| Abstract [eng] |
The relevance of the topic. With increasing international labor mobility, repatriation adjustment and related issues have become one of the major human resource management challenges. The scientific literature focuses on repatriates sent by the organization, although, according to researchers and statistics, the global population of self-initiated repatriates is larger than repatriates sent by the organization. The researchers pay insufficient attention to the self-initiated repatriates adjustment in organizations, and its factors that may differ from the repatriates sent by the organization is the main issue addressed in this project. The object of the project – factors determining self-initiated repatriates adjustment in an organisation. The aim of the project – to reveal the factors determining self-initiated repatriates adjustment in an organisation. The tasks of the project are as followed: 1. based on the scientific literature, to reveal the factors determining self-initiated repatriates adjustment in an organisation; 2. to create a theoretical research model of the factors determining self-initiated repatriates adjustment in an organisation; 3. to reveal and analize the factors determining self-initiated repatriates adjustment in an organization. Main results of the project. After the analysis of the scientific literature, a theoretical model of the factors determining self-initiated repatriates adjustment in an organisation was developed, which includes three phases – preparation for repatriation, repatriation and adjustment in an organization. The first phase focuses on expectations before the repatriation takes place of the self-initiated repatriate, assuming that the more the realistic expectations are, the easier repatriation adjustment will be. The second phase is repatriation. In this phase, the self-initiated repatriate returns to home country and repatriate is expected to affect the different dimensions of repatriates’ adjustment to their home countries. The factors are classified into four categories: individual (personal) factors, job factors, organizational factors and non-work-related factors. The third phase – adaptation in an organisation directly depends on the first and second phases. If the prior expectations of the repatriate correspond to reality t. y. manifests itself through various factors and factor components, then it can be said that repatriation adjustment occurs in an organization. Qualitative research using the semi-structured interview method revealed that the theoretical model distinguishes between individual (personal), professional (job), organizational and non-work-related factors, and their components interact to determine self-initiated repatriates adjustment in an organisation. |
