Repatriates as a Source of Competitive Advantage

Oddou, Gary; Szkudlarek, Betina; Osland, Joyce S.; Deller, Jürgen; Blakeney, Roger N.; Furuya, Norihito

doi:10.1016/j.orgdyn.2013.07.003

Cited by 57 publications

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“…First, a conceptual RKT model (Oddou et al, 2009) was developed and tested in an independent qualitative study with 45 repatriates from Germany, Japan, and the United States (Oddou et al, 2013). The thorough analysis of the qualitative data following Krippendorff (2013) and Mayring (2010) yielded four constructs, namely (a) the type of knowledge transferred, (b) the ability of repatriates and (c) the motivation of repatriates to transfer their newly acquired knowledge, and (d) the success of repatriate knowledge transfer to the domestic work unit.…”

Section: The Repatriate Knowledge Transfer Item and Scale Developmentmentioning

confidence: 99%

“…Due to the ever more globalized operations of multinational organizations, the strategic use of knowledge gained during international assignments has received increasing attention by researchers and practitioners alike (Berthoin Antal, 2001;Oddou, Szkudlarek, Osland, Deller, Blakeney, & Furuya, 2013;Riusala & Suutari, 2004). Researchers agree that the knowledge acquired abroad by international assignees, such as knowledge about foreign cultures, markets, customers, and business operations, is highly useful for the management of global organizations (Ipe, 2003).…”

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confidence: 99%

“…With surprisingly few exceptions, the majority of multinational enterprises (MNEs) do not harvest repatriate knowledge, according to the repatriate literature. Their failure to recognize and utilize this valuable asset might make repatriates more vulnerable to recruitment by other MNEs (Lazarova & Cerdin, 2007;McEvoy & Buller, 2013;Oddou et al, 2013). A small but growing number of researchers are studying the process of repatriate knowledge transfer (RKT) and repatriates have been described as important enablers of intraorganizational knowledge transfer, due to their ability to adapt the acquired knowledge to different contexts and their motivation to share their newly acquired knowledge with others (Huang, Chiu, & Lu, 2013;Oddou et al, 2013;Reiche, 2012).…”

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confidence: 99%

“…Their failure to recognize and utilize this valuable asset might make repatriates more vulnerable to recruitment by other MNEs (Lazarova & Cerdin, 2007;McEvoy & Buller, 2013;Oddou et al, 2013). A small but growing number of researchers are studying the process of repatriate knowledge transfer (RKT) and repatriates have been described as important enablers of intraorganizational knowledge transfer, due to their ability to adapt the acquired knowledge to different contexts and their motivation to share their newly acquired knowledge with others (Huang, Chiu, & Lu, 2013;Oddou et al, 2013;Reiche, 2012). At the same time, the absorptive capacity of knowledge recipients has also been identified as a relevant variable that influences the success of international knowledge transfers (Cohen & Levinthal, 1990;Minbaeva & Michailova, 2004).…”

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confidence: 99%

“…In contrast to existing studies, the constructs are developed based on a theoretically grounded and clearly defined conceptual model (Oddou et al, 2009). In addition, the conceptual model has been tested previously in a qualitative study with an independent sample (Oddou et al, 2013). The methods and results of the item and scale development process follow the steps suggested in the literature by authors such as DeVellis (2012), Hinkin (1998b), and Worthington and Whittaker (2006): theory d evelopment and qualitative theory test, generation of an item pool and selection of answer format, and item reduction and scale development.…”

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Repatriate Knowledge Transfer: Towards the Development of a New Measurement Instrument

Burmeister

Osland

Oddou

et al. 2015

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To date, no reliable and valid instrument exists that measures repatriate knowledge transfer.Therefore, this paper demonstrates the initial steps of the item and scale development process of a new instrument measuring repatriate knowledge transfer. The original item pool was reduced and four scales were developed based on the following selection criteria: individual item performance (M, SD, skewness, kurtosis), the reliabilities of the scales (inter-item correlation, item-total correlation, Cronbach's alpha) and the factor structures of the scales (factor loadings, scree test, Eigenvalues, % variance explained). The four scales measure (a) the type of repatriate knowledge transferred, both (b) the ability and (c) the motivation of repatriates to transfer their newly acquired knowledge, as well as (d) the success of repatriate knowledge transfer into the domestic work unit. The next steps in the scale validation process, implications for practitioners and future research opportunities are discussed.

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Section: The Repatriate Knowledge Transfer Item and Scale Developmentmentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

mentioning

confidence: 99%

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confidence: 99%

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Repatriate Knowledge Transfer: Towards the Development of a New Measurement Instrument

Burmeister

Osland

Oddou

et al. 2015

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What, When, and with Whom? Investigating Expatriate Reentry Training with a Proximal Approach

Szkudlarek

Sumpter

2014

Human Resource Management

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While reentry transition has long been regarded as one of the most challenging phases of an expatriate assignment cycle, reentry training has received little scholarly attention. Using a qualitative research design based on interviews with 31 training providers, we bring the issue of reentry training into focus. Our findings shed light on three components of training design and execution: content, timing, and participant format. Our comparison of actual reentry training practice with an ideal, theory‐driven design revealed numerous inconsistencies. Further investigation of these inconsistencies led us to theorize how training practices may predominantly be shaped by contextual factors. Our findings accentuate the challenges of HRM practices more broadly, showing how practice design can be driven by logistical matters and organizational interests, rather than by evidence‐based precepts. © 2014 Wiley Periodicals, Inc.

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Why does repatriate career success vary? An empirical investigation from both traditional and protean career perspectives

Breitenmoser

Bader

Berg

2017

Human Resource Management

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To increase the long‐term benefits of global mobility for multinational corporations, international assignments and intraorganizational careers must be strategically integrated. However, systematic research on former expatriates' career success upon returning to their home organization remains scarce. Hence, this study transfers findings from the career literature to the repatriation context to identify the predictors of objective and subjective repatriate career success. Integrating traditional and protean career theory, we investigate data from 295 repatriates of publicly listed German organizations. Applying partial least squares structural equation modeling, we reveal that objective career success upon repatriation is affected by international assignment characteristics with human capital implications, repatriation support provided by the organization, and the individual's self‐directed career management. Objective career success, organizational repatriation support, and self‐directed career management further affect subjective career success in terms of career satisfaction. Hence, substantiating an impact of both traditional and protean career factors on repatriate careers, our results lay the groundwork for repatriation strategies that combine organizational and individual career management. In this way, multinational corporations can go beyond managing repatriate elites to make better use of all globally experienced employees.

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Repatriates as a Source of Competitive Advantage

Cited by 57 publications

References 0 publications

Repatriate Knowledge Transfer: Towards the Development of a New Measurement Instrument

Repatriate Knowledge Transfer: Towards the Development of a New Measurement Instrument

What, When, and with Whom? Investigating Expatriate Reentry Training with a Proximal Approach

Why does repatriate career success vary? An empirical investigation from both traditional and protean career perspectives

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