Repatriation: empirical evidence from a longitudinal study of careers and expectations among Finnish expatriates

By Vesa Suutari, C. Brewster. 2003

314 citations recorded by the source corpus.

Subfields: Communication, Gender Studies, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/094c139d53052ac65da46628aee5527d9950311e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. M. Dickmann
2. Y. McNulty
3. C. Brewster
4. Paul Sparrow
5. Nina D. Cole
6. Vesa Suutari
7. Shawn Carraher
8. M. Pattie

In Gender Studies

1. Y. McNulty
2. M. Dickmann
3. Vesa Suutari
4. Nina D. Cole
5. Shawn Carraher
6. C. Brewster
7. M. Pattie
8. G. S. Benson

In Strategy and Management

1. M. Dickmann
2. Nina D. Cole
3. Paul Sparrow
4. G. S. Benson
5. M. Pattie
6. Vesa Suutari
7. C. Brewster
8. S. Sullivan

Citations in the corpus

• The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self‐Initiated Expatriates (2017, methodology): “This may be a positive outcome from the perspective of the individual, if the external job market offers better opportunities (Suutari & Brewster, 2003).”
• The impact of cultural intelligence on communication effectiveness, job satisfaction and anxiety for Chinese host country managers working for foreign multinationals (2014, unknown): “The importance to investigate job satisfaction is also illustrated by several research outcomes: Job satisfaction and turnover are negatively related, not only for domestic employees (Tett and Meyer 1993; Trevor 2001) but also for expatriates (Testa 2001) and for repatriates (Suutari and Brewster 20”
• Flexpatriate assignments: a neglected issue in global staffing (2004, background): “For example, Suutari and Brewster (2003) and Mayrhofer and Scullion (2002) note similar positive attitudes among Finnish and German expatriates.”
• Why do female expatriates “fit‐in” better than males? (2011, background): “Skills developed during international assignments are also often underutilized upon repatriation, and in some cases career development is hindered rather than enhanced by the time spent on assignment (Suutari and Brewster, 2003; Lazarova and Cerdin, 2007).”
• Global mentoring as a means of career development and knowledge creation: A learning‐based framework and agenda for future research (2005, background): “Mentoring during the repatriation stage Many returning expatriates find that their careers are off track (Suutari and Brewster, 2003).”
• International knowledge transfers through expatriates (2004, background): “…is or there could be when developing a global management cadre (see, e.g., Antal, 2000; Caligiuri & Di Santo, 2001; Gregersen & Black, 1996; Kamoche, 1997; Riusala & Suutari, 2000; Selmer, 1999; Shim & Paprock, 2002; Stahl et al., 2002; Stroh, Gregersen, & Black, 1998; Suutari & Brewster, 2003).”
• Is expatriation good for my career? The impact of expatriate assignments on perceived and actual career outcomes (2008, background): “It is likely that expatriates and repatriates realize that they have acquired important human capital that qualifies them for additional jobs regardless of their current position or the number of headhunting contacts they have received (Riusala and Suutari 2000; Suutari and Brewster 2003).”