professional development considerations ..................................................... 26 4.3. Individual Factors ............................................................................................................... 27 4.4. Family and partner considerations ................................................................................... 28 4.5. Financial Incentives ............................................................................................................ 29 4.6. The expatriate ‘package’ .................................................................................................... 29 4.7. Locational factors ................................................................................................................ 30 4.8. Networking .......................................................................................................................... 31 4.9. A challenge of expatriation: culture adjustment .............................................................. 32

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS ............................................ 33

5.1. Conclusion ............................................................................................................................ 33 5.2. Limitations ........................................................................................................................... 34 5.3. Research recommendations ............................................................................................... 35

REFERENCES ........................................................................................................................... 36

APPENDIX 1: PROBING TECHNIQUES ............................................................................. 42

APPENDIX 2: IN-PERSON INTERVIEWS VS. SOFTWARE APPLICATION ............... 41

APPENDIX 3: INTERVIEW GUIDE AMENDMENTS ....................................................... 42

APPENDIX 4: AN INFORMATIVE PARTICIPANT SHEET ............................................ 43

APPENDIX 5: INTERVIEW TRANSCRIPTION 1 (P1) ...................................................... 44





APPENDIX 10: INTERVIEW TRANSCRIPTION 6 (P6) .................................................... 64




APPENDIX 14: INTERVIEW TRANSCRIPTION 10 (P10) ................................................ 77



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Chapter 1: Introduction

1.1. Research Background In correspondence to the proliferation of globalisation and growth of multinationals

within the business world, expatriation has increasingly become a dominant topic in

contemporary literature (Adler, 2001).

There has been a drastic increase in the importance of developing a diversified and

internationally experienced organisation, as it provides firms with superior competitive

advantage (Sullivan and Arthur, 2006). International assignments have been positively

acknowledged to establish individuals with beneficial competencies, creating global

organizational leaders. Such leaders are able to cope with the responsibility and

management of complex and culturally diverse teams thus an advantageous human

resource (Stahl et al., 2002).

Expatriation has been claimed to be of strategic organisational importance however

international assignments do not necessarily enhance an expatriate’s career despite

being an opportunity to develop intercultural skills (Tung, 1998).

Existing literature argues that the majority of companies are not encouraging

expatriation and undervaluing repatriates international experience upon their return

(Hammer et al., 1998). A study showed that only 20% of UK and German multinational

corporations are moderately supportive of employees embarking on international

assignments (Baruch and Altman, 2002). Marx (1996) found the lack of organizational

support and expatriate appreciation has resulted in 30%- 40% of repatriates leaving their

companies upon return.

Subsequently individuals tend to be reluctant when considering international

assignments particularly those organizationally assigned. Evidence from existing

literature advocates 30% of international assignments have failed across Europe and the

US (Solomon, 1995). There are multiple reasons for expatriate assignment failures but

Haines et al. (2008) argues the lack of expatriate’s motivated to relocate is the initial

barrier of international assignment success.

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1.2. Research Justification In order to comprehend the rationale behind the staggering rate of international

assignment failures, the motivational drivers of expatriates should to be addressed

(Ryan and Deci, 2000). The existing research overlooks individual’s motivational

influences when considering international posts (Haines et al., 2008). Stahl et al. (2002)

stresses the inadequate knowledge behind the motivations of individuals to relocate

abroad, arguing the dynamic concept of expatriation has received limited attention from

researchers.

Dickmann et al. (2008) emphasises that existing research neglects the study of

expatriate motivations and the factors effecting individuals acceptance of international

posts. Considering this scarcity in contemporary research, this study aims to develop

existing literature by examining the intrinsic and extrinsic motivational drivers of

participant’s willingness to accept to international assignments.

The available literature identifies a variety of factors employees consider when

deciphering whether to commit abroad. Brett and Stroh (1995) and Yurkiewicz and

Rosen (1995) identify the decision making process of expatriation as multi-faceted;

dependant upon numerous variables including career aspirations, marital status, context

of work and networking.

This study analyses the existing body of knowledge on expatriate motivations

highlighting the influential factors of carrying out international posts. The empirical

evidence will explore the factors that influence the decision of individuals to expatriate,

with a detailed investigation into intrinsic and extrinsic motivations of expatriation.

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1.3. Aims and Objectives The study is an investigation in the following research area:

‘Why relocate? An investigation into expatriate intrinsic and extrinsic motivation.’

Aim:

This study aims to comprehend key influential themes of expatriate motivations from

existing literature thus defining intrinsic and extrinsic motivational drivers of

expatriation. Also analysing data constructed from in-depth interviews with participants

in reflection of their international experiences.

Objectives:

! Examine the drivers of expatriation including career development, monetary

incentives and passion to explore/travel.

! Establish the challenges faced by expatriates such as cultural adjustments and

family commitments implications.

! Evaluate expatriate’s intrinsic and extrinsic drivers to work abroad.

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Chapter 2: Literature review

2.1. Introduction This chapter aims to critically explore the contemporary literature of individual’s

motivation when considering international assignments, identifying the influential

factors of expatriations. This chapter is segmented into four sections:

(2.1) Expatriation

(2.2) Expatriate influences

(2.3) Intrinsic vs. extrinsic motivation

(2.4) Barriers of expatriation

2.2. Expatriation Expatriates play an influential role in the implementation of international business

strategies, creating dynamic global mangers (Stahl et al., 2002). There is substantial

literature highlighting organizational and individual motivations that encourage the

decision towards accepting international assignments (Dickmann et al., 2008).

Chessbrough’s (2003) corporate paradigm of ‘Open Innovation’ suggests that

internationally mobile employees will develop the inflow of external knowledge and

build inter-organizational relationships, resulting in ample business growth (Ford and

Hakansson, 2010). Numerous studies have examined at a theoretical base the

expatriation and its motivations.

A few empirical studies have been conducted in the field of expatriation but Stahl et al.

(2002) argues that the studies have neglected the sphere of individual motivation within

the expatriate career concept. Tung’s (1998) findings indicate that expatriates perceive

international assignments as an opportunity to enhance internal careers rather than

external. His survey of U.S expatriates located in 50 different countries, suggests that

expats prioritise personal and professional skills over climbing the hierarchal

organizational ladder.

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2.2.1. Career interests and professional development considerations Although personal interests and career development are put emphasis on, the

contemporary literature delineates a variety of factors expats consider when deciphering

whether to commit abroad. For instance work/life balance, financial incentives and

project location (Dickmann et al., 2008). Han and Terpstra (1988) have distinguished a

five dimensional concept (technical advisedness, prestige, service, workmanship and

economy) of ‘country image’ that expatriates evaluate when considering to relocate.

Dickmann (2012) delves into the correlation between locational prestige and assignment

acceptance, as some cities are speculated to pertain regional excellence boosting

expatriates professional portfolio.

2.2.2. Relocating acceptance A significant body of research exists with regards to individual willingness to accept

international assignments (Tharenou, 2003). Age, nationality, marital status, educational

background and ethnicity are a few defined components that effect the decision to

relocate internationally (Brett and Stroh, 1995). Sullivan and Arthur’s (2006) study

connects the importance of individual’s psychological mobility to the acceptance level

of international contracts.

2.2.3. Self-Initiated Expatriates (SIE) vs. Organization Expatriates (OE) The psychological mobility of an individual depends highly on the type of expatriate

they are. Selmer and Lauring (2012) state that research has made very little distinction

between expatriates as the majority of studies segment expatriates into two types; Self-

Initiated Expatriates (SIE) and Organization Expatriates (OE). When the interest in an

international post is solely originated from an individual desire to relocate this is stated

to be self-initiated expatriation as opposed to one being organizationally encouraged.

For organizational expatriates, there have been indications that the demand for

internationally experienced individuals has exceeded the supply as a result of the

accumulating rejection rate of international assignment (Tarque and Schuler, 2010).

2.2.4. Assignment rejection The scholars in the existing literature have neglected to examine the rationale behind the

number of potential expatriates rejecting foreign assignments (Dickmann et al., 2008).

A study involving U.S. multi-national corporations identified that 77% of HR

executives felt their international experience had a negative impact on their careers

(Black et al., 1999). Empirical studies indicate that a significant number of repatriates

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felt companies were discouraging and undervalued their newly acquired skills gathered

from their foreign experiences (Hammer et al., 1998). Short-sighted career planning and

scarce growth opportunities upon return also portray international posts as a risky

professional venture (Adler, 2001).

2.2.5. Expatriates as global leaders Managers with international experiences should be considered as assets that provide

firms with a diversified competitive edge. Organizations that do not nurture repatriates

with the provision of opportunities for professional advancement risk loosing valuable

human capital (Caligiuri and Lazarova, 2001). Globally mobile employees tend to

develop greater managerial and leadership attributes, therefore encouraging repatriates

to exercise their newly acquired skills can be beneficial; particularly at the crest of

organizational hierarchy (Gregersen et al., 1998). Researchers believe that international

assignments have an influential impact in shaping potent global leaders (Black et al.,

1999).

2.3. Expatriate influences

Richardson and McKenna’s (2002) investigation in expatriate‘s motivation for

accepting international assignments centred upon Joyce Osland’s (1995) theoretical

framework as the foundation of their work.

An individual may have one or more motivational factors when taking on overseas

opportunity; Richardson and McKenna (2002) deduced four specific metaphoric

reasons:

(1) Refugee reasons

(2) Mercenary reasons

(3) Architect reasons

(4) Explorer reasons

2.3.1. Refugee reasons

Individuals whom accept international assignments for refuge reasons tend to be

motivated by the push factor of leaving their current location, rather than a genuine

enthusiasm for the assignment location (Selmer and Lauring, 2013).

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Overseas proposals are perceived as an opportunity for spontaneous change. The desire

for professional/personal life change can also stem from displeasing relationships or

experiences encountered at home (Richardson and McKenna, 2002). Neal’s (2010)

study recognizes factors such as divorce, low job satisfaction and debt as the core

drivers of international refuge.

2.3.2. Mercenary reasons

An individual influenced by mercenary reasons is highly motivated by the opportunity

to earn a high salary or save money (Selmer and Lauring, 2013). The conventional

image of an expatriate is an individual who is materialistic and monetary driven,

particularly those working in regions such as Middle and Far East (Richardson and

McKenna, 2002).

Extrinsically motivated expats are noted to tolerate high levels of discomfort in the

acknowledgement of high pay (Selmer and Lauring, 2012). Selmer and Lauring (2013)

hypothesis proclaims there is a positive correlation between mercenary expats and job

adjustment. Internationally mobile individuals driven by mercenary reasons appear to

adjust promptly and effectively to their new environments, to maintain their favourable

newfound position (Selmer and Lauring, 2013).

The commitment of such expatriates to an organization has been questioned as they are

constantly quarrying for more rewarding opportunities. A trending approach has been

implemented by organizations to overcome such commitment issues; ‘Golden

Handcuffs’ contributes to guaranteeing a stable workforce (Richardson and McKenna,

2002, p.6)

2.3.3. Architect reasons

Expatriates that accept international assignments for architect reasons feel

accomplishment in overseas projects will have a positive impact on their career,

broadening their portfolio and qualifications for higher positioned posts (Selmer and

Lauring, 2013).

Participants view their international assignments as an opportunity to construct

professional networks, building beneficial long-term relationships globally. Architects

ensure their background encompasses prestige companies and/or regions, having a

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positive effect on their marketability. Dickmann (2012) research conveys that expats

who seek to build their job competencies through international work prioritise

locational excellence.

2.3.4. Explorer reasons

Explorers are primarily motivated to travel the world seeking adventure. Explorers also

leveraged overseas opportunities by constantly accepting openings to relocate within

their contracted assignment. Individuals that encountered complications and discomfort

seemed more tolerant, viewing these situations as part of the expatriate experience. Hall

(2005) analyses the migration of highly skilled executives and concludes that a large

fraction of which are highly motivated to ‘pursue problems that interest them’.

Selmer and Lauring (2013) generated a framework from his analysis, identified three

aims of explorer expatriates:

1. The desire to travel the world

2. The search for new experiences

3. The drive for adventure and challenges

2.4. Intrinsic vs. Extrinsic motivation Ryan and Deci (2000) interpret intrinsic motivation as the psychological stimulation of

ones internal satisfaction rather than external factors such as pressures or pecuniary

rewards. Extrinsic motivated individuals are more monetary driven, attracted to

incentives as opposed to being fascinated by ones work content. 2.4.1. Intrinsic motivation

International assignments display a tendency to satisfy intrinsically motivated

individuals seeking optimal challenges (Deci and Ryan, 1985). Haines et al. (2008)

empirical studies found that both; intrinsic and extrinsic motivations are crucial in

overseas assignments but those intrinsically motivated present higher levels of

enthusiasm, engagement and participation on the job.

2.4.1.1. Self determination

According to the ‘Self-determination’ theory, individuals intrinsically motivated tend to

show greater confidence (Deci and Ryan, 2000). This framework concludes that self-

initiated expatriates performances surpassed those organizationally sent. Their

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interaction over compliance resulted in elevated levels of conduct and interest. Pink

(2011) emphasizes the importance of interaction over compliance in achieving

maximum employee potential. Additionally he illustrates that ‘willingness’ to work is

the root to success. Haines et al. (2008, p.446) hypothesis supports Pink by stating:

‘Willingness to accept an international assignment is stronger for those who

intrinsically motivated than for those who are higher on extrinsic motivation’.

Research suggests that ‘willingness’ to accept international posts within the fraction of

SIE’s and OE’s, extrinsically motivational has gradually increased over the last two

decades (Dickmann, 2012).

2.4.1.2. Seeking novelty

International posts are rich in novelty and challenges, deeming overseas opportunities

highly attractive to intrinsically motivated expatriates. According to Haines et al. (2008)

expatriates who express high intrinsic motivation have been acknowledged to be more

confident to accept international assignments in diverse geographic locations regardless

of cultural distance.

2.4.2 Extrinsic motivation It has been noted that the importance of financial benefits differs among individuals

nationality, as selected regions appear more monetarily driven than others. An

additional perspective on extrinsically motivated employees states that mercenary

expats are considered equally ambitious towards an opportunity to save large amounts

of money, not only to make it (Yurkiewicz and Rosen, 1995).

2.4.2.1 Reducing living expenditure

International posts in regions with minimum tax rate and low living expenses have

been noted extremely attractive to monetary driven individuals. Extrinsically motivated

expats are not only drawn to high salaries and bonuses but also non-financial assets

such as repatriation packages play prominent role (Richardson and McKenna, 2002).

2.4.2.2 Family considerations

Intangible factors such as spousal job opportunity and the availability of adequate

quality education within the allocated region impacts directly the practicability of

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accepting international assignments particularly for mercenarily driven expatriates

(Adler, 2001).

2.4.2.3. Career prospects

Interestingly Yurkiewicz and Rosen (1995) argue that career advancements such as

future promotional opportunities is the initial reasoning behind mangers accepting

international assignments. Baruch and Altman (2002) illustrate that internationals

experiences has increased in importance, becoming a mandatory requirement in career

progression across multiple organizational positions.

Tung (1998) results state that expats feel they can obtain skills and experience during

international posts that cannot be acquired back home. Overlooking the financial

benefits, organizationally assigned expatriates also anticipate the undesirable

consequences to their career when refusing an international assignment (Stahl et al.,

2002).

2.5. Barriers of expatriation

The increasing number of international assignments being rejected by mangers have

recently been drawn to researchers attention resulting in a growth of empirical studies

analysing the challenges faced by expatriates. Expat face numerous challenges

including social, emotional and social implications to consider when relocating (Aycan,

1997).

2.5.1. Social constraints

Tharenou (2010) argues the negative impact of social structures is demotivating ethnic

minorities, older individuals and mostly women from achieving their fullest potential

through international posts. She argues that international assignments for women are

deemed inappropriate by a number of societies as it threatens traditional gender ‘norms’

of women being caregivers.

The Middle East has been noted to commonly have this social constraint, greatly

impacting women’s expatriation rate and their acceptance of international posts (Selmer

and Lauring, 2012). Despite being just as experienced and qualified as male applicants,

the number of female expatriates is moderately lower globally (Scullion and Brewster,

2001).

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2.5.2. Family and partner commitments

Emotional factors relating to spouse and offspring of an expatriate have been noted as

impetus in the rejection of overseas projects. The quality of the educational systems

available in the allocated region may greatly influence an individual who is reluctant to

accepting foreign assignments (Black et al., 1999).

Therefore Tharenou (2003) claims that companies headhunting expatriates should aim

for individuals who are less constrained by family. His analysis states that individuals

who are independent from these commitments are naturally more attracted to

international opportunities.

2.5.3. Lack of Emotional support Existing literature connects organizationally sent expatriate’s poor performance with the

absence of emotional support from loved ones. Richardson and McKenna (2002)

research analyses highly intense international projects, describing them as ‘tightrope

walkers on a high wire’, as any indications of underperformance could result in

immediate dismissal. For some OE the lack of stability is unbearable, provoking the

feeling that their position is under continuous risk when marginally underachieving.

2.5.4. Expatriate shock

The majority of expatriates accept foreign posts expecting a more pleasurable

experience than to that endured at home (Selmer and Lauring, 2012). Results from

Brown (2008) interviews describe international assignments as ‘highly stressful’,

including stages of ‘sheer panic’ due to the high performance expectations demanded.

Cultural work relation differences alongside language barriers are major factors of job

dissatisfaction faced by expats (Maurer and Li, 2006). Froese and Peltokorpi (2011)

supportive research state that national culture distance has a negative correlation with

expatriate job satisfaction.

On the contrary intra-continental moves displayed greater positive responses, as

individuals preferred moving to similar cultural communities (Noe and Barber, 1993).

The self-determination theory suggests that self-initiated expatriates or more

specifically, intrinsically motivated individuals see such predicaments as pleasurable

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challenges, an opportunity for their skills to be tested, rather than barriers to their

achievements (Haines et al., 2008). As expatriates began overcoming these challenges,

they became equipped with newfound levels of confidence and self-motivation (Osland,

1995).

2.5.5. ‘Bad habits’

Richardson and McKenna (2002) research argues that simultaneously, negative

interpersonal attributes were also developed by numerous of expats. Despite heightened

awareness of cross-cultural differences, some expatriates felt that intolerance and

defensive attitude were mandatory in order to gain respect on a foreign assignment.

