外派回任人员离职倾向影响因素的实证研究——基于无边界职业观视角

An Empirical Study on the Factors Contributing to the Turnover Intention of Returning Expatriates

本文以中国跨国企业外派回任人员为研究对象,对无边界职业观视角下外派回任人员离职倾向的影响因素进行实证研究。研究结果显示:回任适应、工作满意度和组织承诺均与回任人员的离职倾向相关,在控制个人背景因素下,组织承诺对回任人员离职倾向有负向显著影响;与西方文献的研究结果不同的是,工作满意度和回任适应对回任人员离职倾向不具有负向显著影响,无边界职业观成为重要的解释动因。本文的研究为现阶段中国跨国企业如何降低外派人员离职倾向,从而发挥他们在母公司的回任效用提供了理论依据和政策建议。

This article sets the returned expatriates as research objects,and carries out an empirical research on the factors affecting the turnover intention of the returned expatriates from the perspective of the borderless career value.The research results show that adaptation of return,job satisfaction and organization commitment are all related to the turnover intention.When personal background is put under control,organization commitment will negatively relate to turnover intention.Different from western research,job satisfaction and adaptation of the return do not exhibit much negative effect on turnover intention.The paper proposes that borderless career value constitutes an important reason.This research focuses on how to reduce the turnover intention for the expatriates in multinational companies in China at this stage,and provides academic support and practical suggestions so that returning expatriates may work better with their original companies.