The impact of personnel management of expatriates after relocating to Arab markets on their organisational commitment

摘要

Personnel management of expatriates is identified in this study as the training offered after arrival to the host country, the frequency of communication between expatriates and the parent company, and the level of technical support offered to expatriates. Organisational commitment is presented as affective commitment, continuous commitment, and normative commitment. The data was collected through an online survey that was distributed to 4,000 randomly selected expatriates and 873 valid responses were considered for this study. Quantitative correlational research design was used to analyse the data and answer the research question. It was found that, personnel management of expatriates is a significant predictor of expatriates' level of organisational commitment. To improve organisational commitment for expatriates, international human resources managers must provide more training courses to expatriates after their arrival to the host country, frequently communicate with them, and provide them with the needed technical support as soon as they ask for it. The limitation of this study is the blind selection of participants with no consideration of their nationality or cultural background. Future research recommendation is to explore the types of training that expatriates might need to increase their level of organisational commitment.