Research On The Relationship Between Organizational Career Management And Repatriates' Knowledge Transfer Intention

In the face of the ever-changing international economic environment,multinational corporations are paying increasingly attention to the core driving force of organizational innovation:organizational learning and knowledge management.Knowledge transfer within the organization gradually highlights its importance.Repatriates not only carry the knowledge capital of multinational corporations,but also obtain rich and heterogeneous knowledge,skills,and abilities in international assignments.They gradually become essential participants of knowledge transfer and sharing.Therefore,the method of stimulating the willingness of repatriates to participate in the knowledge transfer to play the unique advantages has earned continually attention.Though the impact of organizational supports on the repatriates'knowledge transfer intention has been recognized,there is a lack of researches on specific human resource management policies and practices.By reviewing related studies,repatriates have high career development expectations,but in the face of career development difficulties,such as lack of promotion and organizational career management.The gap between the expectation and the reality affects the cognition,attitudes,and emotions of repatriates,which is very likely to hinder the motive,intention,and behavior of knowledge transfer.Therefore,based on the inducement-contribution theory and person-organization fit theory,this study explores the impacts of organizational career management on the repatriates' knowledge transfer intention and further analyzes the impacts of perceived insider status and person-organization fit as mediator and moderator.In this study,repatriates in the multinational corporates are surveyed and the data of 170 valid questionnaires were analyzed by statistical software SPSS and AMOS to test the hypotheses.This study ultimately found that:Organizational career management has a significant positive impact on repatriates'knowledge transfer intention;repatriates' perceived insider status has partial mediating effect between the positive relationship of organizational career management and knowledge transfer intention;repatriates' person-organization fit has moderating effect between the positive relationship of organizational career management and knowledge transfer intention;and the sub-dimensions of person-organization fit "supplementary fit,needs-supplies fit and demands-abilities fit" also have moderating effects.This study identifies the important organizational incentive,organizational career management,which motivates repatriates'knowledge transfer intention,clarifies the mediating role of perceived insider status among the relationship,and incorporates person-organization fit as situational factors in the theoretical framework.It is of theoretical significance to deepen the research on the effect of concrete organization support measures on knowledge transfer intention.Meanwhile,it also expands the research on the boundary condition of knowledge transfer.The research results are of practical significance to multinational managers for how to choose the inducement to stimulate repatriates' knowledge transfer intention.Multinational corporations should combine repatriates' self-career planning and organizational goals after fully communicating with the repatriates,followed by conducting organizational career management,Besides,organizational career management policies should cover self-recognition of career,training,job information communication and fair promotion,to promote repatriates' perceived insider status.Meanwhile,multinational corporations should also improve the repatriates'supplementary fit and complementary fit through method such as the selection,training,and job matching.