Fabricia Rosa, Rogério J. Lunkes, Daiane Antonini Bortoluzzi and Januário José Monteiro
This study aims to analyze the effect of cultural controls and environmental strategy (ES) on environmental innovation (EI). Second, this study examines the role of eco-learning…
Abstract
Purpose
This study aims to analyze the effect of cultural controls and environmental strategy (ES) on environmental innovation (EI). Second, this study examines the role of eco-learning (ECOL) in ES.
Design/methodology/approach
This research sample was composed of 150 publicly traded Brazilian companies that participated in a survey. The hypotheses were analyzed through structural equation modeling and fuzzy set qualitative comparative analysis.
Findings
The results showed that cultural controls have a negative effect on ES and a positive effect on EI. This study highlights the importance of ES and ECOL in mitigating the negative impact of cultural controls. The results suggest that organizations adopt a high degree of ECOL and ES to achieve high EI.
Originality/value
This study expands the understanding of the ambivalence of cultural controls and contributes to the literature by suggesting combining them with ES and ECOL to generate environmental benefits.
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Tania Nery‐Kjerfve and Gary N. McLean
The purpose of this paper is to present a review of the topic of repatriation and the potential benefits of the use of repatriated employees to enhance global knowledge and…
Abstract
Purpose
The purpose of this paper is to present a review of the topic of repatriation and the potential benefits of the use of repatriated employees to enhance global knowledge and organizational learning in multinational corporations.
Design/methodology/approach
The paper provides an integrative literature review of articles published on repatriation, knowledge transfer, and organization learning 1999‐2009.
Findings
The literature review revealed that repatriation is a growing field of study in international human resources, and must be addressed as a multidimensional phenomenon in order to capture a clear picture of the challenges and potential benefits resulting from repatriation.
Originality/value
This paper suggests practical measures to address repatriation and identify gaps for future research.
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The purpose of this study is to understand the multiple aspects of readjustment of repatriates and to identify determinants relating to the readjustment, to enable MNEs…
Abstract
Purpose
The purpose of this study is to understand the multiple aspects of readjustment of repatriates and to identify determinants relating to the readjustment, to enable MNEs (multinational enterprises) to utilize the advantages and retain the valuable knowledge that repatriates offer to the organization for talent management.
Methodology/approach
This study conducted a quantitative work involving questionnaire responses of 192 repatriates who returned to Japan after international assignments in MNEs.
Findings
Based on the results of the analysis using this Japanese data, the discussion is summarized in the following three points. First, it is important to seek determinants for the readjustment by focusing on all the aspects of ‘repatriation adjustment’ because the determinants of subordinate aspects are not always identical. Second, ‘organizational factors — work duties’ play a vital role in the readjustment to the organization different from the readjustment to daily life. Further, organizations benefit from providing assistance to both the repatriates and the family of the repatriates to ensure that they are able to successfully readjust to life in the home country.
Originality/value
This study performed a comprehensive analysis of the subordinate concepts of the ‘repatriation adjustment’ dividing it into four aspects of job and private life. Factors related to the readjustment were classified into three factors by using a framework that analyses issues repatriates face by classifying these into changes occurring over time and changes due to cultural differences, and show a logical framework that elucidates the repatriation adjustment factors.
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Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet and Janice Jones
The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the…
Abstract
Purpose
The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the re-entry decisions and experiences of company-assigned (CA) repatriates, whilst studies on self-initiated expatriates (SIEs) that repatriate back to their home countries (i.e. self-initiated repatriates (SIRs)) are limited, particularly in emerging transition economies. This study develops and tests a model to explain the factors influencing professional SIRs' turnover intentions and how repatriation readjustment affects their intentions in Vietnam.
Design/methodology/approach
The data was collected from 445 Vietnamese professional SIRs who worked and/or studied for extended periods overseas and subsequently returned to Vietnam. Structural equation modelling (SEM) was used to analyse the data.
