Expatriate career support: predicting expatriate turnover and performance
This study aimed at explaining why multinational companies have difficulty retaining their repatriates as well as how multinational companies can improve in- and expatriate performance. In the study 100 in- and expatriates of a multinational company operating in the food and personal care industry reported the career support they experienced, their perceived career prospects within and outside the home organization, their intentions to leave, and their performance. As predicted, it was found that perceived career support negatively related to intentions to leave. Additionally, it was found that perceived career support positively related to perceived career prospects within the home organization and expatriate performance. Interestingly, no relationship was found between perceived career prospects outside the home organization and intentions to leave. Implications and directions for future research and HR practices in multinational companies are discussed.
|Keywords||career support, expatriate, inpatriate, performance, turnover|
|Persistent URL||dx.doi.org/10.1080/09585190902770745, hdl.handle.net/1765/19664|
|Series||ERIM Article Series (EAS)|
|Journal||International Journal of Human Resource Management|
van der Heijden, J.A.V, van Engen, M.L, & Paauwe, J. (2009). Expatriate career support: predicting expatriate turnover and performance. International Journal of Human Resource Management, 20(4), 831–845. doi:10.1080/09585190902770745