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Bruce Bernal, MA

December 1997

Repatriation Adjustment: A Study of American Employees after Return from Overseas Assignments

This study examined the relationships among repatriated employees’ adjustment to return to the United States and a series of work and personal factors. These factors included organizational commitment, perceived organizational support, role conflict, role clarity, self and company valuation of overseas experience, location of assignment, number of overseas assignments, and preparation for return to the United States.
Participants were selected from a multinational engineering firm headquartered in Southern California. A 75-item survey was completed by 54 employees who served overseas assignments of 6 months or more and returned to the United States.
Correlational analyses were conducted to test the hypotheses. Significant relationships were found among repatriation work adjustment and perceived organizational support, role conflict, role clarity, and preparations for departure and return. Significant relationships were also found among general repatriation adjustment and perceived organizational support, affective organizational commitment, role conflict, role clarity, and preparation for return.

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