Factors Influencing Job Satisfaction of Repatriated Managers
type: CreativeWork
description: Turnover due to repatriation is an increasingly costly occurrence for multinational corporations. Understanding why repatriates decide to leave their companies upon being called back from abroad may help to devise ways in which organizations can mitigate such turnover and reduce cost in hiring and training new personnel. To that end, this study examines the impact of training and orientation programs on the job satisfaction of repatriated managers. In general the study looks at whether or not training, orientation, and family support programs have an impact on the job satisfaction of repatriated managers. The study puts forward the hypothesis that training and orientation programs designed to assist managers in the repatriation process improve levels of job satisfaction. In addition to the offering of training, orientation and family support programs, the study examines whether gender, age, and length of employment have an impact on levels of job satisfaction. Regression analysis and analysis of variance (ANOVA) were used to statistically test the hypothesized relations between the independent variables (demographic and program offerings) and dependent variable (i.e., job satisfaction). Also, open-ended questions were included in the survey with the hope of gaining a more rich perspective on particular experiences that may not be captured by the closed-ended survey questions. For example, respondents were asked what their companies did that actually helped the respondent in the repatriation process; what policies should be changed or added that would help increase job satisfaction; and what other factors influenced their job satisfaction upon their return. The sample for this study included 63 respondents from a pool of 200 multinational organizations. The typical respondent was about 41 years of age, male, Caucasian, had been employed with their current firm between 7 and 9 years, held a Bachelor's degree, had been assigned for about three years, and had returned b…
abstract: Turnover due to repatriation is an increasingly costly occurrence for multinational corporations. Understanding why repatriates decide to leave their companies upon being called back from abroad may help to devise ways in which organizations can mitigate such turnover and reduce cost in hiring and training new personnel. To that end, this study examines the impact of training and orientation programs on the job satisfaction of repatriated managers. In general the study looks at whether or not training, orientation, and family support programs have an impact on the job satisfaction of repatriated managers. The study puts forward the hypothesis that training and orientation programs designed to assist managers in the repatriation process improve levels of job satisfaction. In addition to the offering of training, orientation and family support programs, the study examines whether gender, age, and length of employment have an impact on levels of job satisfaction. Regression analysis and analysis of variance (ANOVA) were used to statistically test the hypothesized relations between the independent variables (demographic and program offerings) and dependent variable (i.e., job satisfaction). Also, open-ended questions were included in the survey with the hope of gaining a more rich perspective on particular experiences that may not be captured by the closed-ended survey questions. For example, respondents were asked what their companies did that actually helped the respondent in the repatriation process; what policies should be changed or added that would help increase job satisfaction; and what other factors influenced their job satisfaction upon their return. The sample for this study included 63 respondents from a pool of 200 multinational organizations. The typical respondent was about 41 years of age, male, Caucasian, had been employed with their current firm between 7 and 9 years, held a Bachelor's degree, had been assigned for about three years, and had returned b…
author: Duoto, Michael A., EdD
keywords: employee turnover, job satisfaction, Leadership studies, multinational corporations, Regression analysis, repatriated managers
date published: 2002-01-01T08:00:00Z
date modified: 2026-07-24T05:40:56Z
provider: University of San Diego
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: University of San Diego