Repatriation Adjustment, Job Satisfaction, and Turnover Intentions as a Function of Core Self-Evaluations and Role Clarity

TLDR: This article examined the main and indirect effects of core self-evaluations and role clarity on the relationship between individual differences and repatriation work adjustment, and proposed several hypotheses to determine whether core selfevaluations affect repatriation-work adjustment through role clarity, and whether repatriation adjustment affects job satisfaction and intentions to turnover.

Abstract: A growing corpus of employee relocation literature proposes the construct of repatriation work adjustment as not only a desired outcome on behalf of returning employees and their organizations, but also a persistent challenge. Contemporary research consistently traces repatriation work adjustment to a wide range of individual, occupational, and cultural antecedents, while also hypothesizing it as a contributor to desired outcomes. However, there exists a dearth of literature examining the intermediary role of job factors in the relationship between individual differences and repatriation work adjustment. By examining the main and indirect effects of core self-evaluations and role clarity, the present study proposes several hypotheses to determine whether core self-evaluations affect repatriation work adjustment through role clarity, and whether repatriation work adjustment affects job satisfaction and intentions to turnover. To test these mediated models, this study used an online, survey-based design to obtain self-report data from a sample of repatriated employees.