However there is still dissonance when analysing personal change of during

international posts (Osland, 1995).

2.6. Summary The vast majority of studies distinguish between two types of expatriates: Self-Initiated

Expatriates (SIE) and Organization Expatriates (OE). Richardson and McKenna (2002)

derived a theoretical framework of four exclusively characterised motivations that

played a fundamental role in differentiating and segregating expatriate influences.

Factors including cultural distance, social constraints and family commitments were

identified primary barriers of expatriation. Reviewing the existing literature aided the

researcher in specifying the direction of the study, shaping the interview guide and

selecting the methodological approach.

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Chapter 3: Methodology

3.1. Introduction

This chapter provides justifications for the research methodology used to comprehend

the psychological motivation of expatriates relocating. This chapter addresses the

challenges and limitations encountered during data collection and the strategies used to

over come these constraints.

3.2. Research approach

Interpretivist research philosophy takes the assumption that individuals create

subjective meanings of their worldly interactions (Orlikawski and Barudi, 1991). Such

research elicits understanding and access to the meanings and complexities of expatriate

motivations. Law-like generalisations that shape positivism aim to measure and

quantify social structures which would be deemed inappropriate for a study that aims to

gauge the depth and understanding of motivational drivers when considering

international posts (Saunders et al., 2012).

3.3. Positivism vs. Interpretivism

Positivist theorists reject all differences between positivism and interpretivism

attempting to integrate their ‘identical’ characteristics (Weber, 2004). On the contrary

interpretivists segregate the two dimensions, thus been identified as the most established

and appropriate paradigm for qualitative research (Walsham, 2006).

Alternatively pragmatism is distinguished to ideally be applicable to quantitative studies

as it prioritises explanations and predictions depicted from large volumes of numerical

data (Benbast et al., 1987).

Goldhukl (2012) explicated that interpretivism is highly depended upon constructivist

ontology. Orlikawski and Barudi (1991 p.13) states that “the aim of all interpretive

research is to understand how members of social group, through their participation in

social processes, enact their particular realities and endow them with meaning, and to

show how these meaning, beliefs and intentions of the members help constitute their

social action”.

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Also Braa & Vidgen (1999) presented their three-dimensional epistemological

orientation framework, stating an interpretivists approach aims to assimilate and

interpret complex and contextual factors. Alternatively a positivistic approach has been

noted to lack the understanding of social phenomena hence interpretivism was deployed

to facilitate the researcher in the analysis of expatriate motivation.

3.4. Primary vs. Secondary data

In order to explore expatriates motivation comprehensively, primary qualitative

research was conducted in conjunction with the analysis of secondary data. Empirical

studies demonstrate the opportunities primary research provide for researchers to collect

tailored data that serve the precise objectives of their study (Saunders et al., 2012).

Nonetheless obtaining secondary data is less time consuming, allowing the researcher to

leverage the existing literature (Saunders et al., 2012). Secondary research was

conducted through scholarly journals, websites and multiple academic databases to

build thorough understanding of expatriate’s intrinsic and extrinsic motivations.

3.5. Qualitative vs. Quantitative

A qualitative research method provides researchers with an opportunity for in-depth

participant engagement with explorative results particularly valuable in a psychological

study (Bryman and Bell, 2011). Quantitative research generates strictly numerical data,

whereas a qualitative approach provides a rich theoretical insight into influential factors

in participant’s decision making.

The use of a qualitative approach helped enable a contextual understanding of the

motivational factors towards international assignments with great depth and breadth that

could not be matured via a quantitative approach (Creswell, 2009)

The use of closed questions when taking a quantitative approach would consequent in

hollow data collection regarding behavioural motivations behind expatriate decision

making. Whereas nominating a qualitative approach consisting of open-ended questions

provoke candid responses, generating a developed dynamic behind the understanding of

such influences (Bryman and Bell, 2011).

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3.6. Semi-structured interviews

The qualitative data in this research will be gathered via semi-structured interviews, the

most common method of data collection in contemporary research although deemed a

challenging process (Myers, 2009). Through the strategy of thematic analysis, in-depth

interviews have been acclaimed to generate rich data and ‘detailed narratives’ (DiCicco

and Crabtree, 2006).

Whiting (2008) emphasizes the importance of open-end and ‘prompt’ questions in the

course of an interview, encouraging detailed responses that allow the researcher to build

information. To acquire a profound insight behind expatriate’s motivation, Whiting

(2008) advises the frequent use of ‘probing’ questions. Bernard (2000) research

highlights numerous ‘probing techniques’ to encourage respondent participation and

helping enhance novice researchers develop their interviewing skills (Appendix 1).

Open-ended questions strengthen participant engagement, encouraging them to reflect

their experiences using culturally relative terminologies that they feel comfortable with.

Treece and Treece (1986) recognises the importance pre-planning a well structured and

precise interview guide to prevent moments of awkwardness and discomfort. To ensure

consistency within the data analysis process the questions were formulated similarly

across all 12 interviews (Myers, 2009).

Robson (2002) addresses the time consumption of conducting semi-structured

interviews as the prime disadvantage, curtailing the willingness of respondent

participation. Consequently candidates willing to contribute to a study requesting a

lengthy research method tend to have gauged a strong interest for the researched topic

itself.

Easterby-Smith et al. (2008) advocate semi-structured interviews for researchers

examining complex topics, particularly studies that surround psychological motivations

as it provides the opportunity to delve deeper into participant responses.

Spencer et al. (2003) extensively stresses the importance of building a rapport with

interviewees. Their research recommends a general or informal conversation before an

interview helping ‘break the ice’ as it induces a more amicable atmosphere. If a positive

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rapport is not built and the interviewer appears intrusive then the interviewee may not

wish to disclose all their experiences resulting in a fragmented view that embodies

socially desirable factors (Saunders et al., 2012).

3.7. Justification for methodological approach

For effective data collection qualitative data will be pursued through in-depth semi-

structured interviews with the intention to unravel the psychological motivation of

expatriates. Qualitative techniques such as semi-structured interviews have been noted

to be an ‘invaluable tool for hypothesis formulation’ (Achenbaum, 2001, p. 13). Bugher

(1980, p.2) emphasises that ‘person-to-person interviews is best for obtaining in-depth

opinions. Evidence from thousands of surveys over the years reveals that people are

remarkably honest and frank when asked their opinions’.

Semi-structured interviews permitted the researcher to develop a selection of pre-

formulated questions whilst having the potential of encountering supplementary

information that has the potential to arise during one to one discussion. The element of

flexibility is the prime advantage of semi-structured interviews, as it granted the

freedom to ask expatriates questions that may have not been previously considered in

the interview guide. Hence both Richardson & McKenna (2002) and Dickmann (2012)

research deployed this strategic data collection method when analyzing expatriate

motivation and their experiences.

This method gives leeway into the stimulation of rapport building with expatriates,

allowing the researcher to benefit from clear participant insightful responses. A

favourable feature that rigid structured interviews measures are not accommodative for

(Bryman and Bell, 2011).

3.8. Limitations The difficulty of gathering a list of applicable candidates with international experience

was not accounted for. Harsh (2011) argues prime factors of inaccessibility to potential

sampling populations are associated with time and economical restrictions. The use of

LinkedIn, a social website for professional networking played a crucial role to help

sieve for qualified nominees.

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As the research unravels individual’s intrinsic and extrinsic motivations, some

respondents were hostile towards revealing such personal information thus declining

interview invitations. Also with the unappealing duration of semi-structured interviews,

gaining participants willing to invest their time was problematic.

Consequently a variety of approaches were implemented to accommodate for

respondent’s time and locational constraints. As shown in Appendix 2, three interviews

were conducted through software application such as Skype and Face-time. Though still

one-to-one interviews, conversing through technological mediums such as the telephone

is recognised to construct a barrier when attempting to build a rapport with interviewees

(Myers, 2009).

Additionally the validity of semi-structured interviews is questionable. Whiting (2008)

argues that interviews seeking personal data can be extremely provocative, potentially

causing great emotional distress subsequently affecting the validity of responses.

Ecological validity is also to be taken into consideration, as data from expats who are

presently undergoing an international assignment is deemed more reliable against

expats who are no longer in international fields (Bryman and Bell, 2011).

The number of in-depth interviews conducted for this research pro-longed the analysis

process. Saunders et al. (2012) explains the difficulty encountered by inexperienced

researchers when analysing the data accumulated from this inductive approach.

3.9. Alternative methods

Numerous research methods were carefully analysed to select the most effective and

sustainable approach for this academic paper. Structured interviews were initially

considered due to their regulated reliability. Alternatively unstructured interviews offer

interviewee’s a platform for informality and freedom, providing the researcher with a

genuine understanding of respondent’s experiences through a free flowing conversation.

This also evokes a sense of keenness towards the interviewee responses encouraging

participants to raise any opinions they feel relevant (Bryman & Bell, 2011).

Although this approach provides a great insight to expatriate’s international experience,

unstructured interviews have been noted to produce data that is difficult to analyse. This

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approach appears immediately time consuming thus delaying data analysis, making it

impractical due to research time constraints (Bryman & Bell, 2011).

Focus groups have been distinguished as effective research enablers that gather

information regarding the influences and motivations behind individual’s behaviour.

This research method has the advantage of attaining non-verbal responses such as tone,

facial expressions or body language. A focus group would have been challenging due to

the difficulty to manage and steer, potentially resulting in inadequate data (Chatzidakis

et al., 2007). Additionally focus groups may not provide a comfortable environment for

participants to confide any personal information that affected their motivations. Data

collection through surveys was considered as an alternative method due to the ability of

collecting voluminous data in a short time span but was deemed unpractical as the study

aims to understand psychological motivation of expatriates in depth.

Although semi-structured interviews present some limitations, it has been stated that

this technique amasses all the positive attributes of other face-to-face methods, striking

a balance between structural discipline and adaptive improvisation (Myer, 2009).

3.10. Sample

A research sample is expected to reflect the selected population, however the precision

in which the sample represents the population is not always assured. A sample is

obtained to comply with economical and time constraints, as the practicality of

interviewing the population is inappropriate. An explicitly selected sample has been

noted to generate more accurate data than the analysis of a whole population (Harsh,

2011).

The research sample comprised of 12 voluntary interviewees with experience in three

different industries: banking, business consultancy and higher educational institutions.

10 of which were currently active in international assignments and 2 repatriates. The

data collected from the selected respondents indicated the total sample had international

experience across all 6 continents. All respondents had accumulated two or more years

of overseas experiences. 34 participants were proposed to contribute to the study;

ultimately 15 were willing to contribute amounting the response rate to 44.1%. To

accumulate a heterogeneous sample, 12 interviewees were selected to maintain a

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balanced ratio between regional experience, marital status and gender.

3.11. Pilot interviews

Piloted interviews provide the researchers with an opportunity to examine their

interview guide prior to research interviews, highlighting any fundamental flaws

(Saunders et al, 2012). Two pilot interviews were conducted to ensure accuracy and

validity of questions, resulting in suggested amendments to interview questions as

shown in Appendix 3. Participant 3 suggested the paraphrasing of question 6 and 10, as

they were appraised ambiguous. Piloting the interview questions aided as a provisional

guideline for individual interview duration that totalled to an average of 40-60 minuets.

3.12. Ethical issues

The confidentiality of all participants has been treated with greatest priority when

conducting primary research for this study. It is the researcher’s responsibility to ensure

moral and security management of all highly sensitive data gathered safeguarding its

discretion (Saunders et al, 2012). Prior to the interview participants were assured that

their identity would be kept anonymous and the collected data will not serve any

additional purposes aside from this research paper.

Myers (2009) emphasises the importance of participant awareness for the intended

research aims, stating that all relevant information regarding the nature of the study

should be openly provided. Therefore all interviewees were provided with an

Pseudonym Marital status

Assignment type

Country of experience

Years of expatriation

Sex

P1 Married OE USA 7 Male P2 Married SIE UK 5 Female P3 Married OE Taiwan 14 Female P4 Single OE Turkey 6 Male P5 Single SIE Kuwait 12 Female P6 Married SIE Canada 6 Female P7 Single OE Brazil 21 Male P8 Single SIE Israel 6 Female P9 Single OE UK 8 Female

P10 Married SIE Australia 26 Male P11 Married OE Canada 6 Male P12 Single SIE Iran 5 Male

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informative participant sheet (Appendix 4) informing participants of their withdrawal

rights and the observational content. Individual permission was also requested for voice

recording interviews reassuring anonymity and full confidentially of any recordings.

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Chapter 4: Findings, Analysis and Discussion

4.1. Introduction

This chapter discusses the themes behind expatriate's decision-making drawing upon

secondary literature perspectives and primary data generated from semi-structured

interviews.

4.2. Career and professional development considerations

Career consciousness and professional advancement appeared a key motivator for

interviewees. All participants emphasized the importance of career prospects but five

interviewees identified career progression as the most predominant factor of

expatriation.

“The potential of acquiring new knowledge and experience equipping me as a person to

climb the hierarchical ladder in my profession […] its good to actually be able to

travel, get acquainted with different systems and it has great potential for opportunities

to grow.” - (P4)

Though career progression was not a primary motivator to every interviewee, the extent

to which an international assignment impacted one’s professional portfolio remained a

consideration factor to all participants. Interviewees prioritising career advancement in

their international move are systematically categorized as ‘architects’ under Richardson

and McKenna (2002) theoretical framework. ‘Architects’ foresee international

assignments as a strategic advancement opportunity to progress their career, valuably

enhancing their interpersonal and intercultural competencies.

“Before I decided to become an expatriate, I worked a year and a half in an advertising

company and I thought in order to get on to the next level faster than other colleagues

then I should gain some international experience.” - (P3)

The primary research findings elucidated that ‘architects’ are keen towards the notion of

career development, motivated to engage in ventures that productively built their

portfolio. A number of interviewees particularity in the consultancy sector viewed

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expatriation and the concept of gaining international experience as a standard

requirement for career progression.

“Advancing in my career was the major motivation to go abroad […] I needed to

generate a diverse international background in order to prosper in my field […]

international experience is very important if you want to reach the top” - (P2)

The empirical evidence shows that career prosperity is not promptly evident for

expatriates. P4 felt he is yet to acquire career capital from his diversified international

experiences despite accumulating six years of cross-continental insight. Dickmann and

Harries (2005) argues that international assignments yield a range of favourable

competencies that are valued in ones repatriate career. However such can take

substantial time to reap career advancement benefits partially dependant on industry.

4.3. Individual Factors

Only a few interviewees stated that personal interests influenced their decision to

relocate. P5 stated that her fascination to explore different cultures and seek challenges

played a dominant role to relocate and generate a diverse international background.

“I wasn’t particularly interested in going to France or Spain because they’re Western

[…] I was more interested in going somewhere where it was a bigger difference

between my own culture […] like Iran or Brazil.” – (P5)

The collected data revealed that the majority of intrinsically motivated expatriates or as

Richardson and McKenna (2002) metaphorically state, ‘explorers’ have had positive

experiences abroad. Overseas assignments have shown to satisfy individuals seeking

novelty and challenges. P12 also elaborated his positive experiences abroad were due to

his personal fascination with Middle-Eastern culture and the thought of experiencing

culture distance was alluring.

“Their culture is so distinct its like a completely different world and from all the stories

I heard, I felt I had to go […] Obviously I’m going to be in a hot country and people are

going to be dressed in a different way […] I wasn’t shocked because I already had an

idea of what to expect before hand.” – (P12)

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The data revealed that individuals motivated by ‘explorer’ reasons to expatriate

typically hold higher levels of interest and excitement towards the host country’s culture

than those extrinsically driven. Explorer’s enthusiasm and energy towards international

assignments has been noted to result in the development of valuable inter-personal

competencies that equip for difficulties faced such as culture shock (Haines et al.,

2008).

4.4. Family and partner considerations Six interviewees out of the twelve had partners and/or family commitments during their

career as expatriates. The generated data showed that participants prioritise family

commitments, classifying it as an influential factor in the decision making process when

contemplating whether to accept an international assignment.

The interviewees with children affirmed their regional options were limited to countries

with high quality education systems. P8 shed light on her international assignment in

Israel that necessitated her paying ‘extortionate’ amounts of money to maintain a level

of education her daughter was accustomed too.

“She really couldn’t deal with the culture difference in Israel [...] we had very a

difficult phase of her being literally depressed […] I was looking for a solution to that

problem so the UK was the best option.” –(P8)

The research also revealed that expatriates with children face additional considerations

within their decision making process. Richardson and Mallon (2005) research

concluded that educational standards of the host nation are a determinant element to

families considering relocating. The potential monetary benefits of international

assignments can also be highly attractive to individuals with families. However the

conducted data highlighted children also act as a barrier to expatriation, as supported by

P10 whom had to rule out a number of countries.

“I’m happy, I’m happy where I am. They are happy where they are. We do not touch.

We do not move. The region is important. Possibly if I were on my own I would have

tried not only the United Kingdom but also Brazil or Canada for example, which is

apparently a fantastic place to live in.” – (P10)

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4.5. Financial Incentives

The common stereotype of an expatriate is an individual who is solely mercenarily

motivated, perceiving international assignments as an opportunity to earn or save large

amounts of money (Hailey, 1996). However, Stahl et al. (2002) argue that empirical

studies have exaggerated the importance of monetary incentives to expatriates due to

inadequate sampling. The author concludes that the strength of an individual’s interest

towards financial packages depends on multiple factors including nationality. All the

expatriates in this study touched upon the importance of remuneration but only three

established it as a primary motivate for relocation.

“A high salary is very tempting who doesn’t want to be paid like a celebrity? I guess we

all work for money so its really important, it can make or break a deal between me and

the company. If I feel they are undervaluing my expertise with a low salary I will reject

it.” – (P4)

Selmer & Lauring (2013) argue that organizations find extrinsically motivated

individuals easier to attract and manage, as intrinsic rewards are more subjective. On the

other hand the commitment of mercenary driven expatriates and their loyalty to their

organization has shown to be limited from the primary data gathered.

