ANVESHAK-International Journal of Management

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Determining Factors for Intent to Leave:Literature Review


Affiliations
1 Department of Business Administration, Aligarh Muslim University, Aligarh, India
2 MBA Department, Izee Business School, Electronics City, Phase-2, Bangalore – 560100, India
     

   Subscribe/Renew Journal


Globalization has given opportunity for many Organizations to create a space for themselves in the International Market. It is vital for Indian multinational corporations to remain competitive in this area. This study is an effort to determine the relationship between repatriation adjustment, job satisfaction, and organizational commitment and their Intention to leave. It further helps to understand the repatriation process which will reduce Indian Repatriates intentions to leave their organization. It is an expensive affair for the Organization on account of Repatriation failure. Understanding the role of repatriation adjustment, job satisfaction, and organizational commitment in the repatriation process would give organizations an edge to use these factors for successful adjustment and retention of repatriates. The study further proposes a model to identify the relationship between them.

Keywords

Intention to Leave, Job Satisfaction, Organization Commitment, Repatriate Adjustment.
Subscription Login to verify subscription
User
Notifications
Font Size


  • Agarwal, R., & Ferratt, T. W. (2000), Retention and the career motives of IT professionals. SIGCPR, pp. 158–166.

  • Agarwal, R., & Ferratt, T. W. (2001), “Crafting an HR strategy to meet the need for IT workers”. Communications of the ACM, 2001, Vol. 44, No. 7, pp. 58–64.

  • Agarwal, R., De, P., & Ferratt, T. W. (2001), How long will they stay? Predicting an IT professional’s preferred employment duration. Proceeding of the 2001 ACM SIGCPR Conference on Computer Personal Research, pp. 132-138.

  • Agarwal, R., Ferratt, T. W., & De, P. (2007), “An experimental investigation of turnover intentions among new entrants in IT”, ACM SIGMIS Database, 2007, Vol. 38, No. 1, pp. 8–28.

  • Baruch, Y., Steele, D.J., & Quantrill, G.A. (2002), “Management of expatriation and repatriation for novice global players”, International Journal of Manpower, 2002, Vol. 23, No. 7, pp. 659–671.

  • Binning, J., & Adorno, A. (1998), An innovative approach for cost-effective turnover reduction, Bloomington, IL: Human Resource Group

  • Black, J. S. (1988), “Work role transitions: A study of American expatriate managers in Japan”. Journal of International Business Studies, 1988, Vol. 19, No. 2, pp. 277–294.

  • Black, J. S. (1991), “Returning expatriates feel foreign in their native land”, Personnel, 1991, Vol. 68, No. 8, pp. 17.

  • Black, J. S. (1992), “Coming home: The relationship of expatriate expectations with repatriation adjustment and job performance”, Human Relations, 1992, Vol. 45, No. 2, pp. 177–192.

  • Black, J. S. (1994), “Okaerinasai: Factors related to Japanese repatriation adjustment”, Human Relations, 1994, Vol. 47, No. 12, pp. 1489–1508.

  • Black, J. S., & Gregersen, H. B. (1991a), “When Yankee comes home: Factors related to expatriate and spouse repatriation adjustment”, Journal of International Business Studies, 1991, Vol. 22, No. 4, pp. 671–695.

  • Black, J. S., & Gregersen, H. B. (1991b). “Antecedents to cross-cultural adjustment for expatriates in Pacific Rim assignment”, Human Relations, 1991, Vol. 44, No. 55, pp. 497–515.

  • Black, J. S., & Gregersen, H. B. (1999), So you’re coming home, San Diego, CA: Global Business Publishers.

  • Black, J. S., & Mendenhall, M. E. (1990), “Cross-cultural training effectiveness: A review and theoretical framework for future research”, Academy of Management Review, 1990, Vol. 15, pp. 113–136.

  • Black, J. S., & Mendenhall, M. E. (1991). “The U-Curve adjustment hypothesis revisited: A review and theoretical framework”, Journal of International Business Studies, 1991, Vol. 22, No. 2, pp. 225–247.

