A model of expatriate withdrawal-related outcomes: Decision making from a dualistic adjustment perspective

Abstract

Traditionally, one of the most frequently used outcomes of expatriate adjustment research has been premature return of expatriate employees. However, previous research has not considered premature return as an outcome of a particular type of decision that expatriates make. By adapting a decision-making perspective, we extend expatriate adjustment and international assignment literature in several different directions. To do so, we integrate decision-making, dualistic adjustment, the unfolding model of voluntary turnover [ Lee, T.W., & Mitchell, T.R., (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19, 51–89.], the evolutionary search model of turnover [ Steel, R.P. (2002). Turnover theory at the empirical interface: Problems of fit and function. Academy of Management Review, 27, 346–360.], and the motives approach to turnover [ Maertz, C. P., Jr., & Campion, M. A. (2004). Profiles in quitting: Integrating process and content turnover theory. Academy of Management Journal, 47, 566–582.; Maertz, C. P., Jr., & Griffeth, R. W. (2004). Eight motivational forces and voluntary turnover: A theoretical synthesis with implications for research. Journal of Management, 30, 667–683.] to propose multiple decision outcomes, rather than simply premature return, associated with international assignments. The proposed model provides a theoretical framework for considering criteria for examining these outcomes. Propositions and implications for future research and practice are discussed.