Perceived organizational support and intention to stay in host countries among self-initiated expatriates: The role of career satisfaction and networks

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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.

Translated title of the contributionWahrgenommene Organisationsunterstützung durch selbst-initiierte Expatriates und ihre Intention im Gastland zu verbleiben: Die Rolle von Karrierezufriedenheit und Netzwerken
Original languageEnglish
JournalThe International Journal of Human Resource Management
Issue number14
Pages (from-to)2013-2032
Number of pages20
Publication statusPublished - 06.08.2014

Bibliographical note

Special Issue: New Analyses of Expatriation

    Research areas

  • Business psychology - career network, career satisfaction, global mobility, intention to stay, perceived organizational support, self-initiated expatriate, transnational network
  • Management studies