  • Black, J. S., & Stephens, G. K. (1989), “The influence of the spouse on American. Expatriate adjustment in overseas assignments”, Journal of Management, 1989, Vol. 15, pp. 529–544.

  • Black, J. S., Gregersen, H. B., & Mendenhall, M. E. (1992a). “Toward a theoretical framework of repatriation adjustment”, Journal of International Business Studies, 1992, Vol. 23, No. 4, pp. 737–760.

  • Black, J. S., Gregersen, H. B., & Mendenhall, M. E. (1992b), Global assignments: Successfully expatriation and repatriating international managers. San Francis Co, CA: Jossey-Bass.

  • Black, J. S., Gregersen, H. B., Mendenhall, M. E., & Stxoh, L. K. (1999), Globalizing people through international assignment. Reading, MA: AddisonWesley Publishing Inc.

  • Black, J. S., Mendenhall, M. E., & Oddou, G. (1991). “Toward a comprehensive model of international adjustment: An integration of multiple theoretical perspectives”, Academy of Management Review, 1991, Vol. 16, No. 2, pp. 291–237.

  • Cohen, A. (1993), “Organizational commitment and turnover: A metaanalysis”, Academy of Management Journal, 1993, Vol. 36, pp. 1140–1157.

  • Cohen, J. (1988), Statistical power analysis for the behavioral sciences. Hillsdale, New Jersey: Lawrence Erlbaum Associates.

  • Curry, J. P., Wakefield, D. S., Price, J. L., & Mueller, C. W. (1986), “On the casual ordering of job satisfaction and organizational commitment”, Academy of Management Journal, 1986, Vol. 29, pp. 847–858.

  • Dalessio, A., Silverman, W., & Schuck J. (1986), “Paths to turnover: A reanalysis and review of existing data on the Mobley, Homer, and Hollingsworth’s turnover model.” Human Relations, 1986, Vol. 39, pp. 245–264.

  • Fishbein, M. (1967), Readings in attitude theory and measurement. New York: Wiley.

  • Fishbein, M., & Ajzen, I. (1975), Belief, attitude, intention and behavior: An introduction to theory and research. Reading, MA: Addison-Wesley.

  • Friedman, R. A., & Holtom, B. (2002), “The effects of network groups on minority employee turnover intentions,” Human Resource Management, 2002, Vol. 41, No. 4, pp. 405–421.

  • Gregersen, H. B., & Stroh, L. K. (1997), “Coming home to the arctic cold: Antecedents to Finnish expatriate and spouse repatriation adjustment,” Personnel Psychology, 1997, Vol. 50, No. 3, pp. 635–654.

  • Hurn, B. J. (1999), “Repatriation: The toughest assignment of all”, Industrial and Commercial Training, 1999, Vol. 31, No. 6, pp. 224–228.

  • Igbaria, M., & Greenhaus, J. H. (1992), “Determinants of MIS employees’ turnover intentions: a structural equation model,” Communications of the ACM, 1992, Vol. 35, No. 2, pp. 34–49.

  • Igbaria, M., & Guimaraes, T. (1999). “Exploring differences in employee turnover intentions and its determinants among telecommuters and nontelecommuters.”, Journal of Management Information Systems, 1999, Vol. 16, No. 1, pp. 147–164.

  • Jasswella, A., Connolly, T., & Slojkowski, L. (2004), “Issues of effective repatriation: A model and managerial implications”. SAM Advanced Managerial Journal, 2004, Vol. 69, No. 2, pp. 38–46.

  • Jiang, J., & Klein, G. (2002), “A discrepancy model of information system personnel turnover”, Journal of Management Information Systems, 2002, Vol. 19, No. 2, pp. 249–272.

  • Jiang, J., & Klein, G. (2002). “A discrepancy model of information system personnel turnover”, Journal of Management Information Systems, 2002, Vol. 19, No. 2, pp. 249–272

  • Premalatha, P. (2011), “Voluntary Turnover in Knowledge-Intensive Organizations: A Conceptual Framework,” The IUP Journal of Organizational Behavior, 2011, Vol. 10, No. 4, pp. 54–68.

