ISSN : 1229-0696
본 연구는 국내 대기업에서 근무하며 해외투자 회사, 해외법인, 지사 등에 파견되어 일정기간 해외에서 근무를 마치고 귀국한 귀임자들의 관리 및 적응에 관한 이슈를 다루고 있다. 귀임자들은 해외파견을 통해 배운 국제화 역량과 폭 넓은 글로벌 시각을 갖는 우수한 인력으로 기업의 큰 자산이 되고 있다. 그러나 현실은 많은 기업들이 해외파견을 마치고 돌아오는 귀임자 관리에 소홀하고 있어 귀임자의 이직이 매우 높게 나타나고 있는 실정으로, 이들 해외파견 귀임자에 대한 관리가 기업의 주요한 인력정책과제로 떠오르고 있는 실정이다. 이에 따라 본 연구는 공정거래위원회가 2007년 지정한 상위기업 집단에 속하는 16개 대기업의 제조업체에서 1년 이상의 해외파견 근무를 마치고 귀국한 지 3년이 지나지 않은 귀임자들 대상으로 효과적인 귀임적응과 관련한 설문을 실시하였으며, 추가적으로 2008년 7월에 인사부서 관리자와의 면담 등을 통해 귀임적응과 관련한 영향요인을 보완하고자 하였다. 구체적인 연구목적을 위해 기존문헌을 통해 효과적인 귀임적응을 위한 분석틀을 도출한 후 실증분석을 실시하였으며 이를 토대로 대기업의 해외파견 귀임자 재적응을 위한 시사점에 대해 논의하고 향후 과제를 도출하였다.
Today, many domestic companies in korea are rapidly internationalized so as to cope with limitless global competition. As a result of that situation, there are more interactions between home and foreign countries in human resources. Especially the number of domestic human resources, who are moving on to foreign countries to work at overseas investment companies, foreign corporations, overseas branches and so on, are increasing. They are working overseas within given period and return to home as predominant human resources with internationalized competence and broader global prospective which can be important intangible assets for their organizations. However, many of organizations have been so neglecting to manage the repatriates that the turnover rate of the repatriates are high, and the management for repatriates is becoming an important issue for human resource management for businesses. In accordance with emphasis on individual repatriation adjustment and contribution to firms since the end of 1980s, there have been many foreign studies on preceding factors which affect repatriation adjustment. However, there have been not only few studies but discussion also has not sufficient yet on this issue in Korea. In this context, the purposes of this study are as follows. First, this study aims to figure out how individual factors, & job factors affect the adjustment of repatriates. Second, this study aims to give practical comments which are needed to effective management of repatriates by analyzing the results. In order to accomplish this purpose, questionnaires of 250 were distributed to repatriates who had worked for more than one year at overseas workplaces of 16 manufacturing companies, which were classified as a top group of large companies by Fair Trade Commission, and have retuned in recent three years. 187 out of 250 questionnaires were returned and 172 out of the 187 returned questionnaires were used for this analysis because some were missed out or some were strongly centralized. The major findings of the study are as follows. First, individual factors are positively related with repatriation adjustment. Second, in the cases of job factors, role discretion is positively related with commitment to a local work, and role clarity is positively related with repatriation adjustment. Third, job similarity is higher in the effective management of repatriates.
공선표 (1996). “해외파견근로자의 문화적 차이인식이 현지적응에 미치는 영향”, 서강대학교 박사학위 논문.
김두섭, 강남준 (2000). 회귀분석: 기초와 응용, 나남출판.
김오현 (1996). “해외파견 귀임자의 조직적응력 제고를 위한 기업체 적응전략에 관한 연구”, 서강대학교 박사학위논문.
대한무역투자진흥공사 (2005). 2005/2006 해외진출 한국기업 디렉토리.
임종원ㆍ박형진ㆍ강명수 (2001). “마케팅조사방법론”, 법문사.
채서일 (2003). 사회과학조사방법론, 제3판, 비앤엠북스,.
Adler, N. J. (1981). “Re-entry: Managing Cross-Cultural Transition”, Group and Organizational Studies, vol. 6, pp. 341-356.
