Abstract:
International human resource management (IHRM) literature widely discusses the
issues of repatriation of employees in multinational companies. This literature mainly
focuses on job related variables and provides theoretical models for repatriation
adjustment of corporate employees. However, these models are not sufficient to
understand the repatriation process of other repatriates working in different types of
organizations. Thus, this study focuses on developing a model that explains causes
and consequences of repatriation adjustment of all types of business employees based
on existing relevant literature and theories in different field of study. The proposed
model was supported by Uncertainty reduction theory socialization tactics theory and
cognitive and sense making theory. This model suggests that individual, group and
organizational level strategies need to be developed to facilitate repatriation
adjustment and the successful repatriation adjustment encourages employees’
knowledge sharing intention. Further, it discusses the role of repatriates’ personal and
situational variables on adjustment. This study contributes to the literature in a way of
providing a meaningful theoretical model explaining the factors that facilitate
repatriation adjustment and its consequences, and relates socialization theories to
repatriation adjustment. This study highlights the role of individual, group and
organization in the process of repatriation adjustment and improved (better) use of
top talent at the organization.
