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Why does repatriate career success vary? An empirical investigation from both traditional and protean career perspectives

Lookup NU author(s): Dr Benjamin Bader



This is the authors' accepted manuscript of an article that has been published in its final definitive form by John Wiley & Sons, Inc., 2018.

For re-use rights please refer to the publisher's terms and conditions.


To increase the long‐term benefits of global mobility for multinational corporations, international assignments and intraorganizational careers must be strategically integrated. However, systematic research on former expatriates' career success upon returning to their home organization remains scarce. Hence, this study transfers findings from the career literature to the repatriation context to identify the predictors of objective and subjective repatriate career success. Integrating traditional and protean career theory, we investigate data from 295 repatriates of publicly listed German organizations. Applying partial least squares structural equation modeling, we reveal that objective career success upon repatriation is affected by international assignment characteristics with human capital implications, repatriation support provided by the organization, and the individual's self‐directed career management.

Publication metadata

Author(s): Breitenmoser A, Bader B, Berg N

Publication type: Article

Publication status: Published

Journal: Human Resource Management

Year: 2018

Volume: 57

Issue: 5

Pages: 1049-1063

Print publication date: 01/09/2018

Online publication date: 11/12/2017

Acceptance date: 26/09/2017

Date deposited: 16/01/2019

ISSN (print): 0090-4848

ISSN (electronic): 1099-050X

Publisher: John Wiley & Sons, Inc.


DOI: 10.1002/hrm.21888


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