Analyzing Engagement Effects for Repatriate Retention

Cave, Adam H. (2014): Analyzing Engagement Effects for Repatriate Retention. Published in: International Journal of Knowledge and Innovation in Business , Vol. 1, No. 1 (15 February 2014): pp. 37-52.

Abstract

Due to the nature of globalization and increased competition levels more and more companies send their employees abroad to gain experience and knowledge. However, at some point, these companies need to repatriate their employees and bring them back into the fold. Currently there exists a very high turnover rate for repatriates and the loss of the knowledge and experience gained is a serious setback for an organization. Further research in examining the antecedents of turnover intention with the aim of reducing this behavior is needed to enhance future competitive capabilities. The main goal of this paper is to set the stage for an empirical analysis of factors that may lead to an increase in turnover intention for both general and repatriated employees. The implications suggest that further research into turnover intention for repatriates could lead to a better understanding of strategic planning in terms of human resources and ease the transition of repatriates back into their organizations.

• Item Type: MPRA Paper
• Language: English
• Keywords: Job satisfaction; Organizational commitment; Repatriates; Turnover intention; Job-hopping; International HRM (IHRM)
• Subjects: M - Business Administration and Business Economics ; Marketing ; Accounting ; Personnel Economics > M5 - Personnel Economics > M54 - Labor Management; M - Business Administration and Business Economics ; Marketing ; Accounting ; Personnel Economics > M5 - Personnel Economics > M59 - Other

References

Abelson, M. (1987) “Examination of avoidable and unavoidable turnover”. Journal of Applied Psychology, Vol.72, No.3, pp.382-386.

Abueva, J. E. (2000) “Many repatriations fail, at huge cost to companies” New York Times, May, 17: E1.

Adler, N. J. (1981) “Re-entry: Managing cross-cultural transitions” Group and Organizational Studies, Vol.6, pp.341-356.

Aquino, K, Griffeth, R, Allen, D. G. and Hom, P. W. (1997) “Integrating justice constructs into the turnover process: a test of referent cognitions model” Academy of Management Journal, Vol.40, No.5, pp.1208-1227.

Arnold, H. J. & Feldman, D. C. (1982) “A multivariate analysis of the determinants of job turnover” Journal of Applied Psychology, Vol.67, No.3, pp.350-360.

Arrowsmith, J. & Parker, J., (2013) “The meaning of ‘employee engagement’ for the values and roles of the HRM function”, The International Journal of Human Resource Management, Vol. 24, No.14, pp. 2692-2712.

Black, J. Stewart. (1988) “Work role transitions: A study of American expatriate managers in Japan,” Journal of International Business Studies, Vol.119, pp.277-94.

Black, J. S., Gregersen, H. B., and Mendenhall, M. E. (1992a) “Global Assignments” San Francisco, CA: Jossey-Bass Inc. Publishers

Black, J.S., Gregersen, H. B., and Mendenhall, M. E. (1992b) “Toward a theoretical framework of repatriation adjustment,” Journal of International Business, Vol.24, pp.737-760.

Bluedorn, A. C. (1982), “A unified model of turnover from organizations” Human Relations, Vol.35, No.2, pp.135-153.

Bossard, A.B. and Peterson, R.B. (2005) “The repatriate experience as seen by American expatriates” Journal of World Business; Vol.40, pp.9–28.

Brewster C. and Suutari V. (2005) Global HRM: aspects of a research agenda. Personnel Review; Vol.34, No.1, pp.5–21.

Carrel, M., Elbert, N., and Hatfield, R. (1995) “Human Resource Management (5th ed.)”. Englewood Cliffs, NJ: Prentice-Hall.

Debrah, Y. (1993). "Strategies for coping with employee retention problems in small and medium enterprises in Singapore". Entrepreneurship, Innovation, and Change, Vol.2, No.2, pp.143-172.

De Loach, R. (2003) “Job satisfaction among hospice interdisciplinary team members” American Journal of Hospital Palliative Care, November- December, Vol.20, No.6, pp.434-40.

Dowling, P.J & Schuler, R, S., (1990) “International Dimensions of Human Resource Management”, Boston MA: PWS-Kent.

Downes, M., & Thomas, A. S., (1999) “Managing overseas assignments to build organizational knowledge,” Human Resource Planning, Vol.22, No.4, pp.33-48.

Eugenia, S., Raquel, S. and Isabel, B. (2007) “Antecedents of repatriates' job satisfaction and its influence on turnover intentions: Evidence from Spanish repatriated managers” Journal of Business Research, Vol.60, pp.1272-1281.

Feldman, D.C., and Thompson, H.B. (1993) “Expatriation, repatriation, domestic geographical relocation: An empirical investigation of adjustment to new job assignments”. Journal of International Business Studies, Vol.24, pp.507-529.

Fink, G., Meierewert, S. and Rohr, U. (2005) "The use of repatriate knowledge in organizations”, HR. Human Resource Planning, Vol.28, No.4, pp.30-36.

Gomez-Mejia, L. and Balkin, D., (1987) “Determinants of managerial satisfaction with the expatriation and repatriation process” Journal of Management Development, Vol.6, No.1, pp.7-17.

Gregersen, H. B. & Stroh, L.K. (1997) “Coming home to the Arctic cold: Antecedents to finish expatriate and spouse repatriation adjustment,” Personnel Psychology, Vol.50, No.3, pp.461-485.

