| In the literature related to programs in which companies send employees on expatriate assignments, research tends to focus on the examination of success criteria of expatriate programs as a function of either expatriation or repatriation successes. This study argues that the success of expatriation programs can only be fully captured when success criteria are met on both expatriation and repatriation experiences. Since few studies investigate this dual objective of expatriate programs, the present study replicates and extends the current body of research on expatriate human resources strategies by collecting measures of expatriation and repatriation experiences from a group of current and past expatriates from a large manufacturing company.;The proposed model investigated the influence of individual, social, and organizational factors in predicting expatriate and repatriate effectiveness measures of adjustment, turnover intentions, performance, and satisfaction. We found full or partial support for all the hypothesized relationships. Finally, we discussed the study's limitations and proposed new research agendas. |