Adler, N. J. (1986). International Dimensions of Organizational Behavior, Belmont, CA: Kent.
Adler, N. J. (1991). International Dimensions of Organizational Behavior, 2nd ed., (Boston: PWS Kent).
Adler, N. J. (2002). International dimensions of organizational behavior, 4th ed. South-Western Thomson Learning, pp.364.
Allen, D. & Alvares, S. (1998). “Empowering Expatriate and Organizational to Improve Repatriation Effectiveness”, Human Resource Planning, 21(4): 29-39.
Andrisani, P. J. & Nestel, C. (1976). “Internal-external control as a contributor to and outcome of work experience”, Journal of Applied Psychology, Vol. 61, pp.156-165.
Angle H. L. & Perry J. L. (1983). “Organizational commitment: Individual and organizational differences”, Work and Occupations, 10, pp. 123-146.
Banai, M. & Reisel, W. D. (1993). “Expatriate Managers' loyalty to the MNC: myth or reality? an exploratory study”, Journal of International Business Studies, 24(2): pp.233 -48.
Beamish, P. W. & Inkpen, A. C. (1998). “Japanese Firms and the Decline of the Japanese Expatriate”, Journal of World Business, 33(1): 35-46.
Becker, H. S. (1960). “Notes on the concept of commitment”, American Journal of Sociology, 66, pp.32-42.
Becker, T. E. (1992). “Foci and Bases of Commitment: Are They Distinctions Worth Making?” Academy of Management Journal, 35(1): 232-44.
Bell, N. & Straw, B. (1989). People as Sculptors Versus Sculpture: The Roles of Personality and Personal Control in Organizations, In M. B. Arthur, D. T. Hall & B. S. Lawrence (Eds.), Handbook of Career Theory, (Cambridge, UK: Cambridge University Press), pp.665-700.
Bishop, J. W. & Scott, K. D. (2000). “An Examination of Organizational team Commitment” Journal of Applied Psychology, Vol. 85, pp.439-450.
Black, J. S. (1988). “Workrole Transitions: A Study of American Expatriate Managers in Japan”, Journal of International Business Studies, Vol. 19, 00. 277-294.
Black, J. S. (1991). “A tail of three countries”, Paper Presented at the Annual Meeting of the Academy of Management, Miami.
Black, J. S. & Gregersen, H. B. (1991). “When yankee comes home: Factors related to expatriate and spouse repatriation adjustment”, Journal of International Business Studies, Vol. 22, pp.671-694.
Black, J. S. & Gregersen, H. B. & Mendenhall, M. E. (1992). Grobal Assignments: Successfully Expatriating and Retriating International Managers, Jossey-Bass Publishers, San Francisco, pp.226-228.
Black, J. S. & Mendenhall, M. E. (1990). “Cross-cultural training effectiveness”, Academy of Management Review, Vol. 15, No. 1, pp.113-119.
Black, J. S. & Mendenhall, M. E. (1992). “Toward a theoretical framwork of repatriation adjustment”, Journal of International Business Studies, 4th, pp.737-760.
Black, J. S. & Mendenhall, M. E. (1990). “The U-Curve Adjustment Hypothesis Revisited: A Review and Theoretical Framework”, Journal of international Business Studies, 2nd Quarter, pp.225-247.
Bishop, J. W. & Scott, K. D. (2000). “An examination of organizational team commitment” Journal of Applied Psychology, 85, 439-450.
Bonache, J., & Brewster, C. (2001). Knowledge transfer and the management of expatriation. Thunderbird International Business Review, 43 (1), 145-168.
Bonache, J., Brewster, C., & Suutari, V. (2001). Expatriation: A developing researchagenda. Thunderbird International Business Review, 43 (1), 3-20.
Brandt, W. K. & Hulbert, J. M. (1976). “Patterns of communications in the multinational corporation: An empirical study”, Journal of International Business Studies, 7, 57-64.
Fisher, C. D. & Gitelson, R. (1983). “A meta-analysis of the correlates of conflict and ambiguity”, Journal of Applied Psychology, 68, 320-333.
Feldman, D. C & Brett, J. M. (1983). “Coping with new jobs: A comparative study of new hires and job changers”, Academy of Management Journal, 26(2), 258-272.