  • Kraimer, M. L., Shaffer, M. A., & Bolino, M. C. (2009), “The influence of expatriate and repatriate experiences on career advancement and repatriate retention”, Human Resource Management, 2009, Vol. 48, No. 1, pp. 27–47.

  • Lawler, E. E., & Porter L. Y. (1967), “The effect of performance on job satisfaction”, Industrial Relations, 1967, Vol. 10, pp. 20–28.

  • Lazarova, M. & Tarique, I. (2005), “Knowledge transfer upon repatriation”, Journal of World Business, 2005, Vol. 40, No. 4, pp. 361–373.

  • Lazarova, M., & Caligiuri, P. (2001), “Retaining repatriates: The role of organizational support practices,” Journal of World Business, 2001, Vol. 36, no. 4, 389–402.

  • Lazarova, M., & Caligiuri, P. (2001), “Retaining repatriates: The role of organizational support practices”, Journal of World Business, 2001, Vol. 36, No. 4, pp. 389–402.

  • Lee, T. W. (1988), “How job dissatisfaction leads to employee turnover, Journal of Business and Psychology, 1988, Vol. 2, pp. 263–271.

  • Lee, T. W., & Maurer, S. D. (1999), “The effects of family structure on organizational commitment, intention to leave and voluntary turnover”, Journal of Managerial Issues, 1999, Vol. 11, No. 4, pp. 493–511.

  • Lee, T. W., & Mitchell, T. R. (1994), “An alternative approach: The unfolding model of employee turnover”, Academy of Management Review, 1994, vol. 19, pp. 51–89.

  • Lee, T. W., & Mowday, R. T. (1987), “Voluntarily leaving an organization: An empirical investigation of Steers and Mowday’s model of turnover,” Academy of Management Journal, 1987, Vol. 30, pp. 721–743.

  • Lee, V., & Henderson, M. (1996), “Occupational stress and organizational commitment in nurse administrators,” Journal of Nursing Administration, 1996, Vol. 26, No. 5, 21–28.

  • Meyer, J. P., & Allen, N. J. (1997), Commitment in the workplace: Theory, research, and application, Thousand Oaks, CA: Sage.

  • Meyer, J. P., Bobocel, D. R., & Allen, N. J. (1991), “Development organizational commitment during the first year of employment: A longitudinal study of pre- and post-entry influences”, Journal of Management, 1991, Vol. 17, pp. 717–733.

  • Mobley, W. H. (1977), “Intermediate linkages in the relationship between job satisfaction and employee turnover,” Journal of Applied Psychology, 1977, Vol. 62, pp. 238.

  • Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). “The measurement of organizational commitment,” Journal of Vocational Behavior, 1979, Vol. 14, pp. 224–247.

  • Mowday, R. T., Porter, L. W., & Steers, R. M. (1982), Employee-organization linkage: The psychology of commitment, absenteeism, and turnover, New York: Academic Press.

  • Niederman, F., Sumner, M., & Maertz, C. P., Jr., (2007), “Testing and extending the unfolding model of voluntary turnover to IT professionals”, Human Resource Management, 2007, Vol. 46, No. 3, pp. 331–347.

  • Niederman, F., Sumner, M., & Maertz,, C. P., Jr., (2006), An analysis and synthesis of research related to turnover among IT personnel. Proceedings of the SIGMIS-CPR Conference in Management Information System, pp. 130–136.

  • Oddou, G. R., & Mendenhall, M. E. (1991), “Succession planning for the 21st century: How well are we grooming our future business leaders?” Business Horizons, 1991, Vol. 34, No. 1, pp. 26–34.

  • Paik, Y., Segaud, B., & Malinowski, C. (2002), “How to improve repatriation management”, International Journal of Manpower, 2002, Vol. 23, No. 7, pp. 635–648.