“There must be a reason that makes my move worth it so for example if they say “Come

to Doha I will pay you three hundred thousand pounds a year” I would be off to Doha

tomorrow […] I will earn in one year what would take me several years to earn in this

country.” – (P10)

4.6. The expatriate ‘package’ Six participants explicitly emphasised the importance of the assignment package. The

extrinsically motivated individuals were attracted to luxurious working conditions and

positions of high stature that award leadership responsibilities.

“I left Canada because the position here was better […] just being team leader in a

project, getting £15 million in research funding on marine renewable energy for south

west of the UK was important to me.” - (P11)

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Furthermore participates appreciated assignment offers that included non-financial

incentives. The demand for comfortable working conditions on an international post

was a common requirement among interviewees. The defined notion of comfort differed

amongst the studied sample but indirectly the majority of preferences were identical. P1

emphasised the importance of freedom with a non-restrictive package that provides him

the opportunity to self-govern his work schedule.

“I like packages which free me up rather than tie me down. This is very important […]

some say ‘We expect you to be in your office from 9 till 5’ […] If they try to regulate my

life or my behaviour I decline the offer generally.” – (P1)

Pink (2011) states individual that seek autonomy are reluctant to settle in bureaucratic

organisations. The data collected shows that contracts/packages that focus on outcome

and performance rather than rigid regulations are more attractive to expatriates.

Expatriates have been noted to adjust quicker in such favourable working conditions,

avoiding extreme adjustment efforts (Selmer & Lauring, 2013).

4.7. Locational factors

The collected data showed language barriers, cultural custom and social environment

were significant elements of expatriation. Five interviewees emphasised the importance

of minimal cultural distance in assignment location. P2 highlighted that London was

preferred over other regions due to linguistic practically; adjusting to a new job whilst

learning a foreign language would have been too hectic and ‘impractical’.

“I preferred the UK but not because of prestige there are cultural and language

barriers to consider […] somewhat England has the same culture as back home so it

wasn’t a big jump I wanted to go Germany, France or even Belgium but the language

would be a problem […] learning a new language and moving job is just impractical.”

- (P2)

Interviewees spoke frequently of host nation’s social structure, favouring regions with

minimised social constraints. A number of participate elaborated on their discomforting

experiences in socially depressed environments. Personal and social stimulation in the

allocated region was a common theme of importance amongst participants.

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“Its very important (location) you need to be able to blend in within the social

environment […] otherwise it would have been hell if the place I go to has a different

social life style to mine.” – (P4)

Tharenou (2003) stressed the point that individual’s interest to accept an international

assignment can deteriorate as a result of social limitations. P11 stressed his personal

preference for a socially active environment, prioritising it over all attributes of a region

when considering an international assignment. He stated that his current overseas

proposition to relocate was highly attractive given London’s social energy; despite it

being a professional set back as the position offered was of lower stature.

4.8. Networking

The data collected illustrated that expatriates benefit immensely from both

psychologically and professionally comforting social communities. ‘Architect’

expatriates target socially active regions as they provide opportunities to enhance

professional networking (Dickmann, 2012). All participants affirmed the value of

networking as they have reaped professional benefits through establishing strategic

networking opportunities.

“In general networking is fundamental. Traveling has been a very important pillar in

terms of networking, building a community of important people, hence most of the

people I work with today are located across the world.” – (P7)

“My networking has definitely enhanced […] I got the chance to get to know more

important people with high statuses […] they helped me boost my professional

portfolio.” – (P4)

Empirical studies assert strategic networking is crucial in building career capital

(Dickmann and Harris, 2005). Individuals motivated by career development are strongly

attracted to the concept of expatriation as international assignments hold the potential of

developing pivotal social capital. Gaining the trust and associability of executive global

leaders is an extremely positive approach to manage ones career.

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4.9. A challenge of expatriation: culture adjustment

The majority of the sample relocated inter-continentally to countries consisting of

similar cultural norms. Therefore not all interviewee’s experienced explicit challenges

during their expatriation. Three participants highlighted cultural adjustment as a major

challenge in their overseas experience causing considerable job dissatisfaction during

the introductory period of their assignment.

“The biggest challenge I faced was actually understanding the culture. There were

things I didn’t understand […] the cultural norms, and nobody explained them until I

had made some embarrassing mistakes. Also this made communication difficult […]

understanding the reasons why they do X and Y here seemed a myth.” – (P10)

The study uncovered that culture distance has a negative correlation with interviewee’s

assignment satisfaction. Cultural differences particularly work related values have been

acknowledged to provoke high levels of stress and anxiety for expatriates (Froese and

Peltokorpi, 2011). Cultural distance resulted in a level of emotional discomfort as

interviewees felt segregated from the host nation’s local communities seeing themselves

as isolated ‘strangers’. Participants felt the majority of friendships developed during

their international posts were superficial to some degree.

“International assignments are a very difficult journey […] challenges that can break

your back and you have no friends or family to support you nor anyone experiencing

the same journey with you to understand, you’re lonely, and the only person who seems

to understand you is you.” – (P3)

According to supporting literature expatriates face physical, psychological and

emotional discomfort during overseas posts resulting in low job satisfaction primarily

due to the lack of emotional support (Selmer, 1999).

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Chapter 5: Conclusion and Recommendations

5.1. Conclusion

This research aimed to enhance the understanding of individual’s psychological

motivation to expatriate. The paper adopted a qualitative research approach going

beyond studies that generated quantitative contributions to enable a detailed

understanding of the diverse influences of expatriation.

Data from twelve in-depth interviews contributed to the comprehension of both intrinsic

and extrinsic factors, providing a developed insight to expatriation. The qualitative data

generated from the empirical study expands upon Richardson and McKenna’s (2002)

theoretical framework that consisted of four motivational categories of expatriation: refugee, mercenary, architect and explorer.

The results of this study enhance academic knowledge of expatriate motivations.

Analysing the motivational factors of expatriate’s decision to work abroad is

determinant on numerous factors, with some being more influential than others. The

majority of respondents exhibited greater extrinsic motivation. Career development was

affirmed a primary motivator for participants surpassing intrinsic motivation and the

desire to travel for ‘explorer’ reasons. The results of the study were parallel to Selmer

and Lauring (2012) and Froese and Peltokorpi (2011) research which concluded that

individual’s motivation to relocate is not impacted by organisational prestige as

expatriates prioritised locational factors and minimised culture distance.

The most compelling finding of the study was participant concern about the expatriate

‘package’ albeit not necessarily salary. Participants emphasised on working conditions

and organizational support as influential factors when considering international posts.

The empirical evidence from this study invalidated the prejudiced perceptions of

expatriates being solely monetary driven. The expatriates from the sample prioritised

specific assignment elements as significantly relative to their psychological comfort.

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Furthermore it became increasingly apparent that multinational organisations

inadequately accommodate for intrinsically motivated individuals, failing to distinguish

between extrinsic and intrinsic motivated expatriates. Alternately adopting a

standardised approach akin to that studied by Dickmann et al. (2008).

The findings confirmed that the willingness and enthusiasm of intrinsically motivated

individuals to accept international assignments is much greater than those extrinsically

driven. Designing assignment packages that accommodate for intrinsically motivated

employees will ease the challenging process of staffing international posts. Haines et al.

(2008) argue that international assignments endured by individuals solely driven by

extrinsic motivation tend to have low success rates.

Unravelling both dimensions of individual’s motivation to work abroad holds the

potential of being an extremely beneficial tool for mangers and organizations in

leveraging the value of globally skilled employees. Establishing an encouraging

organisational environment that accommodates for expatriate’s requirements will aid

companies with a competitive advantage in attracting valuable global managers.

5.2. Limitations

This research paper suffers from a number of potential shortcomings. Firstly research

was primarily based on Richardson and McKenna’s (2002) framework, individuals

reasoning to expatriate were limited to the basis of four classifications: refugee,

mercenary, architect and explorer. This restricted differentiating participants into more

specific and relative classes.

Secondly as the research paper centred on the influential factors of expatriation,

interviewees may have found it difficult to recall the initial reasoning towards

expatriation. Results may have been affected by systematic bias from participants

memory to recall primary motivations to expatriate as all respondent held over two

years of international experience thus questioning the validity of the data.

Thirdly the study uses a small-scale sample of twelve interviewees with international

experience, affecting the validity and representativeness of the study. This was

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primarily due to time and financial constraints; further studies could replicate the study

with a greater sample size.

5.3. Research recommendations Although this paper collectively covered expatriates with experience across all six

continents, the cultural background of each participant were all relatively similar. It has

been acknowledged that expatriate motivations differ according to their nationality as

confirmed by Stahl et al. (2002). Therefore future studies should extend and diversify

their research sample in order to generate results that hold high external validity,

representative of overall expatriate motivations.

Additionally the examination of potential differences amongst organization levels can

be considered a future contribution, as literature on expatriate motivations at different

organizational levels remains underdeveloped. Company’s approaches to attract global

leaders at higher positions differ to subordinate posts.

Quantitative data has made a considerable contribution to stimulating the researcher’s

preliminary understanding of expatriate motivations. Due to time and financial

constraints a multi-methodology approach was preferred however not feasible. To build

upon the dynamic concepts of expatriate motivational drivers, future research may wish

to carry out quantitative analysis over a larger sample size or alternatively a multi-

methodology approach to validate and quantify the qualitative findings.

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Appendix 1: Probing techniques

Bernard (2000) Probing techniques to use during an interview

Appendix 2: In-person interviews vs. Software application

Interview number In-person Software applications

Interview 1 X Interview 2 X Interview 3 X Interview 4 X Interview 5 X Interview 6 X Interview 7 X Interview 8 X Interview 9 X Interview 10 X Interview 11 X Interview 12 X

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Appendix 3: Interview guide amendments

1. What are the influences/motivational of you accepting an international? 2. To what extent did personal or family commitments influence you decision

to accept international assignment 3. To what extent has location been important and why? 4. To what extent did the position and responsibilities influence your decision

to accept the international assignment? 5. What were your primary expectations of the job? And to what extent have

they been met? Please provide some examples. 6. Did you face any difficulties abroad? 7. To what extent did the company package played a role to accept the

international assignment? Please state the important ones. 8. What skills have you developed on your international assignment? Please

provide some examples. 9. Did the international assignment role enhance your social network? How

have they benefited you? 10. Did your international experience help your employability?

1) What are the influences/motivational of you accepting an international? 2) To what extent did personal or family commitments influence you decision

to accept international assignment 3) To what extent has location been important and why? 4) To what extent did the position and responsibilities influence your decision

to accept the international assignment? 5) What were your primary expectations of the job? And to what extent have

they been met? Please provide some examples. 6) What challenges did you face during your international assignment? Please

provide some examples. 7) To what extent did the company package played a role to accept the

international assignment? Please state the important ones. 8) What skills have you developed on your international assignment? Please

provide some examples. 9) Did the international assignment role enhance your social network? How

have they benefited you? 10) To what extent has your international assignment influenced your career

development? Please provide some examples?

Interview guided after amendments from pilot interview

suggestions

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Appendix 4: An informative participant sheet

Brunel Business School Research Ethics

Participant Information Sheet 1. Title of Research: Expatriate's motivation: an investigation into the motivational drivers and rewards. 2. Researcher: Student Zaid Al Basam on International Business, Brunel Business School, Brunel University 3. Contact Email: E-mail: [email protected] 4. Purpose of the research: The purpose of this research is to gage an invaluable understanding as to the reasoning why academics have accepted/rejected international assignments. Appreciating the factors that have pushed/pulled them towards/from making this life changing decision. 5. What is involved: I will be asking willing participants to share their personal and professional reasoning that led them to their final decision and the influential factors to relocate in a semi-structured interview. 6. Voluntary nature of participation and confidentiality. This research will be based on a completely voluntary approach, where all participants have the freedom to leave at any point of the interview. This is to ensure a level of willingness and interest on the participant’s behalf, potentially allowing for more valid data collection from their intimate responses. Data collection will be held securely and kept completely confidential; participants will be kept completely anonymous, referred to as numbers rather than using their personal details

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Appendix 5: Interview Transcription 1 (P1)

[The interviewee is muffled on this telephone recording and occasionally cuts out, making his responses difficult to hear in places] Alright. Sir, the first question is what are your, what were your influences or motivations to accept an international assignment? What do you mean by international assignment? What are you referring to here? Because I’m an international… Basically for example if you got offered a job or an opportunity to go abroad or work, what are the motiva… What are the reasons why you’d go? Okay. Of course multiple motivations. First it may be an interesting opportunity professionally, something that I can have an impact on [?? 00:41] They may have an interest in my work. Secondly it may be an interesting place to visit. I like to go to places which I like to visit anyway. So third, financial side of this if they are covering my costs it will be easier for me to go. And it’s just the fit with my expectations and what they are delivering in terms of, you know, the possibility of working there with colleagues. So there are too many factors. I can’t reduce it to just a couple. What are your personal, like what is for you ideal? What is the most important factor? Is it…? I travel a lot so I take up all the opportunities. I may not be a person to just give priorities but it’s, for example the conditions are not right, if they are not paying for travel I don’t have any other funding so I will not be able to go. If it’s a very small amount I may think that it’s not worth my while to go. Okay. Yes. Second question would extent does personal or family commitment influence your decision? Well it doesn’t influence my decision. Yeah. It has no influence? No, no influence at all. Okay. Also to what extent does the location, is it…? Location’s very important. I don’t go to troubled areas. I try not to go. Sorry, what do you mean by troubled areas? Political? Yes. I value my life, yes. And often my topic is not, you know, easy to present in many places, so if they’re hostile towards my topic and if there’s no real democracy in the place I would rather not go. And to what extent does the position and the responsibility influence? Is that important to you, the status? Status is not directly important to me because a lot of things can be given very high status names but if you look at the real impact of those high status positions they are nothing. So I’m more interested in the real influence of my work. If I go there will it have an impact? Will it mean something to these people? I think about that, then I make a decision. Has there been a time where you’ve expected something from a job? Is there any expectations from a job?

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Yes. I mean I expect to be treated like a human being and I also expect the promises to be delivered. You know, there is contractual agreement so I would expect them to deliver their side of the deal. I expect also to have positive conditions, yes. Have they always been there or have you had…? No. But I’m quite an open person. If it doesn’t work I would let people know and I will also let my expectations know. I don’t have high expectations by the way. [Laughter] That helps. So they usually are met? Yes. If you keep your expectations low they are generally met. Yeah, fair enough. What challenges have you faced in that sense then? In international assignments? Yeah. Different countries have different traditions for… Sorry, what was that? Hello? …travel to different destinations. I give talks and it’s very difficult to obtain that funding from an honest traditional source. Sorry, I didn’t catch, I didn’t hear any of that. We don’t have funding to go and give talks to other universities so if we like someone we generally pay their travel expenses, so I expect this as a minimum. But sometimes in other countries they expect the staff they might to pay their travel. So it’s not going to work for me because I don’t have that kind of money. Would you class this as a challenge? Is there any personal challenges that you’ve overcome or you’ve faced? Yes. Personal challenges, yeah. Sometimes the audience is hostile towards equality and diversity. I talk about equality issues and the hostility in the audience can be problematic. But I tend to generally make it very open that this is not a topic which may sit well with the audience. So I can overcome that in that way. Okay. Thank you for that. Also how, to what extent does the international assignment package play a role? So is there like for example, the package for example let’s say the length of the stay, the…? Yes. I like packages which free me up rather than tie me down. This is very important. Sometimes they make offers which say “we expect you to be in your office from 9 til 5” which means nothing to me because staying in an office 9 til 5 does not mean that you will produce work. And if they are trying to regulate my life or my behaviour I decline the offer generally. But if they say, if they focus on outcomes I’m generally very favourable. So if they say for example “we would expect this visit to generate this and this , we would expect you to deliver this by then” without interfering with how I… How you do it? Yeah. …how I prepare them and really focus on performance, I’m happier. I really hate… Limited? Yeah. …interfering with my, you know, way of work. You work, you like to work at your own pace or…? Yes, absolutely. So it does make a difference. The package does make a difference. What skills have you developed through this multiple international assignments? Well learnt the way, to understand, I have an awareness now, better awareness of international differences or treatment and how international assignments are received, how they are accommodated. So I can negotiate a better deal for myself and also I can facilitate better access to other colleagues because you may not wish to go, you may not be able to go but others can go so, and also others, I learnt networking skills in the way…

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It’s funny you say that, that’s the next question. Sorry? That’s the next question exactly. It’s how did your international assignment enhance your, did your international assignment enhance your social networking? Of course because if you have a successful international assignment and if you do things that you deliver, then it will enhance your reputation which will lead to more international assignments. But if you make a, if you fail an international assignment then the international assignment world is so small and it can lead to of course reputation damage and narrow your network. Yes, so it’s very important to be experienced. Experience can networks but of course privilege would help. Some people are just more privileged and better networks so I wasn’t one of them. [Laughter] Judging from your background, your background says otherwise. You seem very, very developed especially in your field? I looked at… Yes. But I think I made it myself because I like travelling and I like connecting with people but I didn’t have the, my family doesn’t come from a, you know… It wasn’t easy basically to develop? [Overtalking] Yeah. So I had to make something out of my own education and networks so it’s not about relying on an already established network, which would have made things so much easier. Yeah, of course. Coming to for example a set of networks that’s already set up for you before you start your career, it’s a lot easier than to have, develop and build your own reputation? Absolutely. Also, last question, sorry I won’t take any longer. To what extent has your international assignment influenced your career development? So how do you feel it’s developed your career? I think in the main it does help. It does help because you are able to, so a lot of productivity, connections with internationally important people. So if you, I will mobilise my connections better, I was able to use that and show that in my CV, I’m sure that it helped. But also, you know, international career is not necessary so, international assignments are not so necessarily helpful. (Call cuts out) ..up for themselves. So it’s, for me connecting it abroad was the only choice because internal you are faced with all kind of discrimination and if you build your networks outside with people who won’t judge you for your background and whatever you may be able to do some work. Because if you’re in a, a small fish in a small pond which you end up being if you don’t connect with the international networks in the UK, then you will not have this, the benefit of the, you know, international networking. And you really would benefit if you come out of the small pond if you, even if you’re a small fish because you’re not, well you may be higher elsewhere. Perfect. So to sum up the last question, do you think it’s, you know, international, can you say international assignments are slightly overrated or do they have a slight negative impact? Because you said they’re looked down on? No. I think it depends on the person as a, you know, I always taught that they are wonderful. I really enjoyed international assignments. I’d love to go to more. I think that they worked for me but on saying that they may not work for everyone. If you’re already privileged you don’t need to really rely on those networks because Britain can offer you opportunities, you know, honour and privileges, you can still get ahead without international assignments.

