This article examined the influence of academic repatriates’ proactive behavior, perceived organizational support, and coworker support on repatriation adjustment and work engagement. The study was conducted with a group of 102 (71 males, 31 females) Sri Lankan academic repatriates. Survey data were analyzed using structural equation modeling (SEM). Results indicated that repatriates’ proactive behaviors, perceived organizational, and coworker support had an important role to play in the prediction of repatriation adjustment. Further, results indicated the essential role of individuals, groups, and the organization on repatriation adjustment and work engagement of academic repatriates. By empirically investigating antecedents and consequences of repatriation adjustment of academic repatriates, this study broadens the context of repatriation research. Also, this study introduced adjustment as a predictor of work engagement and found it had more influence on engagement than the perceived support practices among academic repatriates.
AdlerN. J. (1981). Re-entry: Managing cross-cultural transitions. Group & Organization Management, 6, 341–356.
2.
AdlerN. J.GundersenA. (2008). International dimensions of organizational behaviour. Mason, OH: South-Western.
3.
AllenT. D.McManusS. E.RussellJ. E. A. (1999). Newcomer socialization and stress: Formal peer relationships as a source of support. Journal of Vocational Behavior, 54, 453–470.
4.
AshfordS. J.BlackJ. S. (1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81, 199–214.
5.
BagozziR. P.BaumgartnerH. (1994). The evaluation of structural equation models and hypotheses testing. In BagozziR. P. (Ed.), Principles of marketing research (pp. 323–359). Cambridge, England: Blackwell Publishers.
6.
BakkerA. B.DemeroutiE. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22, 309–328.
7.
BakkerA. B.van VeldhovenM.XanthopoulouD. (2010). Beyond the demand-control model: Thriving on high job demands and resources. Journal of Personnel Psychology, 9, 3–16.
8.
BaruchY.HallD. T. (2004). The academic career: A model for future careers in other sectors?Journal of Vocational Behavior, 64, 241–262.
9.
BlackJ. S.GregersenH. B.MendenhallM. E. (1992). Toward a theoretical framework of repatriation adjustment. Journal of International Business Studies, 23, 737–760.
10.
BlackJ. S.MendenhallM.OddouG. (1991). Toward a comprehensive model of international adjustment: An integration of multiple theoretical perspectives. Academy of Management Review, 16, 291–317.
11.
CableD. M.DeRueD. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875.
12.
CableD. M.JudgeT. A. (1996). Person–organization fit, job choice decisions, and organizational entry. Organizational Behavior and Human Decision Processes, 67, 294–311.
13.
ChiaburuD. S.HarrisonD. A. (2008). Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. Journal of Applied Psychology, 93, 1082.
14.
DemeroutiE.NachreinerF.BakerA. B.SchaufeliW. B. (2001). The job demands- resources model of burnout. Journal of Applied Psychology, 86, 499–512.
15.
DucharmeL. J.MartinJ. K. (2000). Unrewarding work, coworker support, and job satisfaction: A test of the buffering hypothesis. Work and Occupations, 27, 223–243.
16.
EisenbergerR.FasoloP.Davis-LaMastroV. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51–59.
EndersJ.KaulischM. (2006). The binding and unbinding of academic careers. In TeichlerU. (Ed.), The formative years of scholars (Wenner Gren International Series, pp. 85–95). Enschede, Netherlands: Center for higher education policy studies (CHEPS), University of Twente.
19.
FeldmanD. C.TompsonH. B. (1993). Expatriation, repatriation, and domestic geographical relocation: An empirical investigation of adjustment to new job assignments. Journal of International Business Studies, 24, 507–529.
20.
FornellC.LarckerD. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18, 39–50.
21.
GarsonB. (2005). Teaching abroad: A cross-cultural journey. The Journal of Education for Business, 80, 322–326.
GötzO.Liehr-GobbersK.KrafftM. (2010). Evaluation of structural equation models using the partial least squares (PLS) approach. In Esposito VinziV.ChinW. W.HenselerJ.WangH. (Eds.), Handbook of partial least squares (pp. 691–711). Heidelberg, Germany: Springer.
