Abstract
International human resource management (IHRM) literature widely discusses the issues of repatriation of employees in multinational companies. This literature mainly focuses on job related variables and provides theoretical models for repatriation adjustment of corporate employees. However, these models are not sufficient to understand the repatriation process of other repatriates working in different types of organizations. Thus, this study focuses on developing a model that explains causes and consequences of repatriation adjustment of all types of business employees based on existing relevant literature and theories in different field of study. The proposed model was supported by Uncertainty reduction theory socialization tactics theory and cognitive and sense making theory. This model suggests that individual, group and organizational level strategies need to be developed to facilitate repatriation adjustment and the successful repatriation adjustment encourages employees’ knowledge sharing intention. Further, it discusses the role of repatriates’ personal and situational variables on adjustment. This study contributes to the literature in a way of providing a meaningful theoretical model explaining the factors that facilitate repatriation adjustment and its consequences, and relates socialization theories to repatriation adjustment. This study highlights the role of individual, group and organization in the process of repatriation adjustment and improved (better) use of top talent at the organization.
Highlights
In recent years, an increasing number of professionals view international assignments as an opportunity for career development and take steps to acquire such experience with the belief that this will increase their career prospects in their institution as well as in the global job market (Richardson &Zikic, 2007)
The International human resource management (IHRM) literature widely discusses the issues of repatriation of employees in multinational companies
This literature mainly focuses on job related variables in relation to repatriation adjustment of business employees at headquarters having completed their assignment at their subsidiary
Summary
An increasing number of professionals view international assignments as an opportunity for career development and take steps to acquire such experience with the belief that this will increase their career prospects in their institution as well as in the global job market (Richardson &Zikic, 2007). To reduce uncertainty and make sense of the environment, they need to adjust themselves to the environment or adjust the environment to fit them These two theories highlight both the role of social support and individual proactive behaviour in adjusting to the new environment. Socialization tactics can be used to ease the adjustment process when a repatriate returns to their home organization Both individuals and organizations use tactics to reduce uncertainty and adjust to the new environment. Socialization Tactics Theory mainly suggests that attempts at the organizational level are needed for repatriates to socialize/adjust to the new environment and unsuccessful adjustment may result in the individual’s intention to quit the organization. Uncertainty Theory, and Cognitive and Sense Making Theory explain why and how a repatriate adjusts to a new environment and how individual involvement and social support (co-worker and organization) facilitate this. Repatriates may be reluctant to share their knowledge if they are unable to make sense of their new environment and reduce uncertainty
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
