Examining antecedents of repatriates’ job engagement and its influence on turnover intention

Abstract

Repatriate turnover is a key challenge for Multinational Enterprises (MNEs). While MNEs expect to retain returning employees (i.e. repatriates) and to benefit from new knowledge and experience they bring back from international assignments, a number of studies identify high rates of repatriate turnover intentions. This paper draws insights from social exchange theory and psychological contracts. By using survey data from 221 repatriates from the U.S., the paper presents an empirical study of the antecedents of repatriate turnover. Our findings demonstrate that repatriate perceptions of recognition of foreign experience, involvement, team orientation, and application of knowledge, had a significant impact on turnover intention and this impact was felt through repatriate job engagement i.e. repatriate job engagement significantly mediated the influence of recognition of foreign experience, involvement, team orientation, and application of knowledge on turnover intention. While the study findings contribute to the theoretical underpinnings of the antecedents of repatriate turnover it also informs how MNEs can apply new strategies and initiatives that heighten repatriate retention rates and prevent knowledge slippage and the loss of highly valued people soon after they return from international assignments.