Repatriating knowledge: variables influencing the “transfer” process

Abstract

Because of the strategic importance of organizational learning in a global economy, the knowledge that repatriates acquire during international assignments is a valuable resource. Few multinational enterprises, however, actively harvest this knowledge, and little quantitative empirical research on this topic exists to date. We propose an original model and propositions that delineate the facilitative and inhibiting factors affecting repatriate knowledge transfer to work units. We conclude with suggestions for future research and practical implications. Journal of International Business Studies (2009) 40, 181–199; doi:10.1057/palgrave.jibs.8400402

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

“…To date only six quantitative papers exist (Table 1). Thus, theory-testing quantitative research that focuses on RKT is still scarce and remains in need of improvement and development (Oddou et al, 2009); it can, nevertheless, provide initial interesting insights.…”

“…This study starts from the most central aspect of the process and investigates the ability and motivation of repatriates as knowledge senders. Therefore, this paper is centered on the individual aspects of Oddou et al's (2009) To generate this model, the authors built on the basic communication model by Shannon and Weaver (1949) and reviewed the existing evidence in the both general and repatriate knowledge transfer literature in order to identify the key variables that influence the success of sending and receiving knowledge. The ability and motivation of transferors to transfer knowledge influences the success of k nowledge transfer (Gupta & Govindarajan, 2000;Minbaeva et al, 2003;Szulanski, 1996).…”

“…Their ability is affected by their orientation towards learning and their absorptive capacity (Cohen & Levinthal, 1990). Recipients' motivation to receive is impacted by the perceived knowledge criticality of repatriate knowledge (Oddou et al, 2009), the global mindset of t he work unit (Levy, Beechler, Taylor, & Boyacigiller, 2007), and a collaborative management style (Wiig, 2004). Following this explanation of the effect of the individual attributes of repatriates and knowledge recipients on RKT outcomes, this study c an be further contextualized by looking at the findings and methodological shortcomings of the few already existing quantitative studies on RKT.…”

“…However, the few existing quantitative studies that aimed to test hypotheses about the variables that influence the degree of repatriate knowledge transfer face some theoretical and methodological limitations (Lazarova & Tarique, 2005;Oddou, Osland, & Blakeney, 2009). …”

“…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).…”