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Yeah, no it’s completely, if you know the bigger fish in this pond they’ll protect you and they’ll go lift you up? You’ll become a big fish in the pond… Yeah. …in a small pond? Absolutely. That’s perfect. Thank you very much for your time. I really do appreciate it.

End of P1’s Interview.

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Appendix 6: Interview Transcription 2 (P2) [Note: This interview takes place in a public place and there is background noise which varies in volume and sometimes obscures the dialogue of the participants of the interview.] What are the primary motivational factors of you going abroad? Advancing my career was the major motivation to go abroad. The way it is in Turkey and the whole culture and the way things just are, it doesn’t let you grow in your profession and its very difficult especially for a women. I needed to generate a diverse international background in order to prosper in my field otherwise it would take me a very long time to climb. International experience is very important if you want to reach the top. Was there any other factors? I had experience of abroad before when I was a student and I enjoyed my time abroad, things being systematic and working quite according to the plan. Right. Did you stick to regional areas, close? Yeah, this time I did. I had another experience in the US so I was working for a company there for a year and I found it very fun and rewarding but it was very far so maybe, I am from Turkey, the US to Turkey is quite a lot of distance. So I’m guessing, that answers the next question, to what extent did personal or family commitments influence you going abroad? It’s not that I have a formal commitment but I just want to be close to my family, that’s why I preferred Europe over the States. Right, because the journey is closer? Yes, and I could get there in three and a half hours I could be in Istanbul. Yeah, that’s good. So you feel that family commitments, whether it’s your partner or whether it’s your actual family, there’s no restrictions? No, no, there is nothing on me, I mean I could have some space but I was just foreseeing the likely problems of being very far, that’s why I chose to stay in Europe. Closer. To what extent is the prestige of the location important? Very important to me, I mean in terms of country selection for example I prefer to come to the UK but not just because of prestige, there is also cultural and language barriers to consider like I can talk English and somewhat England has the same culture as back home so it wasn’t a big jump, although I wanted to be there other places Germany, France, Belgium, Netherlands but would have been a problem because I don’t speak the language, like So it’s not the prestige but rather than the practicality of living there because learning a new language and moving job is just unpractical. Belgium, Netherlands. So it’s not the prestige but rather than the practicality of living there because learning a new language and moving job is just unpractical. You don’t want to, you already know English, you don’t want to sit there and learn German just to go. Yeah, it would be more difficult for me as well. And in terms of like if you compare my home country to the country I am living in at the moment that’s is prestige meaning like I am living in a developed country, I am from a developing country, I am living here because I find many things in place working in order... A progression is there? Yeah. To what extent does the roles, responsibilities or status influence your decision.

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Well it is difficult to tell it’s kind of we are, we already have some image attached to our role so but we’re... what was the question you were asking? The position? Yeah. So for me in terms of like this was already my career progression, like I have finished my education, therefore it was kind of in my plan to progress internationall after education Was there any expectations when you accepted, for example, to come to the UK, was there any expectations that you had of the job? Ah, I mean it’s really, really broad, I was expecting, I expected to be more structured approach in work and for everything to be a lot more in its place kinda of thing More planned? Yeah, more planned which was met again. I was expecting to work with the industry a little more, this is... What industry? I am a supply chain professional so before coming here I was working with industries and solved their supply chain operations problems. But here it wasn’t the case [interruption - talks to third party]. Sorry. That’s alright. Yeah, here I was expecting to have more relationships with the industry which did not happen yet. Hopefully it will. Of course. What were the challenges that you faced during, not necessarily just in the UK, the USA as well. Well in the USA the challenge was the lack of public transportation that you have to get a driver’s licence and a car to get around the country or you have to stay really close to the campus you are living. Here, the challenges I faced were more towards, like the practicalities of the job, I wasn’t able to understand the questions at the beginning so I had to accommodate... The language barrier would you say? You could say, yes. I had to accommodate the different accents I am hearing [laughs] so I had to get used to Now, what can you do, you know, like you said, accents do play a big impact on it but is there another challenge apart from the language barrier? It could relate more to the work, maybe the work atmosphere. Not really, I mean the work atmosphere is quite busy like when you need help you can find help and most of the things we do there are procedures written explaining how to do it, like... Yeah like a book that’s very... Yeah, as long as you like reading [laughs] you have no problem at all. The next question really is to what extent did the package or how we say the deal for this job, how important was that to you? Well again it was important in comparing that position you were after, it was better than what was, what I was doing there. It was matching one offer from a private company in Turkey but I kind of wanted to be in the UK for, again, future prospects, so yeah. So you would say... It played a role but it wasn’t a major role, like I did consider but then in the end looking at the overall picture aspect...

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The idea of relocating was appealing to you, yeah. Just a few last questions, what skills do you feel that you’ve developed in your travel to the USA, in your travel to the UK? I have become more, how do you say? Seeking, searching for justification and also life in Islam or in any case that I would need it, like in Turkey we were more structured towards our research process or our relationships with the industry, here it’s like I’m more formal, you have to first think about what you will be doing and then you have to do the work but you have planned... So you want to be more organised.... More organised, yeah, you can say that and also you have to, again, justify each decision

you have made, it’s not like “Okay, I’ve made this decision”, you have to have some

justification.

Justification, yeah. So you can say some sort of, not logic but reasoning behind every move? Reasoning and also recording, like recording, like in the past I was never recording any emails just to be trashing, and now I have started to keep everything and I will be able to find emails 20 years from now I will have them [laughs] That’s good, it’s useful, you never know when you’re going to need... Yeah, yeah, that’s what I took from my experience here. It sounds like a bad one. Not necessarily, no, because sometimes it’s helpful in terms of like I have faced this question before, I am giving the answer I have received before and I’ve maybe done more according to the new situation. Good. Tends to be prevented from repeating. Now the next question is about social networking so how you think it’s affected your move? Well I am still in touch with my friends in Turkey and I have new friends here but I don’t like to just meet people on the basis of their home country so I haven’t entered into any social network that is just comprised of ex-pats from Turkey. Sorry, I didn’t, social networking, not in a sense of social but networking in general with other... Well it could improve, I think it has improved because now I have more access to different networks. I have become a member of operations here so I meet new people there. I am a member of the Chartered Institute of and Transport, again I meet new people there so the number of organisations I have become a member and have increased so my network has grown. Of course. The last question is how do you think it’s influenced your career? Very positively. Yeah. Yeah. It has influenced my career very positively. And can you provide some examples, in what sense does it? Well I don’t know whether you will write this but I have got a promotion. Okay, that’s great. And I think it was based on what I have been doing here and if I compare this to my home country it would have taken longer. More accomplishment. It’s not just the accomplishment it’s, there are some unwritten rules like you cannot get promoted before you’re a certain age or you have people who promote you internally. It’s a lot... It’s a little more difficult there.

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Yeah, more political. Political, [?? 11:04] or something. So it’s been positive. Very positive. Thank you very much. You are very welcome.


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Appendix 7: Interview Transcription 3 (P3) We’ll start with the first question, what are, what were the main motivations for you going abroad? When I decided to become an expatriate, I worked a year and a half in advertising company and I thought in order to get on to the next level faster than other colleagues then I should go abroad, ideally either in the US or the UK somewhere where English is the background. In terms of your move to the UK, how strong were family commitments, how strong were the influences of family and personal… Well I initiated the idea because I looked around all the people working in the same advertising company, most of them they had a degree obviously, obviously a degree either undergraduate or postgraduate, and some of them were raised up in different countries, well mostly again English spoken countries, so the, Canada, US, UK, and then I thought well in order to be more competitive you know, because most of my clients they’re global clients, so all the meetings are recorded in English, so I thought well I need to further improve my English, get experience, so I, my CV looks more competitive, yeah. The question is more of your family, how… There’s very little family influence on this. So very little… You could say that traditional Chinese culture, okay, I’m from Taiwan but the culture is Chinese as well, the traditional Chinese culture work always encouraged and always appreciated, it’s very different from the UK culture where people think if you’re going to go up the career ladder you should spend time in the industry and be practical, but the Chinese society is very different, it’s influenced by the Confucius, so yeah, we believe that the harder you work the better you should be career wise, everything wise, yeah. When accepting a job, to what extent did the position important … Okay, my… …influence it? I thought, “I really like Europe, I love travelling around, I love the culture here, I feel more free and I feel, I enjoy my independence”, so I told my dad that I want to do a work abroad and then I started the went in 2001, halfway through I was really bored because it was not that interesting and then I thought, “well surely this is not something”… Where did you go, England? I worked in Leeds for a bit, I just felt I wasting too much time on it, so I ended up getting a job in Manchester with a market research company, an Executive position Oh right. Yeah, so then I thought, “well I have to do good because Dad sponsors me”, and I would make him feel as if he’s losing face, and I would damage or family pride, so I started putting a lot of effort it, I regained an interest my work and started applying for a number of openings, I got a job interview the day after and I got the job three days after the interview, that was my first international job, so I was thinking bigger you know? Things like whether I should stay in the industry, I was short-sighted, I compared the entry salaries well a job as the entry level definitely pays me a bit more, which yeah, which it did, then it was thirty grand, I remember my other job. Was there any prior expectations of the country or was there any prior expectations of your life here?

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No, okay, this is the bit I think, my journey is a bit different because I don’t come here fully established and I didn’t come here… No, no, no. …as someone who knew what they wanted , I came here to have fun, to learn a new lan… Was it a lot harder than you thought… Yeah, it was a lot harder than I thought, I feel the marketing degree was very easy for me, it was fun, it was easy, I feel I didn’t really work that hard and I just got pass, I thought I could whizz through, with the same attitude and I realise oh my God, it’s totally different, it was much harder, it was no direction so you have to lead your own project, you have to find your own direction, and I struggled because of the culture difference right at the beginning because here we do expect employees to be challenging, to be critical, while back at home we expect employees to be obedient, to be a good listener rather than a good at arguing, articulating points back, so yeah, that was… So of course, the cultural was kind of something you didn’t expect, can we talk about the challenges that you faced… Okay. What were the challenges that you faced, of course apart from the cultural? I don’t know I guess international assignments are a very difficult journey there is always a possibility of damaging obstacles arising. Challenges that can break your back and you. The biggest challenge was that I had no friends or family to support me, you nor anyone experiencing the same journey with you to understand, you’re lonely, and the only person who seems to understand you is you, but saying that they’re not always that reliable… I was, yeah, they’re not… …and understanding, so it’s kind of, so yeah, so it’s very hard. So a lonely road? Yeah, it’s a lonely road And no one, no support, nothing… Yeah, and then times ten times… Yeah, What skills do you feel you developed for your… Developed? When you came to the UK, of course, from what you’re saying I can understand survival, maybe back home you’d have to work so hard to keep up, that’s one skill I can tell you’ve picked up from what you’re saying, but what others, what skills do you feel you’ve… I think the key skill is being critical, yeah, being very critical to see different things, and always trying to explain things in simple logic, I think that’s something I learnt from from my experiences, I think that now defines me in terms of how I view the world, I believe that, and there’s really no point to use a lot of jargon, a lot of new phrases, it is the simple logic, it is how you communicate and explain ideas in a way that could be understood by everybody. Not to be all theoretical and… No, I don’t believe in that, I think that’s how, that’s my personal values as well, what else I learnt, I pick up English of course you know, because you’re here so you use it all the time, you become better and better at it, what else, well I think I pick up a lot of cultural norms, so now I’m fully acculturated to the British culture, I understand what you’re supposed to do, what you’re not supposed to do, what you’re not supposed to do,

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all these very minute points you kind of gather and you acquire this learning during the time. In terms of social networking, how has it affected your social networking, how’s it enhanced your social networking working abroad? Mmm, it was okay, it’s easy, when I’m in Taiwan my social networks, so imagine if I had Facebook at that time they would look 90% Taiwanese looking people… Oh sorry, I don’t mean that as in social, but as in your networking for business, even in business, in work wise… Okay. …how’s it improved, has it improved? How has it improved, I don’t know if it’s, I don’t really understand, what do you mean by networking? As in the people that you know, so for example the people that you know now, are they the same people back home, when, I’m sure you… No, okay, when I was in Taiwan I was working in advertising so my network, the people, business network, advertising people and clients, okay, now my networks, my business networks tends to have a lot different but yet I still have the existing networks that I accumulated, so my network now has much research network, advertising network, and other networks, yeah, but I think that’s just normal, where you work before, you tend to have a new set of friends and acquaintances and you move on and carry those with you. Did the international assignment role enhance your social network? I don’t think by nature I’m very good at networking. [Laughter] The last question is do you think your, you adopted going abroad has developed your career, has given it a boost? I do, very interesting question, okay, I think if go back to Taiwan the answer is definitely yes, and that was the reason why when I came over I thought, “I’m going to get experience and just go home”, and people would be like ‘wow! You went to this place and that place, we’ll offer you a good salary, de-de-de-de”, and then but you know, life always brings unpredicted changes and new experiences so I end up staying here and I realised that international experience is not that highly regarded in Britain, it’s something considered, , people who have no real settlement in life. Perfect thank you very much for your time.


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Appendix 8: Interview Transcription 4 (P4) What do you class as the prime motivations for you travelling abroad, considering you have...? Well it was, it had to do with the potential of acquiring new knowledge and experience to equipping me as a person to climb the hierarchical ladder in my profession. In general, I mean, it’s good to actually be able to travel around, get acquainted with different systems and it has great potential for opportunities to grow and it seemed like a good opportunity for me within this framework, I mean, so this could be what I would rate as the first reason for me leaving Greece. Just acquiring new knowledge? Yeah, and experience. Yeah, I mean the industry is very much different within different countries, for example Switzerland and the UK, and within the European area and so many, I’m not the only one, many people tend to leave for the UK or for the United States for this reason so this is the main reason. Opportunities to acquire knowledge you say? Exactly. Exactly. Any other? Well, no, these are the main reasons, okay, of course the problem of let’s say professional development also exists, you get to be more qualified if you have the chance to work abroad due to the fact that you are acquiring new knowledge and so on and so on and there is of course the economical aspect of the work, I mean the place I come from in Greece, the economic costs are not that many because it’s a small country so there are few opportunities like in jobs, in some jobs for someone to be able to proceed and of course there is a special case of Greece with the economic situation during the last years so there are more opportunities outside from Greece, abroad, than in Greece but despite that, despite that, I mean, going abroad for a certain period of time is always the most probable solution. So again, you know, have a strong maybe background or? Exactly. Exactly. Exactly. Of course. To what extent did personal or family commitments influence you leaving your home region? Well, they didn’t actually influence me to leave, they supported me but they were a reason for me to stay, okay. Stay abroad? No, no, no, to stay, to stay in Greece, I mean because when you’re actually leaving from your country you’re actually leaving from your family and friends. Oh, so they wanted you to stay? Yeah, exactly, exactly, although they support my decision, okay, but it’s, it’s something difficult in certain, you understand? Of course, of course, yeah. Yeah. To what extent was the location important for you, the place you were going to? It’s very important, it’s very important you need to be able to bled in within the social environment. Well, in my case, the reason, one of the reasons why I chose to stay in London it’s because it’s a central location, it is in a rather good proximity to my home country, I mean I can be there in four. Yeah, yeah, in four hours whereas if I went somewhere else in the UK, let’s say, I don’t know, in Nottingham or in Sheffield, things would be more difficult, it wouldn’t be that easy for me.

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It’s not centralised like London? Exactly, exactly. Apart from that, which is the main reason, the other thing is that you actually need to be able get on within the social environment, okay, and London is a city that allows you to actually blend in otherwise it would have been hell if the place I go to has a different social life style to mine. Okay, I assume that before you came here you were proposed obviously the job? Uh huh, exactly. So to what extent were the position status and pay, how important was that in your decision making? A high salary is very tempting who doesn’t want to be paid like a celebrity? I guess we all work for money so its really important, it can make or break a deal between the company and me. If I feel they are undervaluing my expertise with a low salary I will reject it. Well the status, not important, I mean this is what I wanted to do so they don’t have to do anything with status and when you say status, you mean in the sense of prestige, right? Yeah, in a slight... But maybe more responsibilities in your case? Well, no, what I wanted to do is do what I want to do, the only factor on which I decided, I mean I wouldn’t do, I didn’t apply for any other type of job, yeah, just for a position so it was not the status, it was my personal interests towards the job. But before you came, I’m sure you had expectations of the job... Uh huh. ...you know, it was going to be like this, it was going to be... What were your expectations of the job? Expectations? Well, I didn’t have any particular expectations because I kind of knew what I was going to face because I had prior experience so I don’t know, I mean, I was expecting to have more growth opportunities which exist, I was expecting to be able to organise my own work, I guess because it was not something unknown to me, I knew what to expect, okay, and these were things to expect, I mean... Because you already had previous experience... Exactly, exactly. ...in the field so you didn’t have... Exactly. It’s not like someone who’s new who’s expecting a really easy job and then comes and has a shock. Ah, no, no, no, no. You already knew the... Exactly, exactly, exactly. Which moves us onto our next question really about what are the challenges that you faced in the UK? What are the chances? Challenges. Changes? Challenges. Challenges so... Ah, challenges. Yeah. Sorry. None really, I mean I was able to, I was able to find an apartment rather recently in Knightsbridge. Well, especially in London there is the question of, you know, rental hikes and stuff like that, these were very difficult, I mean you need to be able to search but again, because the money is good here so these problem are not really problems to me and I was living in Switzerland during the past year, Zurich is kind of the same thing

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where housing is concerned and I wasn’t kind of... Well I got what I was expecting to get in that sense and then... I don’t know words, I don’t have any problem either blending in or... Cultural maybe, languages? No, no, no, no, none at all. It was okay, yeah? No, everything was okay. Because you come from a similar background anyway? Yeah, exactly and not any issues at all with bureaucracy and stuff like that, yeah. So it wasn’t much of a big of a change for you? Yeah, but it also helps that there is this European Union thing and it kind of helps you to be able to move without many problems from one place to the other. Okay. Now our next question is, how important was the package, was the deal for you? Well, very important. It’s been very important, I mean normally when you get offered an position you, first of all, you didn’t know that you were going in the position where there’s going to be a probationary period and you need to know what the direction of this probationary period are going to be and then from there they’ll kind of tell you right from the beginning you know from your contract the terms of the probation which is not the case in many other firms so this is a very important aspect of the package and then the remuneration is very satisfying, yet again you... Again, you have the chance of acquiring funding and you know where to turn to, there is a whole department that specialise on helping you on how to get funding and things like that, that’s also very important. So you really looked for your ability to manoeuvre around? Exactly. Exactly. So you really wanted to take your comfort? Exactly. Exactly. Yeah, yeah, it’s very important. ...let you work. Exactly. Exactly. That’s very important. Very important, it’s one of the most important reasons that we make a decision where you have to decide within different companies because the remuneration is pretty much the same all over the place but... Money-wise? Yeah, money-wise, yeah, it’s... But they vary on resources and funding? Yeah, they vary on funding and how are they able to support you in order to acquire funding, the whole service thing, that’s very important. The next question is, what skills do you feel you’ve developed with your international experience? What...? Skills. Skills. Your move over here, I’m sure you’ve developed some sort of... Well, first of all, it’s the thing that you get the chance to work in a new environment that habits are more or less different and you get the chance of actually working in an organised environment where you know what your job parameters actually are, your obligations and you learn to somehow organise yourself with respect of those and there is also the possibility, the national possibilities, meaning you get to interact with many people from different cultures and you need to be able to actually make yourself understandable to everybody because...

