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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. Title Do repatriate support practices influence repatriate experience, organisational commitment, turnover intentions and perceptions of career success? Author(s) Menzies, Jane Lawrence, Ann Conference name International Human Resource Management Conference (9th : 2007 : Tallinn, Estonia) Conference location Tallinn, Estonia Conference dates 12-15 June 2007 Title of proceedings 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 Editor(s) Benson, Philip G. Mahajan, Ashish Alas, Ruth Oliver, Richard L. Publication date 2007 Conference series 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. ISBN 9789985934289 9985934288 Language eng Field of Research 150313 Quality Management HERDC Research category E1 Full written paper - refereed ERA Research output type E Conference publication Persistent URL http://hdl.handle.net/10536/DRO/DU:30008016 Document type: Conference Paper Collections: Deakin Graduate School of Business Higher Education Research Group   Unless expressly stated otherwise, the copyright for items in DRO is owned by the author, with all rights reserved. Versions Version Filter Type Tue, 03 Mar 2009, 14:30:53 EST Thu, 02 Apr 2009, 07:43:53 EST Wed, 06 May 2009, 14:12:02 EST Wed, 06 May 2009, 14:12:51 EST Mon, 12 Oct 2009, 12:10:38 EST Mon, 12 Oct 2009, 12:11:47 EST Thu, 16 Sep 2010, 16:24:35 EST Fri, 16 Mar 2012, 16:18:55 EST Filtered Full Access Statistics: 525 Abstract Views, 2 File Downloads  -  Detailed Statistics Created: Mon, 29 Sep 2008, 09:03:32 EST

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