Findings
Results indicate that both work and life repatriation adjustment difficulties have significant positive effects on turnover intentions, whilst only repatriation life adjustment difficulties have an indirect effect via life dissatisfaction. Further, cultural distance positively influences repatriation adjustment difficulties and turnover intentions. SIRs' on-the-job and off-the-job embeddedness negatively moderate the influence of repatriation work and life adjustment difficulties on turnover intentions, respectively.
Originality/value
The study develops a theoretical model explaining how repatriation difficulties impact the turnover intentions of SIRs, considering contextual factors including cultural distance and embeddedness. The research highlights the importance of job embeddedness as a form of social and organisational support for SIRs in managing psychological challenges related to repatriation, which can help reduce turnover and retain highly skilled talent. Additionally, the study extends repatriation research on an under-researched subgroup of SIEs, SIRs, in an under-researched emerging transition economy context.
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K.A. Marques, C.E Celli, J.H. Passoni, D. Teixeira, E. Bachiega, E.S. Vidal, W.M. Carvalho, M.L. Aguiar and J.R. Coury
The monitoring of respirable particulate matter (PM10) and of total carbon percentage (mass basis) in the atmosphere of São Carlos (SP) was performed in the period between…
Abstract
The monitoring of respirable particulate matter (PM10) and of total carbon percentage (mass basis) in the atmosphere of São Carlos (SP) was performed in the period between September 1997 and January 2000. São Carlos, located in the central region of the state of São Paulo, has a population of close to 180,000 inhabitants and about 500 industrial establishments of medium to small size, mainly dealing with metallurgy, textiles, food and ceramics. The equipment used for air monitoring was a high volume sampler (GVS‐GRASEBY/GMW) equipped with a one‐stage inertial separator for a 10μm particle cut diameter. The PM10 concentration was determined by gravimetry and the total carbon concentration by the Ströheim method. The results show a well defined seasonal dependence of both the PM10 and of the total carbon concentration. Higher concentrations of PM10 and carbon were observed in autumn and winter, which also coincided with low relative humidity and precipitation. The measured trends were compared with the PM10 data from the city of São Paulo in the same period and showed similar seasonal dependence. However, in relative terms, the PM10 concentration in São Carlos showed stronger seasonal dependence than in São Paulo.
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Xiaoqian Ye, Ling Li and Xuejun Tan
Drawing on recent literature and empirical data, the purpose of this paper is to explore the relationships between perceived organizational support (POS), perceived…
Abstract
Purpose
Drawing on recent literature and empirical data, the purpose of this paper is to explore the relationships between perceived organizational support (POS), perceived overqualification (POQ) and turnover intentions (TI) in repatriates working in multinational corporations (MNCs).
Design/methodology/approach
Survey data were collected from 145 repatriates who had been contacted beforehand from MNCs in China. Structural equation modeling and hierarchical regression are used to examine the data.
Findings
It is shown that POQ and POS both affect repatriates TI, with POQ having the stronger effect, while POS plays a mediatory role between POQ and TI. Specifically, under the same POQ, repatriates TI will decrease as the POS increases.
Research limitations/implications
The study design is cross-sectional and based on self-reporting, which makes causal explanations of the results difficult.
Practical implications
POQ and POS are both shown to influence TI, with POQ having the greater effect. This means managers can offset the effect of repatriates POQ on TI by providing better support and assistance, which can help MNCs reduce repatriates TI and retain employees.
Originality/value
This paper examines the antecedents of TI, and adds valuable new insights to the literature on repatriation through its research data, offering further evidence that managers in transnational corporations should pay more attention to organizational support policy on repatriates in order to reduce their turnover.
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David R. Ellis, Kaye Thorn and Christian Yao
While there is a burgeoning literature on self-initiated expatriates (SIEs), the emphasis has been on expatriation not repatriation. The purpose of this paper therefore is to…
Abstract
Purpose
While there is a burgeoning literature on self-initiated expatriates (SIEs), the emphasis has been on expatriation not repatriation. The purpose of this paper therefore is to explore how repatriating SIEs perceive the experience of repatriation compared with their pre-repatriation expectations. Further, we examine the seminal work of Black et al. (1992) in the light of current day realities.
