Predictors of turnover intentions in learning‐driven and demand‐driven international assignments: The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities

Abstract

International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment. A total of 1,779 international assignees participated in a study that examined the factors associated with expatriate turnover intentions. The results indicate the importance of differentiating between two types of international assignments-developmental (or learning-driven) and functional (or demand-driven)-to understand expatriates' turnover intentions. While we found turnover intentions to vary depending on whether assignments are developmental or functional, the three sets of predictors of turnover intentions are similar. They are (1) lower satisfaction with company support, (2) higher repatriation concerns, and (3) lower career advancement opportunities within the company (relative to opportunities available outside the company). We discuss the implications for research and practice.

Perceived Career-Related Practices and Knowledge Sharing Behaviour: A Preliminary Study in Oman

“…Although previous work is limited, the existing empirical evidence indicates that promotional or career advancement opportunities are related to various workrelated attitudes and behaviours, such as job satisfaction (Ellickson, 2002), turnover intentions (Stahl, Chua, Acliguiri, Cerdin, & Taniguchi, 2009), and job stress (Wickramasinghe, 2010;Yang, Che, & Spector, 2008). Further, consistent with social exchange theory and the norm of reciprocity, we speculate that promotional opportunities will enhance knowledge sharing behaviour because by doing so the employees can return the "favor" to the organisation.…”

Beyond conflict: the role of life-domain enrichment for expatriates

“…Overall, despite the growing importance of expatriation in various sectors, it is also seen as a 'double-edged sword' (Stahl, Chua, Caligiuri, Cerdin and Taniguchi 2009). Problems such as high turnover rates and increased psychosocial stress arise frequently.…”

The influence of job demands and resources on repatriate career satisfaction: A relative deprivation perspective

“…In support of this contention, Reiche, Kraimer, and Harzing (2011) found that expatriates who perceived fewer career prospects were more likely to leave their company two to four years later. Similarly, two other studies found that perceived opportunities for career advancement were negatively associated with repatriates' turnover intentions (Kraimer, Shaffer, & Bolino, 2009) and expatriates' turnover intentions (Stahl, Chua, Caligiuri, Cerdin, & Taniguchi, 2009). Although, to date, no empirical studies specifically link repatriate career satisfaction with retention, considerable evidence in domestic work has demonstrated the importance of career satisfaction on turnover intentions (e.g., Eddleston, 2009;Igbaria, 1991;Nauta, van Vianen, van der Heijden, van Dam, & Willemsen, 2009).…”