COMMITMENTS TO A PARENT COMPANY AND A LOCAL WORK UNIT DURING REPATRIATION
研究了美国外派经理归国后对母公司和当地工作单位的承诺，发现任职年限、角色清晰度、归国薪酬和组织对国际经验的重视度与母公司承诺正相关，而总国际工作经验负相关；对当地单位的承诺与角色自主性、角色清晰度和组织对国际经验的重视度正相关。
When expatriate managers return home from international assignments and re‐cross cultural boundaries, they are required not only to exhibit commitment to their parent company, but also to develop commitment to a new local work unit. Accordingly, this study, the first of its kind, examines the extent to which theorized individual, job, organizational, and non job factors account for American expatriate managers’commitment to their parent company and local work unit during repatriation ( N = 174). Regression analysis found that tenure in the parent company, role clarity, repatriation compensation, and the perceived organizational value placed on international experience exhibited positive relationships with commitment to the parent company while total international work experience exhibited a negative relationship. In addition, commitment to the local work unit was positively associated with role discretion, role clarity, and perceived organizational value placed on international experience. Implications of these results for future personnel research and practice are discussed.