From recognition to retention: repatriates’ need to belong
研究基于归属需求理论，发现海归员工对国际工作经验的认可感知通过提升内部人身份感知和归属感，最终增强留任意愿，且包容性人力资源管理实践起调节作用。
Despite the strategic importance of retaining repatriates, many multinational enterprises (MNEs) face persistent challenges in reintegrating employees returning from international assignments within a volatile global landscape. Drawing on need-to-belong theory, this study examines how repatriates’ perceived recognition of international work experience promotes retention intention through a sequential pathway. Specifically, we argue that repatriates’ perceived recognition of international work experience (being recognized) enhances perceived insider status (being accepted), fosters belonging (emotional connection) and ultimately strengthens retention intention. Moreover, the study explores how inclusive human resource management (HRM) practices moderate this sequential pathway. The three-wave survey data from 322 repatriates in Chinese MNEs supports our proposed moderated serial mediation model. Theoretically, this study extends need-to-belong theory to repatriation by revealing a socio-emotional mechanism that links repatriates’ sense of recognition to their subsequent retention intention within their home organizations. Practically, it guides MNEs to institutionalize recognition and foster inclusion to meet repatriates’ psychological needs and improve retention.