해외파견 귀임자의 귀임적응요인과 직무태도와의 관계에 관한 연구

목차 (Table of Contents)

• 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 four preceding factors, which are personal factors, job factors, organizational factors and non-job factors, affect the job attitudes of the repatriates which are commitment to a parent company, commitment to a local work unit and career aspiration.
• Second, this study aims to figure out how individual characteristics affects adjusting effects among each preceding factors which are commitment to a parent company , commitment to a local work unit and career aspiration.
• Third, this study aims to give comments which are needed to management of repatriates by analyzing the results from independent variables, dependent variables and moderate variables.
• This study was processed by the purpose that is how preceding factors and moderating effect of individual characteristics affect commitment to a parent company, commitment to a local work unit and career aspiration. In order to accomplish the 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 on April 13, 2007, 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 collected data were analyzed with SPSS 12.0 for Windows. This study used the statistical techniques such as descriptive analysis, reliability analysis, discriminant analysis, factor analysis, correlation analysis, multi regression analysis, and hierarchical regression analysis.
• The major findings of the study are as follows.
• First, job similarity of individual factors as the preceding factors of repatriation adjustment is positively related with commitment to a local work.
• Second, in the cases of job factors as the preceding factors of repatriation adjustment, role discretion is positively related with commitment to a local work, and role clarity is positively related with commitment to a parent company, commitment to a local work unit and career aspiration. Role conflict is negatively related with commitment to a parent company and commitment to a local work unit.
• Third, in the cases of the organizational factors as the preceding factors of repatriation adjustment, adjustment training for repatriation is positively related with the commitment to a parent company, and delivering of information on expatriation is positively related with commitment to a parent company, commitment to a local work unit and career aspiration. management of repatriation procedures is positively related with commitment to a parent company.
• Fourth, in the cases of the non-job factors as the preceding factors of repatriation adjustment, the general adjustment with the host country is positively related with the commitment to a parent company, the commitment to a local work unit and the career aspiration, and interacting adjustment with home country nationals is negatively related with only the commitment to a local work unit as a reverse criterion.
• Fifth, in the cases of moderating effects of internal controlling as the characteristic of the repatriate, role discretion and the role clarity of the job factors have adjusting effect which reinforces internal controling for commitment to a parent company. Delivering of information on expatriation as a organizational factor and general adjustment with host country as a non-job factor also reinforce commitment to a parent company.