Harvey, M. (1989) “Repatriation of Corporate Executives: An Empirical Study,” Journal of International Business Studies, vol.20, 131-44.

Herzberg, F. (1956) “Job Attitudes: Review and Opinion”, Pittsburg, PA: Psychological Services of Pittsburgh.

Hoppock,R. (1935) “Job satisfaction”. New York: Harper. Hurn, B.J. (1999) “Repatriation: the toughest assignment of all”. Industrial and Commercial Training; Vol.31, No.6, pp.224–8.

Johnson, G. and Johnson, W. (2002) "Perceived over-qualification and dimensions of job satisfaction: a longitudinal analysis". Journal of Psychology; Vol.134, pp.537–55.

Khilji, S.E. and Wang, X. (2007) “New evidence in an old debate: Investigative the relationship between HR satisfaction and turnover”. International Business Review Vol.16, pp.377-395.

Koh, H. C. & Goh, C. T. (1995) “An analysis of the factors affecting the turnover intention of non-managerial clerical staff: a Singapore study”. The International Journal of Human Resource Management, Vol.6, No.1, pp.103-125.

Lazarova, M., & Caligiuri, P. (2001). Retaining Repatriates: The Role of Organizational Support Practices. Journal of World Business, Vol.36, No.4, pp.389-401.

Lee, T.W., Mitchell, T.R., Holton, B.C., McDaniel, L.S., and Hill, J.W. (1999) “The unfolding model of voluntary turnover: a replication and extension”. The Academy of Management Journal; Vol.42 pp.450–62.

Locke, E.A. (1976) “The nature and causes of job satisfaction”. In M.D.Dunnette (Ed.). Handbook of Industrial and Organizational Psychology. Chicago: Rand McNally. pp.1297-1343.

Miller, H.E. (1979) “Evaluation of the Mobley, Horner, and Hollings worth model of employee turnover,” Journal of Applied Psychology, vol.64, 509-517.

Mobley, W. H. (1982) “Employee Turnover: Causes, Consequences and Control”. ADDISON-Wesley Publishing Company Inc.

Meyer, J.P., and Allen, N.J. (1991) “A three-component conceptualization of organizational commitment”. Human Resource Management Review, Vol.1, pp.61-98.

Morgan L.O., Nie W. and Young S. (2004) “Operational factors as determinants of expatriate and repatriate success”. International Journal of Operations & Production Management; Vol.24, No.12, pp.1247–68.

Napier, N., and Peterson, R. B., (1991) “Expatriate Re-entry: What do repatriates have to say?” Human Resource Planning, Vol.14, No.1, pp.39-42.

Naresh, K. and Chong, T.F., (2001) “Explaining employee turnover in an Asian context,” Human Resource Management Journal, Vol.11 No.1, pp. 54-74.

Naumann, E., (1992) “A conceptual model of expatriate turnover,” Journal of International Business Studies, Vol. 23, No.3, pp.499-531.

Newman, J.E., (1974) “Predicting absenteeism and turnover: A field comparison of Fishbein’s model and traditional job attitude measures,” Journal of Applied Psychology. Vol59. No.5 pp.610-615.

Olsen, D. (1993) “Work satisfaction and stress in the first and third year of academic appointment”, Journal of Higher Education, Vol.64, pp.453–71.

Porter, L.W., Steers, R.M., ＆ Boulian, R.V. (1974) “Organizational commitment, job satisfaction and turnover among psychiatric technicians”, Journal of Applied Psychology, Vol.19, pp.475-479.

Price, J. L. (1977) “The study of turnover”. Ames, IA: Iowa State University Press.

Peltonen, T. (1997) “Facing rankings from the past: a tournament perspective on repatriate career mobility”. International Journal of Human Resources Management; 8(1):107–23.

Robbins, S.P. (1998) “Organizational Behavior”. New Jersey: Prentice-Hall International.

Spencer, D. and Steers, R.M., (1981) “Performance as a moderator of the job satisfaction-turnover relationship,” Journal of Applied Psychology, Vol.13, pp.511-514.

Suutari, V. and Brewster, C. (2003) “Repatriation: empirical evidence from a longitudinal study of careers and expectations among Finish expatriates”. International Journal of Human Resources Management; Vol.14, No.7, pp.1132–51.

Testa, M.R. (2001) “Organizational commitment, job satisfaction and effort in the service environment”. Journal of Psychology; Vol.15, No.2, pp.226–36.

Tett, R.P. and Meyer, J.P. (1993) “Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytical findings”. Personnel Psychology; Vol.46, pp.259–93.

Trevor, C.O. (2001) “Interactions among actual ease-of-movement determinants and job satisfaction”. Academic Management Journal; Vol.44, No.4, pp.621–38.

Vroom, V.H (1964) “Work and Motivation”. New York:Wiley.

Wiener, Y. (1988) "Form of Value Systems: A Focus on Organizational Effectiveness and Cultural Change and Maintenance”, Academy of Management Review, 13, 534-537.

Yan, A., Zhu, G. & Hall, D.T. (2002) “International Assignments for Career Building: A Model Agency Relationships and Psychological Contracts,” Academy of Management Review, vol27, no3, 373-391.