  • Paik, Y., Segaud, B., & Malinowski, C. (2003), “How to improve repatriation management”, International Journal of Manpower, 2003, Vol. 23, No. 7, pp. 635–675.

  • Samad, S. (2006). “The contribution of demographic variables: job characteristics and job satisfaction on turnover intentions,” Journal of International Management Studies, 2006, Vol. 1, No. 1, pp. 219–231.

  • Spector, P. E. (1997), Job satisfaction: Application, Assessment, Causes, and Consequences, Thousand Oaks, CA: Sage Publication.

  • Steers, R. M. & Porter, L. W. (1975). Motivation and work behavior, New York: McGraw-Hill.

  • Steers, R. M., & Mowday, R. T. (1981), “Employee turnover and post-decision accommodation processes”, Research in Organizational Behavior, 1981, Vol. 3, pp. 235–282.

  • Steers, R. M. (1977), “Antecedents and outcomes of organizational commitment”, Administrative Science Quarterly, 1977, Vol. 22, pp. 46–56.

  • Stroh, L. (1995), “Predicting turnover among repatriates: Can organizations affect retention rates?” International Journal of Human Resource Management, 1995, 443–456.

  • Stroh, L., Gregersen, H. B., & Black J. S. (1998), “Closing the gap: expectations versus reality among repatriates”, Journal of World Business, Summer, 1998, Vol. 33, No. 2, pp. 111–124.

  • Tung, R. L. (1984), “Strategic management of human resources in the multinational enterprise”, Human Resource Management, 1984, 129–143.

  • Tung, R. L. (1987), Expatriate assignments: Enhancing success and minimizing failure”, Academy of Management Executive, 1987, Vol. 1, No. 2, pp. 117–126.

  • Tung, R. L. (1988), “Career issues in international assignments”, The Academy of Management Executive, 1988, Vol. 2, No. 3, pp. 241–244.

  • Tung, R. L. (1998). “American expatriates abroad: From neophytes to cosmopolitans”, Journal of World Business, 1998, Vol. 33, pp. 125–144.

  • Vidal, E.S., Valle, R.S., & Aragon, I.B. (2007a). “The adjustment process of Spanish repatriates: A case study”. International Journal of Human Resource Management, 2007, Vol. 18, No. 8, pp. 1396–1417.

  • Vidal, E.S., Valle, R.S., & Aragon, I.B. (2007b). “Antecedents of repatriates’ job satisfaction and its influence on turnover intentions: Evidence from Spanish repatriated managers”, Journal of Business Research, Vol. 60, pp. 1272–1281.

  • Vidal, E. S., Valle, R. S., & Aragon, I. B. (2008), “International workers’ satisfaction with the repatriation process”, The International Journal of Human Resource Management, 2008, Vol. 19, No. 9, pp. 1683–1702.


Abstract Views: 510

PDF Views: 0




  • Determining Factors for Intent to Leave:Literature Review

Abstract Views: 510  |  PDF Views: 0

Authors

Feza Tabassum Azmi
Department of Business Administration, Aligarh Muslim University, Aligarh, India
Manisha Saxena
MBA Department, Izee Business School, Electronics City, Phase-2, Bangalore – 560100, India

Abstract


Globalization has given opportunity for many Organizations to create a space for themselves in the International Market. It is vital for Indian multinational corporations to remain competitive in this area. This study is an effort to determine the relationship between repatriation adjustment, job satisfaction, and organizational commitment and their Intention to leave. It further helps to understand the repatriation process which will reduce Indian Repatriates intentions to leave their organization. It is an expensive affair for the Organization on account of Repatriation failure. Understanding the role of repatriation adjustment, job satisfaction, and organizational commitment in the repatriation process would give organizations an edge to use these factors for successful adjustment and retention of repatriates. The study further proposes a model to identify the relationship between them.

Keywords


Intention to Leave, Job Satisfaction, Organization Commitment, Repatriate Adjustment.

References





DOI: https://doi.org/10.15410/aijm%2F2018%2Fv7i1%2F119874