Predicting turnover among repatriates: can organizations affect retention rates?

Article Abstract:

Several variables have been shown to be reliable organizational career development predictors of turnover for repatriates returning to their parent companies. These variables include the anticipated impact on corporate turbulence of repatriation, the existence of a career development strategy for repatriates and the importance of a foreign assignment to the company. The retention rate of a company's global and domestic employees can be affected by the focus on aspects of career development.

International business enterprises, Multinational corporations, Employee turnover

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The adjustment process of Spanish repatriates: a case study

Article Abstract:

A case study of 10 Spanish repatriates revealed that repatriates face adjustment problems when returning from international missions caused by the cultural differences between the host and the organization. These difficulties may result in employee departure, which can be avoided through compensation, career management and assigning a mentor at the foreign country. Other recommendations for the field of human resource management are provided.

Management dynamics, Personnel administration, Spain, Practice, Training, Alien labor, Alien labour, Foreign labor, Case study

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Triumphs and tragedies: expectations and commitments upon repatriation

Article Abstract:

Issues are presented concerning the effect of non-work-related expectations on repatriates' work and commitment to their employer. A study of 174 repatriates, together with 92 partners, in 5 US multinational companies is discussed.

Evaluation, Expatriation, Repatriation

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