The influence of expatriate and repatriate experiences on career advancement and repatriate retention

By Maria L. Kraimer, M. Shaffer, M. Bolino. 2009

227 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/9363fec1448c5a2fc453e466afea40d9fb88ee6b

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In Communication

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

“I Have a Job, But . . .”: A Review of Underemployment (2011, background): “…2010; Jensen & Slack, 2003; Mau & Kopischke, 2001), other studies found mixed results, near zero correlations, or nonsignificant relationships with gender (e.g., Feldman et al., 2002; Holtom et al., 2002; Johnson & Johnson, 2000a; Kraimer et al., 2009; Lee, 2005; Ruiz-Quintanilla & Claes, 1996).”
The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self‐Initiated Expatriates (2017, background): “Recent studies (Kraimer, Shaffer & Bolino, 2009) report similar problems.”
Why do international assignees stay? An organizational embeddedness perspective (2011, background): “Second, the literature has pointed to a lack of adequate positions available to international assignees upon their repatriation as a reason for high turnover rates among repatriates (e.g., Kraimer et al., 2009).”
Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks (2014, result): “Supporting construct validity, this scale showed significant correlations in previous studies with turnover intention (Kraimer et al. 2009), expatriate adjustment, commitment and intention to complete the expatriation assignment (Kraimer and Wayne 2004).”
Why is Underemployment Related to Creativity and OCB? A Task-Crafting Explanation of the Curvilinear Moderated Relations (2017, background): “When employees have high levels of organizational identification, they may view their organization favorably and attribute their underemployment to factors such as a competitive job market or inadequate display of their capacity (Feldman et al., 2002; Kraimer et al., 2009).”
Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations (2011, background): “Kraimer, Shaffer, and Bolino (2009) showed that turnover intentions among repatriated employees who felt overqualified were higher.”