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Instead of just being narrow-minded... No, no. No, no, no, no, it’s not the thing of narrow-mindedness, it’s the language issue, okay, I mean, it’s easy it is for me to transfer knowledge in my home language, it’s much more difficult to be able to do it in English, okay, so you need to [?? 10.42]. To express yourself. Exactly, and then this really helps you to be able to organise your thought and your line of thought in general and then you also get the funding opportunities as I told you before and since there are funding opportunities you kind of have the ability to work on the current topics and subject areas and so your research portfolios get richer, richer, richer, yeah. The next question is, did your international assignment here enhance your social business network here in terms of people you know? Um... Did it increase? Yeah. Yeah my networking has definitely enhanced, it did. It did. I mean, both during the last years and now I get the chance to get to know more important people with high statuses from... And really it is one of the things that we’re actually trying to accomplish to build international network, okay, but also they helped me boost my professional portfolio. That’s great. The last questions. To what extent do you feel your international assignment has developed your career? Well, I’m not sure yet. I hope it will. I hope that from some point on I will be able to actually, I don’t know, to, to further develop myself and assume a senior position and a professorship and so on and so on. But do you feel now that, as we speak now, do you feel say for example you’re the same as when you came here, career development? Well... Well no, , okay, there are more possibilities but there are also more chances for further development but still… ...great. Thank you very much.


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Appendix 9: Interview Transcription 5 (P5) What were your primary motivations in accepting an international assignment? Well I can’t remember what you called them when you emailed me, but it wasn’t sort like I accepted it, it was that I wanted to work abroad. Yeah, that’s it, yeah. My background is languages and linguistics and, you know, I’d always been interested and wanted to live and work abroad. Was there a particular reason? No. Any particular reason? No, I’d just always been… To explore maybe just the world? Yeah. I mean, yeah, I suppose it’s part of that, just that I’ve always been interested in languages and other cultures. So you’d say more to explore other cultures? Yeah, to live and work in another culture. You can read about it but I’d always wanted to live in a different culture. When you travelled how powerful were your family or your partner’s influences or constraints in your decision? Not at all, no. Not…? No. Perfect. To what extent was the location important to you? Somewhat I suppose because if anybody had said ‘Well there are 150 countries in the world, which one do you want to go to first’, I mean, obviously you’ve got kind of an idea where, I’d rather go to South America or the Middle East or the Far East first or something like that, so there’s always a kind of I suppose… well for many people, I wouldn’t say for me, I sort of… you know, there were places that I wanted to live and work in more than other places I suppose. How did you prioritise this place or this place, what were the…? Yeah, that’s a bit difficult to say. Would you say procedure, the location, may be economical stability? No, probably something that was just further away from my own culture, so I wasn’t particularly interested in going to France or Italy or Spain, because, of course, I mean, they’re a bit different but they’re Western. They’re still the same, yeah. They’re European, they’re broadly similar to my own culture. Just a different language. Just a different language, sort of slight differences. Did you want to feel the actual physical change? Whereas if I went to somewhere like Iran or, you know, Brazil or something like that, I would find a big difference, so I was more interested in going somewhere where it was a bigger difference between my own culture and that culture. Perfect, perfect. So the next question is to what extent was the position or the responsibilities given in the assignment or in the role important? Yes. I mean, I wouldn’t have gone to be a street cleaner there I suppose, you know, my first degree was in languages and linguistics and obviously I wanted to use that and therefore I was looking for a job that allowed me to… Exercise.

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…exercise that passion. So I wouldn’t have gone just for… you know, if somebody said ‘Oh well, yes, you can go to Iran but only as a… A researcher. …an ice-cream seller’, I would have said ‘Oh no, I’d like to go to Iran but not to sell ice-cream’. Would you say your move was more horizontal or vertical in terms of career development? Do you mean would it further my career in some way? Yeah. Yes, yes. So would you make sure that your move is not just for your passion to seek other cultures but to benefit your career? Yeah, it would be that as well. Perfect. Before you went abroad was there any expectations of the actual job? Sorry, I don’t know, when you moved from UK, I’m assuming the UK is your home region? Yes. Where did you go, you said? The first place I went was the Middle East. The Middle East. Was there any expectations of the job in the Middle East? Well I wanted to gain experience before I went there, so, as I say, my background is languages and linguistics… Sorry, what was the question again? Was there any expectations of the job? Well I knew what the job was going to be because I applied for a job that I wanted, so I knew what the job was, well as much as you ever know what a job is going to be till you do it, but I knew what the job was going to be so I knew what the expectations were. So your expectations, they weren’t set too high? No. Perfect. So did you face any challenges? You always do, don’t you, whether you’re doing a five year project ,whether you’ve got a new girlfriend, you know, whatever life throws at you, everything’s a challenge, and obviously living in a different country, living in a different culture… What would you say your primary challenges were in the Middle East particularly? Blimey! Apart from the language barrier, I assume. I just found it exciting. Challenges kind of has the idea that you face some problem of some description and life is difficult and you had to sort of fight them and it was all terrible, but I can’t actually say that. You know, obvious there were challenges that you do have to… Not necessarily. The hot weather, you know, I come from a cold country, that’s a sort of a challenge I suppose, dealing with a different climate, different culture, a different way of life. Maybe driving on the wrong side of the road?Yeah, exactly, yeah, all that’s a kind of challenge, although that wasn’t too bad because I actually learned to drive in Portugal, so I’ve learned to drive in another country. Yeah, I mean, they’re all challenges I suppose, but they’re the normal ones that you would expect, anybody, going even to a different city within the same… Yeah, the idea of the movement.

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Yeah. Next question would be how important was the package of the deal, of your role there? Yeah, true, if they’d said ‘You have to live in a tent and be paid 3p an hour’ I wouldn’t have gone, obviously. I mean, it would have had to have met my minimum kind of… it would have to be equal to my… not now that I’m a bit older and got a better job, but when I was 21, 22, 23, whatever, it would have had to have met my standards of living that I would have had here to a degree. But more, preferably? Yeah, yeah, preferably more, but at least the same. So I wouldn’t have lived in a tent or, you know, worked for peanuts, that kind of thing, because, you know, it wasn’t just ‘Oh, I think I’ll just go round the world with a backpack and see life’, you know, it was part of my career development and my work, it wasn’t just living abroad, you know, it was working and living abroad, and my work’s always been important to me so it had to be a job that… Progresses. Yeah, would be progressive, so, you know, it wouldn’t be the kind of job where they would put you in a tent and, you know, you’d be earning 3p or that kind of thing. So yeah, that was important and, you know, safety and you’re in a strange country, you don’t know the system, you know, you should be in a safe, secure environment and living in a safe, secure area, that kind of thing, whether that’s here or there. And you should be supported? And supported, exactly. Till you know your way around, definitely. Yeah, yeah. What skills do you feel you developed in your travels to the Middle East? Well the one thing you would get through doing any job anyway, so if they’ve posted me to… you know, if I’d gone to Glasgow or if I’d gone to the Middle East, in some ways, you know, I would have developed the same skills because my job, you know, I was early in my career and therefore, you know, like anybody new to any job, when you start at the bottom, you’ve got a lot to learn. So I certainly developed the skills that I needed for the job, because obviously I was new to doing what I was doing, so I had to develop all those skills, and I suppose… But going to Glasgow and going to the Middle East, it is kind of a little bit… Although I found Glasgow more shocking than going to the Middle East in some ways, I suppose because when you go to Glasgow you think ‘It can’t be too different from where I’m from’ and then… whereas when you think ‘I’m going to the Middle East’, you think ‘It’s going to be very different, very, very different’. You will have prepared yourself. And you’re prepared for it, aren’t you, whereas when you go to Glasgow you think ‘Well it’s going to be more or less the same thing’, whereas when I actually went to Glasgow it was horrifically different and I wasn’t prepared for it. What was it? Well I can’t really say, it was just… I just remember arriving in the middle of the night, I was at university at the time and one of us just had the idea that of course… you know, she lived in Glasgow and she said ‘Oh come up with me, I’m going back home to see my parents at the weekend, come with me’, so ‘Oh, okay’ and I went. We just arrived at night somehow and the street, the main street in Glasgow was just full of… I hadn’t seen that before, full of people either drunk or half-dressed or covered in blood, and obviously I’d never seen that in my life, I’m not from… I’m from a village, you know,

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I’m from the countryside, I’d never seen that kind of thing, you know, and so I’ve never forgotten that image in my head, Because you were prepared. Because I was prepared. Yeah, of course. So I wasn’t shocked. You know, I don’t have an image now of me when I arrived and dropped off the plane, of me being shocked in the Middle East, I wasn’t shocked at all because I already had an idea of the place. More shocked in Glasgow [laughs]. I was more shocked in Glasgow, but that image has not left me. So yeah, I didn’t know what I was going to find when I went to the Middle East, obviously you do your reading, that kind of thing, but I wasn’t sort of thrown into a horrific situation. Because you’d probably set the preparation so high that nothing would be a surprise. Yeah, yeah. So if you see a camel on the road you’re probably expecting it anyway. Exactly, and plus I kind of think if I’m working for a highly reputable organisation in a country where I’m going to be looked after etc., what’s the worst thing that can happen? I don’t like it, I leave after a week, I bring my contract. You’ve already got a back-up plan. I’ve got a back-up plan, and so I think really, what have you got to lose? It’s not like I’m throwing away all my family and life and whatever, I’m never, ever coming back. I mean… You just terminate a contract, come back home. Exactly. Start again from scratch. Yeah. That’s perfect. In terms of networking, has it improved your networking, your travel abroad? Yeah, because organization I worked for was that kind of organisation, it’s in every… almost in every country, first of all by definition you’ve expanded your network. Yes, I mean, the people I worked with said ‘Oh yes, I’ve just come back from Japan’ or ‘I’ve just come back from Brazil’ or ‘I’ve just come back from somewhere or other’, and therefore they would say ‘I’m off there next month, do you want to come with me?’ So I spent a lot more time travelling around in addition to where I was living at the time, and therefore you meet people from different places. So certainly, yes, I mean, it expanded my network and therefore also my work network, my personal life network and also my work network. Combined, of course. They’re sort of the same in some ways. Of course, once you’ve developed some sort of… through the networking you develop some real friends. Yeah. Not just business friends. Yeah, yeah. You know, it gets to a point when you work for a company, your colleagues become your friends. Yeah.

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So in that sense, yeah, definitely. The last question, sort of taken up your time, but to what degree do you feel international assignments in general or being internationally mobile has enhanced maybe or developed your career? Well because my work, you know, it’s broader than just being in one place, you know? Yeah, of course. I mean, this industry is a people business and therefore dealing with people, however you find them, whether it’s in the classroom or whether it’s in a classroom the other side of the world, it has to enhance your people skills of some description and help you to understand other people better. Okay, you could stay all your life in the UK and you’d still understand people better, but for my job that I do it certainly helps I feel to have lived abroad, not just to know of a culture or to read of a culture or hear of a culture, it actually does help to have been immersed in that culture, and it gives you a different perspective on life and therefore on people that you deal with, and you do have a better sense, not a full sense even if you lived in a country for 10, 20 years, you were never born and brought up there so you can’t say... It’s not the same. It’s equipped you with a lot more skill, diversified skills? Yeah, yeah. Perfect. Thank you very much.


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Appendix 10: Interview Transcription 6 (P6) [Note: The Skype connection dropped a couple of times briefly and it led to a couple of inaudibles where it broke up briefly]. What were your main influences or main motivational, what were the motivational reasons for you to go abroad? Well top of the things I’d say I just wanted to start my career and , I haven’t do it intentionally that way, it’s a long story of how it turned into this, it was a separate place to start with and became the same institution, but I wanted to go somewhere else. Right, so you just wanted to travel you’d say or just explore? Not necessarily, I wanted to work and I wanted to go somewhere outside Canada [laughs], so in the UK. Okay, the question is why abroad, why not stay in Canada, that kind of thing? It’s cold in Canada, I wanted to go somewhere else [laughs]. So you’ve gone to England [laughs], it’s freezing. Well England is warmer than Canada [laughs]. Oh right, fair enough. Fair enough. But England has a long reputation as... in my particular field that I’m in digital arts and England has a long reputation for quality in arts, so and in Canada, you know, to go to UK to do something in the arts is very prestigious. Uh-huh, and during your move to the UK how influence... what were the influences, to what level were family commitments or personal commitments, like your partner or something like that, how did they influence your decision to come here? Well my partner and I were breaking up so I decided it was a good time, and [laughs] my family like to travel so they’ve come over to Europe a few times since I’ve been here and so it wasn’t a big issue and I’ve gone back to Canada to see them, and so it was a good time, I didn’t have a really solid job so I thought it was a good moment. Fair enough. What were your primary expectations before you came here, so were you expecting it to be, how were you expecting it... for how were you expecting it? Well I figured it was fairly similar to Canada because they’re both English speaking countries [laughs], but I failed to realise some of the subtle differences. Such as what? Oh just attitudes, such a big difference in how you think about class and you know where people are in their social background, middle class in Canada but class isn’t really a big deal in Canada, but whereas I came here I noticed it’s very important to English people and just, I don’t know, it’s just subtle things, just I think even if I’d moved across Canada it would have been hard just adjusting to new people and, you know, no expectations, I suppose I just didn’t know what to expect, I thought it would be a little bit simpler to integrate. Hmm, fair enough, what were the challenges then with you coming here? Trying to figure out how to sort out things like, some things were easier, like taxes, I don’t have to sort out my, in Canada it doesn’t matter if you work for somebody else or you work for yourselves you have to keep your own taxes, things like that weren’t a big deal, but when I was trying to change jobs and it became a big horrible ordeal because had to change visa and it took too long and there was a postal strike and they botched up my application and sent it back and it was just a nightmare and then I ended up not getting the new job because they couldn’t wait for me forever. And then it screwed up my visa and it was just a, it took about six months and it was a nightmare and it made it

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really difficult to change jobs, whereas in Canada I was quite used to my freedom I guess, to be able to change jobs at will without having to worry about another layer, it’s about me and the employer, not this other element of things that Border Agency and visas and stuff like that [laughs]. So that’s been a huge problem. So the level of, like how procedural this country is you’d say? Yeah, absolutely and bureaucratic and I’m sure if someone was coming from the UK to Canada it would be similar issues, I mean it’s not easy to immigrate to any country and all the bureaucracy is always a nightmare, but yeah just it was a little bit more challenging, and it’s also the cost of living is so much higher in the UK, so my standard and quality of life has reduced, in Canada I could have a really large apartment and lots of space and fairly close to work and walk or bike and things like that, and you know, it’s been enormous amounts of travel which is really stressful across the city and to get a decent apartment has been absolutely a nightmare. And just the quality of life has been reduced from Canada, but I have a partner here now so it makes it complicated to move back. Fair enough, so during your, let’s say travel across the pond we’ll say, and what skills did you develop, you know, living in England or living abroad from your home? [Pause]. [Loses Skype connection]. Skype is a problem sometimes [both laugh]. Yeah, sorry, what skills do you feel you developed when you came across here, well moving, travelling internationally? Personal skill [laughs]? Personal skills, yeah. To survive I assume [laughs]. Yeah, I mean I know it was really excited when I got here but I was also quite kind of [pause] stressed I guess, yeah, so I guess there’s a skill I developed just to meet friends fast, I was lucky I was in a this certain work programme that had a lot of really interesting people, and a fairly big group of people, so there was a lot of people I met and so I was able to make friends fairly quickly which was good ‘cos it made it easier to integrate and not feel kind of isolated. Which I know doesn’t happen [loses Skype connection] getting to know people. Fair enough, onto the next question is did your, did you coming here to the UK enhance your networking? Not, well I’m a pretty good networker to begin with but I the quality of the network is better because I had a good support, so okay, yeah, so I’d say it enhanced my networking because, and also because the UK is a smaller concentrated country, it’s harder to meet people in Canada because there’s such a small population across a large vast country, so it’s easier to make connections in the UK. The last question, I won’t take too much of your time but to what extent do you feel you coming, you going abroad has influenced, well has impacted your career? Impacted my.. Career? Oh career. Oh well vastly, it’s vastly impacted my career, it’s been fantastic in terms of my career, obviously there’s a lot more going on in terms of my discipline here so, and as I said the tighter community so it’s easier to meet people and yeah I think it’s been enhanced vastly. Now I think if I went back to Canada I would be hugely respected and it would enhance my... Status? Well yeah status I guess would be the right way of saying it, my, I was going to say more like my, what’s the right word, it’s not saleability but my attractiveness I guess [laughs] to other countries or to at least some...

