The repatriation process – a realistic approach

Abstract

Purpose -This paper aims to present how a realistic view of the situation for the repatriate can help companies increase the retention rate among this important group of employees. A complete understanding of the repatriation process is crucial to offering repatriating employees proper backing and moral support needed during the process. Design/methodology/approach -A thorough review of the literature on repatriation is carried out to present a repatriation process model and a number of research propositions. Findings -This paper suggests that by focusing on motives and individuals' experience of the repatriation process, researchers and practitioners will be better able to understand the measures and support needed in the repatriation process to increase the retention of an organization's repatriated employees.Research limitations/implications -Suggestions for future research include a test of propositions by a survey, a longitudinal study of repatriates and closer look at the variables of motives and repatriation experience. Originality/value -This paper combines existing knowledge with new insights for understanding the repatriation process.

Job satisfaction of returnees to Japan

“…The most dominating topic in the academic literature about transfer of managers remains the expatriate research (Edstroem and Galbraith, 1977;Bhaskar-Shrinivas et 4 al., 2005;Hechanova et al, 2003;Baruch, Altman and Tung, 2016;Takeuchi, 2010). In contrast to expatriate research, repatriate issues received less attention (Chiang et al, 2015;Suutari andBrewster, 2003, Hyder andLövblad, 2007). The reason for the under researched repatriate topic is, that repatriates are assumed to know and understand the culture and habits of their home countries as well as common work practices in the business field.…”

20 Jahre Rückanpassungsforschung – eine Metaanalyse

“…Gregersen, 1992;Gregersen & Black, 1996;Naumann, 1993aNaumann, , 1993b, den Verbleib im Unternehmen (vgl. Hyder & Lövblad, 2007) sowie die weitere Karriereplanung (vgl. Shen & Hall, 2009 …”

Repatriation: Furthering the Research Agenda through the Lens of Commitment, Uncertainty Reduction and Social Cognitive Career Theories

“…The lines of communication between home and host cannot be underestimated as the international assignee may require a concerted effort by both to ensure the HR policy runs as intended. How the repatriate experiences the repatriation process will impact upon their view of the organisation and the likelihood that the individual will stay (Hyder & Lovblad, 2007). Nevertheless, HR practices are valued differently between different groups of employees.…”

“…Practical implications identified from previous research into international assignments include the need to manage the repatriation process (Hyder & Lovblad, 2007;Lazarova & Cerdin 2007). Authors such as Caligiuri and Colakoglu (2007: 399) postulate that researchers and practitioners need to consider how to integrate expatriate management within the overall HR strategy.…”