Feldman, D. C. & Thomas, D. C. (1992). “Career management issues facing expatriates”, Journal of International Business Studies, 23(2), 232-243.
Fisher, C. D. & Gitelson, R. (1983). “A meta -analysis of the correlates of conflict and ambiguity”, Journal of Applied Psychology, 68, 320-333.
Gregersen, H. B. (1992). “Commitment to a parent company and a local work unit during repatriation”, Personnel Psychology, 45, 29-54.
Gregersen, H. B. & Black, J. S. (1990). “A multifaceted approach to expatriate retention in overseas assignments”, Group and Organization Studies, 15, 461-485.
Gregersen, H. B. (1991). Dual commitments during repatriation: The case of American expatriates. Academy of Management Proceedings, 100-104.
Gregersen, H. B. & Black, J. S. (1992). “Antecedents to commitment to a parent company and a foreign operation”, Academy of Management Journal, 35(1), 65-90.
Harvey, M. C. (1982). “The other side of foreign assignments: Dealing with the repatriation dilemma”. Columbia Journal of World Business, 17 (1), 53-59.
Harvey, M. G. (1989). “Repatriation of corporate executives: An empirical study”. Journal of International Business Studies, 20 (1), 131-144.
Jassawalla, A., Connolly, T., & Slojkowski, L. (2004). “Issues of effective repatriation: A model and managerial implications”. SAM Advanced Management Journal, 69 (2), 38-46.
Lazarova, M., & Caligiuri, P. (2001). “Retaining repatriates: The role of organizational support practices”. Journal of World Business, 36(4), 389-401.
Lazarova M., & Tarique, I. (2005). “Knowledge transfer upon repatriation”. Journal of World Business, 40(4), 361-373.
Linehan, M., & Scullion, H. (2002). “Repatriation of European female corporateexecutives: An empirical study”. International Journal of Human Resource Management, 13 (2), 254-267.
MacDonald, S., & Arthur, N. (2005). “Connecting career management to repatriation adjustment”. Career Development International, 10 (2), 145-158.
Mathieu, J. E. & Zajac, D. M. (1990). “A review and meta-analysis of the antecedents, correlates and consequences of organizational commitment”, Psychological Bulletin, 108, 171 -194.
Mendenhall, M. E. & Oddou, G. (1985). “The dimension of expatriate acculturation”, Academy of management Review, 10, 39-47.
Mendenhall, M. E. & Punnett, B. J. & Ricks, D. (1995). Global Management, Cambridge, Mass: Blackwell Publishers, 463-496.
Mowday, R. T. & Steers, R. M. & Port, L. W. (1979). “The measurement of organizational commitment”, Journal of Vocational Behavior, 14, 252-76.
Mowday, R. T. & Porter, L. W. & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover, New York: Academic Press.
Naumann, E. (1993). “Organizational predictors of expatriate job satisfaction”, Journal of International Business Studies, First Quarter, 61-80.
Paik, Y., Segaud, B., & Malinowski, C. (2002). “How to improve repatriation management: Are motivations and expectations congruent between the company and expatriates?”. International Journal of Manpower, 23 (7), 635-648.
Porter, L. W. & Lawler, E. E. & Hackman, R. M. (1975). Behavior in Organizations, New York: McGraw-Hill.
Rizzo, J. R., House, R. J. & Lirtzman, S. I. (1970). “Role conflict and ambiguity in complex organizations”, Administrative Science Quarterly, 12, 150-163.
Riusala, K., & Suutari, V. (2004). International knowledge transfers through expatriates. Thunderbird International Business Review, 46 (6), 743-770.
Stroh, L. K., Gregersen, H. B., & Black, J. S. (1998). Closing the gap: Expectations versus reality among repatriates. Journal of World Business, 33 (2), 111-124.
Suutari, V., & Brewster, C. (2003). “Repatriation: Empirical evidence from a longitudinal study of careers and expectations among Finnish expatriates”. The International Journal of Human Resource Management, 14 (7), 1132-1151.
Tung, R. L. (1998). A contingency framework of selection and training of expatriates revisited. Human Resource Management Review, 8(1), 23-37.
