引导回国:影响新兴经济体自发回国人员离职意向的因素

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-12-14 DOI:10.1108/ijm-03-2023-0122
Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet, Janice Jones
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引用次数: 0

摘要

目的归国过程往往涉及具有挑战性和意想不到的重新适应问题,导致归国人员的高流失率。然而,研究主要集中在公司委派(CA)的归国人员的再入境决定和经历上,而对自行回国的外派人员(SIEs)(即自发归国人员(SIRs))的研究却很有限,尤其是在新兴转型经济体。本研究建立并检验了一个模型,以解释影响越南专业 SIR 离职意向的因素,以及回国重新适应如何影响他们的意向。研究结果表明,工作和生活上的回国适应困难对离职意向有显著的正向影响,而只有生活上的回国适应困难会通过生活不满意度产生间接影响。此外,文化距离对回国适应困难和离职意向也有积极影响。SIR的在职嵌入性和离职嵌入性分别负向调节了回国工作和生活适应困难对离职意向的影响。 原创性/价值 本研究建立了一个理论模型,解释了回国困难如何影响 SIR 的离职意向,并考虑了包括文化距离和嵌入性在内的背景因素。研究强调了工作嵌入性作为一种社会和组织支持形式,在管理与回国相关的心理挑战方面对 SIR 的重要性,这有助于降低离职率和留住高技能人才。此外,本研究还扩展了在新兴转型经济背景下对研究不足的 SIEs(SIRs)子群体的遣返研究。
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Navigating repatriation: factors influencing turnover intentions of self-initiated repatriates in emerging economies

Purpose

The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the re-entry decisions and experiences of company-assigned (CA) repatriates, whilst studies on self-initiated expatriates (SIEs) that repatriate back to their home countries (i.e. self-initiated repatriates (SIRs)) are limited, particularly in emerging transition economies. This study develops and tests a model to explain the factors influencing professional SIRs' turnover intentions and how repatriation readjustment affects their intentions in Vietnam.

Design/methodology/approach

The data was collected from 445 Vietnamese professional SIRs who worked and/or studied for extended periods overseas and subsequently returned to Vietnam. Structural equation modelling (SEM) was used to analyse the data.

Findings

Results indicate that both work and life repatriation adjustment difficulties have significant positive effects on turnover intentions, whilst only repatriation life adjustment difficulties have an indirect effect via life dissatisfaction. Further, cultural distance positively influences repatriation adjustment difficulties and turnover intentions. SIRs' on-the-job and off-the-job embeddedness negatively moderate the influence of repatriation work and life adjustment difficulties on turnover intentions, respectively.

Originality/value

The study develops a theoretical model explaining how repatriation difficulties impact the turnover intentions of SIRs, considering contextual factors including cultural distance and embeddedness. The research highlights the importance of job embeddedness as a form of social and organisational support for SIRs in managing psychological challenges related to repatriation, which can help reduce turnover and retain highly skilled talent. Additionally, the study extends repatriation research on an under-researched subgroup of SIEs, SIRs, in an under-researched emerging transition economy context.

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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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