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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.

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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
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