Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks
Publikation: Beiträge in Zeitschriften › Zeitschriftenaufsätze › Forschung › begutachtet
Standard
in: The International Journal of Human Resource Management , Jahrgang 25, Nr. 14, 06.08.2014, S. 2013-2032.
Publikation: Beiträge in Zeitschriften › Zeitschriftenaufsätze › Forschung › begutachtet
Harvard
APA
Vancouver
Bibtex
}
RIS
TY - JOUR
T1 - Perceived organizational support and intention to stay in host countries among self-initiated expatriates
T2 - The role of career satisfaction and networks
AU - Cao, Lan
AU - Deller, Jürgen
AU - Hirschi, Andreas
N1 - Special Issue: New Analyses of Expatriation
PY - 2014/8/6
Y1 - 2014/8/6
N2 - Previous literature on self-initiated expatriates (SIEs) has mostly focused on an individual perspective and rarely on SIEs in an organizational context. This paper examines the effect of perceived organizational support (POS) on SIE employees' intention to stay in the host country, mediated by career satisfaction and moderated by career networks of host and home country nationals. Data from 112 SIE employees in Germany were collected and tested for moderated mediation. Results partially supported our proposed model: we found a direct positive effect between POS and intention to stay. However, there was a significant negative indirect effect between POS and intention to stay when the career network of home country nationals was large. Our study contributes to theories of POS, confirming its positive effect on SIEs' career satisfaction and intention to stay in the host country. For organizational practice, it provides insight to understand SIE employees' needs for support and mobility preferences.
AB - Previous literature on self-initiated expatriates (SIEs) has mostly focused on an individual perspective and rarely on SIEs in an organizational context. This paper examines the effect of perceived organizational support (POS) on SIE employees' intention to stay in the host country, mediated by career satisfaction and moderated by career networks of host and home country nationals. Data from 112 SIE employees in Germany were collected and tested for moderated mediation. Results partially supported our proposed model: we found a direct positive effect between POS and intention to stay. However, there was a significant negative indirect effect between POS and intention to stay when the career network of home country nationals was large. Our study contributes to theories of POS, confirming its positive effect on SIEs' career satisfaction and intention to stay in the host country. For organizational practice, it provides insight to understand SIE employees' needs for support and mobility preferences.
KW - Business psychology
KW - Self-initiated expatriation, protean career, cultural adjustment, career satisfaction, intention to stay, international mobility, cultural distance, expatriates
KW - career network
KW - career satisfaction
KW - global mobility
KW - intention to stay
KW - perceived organizational support
KW - self-initiated expatriate
KW - transnational network
KW - Management studies
KW - Self-initiated expatriation, protean career, cultural adjustment, career satisfaction, intention to stay, international mobility, cultural distance, expatriates
UR - http://www.scopus.com/inward/record.url?scp=84896548848&partnerID=8YFLogxK
U2 - 10.1080/09585192.2013.870290
DO - 10.1080/09585192.2013.870290
M3 - Journal articles
VL - 25
SP - 2013
EP - 2032
JO - The International Journal of Human Resource Management
JF - The International Journal of Human Resource Management
SN - 0958-5192
IS - 14
ER -