Concepts drawn from models of the employee turnover process have been neglected as explanatory variables in the study of expatriate turnover. The study presented here attempted to provide a partial validation of turnover models in the international environment. The results indicated that several categories of predictor variables hypothesized as important in domestic situations are also strongly related to expatriate job satisfaction and organizational commitment. Additionally, a variety of unique international variables are also related to the expatriate's attitudes. Both job satisfaction and organizational commitment were also strongly related to the expatriate's intention to quit.
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