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Employability, you could say employability? ...completely differently in Canada, they tend to like you better if you’re somewhere else [laughs]. Hmm. Fair enough, thank you very much for your comments.


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Appendix 11: Interview Transcription 7 (P7) So what were your motivations to travel internationally? I just decided I would want to go abroad, I ended up in London, so I came here to the UK first in ’93, after that it was just a question of going where opportunities were, after I finished I had an offer from a company out side london so I went to Pittsburgh. In the middle I had an opportunity to work for the Portuguese government, it was a difficult decision but I decided that I wanted to try out a different thing , so I worked… But what were the, like what were the reasons for you to want to constantly, from what you’re saying, move? I got this offer to work at the very high level for the government as an adviser to a Minister, and then as the Director of a Regulatory Agency, I thought I would try it while I was young, I didn’t particularly like it, and then I moved, I decided I wanted to, to go outside again, if I’d found a job at a Portuguese institution at the time, most of my time would have been spent there. So diversity you wanted? Yeah, so I decided to just leave again, there was nothing I, I got married and then divorced very quickly while I was in Portugal, there was nothing to, that held me. That was actually the next question, to what extent was family or personal commitments constraining you? While I was in Portugal, which was about three years to three and a half years, I did get married but the marriage lasted about fourteen, fifteen months, we didn’t have kids, so after that I didn’t really have anything that held me back in terms of family, my parents were there but they were very much independent, so I left again, first I went to this Oxera, economics consulting company, we were, I was there for some time but that only served to convince me that I wanted to be back to work, and it was a very well paid job but not something that I wanted to do in terms of obligations, there’s a sort of a trade-off between doing something that you believe in and doing something that you have to do by p.m. today, , I looked for a job, so I moved to Bloomington in Indiana where I never had been before, and was there until this offer, I applied, I got the job, I’m off back to Lisbon and I was there for about eight years until last September, the reason I moved here, I moved out again it had to do essentially with the difficult economic climate in Portugal, there is as you probably know, there was that crisis, there was some need for European bailout, and the government started cutting expenditure There just wasn’t… …the lack of opportunities was just not something that would work out. So when you moved out of Portugal the direction that you wanted to go to of course the UK ended up, how important was the location for you, how important was the location to your next step? Well I, it was, I decided to move only a few months before I actually moved, I started applying for jobs about, in March and in September, to move to the United States the process id more complicated, which would delay the process because it would only happen in the summer or in January, since I had connections in the UK and I knew people here and I knew my way around, I applied to places here, I got offers from other places, a couple of others, it’s not so much a question of prestige, it’s more a question of being in London close to Heathrow and six daily flights to Lisbon, and I know the UK and I mean London is London, the rest of the UK is, with a couple of exceptions, is really, really bad, so London was, my choice of London was mostly about being in London.

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To what extent was the position, or in any case, in any of your jobs, to what extent is the position and the responsibility, or the considered prestige of the position, is important? Well it’s, in terms of progressing, my moves were always towards improving, I went to the US, then I moved to Portugal because I could move up, all the changes were done with improvement in mind, I was not, I mean I wanted to leave, to leave from, to leave Portugal because of the economic crisis but that doesn’t mean I would have accepted to go down or to stay at the same level. Before you accepted any job, any international job, what were your prior expectations of you travelling for the first time, was there expectations, I mean… In what terms? As in for example maybe, maybe you accepted the job for example, you were expecting you know, for a calm atmosphere, for an organised atmosphere and you were shocked when you came, for ex… that’s just an example. No, I came here for, for an interview, so when I came around I got know the company and met some of the people around, I already knew people who had worked there before so I had an idea of what to expect and I knew that the environment would be something that I would like in terms of being quiet, of not being very aggressively competitive, which is not often the case in the UK but, I had an idea that it would fit well with what I wanted. What challenges have you faced, just in general in your international experience? Well you have to adapt to the way things are done, I would say more procedures both bureaucratic and formal procedures are different depending on the culture of the country, here in the UK there is a lot of concern with fairness, and different cultural systems, different cultural views lead to different procedures, also different resources, different amounts of resources lead to different procedures, there’s, different countries have different ways of doing things but they are not better or worse, they are different, and that is I think the biggest adaptation you have to do, otherwise it’s mostly about some social procedures, in the US people are more informal, here people are a little bit more formal, in Portugal it’s a different way. No, I understand, because the regions that you’ve gone to is not that extreme for the change… No. …so it’s slightly similar but slightly different as well. Yes, I agree, I’ve travelled around the world, I had a job in Saudi Arabia, in Taiwan and China, in Japan, there are of course a lot more differences there that would have to be take into account, there aren’t that many differences between Portugal and the UK and America. To what extent when you look at an international post is the package important, to the deal? Financial deal? The whole deal, financial deal, regional deal? It is, in the beginning in early part of my career it was about the place you were going, the prestige and not about the conditions or the money or the, or the place, I mean no one in their right mind would choose Pittsburgh over New York or London or Dallas or whatever, it’s not the nicest place, it was very good and the choice was done almost solely based on the prestige of the institution and the people I would be working with, as you advance in your career and you are better able to dictate your own conditions and negotiate, it becomes more about the whole package, more about the money you’re going to get, the place where you’re going to go, and it doesn’t matter so much how

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prestige the place is, it matters more whether you fit there and whether it is convenient for you, as I said I would probably have got more money at a different company but it could be very, very different. During your travel, during your international posts what skills do you feel you’ve picked up? Mostly about, it’s about learning to accept and deal with differences, how to address different audiences, what they might be interested in, and to also observe how different cultures impact different ways of doing things, you learn a lot by travelling. Can you think of any negative skills picked up? Not really, I don’t, I don’t see that you lose anything from travelling. Not necessarily lose, maybe because sometimes you know, a few interviewees said that during their stay for example, in the Middle East, they became to pick up habits from the culture that would seem bad over here, so intolerance, for example, you speak down to people you know, stuff like… That was not my case because of the places I have been with and been in, and on the other hand I’m quite the contrary, I think I’ve become a lot more tolerant, a lot more understanding of differences, racial differences, cultural differences, behavioural differences, you realise sooner or later I’ve been from Australia to China, from the US to Russia… Have you been to Africa by now? Not in work, I have visited the old Portuguese colonies like Mozambique and Angola but not for work, so I would say that of all the continents that’s the one I know less, and to most South America, to most American states, southern states, northern, mid-west, Australia, Asia, you learn that people are mostly the same and the more you travel the less you‘re afraid of difference. What about in terms of networking, how’s your travel affected your networking? It’s very important, you, the ability to travel, to go to conferences, to learn there are lots of other people in the same age facing the same problems and doing similar things, it helps build a community that it’s hard to build if you don’t, if you never leave the same city. In general networking is fundamental and traveling has been very important pillar in terms of networking building a community of important people hence most of the people I work today with are located across the world. Sorry, the last question is in general do you think travelling has enhanced your career? Yes, yes, if I had stayed back home I might have progressed the same way but I….No, I don’t think so, it might have been more difficult because to stay in the same place with the same people you create enemies and friends and you fluctuate with the fortunes of your friends and your enemies, if you’re an outsider you may have antibodies when you arrive and people may want to, may not be happy with your presence, but you also are less known and bring something new and that may help position, position you in terms of the institution you are going, so I wouldn’t say that I lost anything by leaving. Perfect, perfect, thank you very much for your time.


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Appendix 12: Interview Transcription 8 (P8) The first question is what were your main influences or main motivations to come to the UK or go to Switzerland? Okay. So initially to come to the UK to look for a better job I guess So career progression you say? Yes. For the…? A good experience. And then moved to Switzerland and here started to get into a few industries which I found very interesting…. Opportunities you’d say, the opportunities were more better here you could say? In Switzerland? In Switzerland, yeah. It was a good opportunity. It was a good opportunity financially because I worked as an assistant and in Switzerland when you work as an assistant in you are paid very well. So it was, and I do have children and both, this consideration is also a consideration. And I felt like, I really felt like, after I went back to Israel but I was working and I couldn’t really progress with my career because I was busy working and raising my children. I felt that I needed something to just allow me time to do my own thing and this is what I did in Switzerland. I needed the time and yeah, and it was a very, very good place to be in the sense that I have gained knowledge of German philosophy which is very, very helpful until this day. It was a very good choice I think and in terms of my own interests. And then I went back to Israel for a short while and I took, I ended up taking up a post here and here I had a few considerations. One of them was personal and that being that my children when we were in Switzerland they went to English speaking schools and culturally they were extremely different from the Israeli ones and they couldn’t quite integrate in the Israeli ones after… Switzerland? Yeah. And then we had to, I ended up sending them to the American school in Jerusalem but this was so extremely expensive that I just couldn’t afford it. And England seemed like a very good solution because there are good schools here and they are more or less for free. You pay much more for your house if you live next to a good school but it is more or less for free. Which moves on to our next question, so how important is personal or family commitments in your move internationally? In the sense? Your children? Your children or…? Yeah, they were an important consideration. Again I knew that I will not be able to maintain, to keep them at the American school in Israel for long because it was at extortionate prices and I tried putting my daughter in an Israeli school. She was very, very sad about that. She really couldn’t deal with the culture difference in Israel. She was used to something very, very different. And we had very difficult phase of her being literally depressed. If you see your daughter depressed at a very young age, yeah, and I was looking for a solution to that problem so the UK was the best option. I know that I’m here for a while now because I’ll be moving, the other side of the coin is that it is also not good for my children to move around so much. And this is why I will really try to stay here as long as I can because they do need some stability and later on. They go to the English school here, to the local… Are they happy here now?

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They are happy and in this respect I think probably solved, therefore I will try not to move for as long as I can. So in that sense to what extent is the location important? Because you’re saying now that you want to go to, you want to progress in your career, you don’t want to go back to an institution that’s lower, that’s not, so to what extent is the region in the world when you move, when you plan to move to what extent is the region important? The region is important but my children are more important. So if it would have been only me then perhaps my decisions would be different. I enjoyed very much being in Zurich, very high quality of life, mountains, you know. Yeah, it’s very beautiful there? Yeah. It’s beautiful and… And you’re on the border? …close. Yeah, you’re on the border of so many countries, you know, Switzerland, it’s not that far from Italy, not that far from France? From Germany, from everywhere, yeah. So it’s really nice. Before you went to Zurich or before you came to the UK, was there any expectations of the job? Of? The job? Or of…? The job? Before I came to Zurich I was expecting to be busy with my own work. This is how it was more or less. I had more obligations than I thought I would have because I, when you take up a post of an assistant ] then you have some other half obligations but it wasn’t too, it really wasn’t that bad and I was working with was very understanding people and they tried not to butt in too much. How were the funds? The funds were okay? It’s just you are paid a salary by the company and it’s a high salary so it’s a nice, so it was perfectly fine… Yeah, so before I moved to here, yes I had some, I, yeah I did have some expectations in the sense that I expected the place to function like a organization and namely to have some research oriented activities and good kind of environment etc., etc. Were they met? Partly. I know that the advantages, the disadvantage here is that it is on my own shoulders and, you know, I can, today I have a guest coming from Israel etc., and there is a lot of place for me to arrange and to bring people. And if I do that then yes. I also know that if I don’t do that then there wouldn’t be as many for example, which is, you know, the advantage… You’re in control but you’re a bit too much in control so it does feel like pressure sometimes? No, I wouldn’t say that it’s pressure. On the contrary, it gives me, it allows me a place to, um, you know, if I invite a guest, I invited a guest today, I know that it will take my time that I will have had to read the article to comment on the article etc., etc. But I have chosen to do that. No-one’s forced you? Yeah. Yeah, it’s nice having the option, you know, you can just, you can give yourself a challenge when you want instead of it being thrown? Exactly.

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Which moves on to our next question, what are the challenges that you face when you’re moving internationally? You say the…? Finding housing. [Laughs] The children, having the children integrated in new schools, definitely it was a challenge. Housing is…? Finding a house was very difficult and we ended up we couldn’t find a place here because they couldn’t offer places at school here, and then we had to, they just told us “we don’t have spaces for your children”. Now I know that they are not allowed to do that but at the time I was in Israel and I thought that they just were allowed to do that and… What did they do? They just didn’t have spaces. Now they are obliged by law, if I move they are obliged by law to provide me with spaces but then they would send you to a shitty school. So we couldn’t live around here… …are more quieter, away from the city, less dangerous for the children as well? Yes. It’s good for them. They are happy there. But you said challenges, you said your children’s cultural…? It was easy for them. It was very easy for them… In the UK? …very well. In the UK, not in Jerusalem? Yeah. No, not in Jerusalem. They fitted in in the UK? So I assume Zurich, you can say Zurich and London were slightly similar culturally as…? Only because they went to English speaking and English Wren institutions there. So, you know, everyone, the teachers were from here and so… The system was like here, everything…? Yeah, exactly. Yeah. So then, but the challenges you faced in the UK was accommodation? Yes. What else apart from accommodation would you say? Accommodation was a great challenge and what else? Ah my, I came here with my ex-husband who is, who was back then my husband and he had to find a job and it was not very easy. Your partner’s occupation you could say, that was difficult? Yeah Fair enough. How important was the package? So, you know, you know, your office, your expectations of the job, the pay, the hours, how important was that for you? As opposed to, because you were in Zurich before this, yeah? Yeah. People, some people want to move, I want to move to London, I don’t care what it is, I don’t, I just want to move, but some people say “I’ll move to London but if the package is good”? It wasn’t extremely important. It was important for me, okay. I really needed and it was very helpful to get the relocation package because it’s a very expensive business to relocate with a family, and the fact that they did provide some funds for this was very important. And I don’t know if I could have done it otherwise, so this was definitely important. The other things, I just need something that is reasonable in the sense , higher, you know. I would be happy in other countries you have assistance at this stage. I would be happy to have all those things but this is not something that is, that was very

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decisive for me. I needed enough, a salary that would be high enough to allow me to support my family. But would, as long as, you wasn’t expecting something…? Grand? Yeah. Just something to keep you maintained? Yeah. Which is good. What skills do you feel you developed with your movements? Um [sighs], very significantly and hopefully… More familiar with other cultures, both in terms of the culture, the way the culture is being lived. I have been exposed to, it is so different the way that organizations and knowledge works in the continent and here, and I’ve seen both and it’s very eyes, eye- opening because I know that they have a different, a totally different body of knowledge. And it is, it’s good to know. Yeah. A whole different way of life? Exactly. A whole different way of life? Exactly. Connections, I have connections there now, here, in Israel, which is also important. The last question, I won’t take up too much of your time. But your career as a whole, do you think it’s, what’s the impact of international assignments on your career as a whole? Has it been a positive one? Has it been a negative one? Was it…? Well definitely a positive one and it’s, um, it definitely has been a positive one. If you ask me what would have happened if I were born here and stayed in the UK forever, I would have been fine I think because, you know, some people just when they are born here and then they go to good universities and they develop inside the UK, it’s good enough. But for me personally… Funny you say that, a lot of people that I’ve interviewed say that that’s not an advantage being born here and being raised here and having your education here. It’s not as good as someone that’s been around the world and had experience around the world and comes here? It depends what you are asking. Are you asking me about my knowledge about, you know, how [overtalking] my personal development? Personal development is I think excellent. You’re asking me career-ise? Yeah, career-wise? The locals would do better. Go check the population in london, how many foreigners do they have and how many locals? They have more locals. They do better, they are more familiar with the structures and then with the language, with how to use it, with the culture etc. When it comes to law, definitely, they are familiar with the local legal system. They don’t have to learn everything and now I learn about the English legal system, they have been raised [overtalking], yeah. So I think that if you look at it from this… This respect? ..respect they, yeah. Definitely. So all in all you think it’s been a positive? For me personally, definitely. I mean for someone who comes from Israel this is, it’s essential. There is no other way for someone who is born, you know Yeah, of course. Thank you very much for your time.


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Appendix 13: Interview Transcription 9 (P9) The first question is what were your main influences to come to the UK? I initially came here just to look for another job. Were there any other? No, no other, I wanted to do a job structural engineering and the best place to do it was in London so I did. You didn’t want to explore the place or you weren’t motivated by, you know, seeing the UK? A little bit, but because Ireland is so close to the UK, I’d seen the UK before so it wasn’t like it was a far off and exotic country, it was just next door so. So in terms of, so it was to develop your career because... Yes. I could have stayed in Ireland but I chose to do it in London just for a change I suppose and also like I said I was offered a good position here, so… Perfect. In your move from Ireland to the UK, sorry to England, to what extent did your personal family have, your partner or your family have... Just me, I’m the only one who moved so. But how did they influence it, how did your family feel about you moving and how did it... They encouraged it, because it’s quite close, I mean it’s not a big deal to move from Ireland to England, lots of people do it so yeah, no they had no issues, it was fine. And they didn’t, you weren’t really constrained back from them or anything? No, definitely not. Perfect. To what extent was the UK, why not anywhere else? Probably laziness to be honest, I go home quite regularly back to Ireland so I like that it’s close. So it’s not really lazy, it’s just practical. Hmm, yeah, yeah. So the location of any assignment in the future or now it’s important to be close to home? Yes, definitely. Perfect. To what extent was the position or the responsibility important for you? Yeah, of course, it was very important, I mean I knew, I know what I deserve as a person and what I can handle so I wanted the company to respect that I don’t know what more you want me to say…? No, that’s more than enough but it’s just, did you want like a high status, was it important for you? Yeah, I mean in that case... Your responsibilities... So not so much the responsibility because I would imagine the responsibility is the same, similar the most important thing to me and the driving force is that I want to live in London. So if I was offered a job in Manchester or Sheffield which might be better, I wouldn’t take them. Because of? Because I want to stay in London. Because of the prestige of London or? No, because my family, my life is in London, my personal life is in London, I like being able to get to Heathrow easily so I can fly back to Ireland, it suits me, personally rather than professionally. Perfect. Did you have any prior expectations of the job?

