글로벌 시대 해외파견 귀임자의 조직적응력 제고에 관한 연구

This study aims at diagnosing the problems resulting from the negligent repatriate management and identifying the variables affecting the repatriates' adjustment and making some practical recommendations to Korean corporations. To meet these research objectives, this study developed research model and hypotheses based on the review of existing literature and tested the model on the company employees who are in the process of repatriation adjustment. The following is the summary of the research findings. First, in the case of work adjustment, the most influence variable is the career development program, the management of repatriation process next, and the information service during overseas third. In terms of general adjustment, the career development program exerted the most influence, followed by the management of repatriation process. These results show that regardless of the adjustment type, the management of career development program and management of repatriation process are the most critical factors. However, it was found that the post-repatriation training had no effect at all on the repatriation adjustment. Second, the general adjustment only affected the turnover intention, whereas the work adjustment influenced both organizational commitment and turnover intention. These findings show that there is a close relationship between the repatriation adjustment and organization-related attitudes. Third, in general, the path analysis supported the model of this study. That is, the attitude toward headquarters perceived by repatriates was formed by the process of repatriation adjustment. Since the successful repatriation leads to positive organization-related attitude, while the failure produces negative attitude toward organization, the company should strengthen the repatriation adjustment strategy.