Design/methodology/approach
This qualitative research draws on interviews with SIE New Zealanders returning home. It is an exploratory longitudinal study, based on interview data collected prior to (n = 32), and after (n = 27) repatriation, comparing expectations and experiences of repatriation.
Findings
Findings show that there is a strong level of congruence between the expectations of the return and their experience of repatriation. This congruence eases the transition and mitigates the impact of reverse culture shock. We revise Black et al.'s framework of repatriation adjustment to more accurately reflect the expectations and experiences of repatriating SIEs, recognising the importance of individual agency and the impact of today's technological advances on repatriation.
Research limitations/implications
The contributions of this paper include clarification of repatriating SIEs. Further, through the revision of the framework, we identify new areas of research that would aid our understanding of repatriating SIEs and lead to the development of a more detailed model. We highlight the interplay between variables showing how these might mitigate the shock of repatriation.
Originality/value
Repatriation is an under-researched phase of the SIE, and this study provides empirical data that contributes to our understanding of the construct. Black et al.'s framework of repatriation adjustment is revised in the context of contemporary SIE, highlighting the holistic nature of self-initiated expatriation and repatriation, viewing the events not as discrete, but as a continuum of time.
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Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet, Janice Jones and Nhat Tan Pham
The purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to…
Abstract
Purpose
The purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to work in different types of international workplaces in their home country.
Design/methodology/approach
A survey of professional accounting returnees in Vietnam was undertaken and multiple regression analysis was applied to test the proposed relationships.
Findings
This study finds that career satisfaction is affected by career fit, career sacrifice, types of international workplaces (domestically headquartered firms versus globally headquartered firms) and cross-cultural work readjustment. Further, cross-cultural work readjustment partially mediates the effect of career fit and career sacrifice on career satisfaction.
Practical implications
The research provides the basis for designing career-related employee experiences to support career satisfaction of professional accounting returnees.
Originality/value
This study integrates dimensions of career embeddedness with cross-cultural work readjustment and employee experiences, which are normally studied separately, in different types of international workplaces. It contributes to the limited research on contributors to well-being in the form of career satisfaction among professional returnees in an emerging economy.
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Robinson James and Theophilus Azungah
This paper aims to examine the influence of academic repatriates’ perceived organizational support, adjustment and external employment opportunity on their intention to leave.
Abstract
Purpose
This paper aims to examine the influence of academic repatriates’ perceived organizational support, adjustment and external employment opportunity on their intention to leave.
Design/methodology/approach
The data were collected from Sri Lankan academics who returned to their home university after completing their work (teaching/research) abroad. The repatriates who involved in teaching and research for one or more years abroad were included in this survey.
Findings
Results indicated that repatriates’ both the perceived organizational support had an important role to play in the prediction of repatriation adjustment and intention to leave. In turn, academics who adjusted to their repatriation better were highly likely to stay at their home university. In addition, repatriates’ perceived organizational support decreased their intention to leave through adjustment. In addition, when repatriates had trouble in adjustment and perceived high external employment opportunities, they reported higher intentions to leave the university than those who perceived fewer external employment opportunities.
Research limitations/implications
This study relied on cross-sectional and self-reported data and was conducted with small number of sample (112).
Practical implications
For the academic institutions, this study will help to clarify their role in managing repatriation adjustment and develop appropriate organizational systems that can facilitate repatriates to better adjust to their repatriation which, in turn, reduces their intention to leave. This study signifies the role of management in retaining repatriates.
Originality/value
This study further contributes to the current discussion on repatriation and moves this discussion to academic repatriates. This study, particularly, discusses the issues of retaining repatriates in a Sri Lankan context as a developing country where attracting and retaining academic repatriates are more challenging tasks for universities.