Do repatriate support practices influence repatriate experience, organisational commitment, turnover intentions and perceptions of career success?
Menzies, Jane and Lawrence, Ann 2007, Do repatriate support practices influence repatriate experience, organisational commitment, turnover intentions and perceptions of career success?, in IHRM 2007 : Changes in society, changes in organizations, and the changing role of HRM: Managing international human resources in a complex world. Proceedings of the 9th International Human Resource Conference, NMSU College of Business, Tallinn, Estonia, pp. 1-15.
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Title
Do repatriate support practices influence repatriate experience, organisational commitment, turnover intentions and perceptions of career success?
IHRM 2007 : Changes in society, changes in organizations, and the changing role of HRM: Managing international human resources in a complex world. Proceedings of the 9th International Human Resource Conference
International Human Resource Management Conference
Start page
1
End page
15
Publisher
NMSU College of Business
Place of publication
Tallinn, Estonia
Summary
The focus of this paper is the development of a model for the effective management of repatriation in multinational enterprises (MNEs). It reviews the literature associated with the relationships between repatriate support practices in relation to repatriation experiences, organisational commitment, turnover intentions, and perceptions of career success. A model has been developed where it is hypothesized that the perception of the provision of important and higher quality practices will result in positive repatriation experiences A positive experience will be positively related to organisational commitment, and perceptions of career success, and negatively related to turnover intentions. These relationships are based on the concepts of social support, uncertainty reduction theory, and psychological contract theory.
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