24.
GreerT. W.StilesA. C. (2016). Using HRD to support repatriates a framework for creating an organization development strategy for repatriation. Human Resource Development Review. doi:10.1177/1534484315626019
25.
GregersenH. B.StrohL. K. (1997). Coming home to the arctic cold: Antecedents to Finnish expatriate and spouse repatriation adjustment. Personnel Psychology, 50, 635–654.
26.
GrumanJ. A.SaksA. M. (2013). Organizational socialization and newcomers’ psychological capital and well-being. In BakkerA. B. (Ed.), Advances in positive organizational psychology (pp. 211–236). Bingley, England: Emerald Group.
27.
HairJ. F.BlackW. C.BabinB. J. (2010). Multivariate data analysis: A global perspective (7th ed.). Upper Saddle River, NJ: Prentice Hall.
28.
HairJ. F.HultG. T. M.RingleC. M.SarstedtM. (2017). A primer on partial least squares structural equation modeling (2nd ed.). Thousand Oaks, CA: Sage.
29.
HairJ. F.RingleC. M.SarstedtM. (2011). PLS-SEM: Indeed a silver bullet. The Journal of Marketing Theory and Practice, 19, 139–152.
30.
HairJ. F.RingleC. M.SarstedtM. (2013). Partial least squares structural equation modeling: Rigorous applications, better results and higher acceptance. Long Range Planning, 46, 1–12.
31.
HakanenJ. J.BakkerA. B.SchaufeliW. B. (2006). Burnout and work engagement among teachers. Journal of School Psychology, 43, 495–513.
32.
HarrisP. R.MoranR. T. (2000). Managing cultural differences: Leadership strategies for a new world of business. Woburn, MA: Butterworth-Heinemann.
33.
HarterJ. K.SchmidtF. L.HayesT. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87, 268–279.
34.
HenselerJ.RingleC. M.SarstedtM. (2015). A nediscriminant validity in variance-based structural equ academy of marketing science, 43, 115–135.
35.
HobfollS. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324.
36.
HowardC. G. (1974). The returning overseas executive: Cultural shock in reverse. Human Resource Management, 13, 22–26.
37.
Howe-WalshL.TorkaN. (2017). Repatriation and (perceived) organisational support (POS). The role of and interaction between repatriation supporters. Journal of Global Mobility: The Home of Expatriate Management Research, 5, 60–77.
38.
HullandJ. (1999). Use of partial least squares (PLS) in strategic management research: a review of four recent studies. Strategic Management Journal, 20, 195–204.
39.
JamesR. (2018). Repatriation of academics: A study on Sri Lankan university lecturers. South Asian Journal of Human Resources Management, 5, 96–116.
40.
JassawallaA.SashittalH. C. (2011). Integrating repatriated managers in MNCs. In MarianoS.MohamedM.GhauriP.MohiuddinQ. (Eds.), The role of expatriates in MNCs knowledge mobilization (pp. 113–130). Bingley, England: Emerald Group.
41.
JepsenD. M.SunJ. J. M.BudhwarP. S.KleheU. C.KrausertA.RaghuramS.ValcourM. (2014). International academic careers: Personal reflections. The International Journal of Human Resource Management, 25, 1309–1326.
42.
KahnW. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692–724.
43.
KimN. R.KimH. J.LeeK. H. (2018). Social support and occupational engagement among Korean undergraduates: The moderating and mediating effect of work volition. Journal of Career Development, 45, 285–298.
44.
KimT.CableD. M.KimS. (2005). Socialization tactics, employee proactivity, and person-organization fit. Journal of Applied Psychology, 90, 232–241.
45.
KockN. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of E Collaboration, 11, 1–10.
46.
KoyuncuM.BurkeR. J.FiksenbaumL. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International, 25, 299–310.
47.
LazarovaM.CaligiuriP. (2002). Retaining repatriates: The role of organizational support practices. Journal of World Business, 36, 389–401.
48.
