Warm welcome or rude awakening?

Repatriation experiences of Indian and Dutch international assignees and intention to leave the organization

M. Valk , M.L. van Engen, B. Szkudlarek, M. van der Velde

Research output: Contribution to journalArticleScientificpeer-review

Abstract

Purpose
The purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The Netherlands who either were or had been on international assignments in the respective countries.
Design/methodology/approach
Interviews were conducted with 25 Dutch and 30 Indian international assignees (IAs) and repatriates in both India and The Netherlands. Thematic analysis resulted in four themes: met and unmet expectations of career advancement opportunities; knowledge transfer and labour marketability; economic growth versus economic recession and alternative employment opportunities; and boundaryless careers: adventure and entrepreneurship.
Findings
Repatriate expectations about the use of knowledge, skills and abilities gained in the host country moderate the relationship between the macro-economic situation of the home country and repatriate attrition/retention, such that met expectations of Indian respondents decreased their intention to leave the organisation, even in a conducive macro-economic context with ample alternative employment opportunities. Unmet expectations of Dutch respondents increased their intention to leave the organisation, even in an unfavourable macro-economic context with few alternative employment opportunities.
Research limitations/implications
The sample of Indian and Dutch IAs and repatriates may limit generalisation of the findings to samples from other countries with distinct cultural contexts and macro-economic conditions.
Practical implications
Global organisations that set realistic expectations about re-entry career opportunities for repatriates, facilitate knowledge transfer after repatriation, and adequately respond to boundaryless career ambitions of repatriates, can reduce repatriate turnover intention and attrition.
Originality/value
This study shows that repatriate attrition versus retention is embedded in the macro-economic context of the home country, leading to three types of career mobility upon completion of an international assignment: intra-organisational mobility; organisational boundary-crossing; and geographical boundary crossing.
Keywords: India, The Netherlands, Repatriates, International assignees, Repatriate turnover intention, Repatriation experience
Original languageEnglish
Pages (from-to)243–270
JournalJournal of Indian Business Research
Volume7
Issue number3
DOIs
Publication statusPublished - 2015

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Intention to leave
Repatriation
Macroeconomics
India
Attrition
Turnover intention
The Netherlands
Knowledge transfer
Boundaryless career
International assignments
Home country
Boundary crossing
Marketability
Career advancement
Career mobility
Reentry
Empirical study
Cultural context
Recession
Key words

Cite this

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title = "Warm welcome or rude awakening?: Repatriation experiences of Indian and Dutch international assignees and intention to leave the organization",
abstract = "PurposeThe purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The Netherlands who either were or had been on international assignments in the respective countries.Design/methodology/approachInterviews were conducted with 25 Dutch and 30 Indian international assignees (IAs) and repatriates in both India and The Netherlands. Thematic analysis resulted in four themes: met and unmet expectations of career advancement opportunities; knowledge transfer and labour marketability; economic growth versus economic recession and alternative employment opportunities; and boundaryless careers: adventure and entrepreneurship.FindingsRepatriate expectations about the use of knowledge, skills and abilities gained in the host country moderate the relationship between the macro-economic situation of the home country and repatriate attrition/retention, such that met expectations of Indian respondents decreased their intention to leave the organisation, even in a conducive macro-economic context with ample alternative employment opportunities. Unmet expectations of Dutch respondents increased their intention to leave the organisation, even in an unfavourable macro-economic context with few alternative employment opportunities.Research limitations/implicationsThe sample of Indian and Dutch IAs and repatriates may limit generalisation of the findings to samples from other countries with distinct cultural contexts and macro-economic conditions.Practical implicationsGlobal organisations that set realistic expectations about re-entry career opportunities for repatriates, facilitate knowledge transfer after repatriation, and adequately respond to boundaryless career ambitions of repatriates, can reduce repatriate turnover intention and attrition.Originality/valueThis study shows that repatriate attrition versus retention is embedded in the macro-economic context of the home country, leading to three types of career mobility upon completion of an international assignment: intra-organisational mobility; organisational boundary-crossing; and geographical boundary crossing.Keywords: India, The Netherlands, Repatriates, International assignees, Repatriate turnover intention, Repatriation experience",
author = "M. Valk and {van Engen}, M.L. and B. Szkudlarek and {van der Velde}, M.",
year = "2015",
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Warm welcome or rude awakening? Repatriation experiences of Indian and Dutch international assignees and intention to leave the organization. / Valk , M.; van Engen, M.L.; Szkudlarek, B.; van der Velde, M.

