The influence of job demands and resources on repatriate career satisfaction: A relative deprivation perspective |
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| Authors: | Hong Ren Mark C Bolino Margaret A Shaffer Maria L Kraimer |
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| Institution: | 1. Department of Management and Marketing, Collins College of Business, The University of Tulsa, Helmerich Hall, 2900 East 5th Street, Tulsa, OK 74104, United States;2. The University of Southern Mississippi, College of Business, Division of Management and International Business, Hattiesburg, MS 39406, United States;3. University of Oklahoma, Price College of Business, Division of Management, Norman, OK 73019, United States;1. University of Science and Technology of China, China;2. University of Queensland, Australia;3. Iowa State University, USA;4. Ghent University, Belgium;1. Monash University, Malaysia;2. University Fellows International Research Consortium, USA;3. Florida Atlantic University, USA;4. University of Hartford, USA;5. Instituto Tecnológico de Celaya, Mexico;6. Université de Fribourg, Switzerland;7. Chinese Academy of Sciences, China;8. University of Valencia, Spain |
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| Abstract: | Drawing on Job Demands–Resources and relative deprivation theories, we develop a model of repatriate career satisfaction. We examine three job demands (psychological contract breach associated with pay, career derailment, and perceived underemployment) and suggest that each induces feelings of relative deprivation and thus is detrimental to repatriate career satisfaction. We further examine how two job resources, repatriates’ perceptions of how valuable their international assignment is to their careers and their beliefs about how it is valued by their organizations, moderate the job demands–career satisfaction relationships. Using a sample of 84 repatriates, we found some support for our integrated framework. |
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