The implications of turning down an international assignment: a psychological contracts perspective
这篇概念性论文运用心理契约理论，探讨员工拒绝国际派遣后，组织与员工自身如何感知其未履行义务，以及由此导致的职业成功下降和组织内拒绝率变化。
Previous research has generally focused on employees’ willingness to accept international assignments and the rewards that are often associated with them. Little is known, however, about the potential career consequences of declining an international assignment. In this conceptual paper, psychological contract (PC) theory is used to develop propositions outlining factors that are likely to determine whether employees who turn down an international assignment will be viewed as having failed to live up to their obligations, by both the organization and themselves. Our theoretical model suggests that when the PC is breached due to the refusal of an international assignment, it may lead to reduced investments in the employee and, in turn, lower levels of objective and subjective career success for those who have spurned the offer to work abroad. We also address how the consequences of declining international assignments will affect perceptions of choice and international assignment refusal rates within organizations. We close by discussing directions for future research that can further examine the ideas and propositions developed in this paper.