지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2011.12
- 수록면
- 135 - 158 (24page)
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초록· 키워드
오류제보하기
Globalization of Korean companies has facilitated the expansion of marketplace, the increase of foreign direct and indirect investment, and the necessity of free trade agreements among nations, which results in increased mobility of Korean employees. As increasing numbers of employees spend some part of their working lives abroad, the companies have come to recognize the importance of effective management of international human resources. In the area of international human resource management, more attention has been given to the process of expatriation rather than repatriation because it has been thought that repatriation should be easy - the person is just ``coming home.`` Research suggests that the difficulties the repatriates should have in readjusting to the their parent companies and their home country culture are much like those the expatriates should have in adjusting to new work environments and host country culture during the assignments and that the costs caused by poor repatriation adjustment are significant both financially and strategically to the companies as well as their employees. This study provides an initial examination of the effect of role clarity, role discretion, job diversity on job adjustment, job satisfaction, organizational commitment of repatriates. Also, in order to better understand the relationship between variables, this study considers mediating effect of job adjustment of repatriates. Results indicate that among job-related variables, role clarity is positively related to job adjustment and job diversity is negatively associated with job adjustment. However, the relationship between role discretion and job adjustment is not significant. It is revealed that the job-related variables such as role clarity and role novelty make influence on repatriates` adjustment. This means that the companies should consider the job characteristics in order to facilitate repatriates` adjustment when they assign new jobs to returnees. Also, job adjustment is positively related to both organizational commitment and job satisfaction . While much research has interest in finding the determinants of repatriates` adjustment, this study shows that job adjustment can influence job attitudes such as organizational commitment and job satisfaction. Finally, the job adjustment of repatriates partially mediates the impact of role clarity and job diversity on repatriates` organizational effectiveness as respectively.
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참고문헌 (49)
참고문헌 신청
1. [학술지(정기간행물)] - 김동환 / 1994 / 해외파견 경영자 선발기준에 관한 연구 / 인사관리연구 18 : 329 ~ 351
2. [학술지(정기간행물)] - 김성국 / 1992 / 독일지사 주재원의 인력개발에 관한 실증적 연구 / 인사관리연구 16 : 113 ~ 135
3. [학술지(정기간행물)] - 김오현 / 2005 / 글로벌 시대 해외파견 귀임자의 조직적응력 제고에 관한 연구 / 대한경영학회지 18 (5) : 2231 ~ 2255
4. [학술지(정기간행물)] - 김정진 / 2010 / 해외파견 귀임자의 효과적인 귀임적응에 관한 연구 -국내 대기업을 중심으로- / 한국심리학회지: 산업 및 조직 23 (2) : 251 ~ 273
5. [보고서] - 대한무역투자진흥공사 / 2005 / 2005/2006 해외진출 한국기업 디렉토리
2. [학술지(정기간행물)] - 김성국 / 1992 / 독일지사 주재원의 인력개발에 관한 실증적 연구 / 인사관리연구 16 : 113 ~ 135
3. [학술지(정기간행물)] - 김오현 / 2005 / 글로벌 시대 해외파견 귀임자의 조직적응력 제고에 관한 연구 / 대한경영학회지 18 (5) : 2231 ~ 2255
4. [학술지(정기간행물)] - 김정진 / 2010 / 해외파견 귀임자의 효과적인 귀임적응에 관한 연구 -국내 대기업을 중심으로- / 한국심리학회지: 산업 및 조직 23 (2) : 251 ~ 273
5. [보고서] - 대한무역투자진흥공사 / 2005 / 2005/2006 해외진출 한국기업 디렉토리
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