Revisiting repatriation concerns: organizational support versus career and contextual influences

243 citations recorded by the source corpus.

How researchers see this paper

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

Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities (2014, background): “For example, it is well established that many MNEs struggle with high levels of voluntary turnover of repatriates on completion of their assignments (Lazarova & Cerdin, 2007).”
The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self‐Initiated Expatriates (2017, background): “We therefore expect that in the present study focusing on long-term careers, the findings will be more positive than has been reported in the context of repatriation (Benson & Pattie, 2008; Lazarova & Cerdin, 2007; Linehan & Scullion, 2002).”
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).”
The Bridging Role of Expatriates and Inpatriates in Knowledge Transfer in Multinational Corporations (2016, background): “This finding provides evidence to the contention that assignees may benefit their organization beyond the actual relocation, and that it is important to account for these benefits when evaluating repatriation outcomes (Lazarova & Cerdin, 2007).”