A Model for Understanding the Complexity of Repatriation into Organizations: A Systems Approach

The expatriation/repatriation cycle is a complex system, only parts of which have been studied. Repatriation occurs within a larger system that includes the employee, his or her family, the organization’s business dynamic and Human Resources practices, and its culture. This article examines this system, reviewing key organizational factors affecting repatriation, including organizational design, development, and culture, as well as the neglected role of Human Resources management. Theories around professional employee turnover that link to the repatriate experience are also explored. The author proposes a model for understanding the complexity of repatriation. Gaps in current understanding are discussed as a basis for suggesting several subjects for future studies. These include research on the experience of repatriates who leave their organization after returning; the need for looking at repatriation perspectives of line management and HR; and the development of better understanding that could assist organizations in anticipating and, perhaps, preventing turnover of repatriated personnel