Repatriation Adjustment: Literature Review Repatriation Adjustment: Literature ReviewGamze Arman1 Show
1 Chicago DePaul University - USA - AbstractExpatriation is a widely studied area of research in work and organizational psychology. After expatriates accomplish their missions in host countries, they return to their countries and this process is called repatriation. Adjustment constitutes a crucial part in repatriation research. In the present literature review, research about repatriation adjustment was reviewed with the aim of defining the whole picture in this phenomenon. Present research was classified on the basis of a theoretical model of repatriation adjustment. Basic frame consisted of antecedents, adjustment, outcomes as main variables and personal characteristics/coping strategies and organizational strategies as moderating variables. Expatriation has become a common application for multinational companies. Many companies assign their high level employees for overseas jobs within the same organization for a certain time period. As a result of these assignments, expatriates gain international knowledge and upon their return they are expected to utilize their international experience to increase performance and knowledge sharing at their home organizations. However, the positive returns from expatriation
cannot be harvested right away, as the repatriation process also involves some difficulties regarding adjustment to the home country after an international experience and this process can be more traumatic than expatriation (Andreason & Kinneer, 2005; Caligiuri & Lazarova, 2000). Figure 1: Main Frame of the Model Repatriation Adjustment problems mostly arise from anxiety and uncertainty experienced upon return (Gregersen & Stroh, 1997) and the adjustment process generally takes 1 to 1.5 years (Liu, 2005). Repatriation adjustment is examined on the basis of three main dimensions; work adjustment, socio-cultural adjustment and psychological adjustment. Work adjustment includes changes in job responsibilities characterized mainly by a decrease in the level of responsibility and authority upon their return to the home organization. Furthermore, adjustment to changes within the organization, such as relationships among colleagues is another aspect of work adjustment. Secondly, socio-cultural adjustment consists of adjustment to life style, social activities, relationships, financial conditions and to the culture of the home country. Thirdly, psychological adjustment includes expectations, experienced stress and perception of loss of previously held conditions and relationships (Andreason & Kinneer, 2005; Cox, 2004; Gregersen & Stroh, 1997; Jassawalla, Connolly, & Slojkowski, 2004; Suutari & Valimaa, 2002). Antecedents of repatriation adjustment are expectations of expatriates related to repatriation, problems faced after repatriation, expatriation experience and cultural identity. Each antecedent may influence different aspects of adjustment (Suutari & Valimaa, 2002). Figure 2 : Comprehensive Framework of Repatriation Adjustment Organization – Individual Fit is important in terms of expectations of organizations from expatriates and expectations of expatriates from organizations with respect to job description regarding the use of acquired KSAs. Motivation fit between individual and organization is also important on the basis of openness to share knowledge and readiness to gain this knowledge. Lack of fit may result in disappointment for both
parties (Lazarova & Tarique, 2005). Results of the study conducted by Paik et al. (2002) revealed that motivation – expectation congruence among company and expatriate leads to more successful adjustment; however, in general there are discrepancies about expectations regarding communication, trust and reintegration to corporate culture. Suggestions for future researchFirst of all, testing of presented model could be a good step for comprehension of the repatriation phenomena. It is especially crucial in understanding the effects of moderators on this process, since the findings about them can be contradictory. Even though we can conclude that they are effective in repatriation adjustment, the way they affect the process obviously requires further research. The model can be widened by adding expatriation adjustment into the picture as an antecedent. Furthermore, on the basis of the fact that most studies are conducted with US samples, repatriation research can be broadened through focusing on cultural differences. In addition, further examination of effects of cultural distance between home and host countries, and cultural identity seems necessary. Effects of differences arising from social roles of women on repatriation adjustment can be studied in more detail and it may also be combined with cross-cultural aspects of repatriation adjustment. Research on repatriates who left the parent company might be meaningful and longitudinal studies comparing them with the ones remained at parent company can also be conducted. Through longitudinal studies, other issues like commitment can be examined in detail. Finally, interaction between organizations and individuals, in terms of expectations and strategies can be studied. ConclusionThe present findings in the literature may help expatriates and repatriates by providing some tactics for successful repatriation adjustment. On the other hand, these findings are also valuable for the organizations to increase the return on investment in expatriation. HR departments should realize their critical role in the repatriation process because current trends like globalization and “boundaryless career” increase the importance of organizational expatriation and repatriation practices. AcknowledgmentThe author would like to thank Professor Zeynep Aycan for her contributions to this article. References Andreason, A.W., & Kinneer, K.D. (2005). Repatriation adjustment problems and the successful reintegration of expatriates and their families. Journal of Behavioral and Applied Management, 6(2),
109-126. Which of the following are factors influencing repatriate adjustments?Personal characteristics influencing the repatriate adjustment are age, gender, marital status, education level, and self efficacy.
What five categories of knowledge and skills are acquired during an international assignment?According to Simcha Ronen, a researcher on international assignments, there are five categories that determine expatriate success. They include job factors, relational dimensions, motivational state, family situation, and language skills.
Which are the two main motivators for accepting an international assignment?The challenges (both personal and professional) and career prospects were the two main motives for accepting an international assignment. ...
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