Career Prepared – Taking up any Challenge: The Lived Experience of Brazilian Business Expatriates’ Career Development in the USA A Dissertation SUBMITTED TO THE FACULTY OF UNIVERSITY OF MINNESOTA BY Daiane Polesello IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF DOCTOR OF PHILOSOPHY Alexandre Ardichvili, Ph.D. December, 2018 © copyright Daiane Polesello 2018 i Acknowledgments I am thankful to my advisor Dr. Alexandre Ardichvili who has always been exceptionally cordial and sensitive with my expectations and needs. Professor Sasha has developed me as a person and professional by challenging my assumptions and demanding continuous improvements on my work. He provided me with several teaching, research, and consulting opportunities, which set the stage for a peaceful, enjoyable and knowledgeable journey. I am thankful to my dear friend Mary Catherine Lyman-Onkka who spent many hours of her life coaching me. Cathi embraced my ambition and offered me all the assistance I needed to succeed in the doctoral program. For me, Cathi is a role model of a noble human being. I am thankful to all OLPD professors and staffs, including my committee members, Dr. Karen Stout, Dr. David Christesen, and Dr. Kenneth Barlett. I am especially thankful for Dr. Stout who enabled me to embrace qualitative research. She has been an inspiring professor to me. I am thankful to Dr. Shaker Zahra who first hosted me at the University of Minnesota. I am also thankful for his wife, Patricia Zahra who had been generously kind to me. They opened a new path of possibilities for me. I am thankful to my master program’s professors Dr. Mohamad Amal and Dr. Marianne Hoeltgebaum. I am especially thankful for Dr. Amal who has supported and encouraged me to pursue a scholar career. He has provided me with any help any needed. ii I am thankful to Mr. David Pipes who assisted me during my first visit to Minneapolis and championed my family’s move to Minnesota. Also, Mr. Pipes facilitated my family’s adjustment to the U.S. I am thankful to my friend Mark Sims, who helped me to improve my academic writing skills. He and his wife, Carmen Sims, are my dear friends who have provided an incredible console to my family and me. I am thankful to my former colleagues at the Graduate Admissions Office. I have learned a lot from everyone and had a great time working there. Besides, this job funded my doctoral program’s costs when I needed the most. I am thankful to my Brazilian friends, who helped me in different ways. By taking care of my kids when I was attending class, helping me to recruit participants to interview, or let to me to vent about my doctoral journey worries. I am thankful to my friends in Minnesota and Texas: Daniel, Haley, Kathi, Kimberly, Kirsten, Lauren, Lois, Silvia, Tess, Valentina, and Victoria. They have continually helped and supported my family and me. I am lucky to have you all! I am thankful to my friends and peers including Elizabeth Abraham, Stephanie Pleasant, Jeremy M. Clark, Soebin Jang, Dr. Nguyen, Dr. Rana, and Dr. Tkachenko. These guys have been my safe harbor. I am thankful for Dr. Gary McLean whom someday merely asked me: How can I help you? He showed me that simple actions are potent tools to fulfill someone’s need. I am thankful to Dr. Waight who hired me as program manager of the Executive Master’s in HRD at the University of Houston. She has taught me insightful and practical iii deeds either in the scholar and business settings. Dr. Waight has examined my reflective thoughts with serenity, and help me to transform them in professional accomplishments. I am immensely thankful to the seven expatriates who generousely donated their time, to share their stories, feelings, and understanding of their career development experience despite their hectic personal and professional circumstances. I am thankful to all my family including, aunts, uncles, cousins, dad, mom, and sister. They have a vital role in my life. Moreover, I am exceptionally thankful for my parents who were prevented from concluding elementary school, but provided an excellent academic education for my sister and me. Last but not least, I am thankful to my husband Evandro who encouraged me to pursue this doctoral degree, and has not measured efforts to supported me along this path. Moreover, I am thankful for my kids, Vitor and Tais. They are my laugh when I am sad, and my motivation when I am exhausted. They are the meaning of my life. I love you. Overall, I am thankful for my life-privileges that enabled me to earn a master and doctoral degree. I am the only member of my large family who earns a graduate degree. I hope that someday, my other family members pursue a graduate degree or pursue their dreams even when they appear to be unreachable. Thank you! iv Dedication To my family. v Abstract Expatriates’ career development is a topic that has been presented as crucial to the competitiveness of Multinational Corporations’ (MNCs) in this global mobility era. The importance of this topic generated a large volume of literature. However, most studies examined the case of expatriates working for large organizations from developed countries. Despite the ascension of MNCs from developing economies, also known as late movers, research on expatriates’ career development in MNCs from Latin America are scarce. Thus, more research on the topic of expatriates’ career development, especially professionals from Latin America who are working for late movers MNCs in a developed country, is needed to enhance the global understanding of this phenomenon. Therefore, the purpose of this study is to explore the lived experiences of Brazilian expatriates working for Brazilian MNCs’ subsidiaries in the United States of America (U.S.). The research method selected was phenomenology which focused on the participants’ lived experiences, perceptions, and reflection on the phenomenon of expatriate career development. This indigenous Human Resource Development (HRD) research examined the lived experienced of five men and two women. The data were collected via interviews conducted twice or three times with each participant. The interviews addressed participants’ life stories, career advancements experiences, and their meaning of the expatriate career development phenomenon. The data analysis was performed with the active participation of the interviewees during and after the data collection and writing process. Findings revealed family vi is the priority to these expatriates and is likely to drive their career advancements. In addition, three career development themes emerged: (a) transcending difficulties, (b) embracing the challenge, and (c) balancing multiple priorities. In addition, this study resulted in the introduction of the career prepared construct to replace the career path/plan concept. Specifically, career prepared emphasizes expatriates’ and family members’ flexibility and adaptability to undertake challenges and embrace personal and professional opportunities, while considering frequent changes in organizations’ strategy and practices beyond national boundaries to embark on a unique transformational life journey. vii Table of Contents Acknowledgments ............................................................................................................... i Dedication .......................................................................................................................... iv Abstract ............................................................................................................................... v Chapter One: Introduction .................................................................................................. 1 Topic conceptualization ...................................................................................... 2 Purpose of the Study ........................................................................................... 5 Research Questions ............................................................................................. 5 Significance of this study .................................................................................... 5 Limitations .......................................................................................................... 7 Key Terms ........................................................................................................... 8 Chapter Two: Literature Review ....................................................................................... 10 Global mobility and expatriate development .................................................... 10 Motivations and drivers .................................................................................11 Selection of expatriates ................................................................................. 13 Training and development of expatriates ...................................................... 16 Practices for expatriate career development ................................................. 20 Repatriation issues and the expatriate career ................................................ 27 Theories of expatriate career development ....................................................... 33 Brazilian multinationals and expatriate career development ............................ 40 Summary of the literature review ..................................................................... 43 viii Chapter Three: Methodology ...........................................................................................