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- Knowledge management and labour retention: an empirical studyPublication . Martins, Dora; Silva, SusanaThis study focuses on exploring how knowledge management topic is linked with labour retention. Thus, the main objective of this research is to understand how knowledge management (KM) influence the retention decision of expatriates after an international assignment (i.e. repatriates) within the organisation. Although the knowledge management literature has started to emphasize the role of knowledge management on employees’ retention, remains unaddressed the relationship between the knowledge management and repatriates’ retention. This concern is increasingly present on the agenda of Portuguese organisations given their recent need of growing internationalisation. Related with this issue, it is important to pay attention to employees involved in international assignments, especially in the period after returning to their home organisation (i.e. repatriates). However, empirical evidence in literature of this relationship is scarce. Therefore, this study was conducted with nine organisations aiming to understand why repatriates remain within home organisation upon their international assignment, underlining what factors associated with knowledge management increase the willingness to stay. Data were gathered from organisations of different business sectors operating in Portugal, in a set of 42 repatriates and 18 human resource managers through semi-structured interviews. The results show that in general repatriates remain after returning to their home organisation. Although, (i) when organisations value the knowledge acquisition (i.e. experience, knowledge and skills acquired) upon the return, the repatriates remain satisfied. In contrast, (ii) when their home organisation does not value the knowledge acquired the repatriates also stay but dissatisfied. Furthermore, the results also suggest that the type of knowledge acquired or transferred plays a central role in promoting the willingness in remaining satisfied after repatriation. Thus, the repatriates’ retention will remain a problem and the satisfaction of repatriates will be the key challenge for organisations. Finally, this study suggests further research possibilities in this area and provides guidelines to managers in order to potentiate the retention of their repatriates within the organisation.
- The relationship between knowledge acquisition on international assignments and career development: an exploratory study with portuguese repatriatesPublication . Martins, Dora; Tomé, EduardoThis paper explores the relationship between the expatriates’ knowledge acquisition (KA) and their career development after an international assignment (IA). The purpose of this paper is to examine the role of expatriates in KA and transfer within International Portuguese multinational corporations. Furthermore, with this empirical study we try to analyse how the knowledge that is acquired and transferred translates into a basis for career development after the IA. This phenomenon has a special relevance in the Portuguese context, because this country is known a growing process of globalization in recent years. Furthermore, (a) there are no empirical studies concerning knowledge transfer and career development of repatriates from Portuguese companies; (b) little is known about the repatriates’ contributions to their home company after IA. This paper is one of the first to focus specifically on the repatriates’ role in KA and transfer from the host company to their Portuguese home company. A qualitative research methodology is used, specifically through an exploratory case study approach, which examines how knowledge management (KM) acquisition or transferring during IA are important for the repatriates’ career development in the Portuguese home company. Data were collected through semi-structured interviews to 42 Portuguese international assignees and 18 organizational representatives from nine Portuguese companies. Preliminary results show that KA and transfer made by Portuguese expatriates contributes directly to their career development. Moreover, evidence reveals that not all repatriates were promoted after their IA; rather some repatriates were even demoted after their IA. Furthermore, the results obtained suggest that the type of knowledge which acquired or transferred plays a central role in the career development after repatriation. According to these results, the paper discusses the major theoretical and practical implications. Suggestions for future research are also presented.
- Expatriate assignments and career outcomes: career development of portuguese repatriatesPublication . Martins, Dora; Carvalho, Susana; Silva, SusanaThis paper aims to study the expatriation, specifically the career management of Portuguese repatriates. The purpose of this research is to examine how the expatriate assignments may influence the professional career development upon return. This research was carried out using the quantitative methodology. The data collection was done through the application of a questionnaire to 75 repatriates belonging to organizations located in Portugal. The data collected in this study show that repatriates enhance the expatriation experience, regardless of a career progression or not, because they acquire and develop new skills, achieve a richer and more extensive functional content and assume positions with more responsibility and autonomy. The fact that repatriates plan the international assignment as part of a development career process confirms the theoretical perspectives of the new psychological contract, protean career, boundaryless career and intelligent careers. The results show that the completion of international assignments doesn’t have a direct impact on the repatriates’ career development. These findings will be discussed in detail and implications and suggestions for future research will be proposed as well.
- Retaining repatriates: an exploratory study in portuguese companiesPublication . Martins, Dora; Rego, Arménio; Proença, TeresaThis study aims to understand the factors which may explain the retention of repatriates from companies acting within Portugal. These factors can be related either to the individual, or to the work, to the organisation or to non-working contexts. Eight companies located in Portugal have participated in this study. Several semi-structured interviews were done to 16 organizational representatives and to 28 repatriates. The obtained results show that the repatriates’ retention on the visited companies may be influenced by several categories of factors. We can conclude that it is (1) the good relation with the leadership, (2) the recognition of the performed job but, also (3) the seniority, (4) the age and the (5) depressed national job market. These are the major factors that emerge as relevant factors for the retention. Hence, there is not only one category of explaining determining factors for the retention decision, but there are several. These findings will be discussed in detail and implications and suggestions for future research will be proposed as well.
- Linking career success motives and career boundaries to repatriates’ turnover intentions: a case studyPublication . Gaio Santos, Gina; Martins, DoraThis study's goal is to understand...