ISSN : 1229-0696
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.
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