The area of repatriation management has been a neglected aspect of the international relocation literature. Due to the high turnover rates of repatriates, more attention is being paid to the repatriation dilemma. This exploratory study proposed a theoretical framework for understanding repatriate control behaviour. It examined the types of repatriation assistance that organizations are providing, the shortcomings of these interventions along with other variables were analyzed for their role in instigating individual control behaviours on behalf of the repatriates in order to manage their own repatriation process. Individual and organizational facilitators and hindrances to control initiatives were scrutinized in order to determine their role in assisting and impeding the individual control process. It was found that work related issues, more precisely, career matters were a serious concern for this sample. The deficiencies in organizational interventions centered mainly in the repatriate career management area. Networking was found to be a handy tool for overcoming the work-related problems associated with repatriate adjustment. Both research and practical implications are discussed
