Predictors of turnover intentions in learning-driven and demand-driven international assignments: The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities

Günter K. Stahl, Chei Hwee Chua, Paula Caligiuri, Jean Luc Cerdin, Mami Taniguchi

Research output: Contribution to journalArticle

111 Citations (Scopus)

Abstract

International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment. A total of 1,779 international assignees participated in a study that examined the factors associated with expatriate turnover intentions. The results indicate the importance of differentiating between two types of international assignments-developmental (or learning-driven) and functional (or demand-driven)-to understand expatriates' turnover intentions. While we found turnover intentions to vary depending on whether assignments are developmental or functional, the three sets of predictors of turnover intentions are similar. They are (1) lower satisfaction with company support, (2) higher repatriation concerns, and (3) lower career advancement opportunities within the company (relative to opportunities available outside the company). We discuss the implications for research and practice.

Original languageEnglish
Pages (from-to)89-109
Number of pages21
JournalHuman Resource Management
Volume48
Issue number1
DOIs
Publication statusPublished - 2009 Jan

Fingerprint

Learning
Industry
Managers
Turnover intention
International assignments
Repatriation
Predictors
Career advancement
Planning
Research
Expatriates
Factors
Assignment
Effective leadership
Development planning
Succession planning
Career development
Leadership development

Keywords

  • Careers
  • Expatriates
  • International assignments
  • Turnover intentions

ASJC Scopus subject areas

  • Management of Technology and Innovation
  • Strategy and Management
  • Applied Psychology
  • Organizational Behavior and Human Resource Management

Cite this

@article{15d08c11e1fa43d9b1aa2909a6fe7be2,
title = "Predictors of turnover intentions in learning-driven and demand-driven international assignments: The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities",
abstract = "International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment. A total of 1,779 international assignees participated in a study that examined the factors associated with expatriate turnover intentions. The results indicate the importance of differentiating between two types of international assignments-developmental (or learning-driven) and functional (or demand-driven)-to understand expatriates' turnover intentions. While we found turnover intentions to vary depending on whether assignments are developmental or functional, the three sets of predictors of turnover intentions are similar. They are (1) lower satisfaction with company support, (2) higher repatriation concerns, and (3) lower career advancement opportunities within the company (relative to opportunities available outside the company). We discuss the implications for research and practice.",
keywords = "Careers, Expatriates, International assignments, Turnover intentions",
author = "Stahl, {G{\"u}nter K.} and Chua, {Chei Hwee} and Paula Caligiuri and Cerdin, {Jean Luc} and Mami Taniguchi",
year = "2009",
month = "1",
doi = "10.1002/hrm.20268",
language = "English",
volume = "48",
pages = "89--109",
journal = "Human Resource Management",
issn = "0090-4848",
publisher = "Wiley-Liss Inc.",
number = "1",

}

TY - JOUR

T1 - Predictors of turnover intentions in learning-driven and demand-driven international assignments

T2 - The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities

AU - Stahl, Günter K.

AU - Chua, Chei Hwee

AU - Caligiuri, Paula

AU - Cerdin, Jean Luc

AU - Taniguchi, Mami

PY - 2009/1

Y1 - 2009/1

N2 - International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment. A total of 1,779 international assignees participated in a study that examined the factors associated with expatriate turnover intentions. The results indicate the importance of differentiating between two types of international assignments-developmental (or learning-driven) and functional (or demand-driven)-to understand expatriates' turnover intentions. While we found turnover intentions to vary depending on whether assignments are developmental or functional, the three sets of predictors of turnover intentions are similar. They are (1) lower satisfaction with company support, (2) higher repatriation concerns, and (3) lower career advancement opportunities within the company (relative to opportunities available outside the company). We discuss the implications for research and practice.

AB - International assignments have become an important part of managers' careers and are considered one of the most effective leadership development tools. Yet, studies consistently show that companies fail to integrate international assignments with long-term career development and succession planning and that a substantial percentage of expatriates leave the company upon completion of the international assignment. A total of 1,779 international assignees participated in a study that examined the factors associated with expatriate turnover intentions. The results indicate the importance of differentiating between two types of international assignments-developmental (or learning-driven) and functional (or demand-driven)-to understand expatriates' turnover intentions. While we found turnover intentions to vary depending on whether assignments are developmental or functional, the three sets of predictors of turnover intentions are similar. They are (1) lower satisfaction with company support, (2) higher repatriation concerns, and (3) lower career advancement opportunities within the company (relative to opportunities available outside the company). We discuss the implications for research and practice.

KW - Careers

KW - Expatriates

KW - International assignments

KW - Turnover intentions

UR - http://www.scopus.com/inward/record.url?scp=59449107144&partnerID=8YFLogxK

UR - http://www.scopus.com/inward/citedby.url?scp=59449107144&partnerID=8YFLogxK

U2 - 10.1002/hrm.20268

DO - 10.1002/hrm.20268

M3 - Article

AN - SCOPUS:59449107144

VL - 48

SP - 89

EP - 109

JO - Human Resource Management

JF - Human Resource Management

SN - 0090-4848

IS - 1

ER -