Repatriate knowledge transfer: Antecedents and boundary conditions of a dyadic process

In this study, we build on the ability-motivation-opportunity framework to test whether both repatriates’ disseminative capacity and domestic employees’ absorptive capacity as well as their opportunities for interaction affect repatriate knowledge transfer. Further, we examine the moderating effects of two distinctive factors associated with repatriate knowledge transfer: repatriate knowledge characteristics and characteristics of international assignments. Using multi-source time-lagged data from 101 dyads, we find support for most of our hypotheses. Our study contributes to theory and practice by providing an integrated analysis of antecedents and boundary conditions of repatriate knowledge transfer and by highlighting its dyadic nature.     

试析离岸人民币中心人民币供给与回流模式

本文探讨了在香港建立离岸人民币中心进程中的一个焦点问题，即采用何种人民币供给与回流模式。在阐释建立离岸人民币中心人民币供给和回流模式的动因和可行性的基础上，详细分析了适应现阶段离岸人民币中心发展的人民币供给与回流模式，指出当前的模式应该是谨慎和逐步开放性的：还评估了人民币供给与回流模式的发展前景。     

Triumphs and tragedies: expectations and commitments upon repatriation

Building on and extending the literature on organizational commitment, this study examines the relationship between repatriates' work and non-work-related expectations and their commitment to their parent companies and new local work units after completing international assignments. The results, based on a sample of 174 repatriates and 92 partners within five US multinationals, indicate that positive, linear relationships exist between certain work and non-work expectations and commitment to the parent company and local work unit, while significant, nonlinear relationships exist between other expectations and these commitments. These results have both theoretical and practical implications, which are discussed.     

高校海归人才归国适应影响因素及效应研究

高校海归人才是海归人才的重要组成部分,对我国科研发展具有重大作用。以高校海归人才为例进行研究,通过对12位高校海归人才的深度访谈,采用扎根理论分析方法,提取高校海归人才归国适应过程中的关键因素、关系与效应,对其共性进行总结,并采用“建构式解释”建立整体结构,最后得出3项研究推论和归国适应影响因素及其效应模型构架。     

Repatriation of European female corporate executives: an empirical study

The increased internationalization of business in recent years has made the understanding of international human resource management problems more important for executives in multinational companies. In recent years, researchers have paid considerable attention to the issues of adjustment of managers to international assignments. Interestingly, comparatively little research has been undertaken on the topic of repatriation, i.e. re-entry and readjustment of international managers and their families to their home countries. Despite the growth of women in international management there are very few studies that document the repatriation experiences of female international managers. In particular, very few studies have been conducted outside North America on the topic of repatriation of female corporate executives. This paper reports on the experiences of re-entry to home organizations and home countries by an exclusively senior sample of female international managers in Western Europe. Based on extensive empirical research, the findings establish that the repatriation phase of the international career move may be even more stressful than expatriation. The findings also establish that female international managers experience more difficulties than their male counterparts because of their pioneering roles. Finally, the paper suggests that home-based mentors and access to networks while abroad are important factors in contributing to the successful repatriation of international managers. The research findings make a theoretical contribution, not only to the analysis of gender and international human resource management but, also, to wider debates within the contemporary women in management and career theory literatures.     

Repatriation: what do we know and where do we go from here

Abstract

The unparalleled growth in multinational corporations in recent decades has witnessed a commensurate rise in the deployment of expatriates to foreign subsidiaries and their subsequent repatriation. However, despite considerable progress in our understanding of the expatriation phase of international assignments, the literature on repatriation remains fragmented and incomplete. Plagued with problematic re-adjustments, high turnover rates, and a range of other obstacles, there is an urgent need for an improved understanding of repatriation. This study systematically reviews the repatriation literature over the previous four decades, identifies its major themes, gaps and limitations, and provides a framework that consolidates the literature and prompts future work in several important new directions.     

Firms’ share price reactions to The American Jobs Creation Act

The American Jobs Creation Act of 2004 permitted a one-time 85% dividend received deduction for repatriated foreign earnings. A stated purpose of this legislation was to permit companies to access foreign earnings domestically that would have been too costly previously because of repatriation taxation. Using a portfolio analysis we find that firms with large foreign asset balances experienced significantly positive returns during the legislative window for the Jobs Act, and that these findings also hold for sub-samples that are designated as financially constrained or highly leveraged. These results indicate that the market perceived passage of the Jobs Act as good news for those firms with the need, domestically, for these unrepatriated foreign earnings. We conclude that these findings are supportive of the policy intentions that formed the basis of the temporary reduction in the repatriation taxes.     

Antecedents of repatriates' job satisfaction and its influence on turnover intentions: Evidence from Spanish repatriated managers

Executives in today's business world are increasingly conscious that the competitive advantage of international companies rests upon unique global knowledge and experience. Consequently, the retention of executives with these skills is one of the main concerns of international organizations. Dissatisfaction with the job assigned after expatriation is an important determinant of the repatriation failure rates. This study explores this relation as well as the antecedents of job satisfaction among a sample of 81 Spanish repatriated managers. Findings: job satisfaction relates to turnover and the position assigned to the repatriates on their return, as well as the accuracy of their expectations, influences their job satisfaction. The article discusses implications for practitioners and scholars.     

Benjamin Greygoose & Sons: survival in the death industry

This case study concerns a company, operating within a highly sensitive industry, which needs to adopt new planning and control procedures along with performance measures in order to ensure its long term survival. The case explores the characteristics of the UK funeral industry, and the impact of the incursion of large overseas companies on the operation of small family businesses. Porter's (1980) Competitive Strategy framework provides a vehicle for the analysis of generic strategies to secure competitive advantage when cost leadership is not a practical possibility. Product diversification and niche marketing are explored in a Teaching Note to a rewarding case, but one which may raise the emotional sensitivity of subjects.