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Well I suppose what I expected is what it is, I expected to learn at of new things, I expected to be busy.. Nothing more than you expected, nothing less? Not really, not really. I mean I have a lot of people around me who work in the industry, a lot of family, so I knew what I was doing, I knew what I was letting myself in for. You already had a bit of experience into it? Yeah, not personal experience... But the people around you. But yeah, exactly, exactly. Yeah, that’s perfect. What challenges did you face moving? Time management was one so in previous jobs I’ve had, I’ve worked on one project at a time whereas in this industry you work on multiple things at the same time, so that is difficult. In terms of the move, there wasn’t that much of a challenge because I worked close by previously so that wasn’t much of an issue. I think that’s about it for challenges. Not many challenges then? No, no, I mean I knew very much what I was doing when I took up this job, I knew what I was letting myself in for so it didn’t surprise me and in terms of challenges I knew what would challenge me, I knew I’d be challenged because I knew I’d be busy, I knew I’d be challenged obviously, these are something I hadn’t worked with, people I hadn’t worked with before. I knew I’d be challenged by having to speak in front of a 100 people [phone chimes] sorry, that’s my phone telling me that I’ve got a meeting in 10 minutes. Yeah, so I knew I’d be challenged by those and I am challenged by those but it wasn’t a shock. Yeah, because you were well prepared, you know... Exactly. You set the bar so high. Yeah. Nothing would. To what extent was, okay, what skills did you pick up? Here? Yeah. Time management for sure, working with different types of people so where I’m from is very, we all look the same, talk the same, sound the same, there isn’t much diversity and either ethnically or culturally or, literally anything, there’s no, it isn’t a very diverse place so certainly since I’ve come here and I’m working with people from all sorts of backgrounds I’ve become, you know, much... More cultural... Yeah, yeah, yeah, just more culturally aware, that’s the word, ‘aware’, I don’t think I’ve changed or I don’t think my approach has changed, I just know more so. Which is an advantage. Yeah. And your move from Ireland to here, can you say your social network, well not social but networking in general has improved? I wouldn’t say it’s improved and it hasn’t dis-improved either, it’s the same, I obviously know more people, I’m still very much friends with my friends in Ireland and most of my best friends in London are Irish also. What happened to diversity? [Laughs] I know, I know, God, that was in working environment. Ah right.

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I think when you get to a certain age it’s hard to make best friends more, you know, so my boyfriend’s English so I am diverse in that sense. Yeah, so I mean no, my networking opportunities from a professional sense have definitely improved, far more meetings, conferences. Oh that’s what I meant. Oh sorry, I thought you meant personally, professionally definitely increased, oh undoubtedly, yeah, London is like the centre of Europe for kind of professional institutions and conferences and meetings and things like that, so no definitely that improved. Perfect, perfect. London or the move itself here, how do you feel that’s impacted your career? Oh it’s improved it, like it’s... Made you more attractive to employers? Yes, I wouldn’t have international experience on my CV obviously if I hadn’t come over. Having said that I didn’t, I’d never heard of it before I came so I didn’t come here because it was prestigious because I didn’t know but now that I have been here for a number of years I realise that that was a really good stepping stone, I got lucky because I could have randomly selected London, you know. Did you just randomly select it? More or less, I mean they had a position advertised so I answered it, so that was it, so yeah, I didn’t know anything about them. That’s good, that’s good, that’s perfect. Thank you. Is that it? Wow, easy-peasy, good.


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Appendix 14: Interview Transcription 10 (P10) What were you main motivational reasons to move internationally? Well, I mean, I came to this country to do graduate studies, so that was the reason I left Nigeria to come and do my PhD here. Why did I choose the UK for do my doctoral studies, I needed a qualification that was globally recognisable for quality and standards, and I wasn’t sure that a Nigerian university would command that in terms of the perception of people, and, but also, I’d done my Masters here, again, for the same reason, which is have some international exposure to different ways of doing things, and so it was more, you know, go for one of the top universities in the world that anyone will recognise. Everyone, so like a British degree from a medium ranking institution would probably be far better recognised in America, Australia, anywhere else, than a degree from Nigeria. This is not anything to do with the quality of the learning or education… But the regional prestige. …yeah, is the prestige of the country and the fact that there is a sense that people know, have an idea of the quality of higher education in certain countries, whereas other countries you don’t know, you know, some of them are very good, some of them are not very good [laughs], I don’t know which ones. So just to remove all that doubt, you know, go for the UK, get a British degree, then you have something that is portable all over the world. And that was very important to me, that it is transferable, exportable, it’s recognised anywhere in the world. Definitely, definitely. During your move to the UK, how, I mean, how important or how influential were your family or your partner, during your move, you know? Erm… Was it a constraint? No, my father was very supportive because, again, he had studied in this country. My father is a lawyer and he has studied law at the LSE, and so he was like, “Go to LSE”, that was his idea. Keep the tradition. Yeah, “Go to the LSE”, which I went to LSE for my Masters but I didn’t… Did you want to for the doctorate? I did not go to LSE for my doctorate because I was not too satisfied with my experience there when I did my Masters. So I went to UCL for my doctorate. Which is just as good. Yes, but I think I had a very nice experience at UCL. At LSE I just felt like I was left to my own devices, which may be just a different expectations. So I had different expectations when I came over to this country, and they weren’t quite met at LSE, and I recognise, now, looking back, that my expectations were the expectations of somebody coming from another part of the world. They wouldn’t have been the expectations of somebody who was born in the country and went to university in this country. You would have been settled for small things, yeah. Yes, so there I had all the expectations of being looked after, which of course nobody would get at home, and once I’d paid my international student fees, its bye, see you later. They put your hands up [laughs]. So that was my experience at UCL and from experience, but that’s, again, maybe because I was PhD student and I was working closely with my supervisors, so I was, in that sense I was looked after and I had a different experience.

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You’ve answered, you’ve managed to answer the third question, to what extent is the location important? So you said the prestige of the location was very important for any so… Yes. …the next question is, if you plan in the future to go or your position in Brunel, how important is the position and the responsibility for you, if you were to travel abroad? Like you mean my position as the Head of School? Yeah. How important to you, when a job has been offered to you, how important is the position and the role, and responsibility and the role? It’s maybe not that important, in the sense that I would go to, if I was going to move from the UK, maybe to Australia or America, I would go for another professorial role, if that was all that was available. If there was a leadership role, a management role, and I looked like I could do it well, I might go for that, but I wouldn’t be put off by the fact that there wasn’t a suitable… Position. …position, because that will come, you know, if… Yeah, through your working life. …you’re somebody with the experience, you know, who has done it before, you know what the issues are and those issues are the same everywhere, and so, if you aim there in the institution, and they will recognise that you have leadership experience and potential. Yes, of course, they’ll see you and they will ask for you. Exactly. So in due course, you know… They’ll know. …you will get the opportunity if that is what you want. There is an attraction to just being a professor, just carrying with your research and not bothering about the world’s problems [laughs]. So that’s attractive as well, certainly… Of course, focus… …if you move to a new country, I think you would want to have some time to settle in first to understand how they do things there before you start leading other people. Yeah, you don’t want to go in there, new environment and you’re a leader, and you’re expected so much… Exactly, yes. So you have to know everything all at once and the buck stops with you, and if you make a mistake, that affects everybody. So it’s best to learn the system and grow into than… but sometimes, people do that, I mean, you know, if I was interested in being a Vice-Chancellor, for example, if that’s the career move I want to make and it comes up anywhere in the world, that’s a reasonable country in the world [laughs], I might go for it even though I don’t know that country very well. I just realised that the learning curve will be high when I get there and I would have to spend the first few months maybe… Adapting. …not sleeping, long hours at night, until I got on top of everything, you know, and obviously the time I’m here, I’m giving notice to say, “Okay, I’m giving you three months’ notice. I’m leaving”, well, I’ll spend that time learning about the new place, so that when I get there, I can hit the ground running. Straightaway, yeah. Expectations, before you came to the UK, what were they? Erm… And were they met? Well, you did say they weren’t met, really.

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Well, the expectations in terms of the quality of the education were, those expectations were met, in that they course was very organised, my Masters course at LSE was very organised. Those who were teaching it knew their subjects very well, they were very active researchers in the field, they were publishing lots of stuff. So they were up to date, they had leading edge, they had things to confer which I couldn’t necessarily find in a book, which is their thinking processes and their… Their tacit knowledge. Yeah, but also their critical way of approaching the issues. I can learn the substantive issues from reading a book, I can learn a lot from reading a book. I qualified as a lawyer, I read law books on a subject I haven’t studied before and master it, because I have the ability to read and understand. But what I don’t have, what I didn’t have then was the ability to have a critical mindset, which if I’d done my Masters in Nigeria, I still wouldn’t have had that, because the college out there was just learn everything and reproduce it [laughs]. Yeah, just books, not experience? Yeah, they had knowledge, just learn it and reproduce it. Don’t, you know, you don’t have to think through it and question it, because, again, culturally, you don’t question some things, and you don’t question authority. So when a judge, a senior judge, is writing a judgement and saying these things, even if you feel like I don’t agree, culturally, it’s unacceptable for you to say… Disrespectful. …yeah, it’s disrespectful, so you just have to keep your mouth shut, whereas here, you’re like, “No, open your mouth. Criticise everything”, you know, “Yes, everything should be criticised, you should analyse it, you should see, find the flaws in it, find…”, so the last thing is my horizon was broadened. My expectations of being looked after, in terms of pastoral care, as somebody who’s come from a foreign country to a new country, those expectations were not met, and that because, maybe, the college did not recognise that foreigners need to be inducted into the society, and they didn’t do anything. There was no formal programme I knew of to induct me into this country, you just come here and find your way, sink or swim all by yourself, which, in a way, is good because you have to grow up very quickly and straightaway you think, “Okay, this is…”, but my feeling was that they don’t care about me as a person, whereas if I was doing my Masters in my university in Lagos, in Nigeria, they would care about me as a person, you know, my welfare was important to the faculty there, because I was one of their boys… You can say, maybe, cultural. …I’m one of their boys, I mean, “He’s one of our boys, we need to look after. What’s happening to him? Is he okay?” Here, like I’m just one of how many overseas students, just get on with your life. Maybe you can say that’s the culture though? Yes, yes, the culture, absolutely, that’s a cultural issue, and when I started lecturing in this country, I was in Keele University, and there was some Nigerian students who were doing Masters degree, you know, quite mature students, and I saw some of them had come with these expectations that I came with, and I remember one of them coming to see me and saying, “Nobody’s looking after me here, you know, I’m here with my wife and my children, you know, my children are sick, my wife had a, this infection, nobody’s asking about her. Nobody in this faculty is asking me, “How is your wife? How are your children?”” and I’m thinking, “Well, they won’t ask you, “How is your wife and how are your children?”” that’s not, that’s not what we do here, and he was very upset, and then I could just see myself for a year, that’s me, whereas if

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he was doing his Masters in a university in Nigeria, they would ask after his wife, would ask after his children, “Is your wife better?” you know, “Well, are your children better?” and this and that, they will ask and you will feel like somebody cares about you. Well, if you’re with a firm and you’re like, that’s not a barrier. Whereas here, very professional and the boundaries are like, you know, this is this, there’s professional boundaries and you don’t cross those boundaries, whereas there, yes, we have hierarchical thinking, you know, “I’m a professor, don’t you dare look me in the eye” or something like that, but on the other hand, if a professor hears his wife is not well or his children are not well, professor will come and sit, you know, say… Yeah, sympathise. …yeah, “What’s going on? Is there anything we can do to help? Do you need to take some time off your course or discipline?” you ask those questions, whereas here you just… It’s not my problem. Yeah, it’s just, it’s just one student amongst so many so why should I bother with you. What are the challenges that you faced? Other challenges? Erm… Apart from, of course, being thrown in the deep end. I think most and the biggest challenge I faced was actually understanding the culture. There were things I didn’t understand about how things were done in this country the cultural norms, and nobody explained them to me until I had made some embarrassing mistakes. Also this made communication difficulty not talking to people and making conversation but understanding the reasons why they do X and Y here seemed a myth. Hopefully not big mistakes. Not, not big mistakes, but embarrassing mistakes, you know, for example, I used to like to go and see a movie every Friday night, and so, just go down to Elephant and Castle and watch it, you could watch a movie for two pounds in those days on Friday night. It wasn’t a nice cinema place or, it wasn’t a nice area either, but, and I used to like to go, and so that was my winding down, you know. I worked on my PhD from Monday to Friday, nine to five I was in the library without fail, Monday to Friday, spring, summer, fall, winter without fail, working on my PhD. But Friday night to Monday morning… They’d always find you in the same seat. Yes. Friday night to Monday morning, nothing. So I go home Friday night and go and watch a movie, and when I say movie, [?? 0:12:58], and after some time I thought, you know, go with someone, it’s not good to go by yourself. So, I was living in a youth hostel, so I asked one of the girls, you know, “Do you want to go and see this movie with me?” and she like, some of them said, “Okay”, they will go and see a movie, and the next week, I might not see that one, ask another person, “Go and see a movie with me?” yeah, oh, people looking very strangely, and finally, a young man called me and said, “Don’t you realise you are getting a reputation?” I said, “What sort of reputation?” “As a womaniser”, I said, “A what? Well, what are they talking about? I don’t have any girlfriends, so what’s this womaniser business?” he says, you know, “How many women have you taken to the movies?” I said, “Well, yeah, that one, that one, that one”, he said, “That’s what I’m talking about”, I said, “But…” It’s just a movie. “It was just, I just want to go to a movie with… that’s all”, I said, “We do this in Nigeria all the time” and it’s true, you know. Yeah, just share the experience.

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Yeah, it’s just someone to go with, for company. And he said, “That’s not the way they do it in this country. If you’re asking a girl to go to a movie with you, it means you’re asking her out, to be your girlfriend”. I said, “Don’t be silly!”, he says, “Yeah” and he said, “That’s why”, he said, “News going around that he’s, you know…”. You have nine girlfriends [laughs]. And I thought, “What?” I didn’t understand so he said, I said, “Okay. If this is right, I’m sorry” and I went and apologised to all those girls because I wasn’t thinking about that at all, and I had to go and apologise to all of them and say, “Sorry if I gave you the wrong impression”. I hope not in a focus group. “I misunderstood what, you know, I just thought I just needed some company to go and see a movie” and I said, “And we used to do this in Nigeria all the time and it wasn’t an issue, but I understand now that I’m not supposed to behave like that here, and I apologise”. So that was embarrassing and I wish somebody had told me something like that at the beginning, that, “Look, here people don’t talk straight” because if I wanted a girlfriend in Nigeria, I would just go to her and say, “I like you and I want you to be my girlfriend”, that’s what I’d say, I wouldn’t play about the bush and, you know, “Go with me to a movie” and do this like, just tell her I want to watch a movie or… Yeah, yeah, of course, it’s the cultural differences. Yeah, be direct, and so the cultural issues, another one was my supervisor, PhD supervisor, who was a professor, who was the Dean of Law Faculty at UCL. Now I went to see him, I said, “I don’t Professor Jowell…”, he said, “My name is Jeffery”, I said, “Yes, Professor Jowell”, he said, “My name is Jeffery” and this went on and on, and the second time we had the same conversation, and he said, finally he got really exasperated with me, he said, “My name is Jeffery”, “You want me to call you Jeffery?” he said, “Yes, that’s why I keep telling you my name is Jeffery”, I said, “I can’t do that. I can’t call you Jeffery”, he said, “Why not?” I said… You’re my professor. …”Because, you are a lot older than me and you are my professor, so I can’t call you by your first name”, he says, “That’s my name”, I said, “In my country, if I dared to do that, it would be so disrespectful, I would be somebody with no manners, no home training, I would incur the wrath of everyone, including my parents and my family. How dare you call your professor by name”, he says, “My name is Jeffery” and so I had to start calling him Jeffery, and the first time I used that word, Jeffery, it was very heavy, I couldn’t say it, I struggled, and he watched me struggle with a smile on his face, and finally it came out, and so, for me, that was a very big deal, cos you just don’t call older people by their first name, it’s just not on, that’s very rude, but it’s like, to him, I was trying to create an artificial barrier, between us, and like, you know, if we’re going to work together all these years, then we need to know how this [?? 0:16:50] barriers. So I learnt that very quickly, and I thought, “Okay, that’s how they do things here”. It’s not as if I’m going to go back to Nigeria and start calling my professors by their first name, that would never happen, but while I’m here… Learn to differentiate… …I will, yeah, I will call him what he wants to be called here. When I go back home, I will behave the way… Of course. …so a lot of my difficulties in the beginning were cultural, slightly different cultural expectations, and once I learnt what they were, I adjusted myself to it and now they’re sort of like second nature to me.

