An examination of factors influencing Taiwanese repatriates' intentions to leave their organization: A study of international human resource development.

摘要

This study addressed the challenge of repatriate retention and turnover by focusing on how effective repatriation adjustment, job satisfaction, and organizational commitment are at predicting the Taiwanese repatriates' intentions to leave their organization. By building on the repatriation adjustment and turnover theories and researches, this study expanded these recent findings to Taiwanese repatriates. The instrument was translated into Chinese by following translation/back translation protocol. An Internet survey method was used to collect data, and a total of 118 usable surveys were received. Demographic differences, gender, age, and tenure with the organization, were found to be significantly related to repatriates' intent to leave the organization in ANOVA analyses. Overall interrelations among the independent variables showed a positive strong relationship and negatively related to intent to leave the organization. The results of multiple regression indicated that repatriation adjustment was the strongest predictor of intent to leave. The combination of the three variables can predict approximately 58 percent of the variance of intent to leave. The results provide empirical evidence that repatriation adjustment, job satisfaction, and organizational commitment are negatively related to intent to leave the organization. Furthermore, the conceptual framework of this study can be a guide to future research in repatriates' turnover intention. Finally, the results and recommendations of this study may help multinational organizations in Taiwan to enhance the international assignment process of their employees and keep valuable human capital within the organization.