Perceived organizational support and intention to stay in host countries among self-initiated expatriates: the role of career satisfaction and networks
By Lan Cao, A. Hirschi, Juergen Deller. 2014
98 citations recorded by the source corpus.
Previous literature on self-initiated expatriates (SIEs) has mostly focused on an individual perspective and rarely on SIEs in an organizational context. This paper examines the effect of perceived organizational support (POS) on SIE employees' intention to stay in the host country, mediated by career satisfaction and moderated by career networks of host and home country nationals. Data from 112 SIE employees in Germany were collected and tested for moderated mediation. Results partially supported our proposed model: we found a direct positive effect between POS and intention to stay. However, there was a significant negative indirect effect between POS and intention to stay when the career network of home country nationals was large. Our study contributes to theories of POS, confirming its positive effect on SIEs' career satisfaction and intention to stay in the host country. For organizational practice, it provides insight to understand SIE employees' needs for support and mobility preferences.
Subfields: Communication, Organizational Behavior and Human Resource Management, Strategy and Management
View Paper: https://www.semanticscholar.org/paper/c73c864ca7ab2d00cc90a1ffb15bf09dafa1c83a
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In Communication
In Organizational Behavior and Human Resource Management
In Strategy and Management
Citations in the corpus
- Do Overwhelmed Expatriates Intend to Leave? The Effects of Sensory Processing Sensitivity, Stress, and Social Capital on Expatriates' Turnover Intention (2018, background): “Among these resources are, for instance, higher organizational support and access to career networks, which both play an important role in predicting turnover intention of selfinitiated expatriates (Cao et al., 2014).”