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For you, if you get offered an international assignment, or an international opportunity, how important is the package, the deal? Oh, it will be very important, absolutely. It’s like, you know, in some countries you, for each year you stay there you get two percent of your base salary as gratuity. So like in Hong Kong or Singapore, if you go there for five years, you leave at the end of five years with a package of, maybe, ten percent per year, often ten percent per year of your salary, so you leave with a huge endowment to take with you, that’s very important. The types of things like for healthcare for your children or your family, and education, all that, if that’s available, yes, it makes it very attractive. That’s why sometimes, especially like Hong Kong or Singapore or Dubai, or Qatar, are more attractive than maybe Canada or Australia or New Zealand where you wouldn’t get any such package. Again, like you said, you’re just left alone, you’re just thrown in the deep end, if they can’t accommodate you, care for your children, healthcare and everything. Yeah, I mean, if you leave, you leave the same way you came, you leave with nothing. So, yes, if I had a choice between, for example, say, Singapore or Sydney, the package would be very important, you know, because at the end of it, like why am I working? I’m working so that I can earn a living. But what if you want to go to Sydney? If I wanted to go to Sydney, and if I had… A great package in Singapore. …yeah, it would be because I had, if I was minded to go to Sydney, it would be because I had a specific reason for wanting to go to Sydney, and right now I can’t think of what that specific reason would be [laughs], you know, as compared with just having a job in another country that pays more than this country, I mean, that’s what will take me away from this country, is that it’s better pay or there are better conditions of service, because here… A better life standard? Standard of life, yeah, when my children were younger, maybe, but, for them, you know, not for me, for them, now that my children are older it’s like, it doesn’t matter because very soon they’ll make up their choices as to where they’re going to go, and if they’re going stay here, they’ll stay here, if they go somewhere else, they’ll go somewhere else. For me, it wouldn’t be because of the life because I think I have a reasonable, reasonably decent standard of life here, and I suspect it wouldn’t be much higher in other countries. The pay may be better but so might be the cost of living and there would be some other things you’d have to give up, you know. Of course, yeah. Familiarity, you’re familiar with the environment, you have colleagues here, you’ve been working for years, you’ve got friends, you got all this, so you leave all that to go to other place for what reason? It must be, there must be a reason that makes my move worth it, so, for example, if they say, “Come to Doha, I will pay you three hundred thousand pounds a year”, I would be off to Doha tomorrow [laughs], you know, because, you know, I will earn in one year what would take me several years to earn in this country, which means I can retire earlier than I will be able to retire in this country. It’s, there’s nothing wrong with this country. How, wouldn’t your family influence in this decision? They would, yes, and that’s an issue because… That is a big restraint, from my research, from what I know. Yes, when you still have children who are in education, that’s an issue. But right now I’m happy, I’m happy where I am. They are happy where they are. We do not touch. We

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do not move. The region is important. Possibly if I were on my own I would have tried not only the United Kingdom but also Brazil or Canada for example, which is apparently a fantastic place to live in. Wife, I think she would go anywhere because she likes… She doesn’t have a choice [laughs]. …no, she likes travelling, so the main concern would be the children, and that would be their schooling, but once they’re at university, then it wouldn’t matter because… They’re independent. …yeah, and they will come over there for holidays and then come back to their university, and that wouldn’t be an issue. So whilst their still in high school, then that’s an issue, because do you want to take them to the high school in another country, which I think, maybe not, I mean, that would be a constraint, yes. Yeah, definitely, cos that’s what my research has shown. Family orientated professionals tend to be very weighed down in their mobility. Yes. Only to a certain point. To a certain point, of course, if you’re offered half a million, you know, there’s not, you’re not going to limit yourself to… the advantages in today’s world is there’s a lot of, for example, in Qatar or Doha, there is a lot of English schools. Absolutely. American schools, British schools, so it’s not much of a difference. Or you can send them to boarding school here, which you wouldn’t want to do, you know, you want them to be with you, especially if they’re… If they’re young. …yeah, but my family get to eighteen or nineteen, in fact, they can go university and it would be something, you know, if somebody says, “I want to go to university in America”, it’s like, “I don’t think so. I think you should stay in this country and go to university here”. Exactly. In your moves, what skills have you developed? What skills? Erm… the ability to learn to appreciate other cultures very quickly and learn what’s acceptable in those cultures and what’s not acceptable, and adjust yourself, and flexibility. To be able to be flexible, that’s a main one. Of course, of course. What about your networking, has it improved your networking? Your movement. Yes, because wherever I’ve been I have made some connections with people, and those connections still remain, for example, you know, I was in Australia a long time ago as a visiting fellow at Australia National University, I made some academic friends, I’m still in touch with some of them, up to now, which is getting for ten years later, I’m still in touch with them. Not regularly but maybe once or twice a year, we exchange emails. Some people I met who are not connected to the university, I’m still very, very much in touch with, even more so, in terms of research collaborations and I’ve bounced ideas off some of the people I’ve met, everybody, yes, so that networking happening is I think, is, well, you increase your networks just by being in those places and not being a hermit, because you can be there and just sit by yourself, and you don’t… Don’t socialise and don’t make… Yeah, they don’t make any network. But whereas if you’re there and you are involved in the life of the institution, you do get a network that you wouldn’t have developed otherwise, you know, I’ve been, for example, in Doha, last year, it was only for three days, with a trip from the British Council, and I met some contacts while I was there, I’m still in touch with those people.

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Wow! That’s amazing, you can go there for three days and make contacts, and come back. Yes, absolutely. So it’s like, “Ah, that’s a nice person to know”. Yeah, you go headhunting. Yeah, you just go and talk to them, you know, you end up at a conference or there’s this meeting… I can imagine it. …and people are, you just go straight and introduce yourself to every one of them and have a chat with them and… Is everyone at your status there? Erm… most of them, well, not most of them, many of them were, so there were, you know, academics, there will judges, there were, you know, maybe Dean of the College of Law at the University of Qatar, met the Dean of the UCL Operation at Qatar. So big boys. Yeah, didn’t meet the guy from Carnegie Mellon, I didn’t quite, I didn’t get a chance to meet them, but I met quite a few and, you know, there was a reception at the British Ambassador’s residence, which we were invited to, and met some of the top lawyers in the country who were heads of law firms or legal departments of companies, multinational companies, you know, exchanged cards, exchanged conversations, found out if they knew anything about Brunel, had they heard the name before. Some of them had heard the name Brunel, some hadn’t. That must have been fun, it must have been really… It was, it was fun [laughs], it was very hot, but… Yeah, it is very hot. Yeah, it was very hot, yes. So, in general, would you say your international movement has helped your career? Absolutely. Absolutely. It’s helped, first of all, in opening your mind to new horizons, things I wouldn’t even have thought of before. So, and then your adaptability, because you have to be adaptable, and that’s one of the first things you learn is how to be adaptable to your surroundings, so I’m here in a new surrounding, you know, so I had an experience in Doha which I’m afraid I didn’t quite know how to react, but then I adjusted myself, you know, we went and had a meeting with the Dean of the College of Law, but it was on the female campus and… On the female campus? Yes. They have male and female? Yes. Wow! And I didn’t know before we got there that that was a female campus, so as we were then driven there, I just saw, you know, this sign, in Arabic, then in English, ‘Female Campus’, and I thought, “Okay, it’s a female campus” and then suddenly there was all these women, thousands of women, all in their [?? 0:27:04], thousands of women, I thought, “Okay” and then we were ushered to this place, we had to wait in the corridor to be shown where the meeting was, and all these women were coming and going, and I’m thinking, “I don’t think they’re used to seeing a man in the campus, in the corridor, and how do I behave in this situation?” because I hadn’t been briefed, I just thought, you know, “Do I look, make eye contact, do I not make eye contact?” No, oh [laughs].

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Yeah, and I thought, “You’d better not make eye contact”, so just look at the floor, so just instinctively I thought, “Okay, if you make eye contact, you might create an international incident here [laughs], so just look at the floor”. So I just looked at the floor, I didn’t make eye contact, and I adjusted myself, I was, “Okay, now I…” Compose yourself and just, yeah. Yeah, and it was, so I was thrown in a situation where I didn’t know how to behave, but I was culturally aware in that in some countries the way a man relate to woman is not the way they do in the west, and so you need to make sure you don’t create an incident at, you know, cos you don’t want to see it in the paper when you get back, you know, I’m trying avoid an international incident. Like the cinema. So while you’re looking at the woman in the eyes, so, no, so I had to just adjust myself, and I thought, you know, if I hadn’t been somebody who’s gone to different countries, I wouldn’t know how, I wouldn’t even realise, for example, that I would be doing something that is wrong. I may think, you can just look at them and wink at them or whatever, you just, whatever, you might think, “Oh, she looks nice” and say, “Oh, you look nice” and then you get the slap on your face and probably is arresting you or something, so, you know… Yeah, you just don’t know, you don’t know. …the fact that you, where you work internationally, you realise straightaway that there are cultural issues in each country and you need to learn the culture and adapt yourself, because they won’t change because of you, you’ve come to their country and you have to change to adapt with them. And so I think adaptability is number one of the skills that you learn and can take with you anywhere, and also awareness of other people, you know, just, you just, you learn how to be aware, how to be conscious, read the body language, know what’s going on, okay there’s an issue here, and try and figure out what the issue is, and if you don’t figure it out yourself, see if you can ask somebody who knows what the issue is, you sense when there’s an issue in how you’re behaving or how you’re talking, or how you’re conducting yourself, whereas, if you hadn’t travelled, you’re just blissfully unaware and offending people left, right and centre, and you wouldn’t even know you are offending people. How many years of experience have you had, internationally? Well, most of my international experience has been in this country, so… Yes, but how many years? …well, I’ve been here since, I finished my PhD in eighty seven, nineteen eighty seven, so I’ve been in this country since, well, I since I started my PhD around, so I finished in eighty seven, I spent two periods of six months in Australia, so the rest of that time has been here. During your move in the PhD, I’m assuming you were single or were you married? I was single. You were single. Have you worked for any other organisation apart from Brunel? Yes. Internationally? Erm… In the UK? Well, in the UK, yes, because my first job in the UK was at Liverpool John Moore University which is when I just finished by PhD, it was a polytechnic then. Were you an academic? Yeah. I was a lecturer. Was there something apart from academia?

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No, I’ve, in this country, I’ve always been an academic. Perfect. Once I finished my PhD… [Recording finished mid-sentence at 0:30:44]


Zaid Al-Basam of 91

Appendix 15: Interview Transcription 11 (P11) [Note: This interview takes place in a public place and there is background noise which varies in volume and sometimes obscures the dialogue of the participants of the interview.The start of the interview was not recorded due to the research’s technical difficulties.] [moving microphones] conference before leaving to Canada, , and after my presentation he met me informally saying that, “We’ve got a new project and a new team leader, I liked seeing your presentation and your name and I found that you are good for the job” To what extent... So I changed it. Now if somebody emailed you from another region, for example maybe some place that’s less developed than London, how important is the region, how important is the location for you? The environment if there is something new especially for my life, I will go there whatever the country is. It doesn’t matter what country it is, Zimbabwe, Nigeria, Iraq, anything? No, but I have restrictions for [overspeaking]... Of course. ...exactly because second that I will enjoy the life, you know. Of course. Not professional life, my social life. ‘Cos so it depends on the country, if it has a social life or not. Is it more important than the job? For me? Yeah. Yeah. More important than the job? Yeah, I left a position higher than the position I have in here because of the social life in London. Because of the prestige of London? Yeah, and the life of London, out of London five o’clock everything is dead, no life, I don’t like this, I like to go out 4am, 3am, I found places open and I can enjoy my life. Maybe I said to you this is special [laughs]. Yeah, of course, of course, but that’s difficult for you here because after five o’clock like you said everything is closed, not like... Out of London. Out of London, what do you mean, everywhere else? Yeah. In the world, yeah? No, in UK, out of London you can’t find place there, was in Cornwall, Cornwall five o’clock, after five o’clock no life. Yeah, well it’s the same in London? No. You don’t think? No, we have our places as Arabian. Yeah, where do you prefer to go for example? No, many places, Mayfair, Edgware Road, all of these places 3am, 4am are open. It helps, it’s like a little bit of Egypt inside London?

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Yes, and because I came from Cairo, Cairo is a crowded city, 23 millions, so I like this noisy life, yeah, I didn’t find it in Cornwall. So when I was contacted they know this, I came here for London. Perfect. The next question is when you got offered the job how important is the role, the status, the responsibility, how important is this, when accepting it, for example if somebody else gave you a higher responsibility, higher role, how important is it when accepting an international assignment for you? Again it depends on what it will do for my CV. Your career? Yeah, but again there is another lot more important thing for my life. Which is? The social life. Social, right. Yeah, I just reject position, I was interviewed again I went back to the life where I think look there’s nothing, so I rejected the position. Perfect, okay, so question five is before you came to London was there any expectations of London, did you have any expectations of London? No, I know London is good, I visited as a tourist before coming to UK, you know, I always want to travel, getting training courses, enjoying my life on the social, as a family, so visiting many places every year so I know London, I didn’t come to London and I don’t know it, you know, I waited for a position which brings me to London. But now what were the challenges that you faced when you came to London? [Pause]. Your move from here? Yeah, I moved London so before... Not just London, to the UK I mean, your move from Cairo to the UK permanently, what were the challenges faced? My question is you personally, the challenges you faced when you came from Cairo to, for example culture, did you face any challenges, language barriers? No, again I am always travel with, I visited the majority of the world so I didn’t face any new challenges in my life because I like this life, you know, moving from place to place. Were there any challenges in your company, maybe people were not as respectful as you thought, maybe the job, funding wasn’t the way you did think of it? [Pause]. No. [Pause]. Again as I mentioned to you this is a special circumstances because I didn’t come to this country for the challenges, I came for London. No challenge, yes. Now before you come to London... To UK or London? How important was it, the package, the deal, how important was the package? [Pause]. You mean financially or everything? Financially, the location, the... how they’re going to... Why I moved to UK, the only thing is the position should be something which helps me... Develop your career? ...developing my career, but just to move to London, okay, back financially it’s okay because... Was it important for you? Why moving? Yeah.

Zaid Al-Basam of 91

Yeah, I left Canada because back the financial package here was better, and the position was better because team leader means, you know, you are a position leader, so I found it will help more favours to my CV, just being team leader in a project, £15 million research on marine renewable energy for south west of UK. The package is good. It helps? Yeah. That’s perfect. Now in your moving around the world, like you said you moved around the world a few times, what skills have you developed as a person?\ Number one in our life is networking, so travelling, meeting new people, you know, refreshing your networking which means at the end more collaboration in research, in your grants, which is good, you know,. Okay, the last two questions, social network, well networking, has it improved your networking, your movements around? Oh yeah sure. Yeah? Yeah, it’s very much, you know, because... Have you benefited from it? Oh yeah, I increased my work rate in these five years where I am here in UK to triple, I came to UK with 65 projects completed, now I have 182 projects completed, from my networking That’s good, that’s very good. Has it helped to, does it limit you? No. So you have, the whole world is in your office? Yeah. Exactly, I can see you Skype. That must be important. [Interruption]. To what extent, this is the last question, to what extent do you feel your move to London or your move internationally has helped your career? Oh it helped it a lot, me in getting grants, getting the full professorship , all this while being here, I got the full professorship while being here ‘cos of what I am doing, you know. Yeah, the UK help it a lot to my career. That’s really good. And going to Egypt, preparing for a workshop to... we have here organisations which is UK Egyptian organisation where we will do a lot of courses for professional developments for staff in Egypt. So we would do this. Thank you very much for your time. I really appreciate


Zaid Al-Basam of 91

Appendix 16: Interview Transcription 12 (P12)

What were your primary motivations when considering an international post? Well of course going abroad was not my only option, I could have stayed back home and still worked but the whole idea of relocating was nice. It appealed to me the idea of living out of a back pack, in fact I really wanted to find contracts with minimum length so I can hop on to the next assignment but no one does one months contracts….. Well I guess it depends on your field… Yeah of course and as you know in my profession you cant keep having new faces but I would say the motivation was to see more of the world and explore everything out there. Fair enough, now during your move away from home, to what extent did your family or partner have an impact on your decision? Well at the time I was not in a relationship so in terms of a partner, there wasn’t anyone to miss me [laughs] but family wise, my family laughed and supported me on the surface but deep down I know they really didn’t want me to go. Particularly my mother, she felt that Iran was a little dangerous and not a nice place for me to be in but she supported my decision and knew it was only temporary. So they didn’t really retrain you did they? Well guilt I guess slightly restrained me but then again, I did end up going [laughs]. Yeah that’s understandable, now to what extent is the location important and why? For a job? Well location is very important. That is where your going to live…. I don’t know for me that is really really important. Well I wasn’t really bothered of the regions…prestige lets say because Iran is not the best place in the world to put on your CV but the culture is beautiful. Life there is amazing its like a different world and that’s what attracted me there, all the stories I felt I had to go. I got an opportunity so I went. To be my hour after work are just as important as work itself, I want to have some level of….not social life but I want to have a few things to do. I was interested in the culture so in my spare time I explored a few places. Yeah Iranian culture is something else, they are really passionate people.. Exactly. Well everyone is passionate in their own way but their passion is reflected with art, I don’t know maybe its just me but I really do enjoy my time in the middle east. No I understand what your saying, its enjoyable to watch, apart from the culture, how important was the position of the job for you? Well the way I saw this assignment was a break to be honest. So the position wasn’t really important. This was my holiday. It was more personal so I pretty much would have settled for anything appropriate. Yeah I gathered that [laughs] were there any expectations before the job? The culture or the job? I think im getting carried away with the culture a little [laughs] More of the job.. No there wasn’t any high expectation. Well I wanted to be treated like a human being so respect was expect to a degree and that I received. You know a supportive working atmosphere, I worked before in this industry so I already knew what to expect beforehand so I wasn’t expecting to have a red carpet role off the plane or anything So what challenges do you feel you faced on the job there? I don’t know, well I couldn’t speak Iranian I can tell you that. So that was a challenge. Well it wasn’t a challenge I didn’t have any hope of learning it fluently it was more of a barrier. But language effected communication which lead to a few problems at some

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point but I charmed my way out of it so it was ok but challenges? Maybe the whether? It was friggin hot there I think I died a few times there [both laugh] You can cook a meal there on the floor its so hot Yeah I walked with a water bottle everywhere What about the package of the assignment? Was that important? Like I said my aim was to go to Iran, other factors were not that important, it was a paid holiday for me. Pay had a level of importance because I didn’t want to bring over any money, otherwise my move would have been a lose, I wanted the money from the job to maintain me there for everything so it’s a free holiday. I like the culture but I don’t want to fall in debt because of it so the pay had to be reasonable for me to Money is important, especially in a foreign country, it gets you heard and understand Exactly. Exactly Did you develop any new skills there? I didn’t develop ‘new’ skill but I definitely improved the ones I had. Its funny at some points out side working hour, I felt some one took my tongue because I didn’t speak the language, because I couldn’t talk it I had to listen and stay alert to what is being said. You know I paid extra attention to what people say to try pick things up from their tone or their body language so my listening skill definitely improved.. Tone and body language is a different language it self, so at least you learnt a language eyy? [Both laugh] Sorry this is the last question, I wont take up any more of your time Did the move effect your career as a whole then? No take your time, this has been kind of fun reminiscing on it Do you feel your international move has influenced your career? Well that move it self ticked a box for me. I learnt a lot, people are different everywhere, people see things and priorities different things in the middle east than the west. It taught me a lot about people but influence my career? Yeah in away it made me want to see more of the world, what is out there. It was like being hungry and having a small meal, you end up even more hungrier you know Yeah yeah Yeah so it made me want more I guess Perfect, that’s it thank you very much That it? I was hoping for more [laughs] well I hope I was useful and wish you the best of luck.


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