Polesello, Daiane2019-03-132019-03-132018-12https://hdl.handle.net/11299/202156University of Minnesota Ph.D. dissertation.December 2018. Major: Organizational Leadership, Policy, and Development. Advisor: Alexandre Ardichvili. 1 computer file (PDF); ix, 190 pages.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 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.enBrazilian business expatriatesCareer developmentGlobal career developmentHuman Resource DevelopmentPhenomenologyThesis or Dissertation