Papers on "Expatriate, Repatriation, and Commitment" and similar term paper topics
Paper #047226 ::
Expatriate, Repatriation, and Commitment
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This paper is a complete research study to further understand successful strategies utilized to increase more positive outcomes associated with repatriation of employees who are returning to the home organization.
Written in 2004; 12,035 words; 41 sources; APA;
$ 233.95
Paper Summary:
This paper examines the problem of employees sent on assignment overseas, who often experience difficulties upon their return to the U.S. and must readjust to the culture with which they once closely were identified. The author explains that organizations with successful repatriation programs have identified various requirements and employee needs, which result in employee retention for an extended period. The paper reviews the study's research design, which is the qualitative and quantitative exploration and analysis of information, known as historiography, that provides a systematic process of the study of prior historical research.
Table of Contents
Introduction to the Study
Statement of the Problem
Purpose of the Study
Review of Related Literature
Factors Influencing Expatriation and Repatriation
Alternative Models of Repatriation
Shorter Expatriation Periods
Adaptation Model
Career Transitions Model
Organizational Support Model
Research Methodology
Research Design
Statistical Analysis
Data Collection
Findings of the Study
Recommendations
Conclusion
From the Paper:
"The basic question facing companies and their expatriate employees is whether any formal or informal repatriation program is offered. While this may seem obvious, the answer differs greatly from company to company. The existence of formal repatriation programs tends to be quite low. One research project by the Conference Board found a little more than one-third, or 36% of respondents offered some sort of repatriation assistance (CLC). Another recent survey found only 27% of the companies surveyed had such a program (HR Reporter). The length of the training varies from less than one day to two or three weeks. Of the respondents, 36.7 percent said their programs were a day or less, and 23.3 percent said they lasted two to three days. More than 26 percent said the training varies by the location of the assignment."
Tags:
career adaptation japanese family frustration
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