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How to improve repatriation management: Are motivations and expectations congruent between the company and expatriates?

Yongsun Paik (Department of Management, Loyola Marymount University, Los Angeles, California, USA)
Barbara Segaud (Paperless Business System, Kirkland, Washington, USA, and)
Christy Malinowski (PaineWebber, Los Angeles, California, USA)

International Journal of Manpower

ISSN: 0143-7720

Article publication date: 1 November 2002

10812

Abstract

Despite the growing recognition of its impact on successful expatriate management, repatriation continues to be a source of frustration to many human resources managers and the expatriates themselves. This study is designed to investigate underlying reasons for the failure of repatriation by comparing and contrasting the views of human resource managers and those of expatriates. Based on in‐depth interviews and mail surveys conducted in the USA, Scandinavia and the UK, this study concludes that discrepancy between the two parties in terms of motivations and expectations adversely influences the outcome of repatriation, often resulting in high attrition rates upon reentry to the home country. The paper also discusses similarities and differences between the US and Scandinavian respondents.

Keywords

Citation

Paik, Y., Segaud, B. and Malinowski, C. (2002), "How to improve repatriation management: Are motivations and expectations congruent between the company and expatriates?", International Journal of Manpower, Vol. 23 No. 7, pp. 635-648. https://doi.org/10.1108/01437720210450815

Publisher

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MCB UP Ltd

Copyright © 2002, MCB UP Limited

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