The present study applied the Demands-Resources Model (Bakker & Demerouti, 2007) to investigate factors related to repatriate adjustment. Specifically, this study proposed three organizational factors (role ambiguity, lack of work autonomy, and absence of pre-training) as job demands, which would inhibit adjustment of repatriates. The second part of this study identified three personal characteristics (openness, cultural intelligence, and proactivity) as job resources and examined whether these characteristics would minimize the negative effects of the job demands on repatriate adjustment. Repatriate adjustment was assessed as expatriate adjustment (Black & Stephens, 1989), job stress (Lambert, Hogan, & Griffin, 2007), job satisfaction (Warr, Cook, & Wall, 1979), career satisfaction (Dunbar & Ehrlich, 1993), and intention to quit (Wayne, Shore, & Liden, 1997). There were 56 respondents to the electronic survey distributed through an online panel. There were positive significant relationships between role clarity and general repatriate adjustment and career satisfaction and between work autonomy and job satisfaction. In addition, cultural knowledge moderated the relationship between preparation and career satisfaction. Those who had lower to medium levels on cultural knowledge benefited more from preparation in terms of career satisfaction. Finally, cultural skill moderated the relationship between preparation and career satisfaction. Those who had higher levels of cultural skill benefited more from preparation in terms of career satisfaction. Limitations and significance of the study were discussed.
Date of Degree
Master of Arts (MA)
Social and Behavioral Sciences
Yamasaki, Y. (2016). Why Do Some Employees Readjust to Their Home Organizations Better Than Others? Job Demands-Resources Model of Repatriation Adjustment [Master’s thesis, Minnesota State University, Mankato]. Cornerstone: A Collection of Scholarly and Creative Works for Minnesota State University, Mankato. https://cornerstone.lib.mnsu.edu/etds/628/
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