LazarovaM.TariqueI. (2005). Knowledge transfer upon repatriation. Journal of World Business, 40, 361–373.
49.
LorangeP. (2006). A performance‐based, minimalist human resource management approach in business schools. Human Resource Management, 45, 649–658.
50.
MaunoS.KinnunenU.RuokolainenM. (2007). Exploring work- and organization-based resources as moderators between work–family conflict, well-being, and job attitudes. Work & Stress, 20, 210–233.
51.
O’SullivanS. L. (2002). The protean approach to managing repatriation transitions. International Journal of Manpower, 23, 597–616.
52.
OddouG.OslandJ. S.BlakeneyR. N. (2008). Repatriating knowledge: Variables influencing the “transfer” process. Journal of International Business Studies, 40, 181–199.
53.
PodsakoffP. M.MacKenzieS. B.LeeJ. Y.PodsakoffN. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
54.
PreacherK. J.HayesA. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40, 879–891.
55.
RaytonB. A.YalabikZ. Y. (2014). Work engagement, psychological contract breach and job satisfaction. The International Journal of Human Resource Management, 25, 1–19.
56.
ReillyE. D.AwadG. H.KellyM. M.RochlenA. B. (2019). The relationship among stigma consciousness, perfectionism, and mental health in engaging and retaining STEM women. Journal of Career Development, 46, 440–454.
57.
RichardsonJ.McKennaS. (2002). Leaving and experiencing: Why academics expatriate and how they experience expatriation. Career Development International, 7, 67–78.
58.
SaksA. M.AshforthB. E. (1997). Organizational socialization: Making sense of the past and present as a prologue for the future. Journal of Vocational Behavior, 51, 234–279.
59.
SaksA. M.GrumanJ. A. (2012). Getting newcomers on board: A review of socialization practices and introduction to socialization resources theory. In WanbergC. (Ed.), The Oxford handbook of organizational socialization (pp. 27–55). New York, NY: Oxford University Press.
60.
SaksA. M.GrumanJ. A.Cooper-ThomasH. (2011). The neglected role of proactive behavior and outcomes in newcomer socialization. Journal of Vocational Behavior, 79, 36–46.
61.
SchaufeliW. B.BakkerA. B.SalanovaM. (2006). The measurement of work engagement with a short questionnaire a cross-national study. Educational and psychological Measurement, 66, 701–716.
62.
SchaufeliW. B.MartínezI. M.PintoA. M.SalanovaM.BakkerA. B. (2002). Burnout and engagement in university students a cross-national study. Journal of Cross-Cultural Psychology, 33, 464–481.
63.
SeppäläP.MaunoS.FeldtT.HakanenJ.KinnunenU.TolvanenA.SchaufeliW. (2009). The construct validity of the Utrecht work engagement scale: Multisample and longitudinal evidence. Journal of Happiness Studies, 10, 459–481.
64.
StrohL. K. (1995). Predicting turnover among repatriates: Can organizations affect retention rates?International Journal of Human Resource Management, 6, 443–456.
65.
SussmanN. M. (2000). The dynamic nature of cultural identity throughout cultural transitions: Why home is not so sweet. Personality and Social Psychology Review, 4, 355–373.
66.
SussmanN. M. (2002). Testing the cultural identity model of the cultural transition cycle: Sojourners return home. International Journal of Intercultural Relations, 26, 391–408.
67.
TakeuchiR.WangM.MarinovaS. V.YaoX. (2009). Role of domain-specific facets of perceived organizational support during expatriation and implications for performance. Organization Science, 20, 621–634.
68.
TaylorS. E.BrownJ. D. (1988). Illusion and well-being: A social psychological perspective on mental health. Psychological Bulletin, 103, 193–210.
van den BrinkM.FruytierB.ThunnissenM. (2013). Talent management in academia: Performance systems and HRM policies. Human Resource Management Journal, 23, 180–195.
71.
WayneS. J.ShoreL. M.LidenR. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82–111.
72.
XanthopoulouD.BakkerA. B.DemeroutiE.SchaufeliW. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14, 121–141.
