Predicting turnover among repatriates: can organizations affect retention rates?
Predicting turnover among repatriates: can organizations affect retention rates?
复制标题
预测归国人员流动率：组织会影响保留率吗？
DOI：
10.1080/09585199500000027
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发表时间：
1995
影响因子：
5.6
通讯作者：
Linda K. Stroh
中科院分区：
文献类型：
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作者：
Linda K. Stroh
本研究以51家美国跨国公司的51名国际人力资源专家为样本，考察了在过去三年中返回母公司的回国人员的组织职业发展预测因素。这项研究是基于费尔德曼和托马斯（1992）的工作，该工作表明，对职业发展问题的关注可以影响组织的国内和全球员工的保留率。本研究结果表明，以下变量是归国人员离职的显著预测因子：与海外派遣对组织的重要性相关的企业价值观；组织是否有回国人员的职业发展计划；以及企业动荡对回国人员安置能力的明显影响。该研究建议对美国公司以外国家的员工进行类似的研究。
This study used a sample of fifty-one international human resource specialists from fifty-one US-based multinational corporations to examine organizational career development predictors of turnover among repatriates who had returned to their parent companies in the past three years. The study was based on the work of Feldman and Thomas (1992), which suggests that attention to career development issues can affect an organization's retention rates of both its domestic and its global employees. The results of this study suggested that the following variables are significant predictors of turnover among repatriates: corporate values related to the importance of an overseas assignment to the organization; whether the organization has a career development plan for repatriates; and the perceived impact of corporate turbulence on being able to place repatriates adequately upon their return. The study recommended similar research using repatriates from countries other than those working in US-based firms.