Knowledge management and labour retention: an empirical study

Abstract

This 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.