Employee perceptions of repatriation in an emerging economy: The Indian experience
通过半结构化访谈，研究印度归国员工对人力资源活动促进或阻碍归国过程的看法，发现缺乏正式协助、联系人和再入文化培训，建议管理期望并优化HR职能。
Abstract As employees' international mobility has increased, implementing repatriation processes has become a significant human resource (HR) issue. Through an exploratory study using a semi‐structured interview method, we examine repatriated employees' views about HR activities that facilitate and hinder the repatriation process in the emerging economy of India. Respondents described lack of formal repatriation assistance, no contact person in HR to help with repatriation, and lack of re‐entry culture‐related training as characteristic of the repatriation process. Managing employees' expectations, along with creating a more sensitive, structured, and strategic HR function, are recommended to improve the repatriation process. From a theoretical perspective, results point to the multi‐dimensionality of the repatriation construct and provide evidence of the context‐specificity of HR practices. © 2010 Wiley Periodicals, Inc.