In: Journal of Indian Business Research, Vol. 7, No. 3, 2015, p. 243–270.

Research output: Contribution to journalArticleScientificpeer-review

TY - JOUR

T1 - Warm welcome or rude awakening?

T2 - Repatriation experiences of Indian and Dutch international assignees and intention to leave the organization

AU - Valk , M.

AU - van Engen, M.L.

AU - Szkudlarek, B.

AU - van der Velde, M.

PY - 2015

Y1 - 2015

N2 - PurposeThe purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The Netherlands who either were or had been on international assignments in the respective countries.Design/methodology/approachInterviews were conducted with 25 Dutch and 30 Indian international assignees (IAs) and repatriates in both India and The Netherlands. Thematic analysis resulted in four themes: met and unmet expectations of career advancement opportunities; knowledge transfer and labour marketability; economic growth versus economic recession and alternative employment opportunities; and boundaryless careers: adventure and entrepreneurship.FindingsRepatriate expectations about the use of knowledge, skills and abilities gained in the host country moderate the relationship between the macro-economic situation of the home country and repatriate attrition/retention, such that met expectations of Indian respondents decreased their intention to leave the organisation, even in a conducive macro-economic context with ample alternative employment opportunities. Unmet expectations of Dutch respondents increased their intention to leave the organisation, even in an unfavourable macro-economic context with few alternative employment opportunities.Research limitations/implicationsThe sample of Indian and Dutch IAs and repatriates may limit generalisation of the findings to samples from other countries with distinct cultural contexts and macro-economic conditions.Practical implicationsGlobal organisations that set realistic expectations about re-entry career opportunities for repatriates, facilitate knowledge transfer after repatriation, and adequately respond to boundaryless career ambitions of repatriates, can reduce repatriate turnover intention and attrition.Originality/valueThis study shows that repatriate attrition versus retention is embedded in the macro-economic context of the home country, leading to three types of career mobility upon completion of an international assignment: intra-organisational mobility; organisational boundary-crossing; and geographical boundary crossing.Keywords: India, The Netherlands, Repatriates, International assignees, Repatriate turnover intention, Repatriation experience

AB - PurposeThe purpose of this exploratory, empirical study is to gain insight into repatriation experiences and repatriate turnover intention of employees from India and The Netherlands who either were or had been on international assignments in the respective countries.Design/methodology/approachInterviews were conducted with 25 Dutch and 30 Indian international assignees (IAs) and repatriates in both India and The Netherlands. Thematic analysis resulted in four themes: met and unmet expectations of career advancement opportunities; knowledge transfer and labour marketability; economic growth versus economic recession and alternative employment opportunities; and boundaryless careers: adventure and entrepreneurship.FindingsRepatriate expectations about the use of knowledge, skills and abilities gained in the host country moderate the relationship between the macro-economic situation of the home country and repatriate attrition/retention, such that met expectations of Indian respondents decreased their intention to leave the organisation, even in a conducive macro-economic context with ample alternative employment opportunities. Unmet expectations of Dutch respondents increased their intention to leave the organisation, even in an unfavourable macro-economic context with few alternative employment opportunities.Research limitations/implicationsThe sample of Indian and Dutch IAs and repatriates may limit generalisation of the findings to samples from other countries with distinct cultural contexts and macro-economic conditions.Practical implicationsGlobal organisations that set realistic expectations about re-entry career opportunities for repatriates, facilitate knowledge transfer after repatriation, and adequately respond to boundaryless career ambitions of repatriates, can reduce repatriate turnover intention and attrition.Originality/valueThis study shows that repatriate attrition versus retention is embedded in the macro-economic context of the home country, leading to three types of career mobility upon completion of an international assignment: intra-organisational mobility; organisational boundary-crossing; and geographical boundary crossing.Keywords: India, The Netherlands, Repatriates, International assignees, Repatriate turnover intention, Repatriation experience

U2 - 10.1108/JIBR-09-2014-0064

DO - 10.1108/JIBR-09-2014-0064

M3 - Article

VL - 7

SP - 243

EP - 270

JO - Journal of Indian Business Research

JF - Journal of Indian Business Research

SN - 1755-4195

IS - 3

ER -