Vol.4 No.6 (November 2014)
A Research on Reentry of Returned Knowledge Workers—Based on Social Support Theory
闫 燕 ：上海电机学院商学院，上海
With the development of globalization, more and more students choose to find a job back home after they finish the degree study abroad. However, they find the environment of home country is not the same as that when they went abroad. They need the support from organization to readjust to the new environment. This paper is to explore how support shows effect on reentry and orga-nizational commitment in organizational environment. Based on reentry, this paper discusses how perceived organizational support affects organizational commitment through readjustment for returnees. Specifically, based on social support theory, it clarifies the perceived organizational support into financial, career and adjustment support and examines the effect on organizational commitment respectively. In this paper, it is clarified into three different environments. They are work, interaction and general environment. In work environment, it is assumed that career support from organization has positive effect on organizational commitment through work readjustment. In interaction environment, it is assumed that adjustment support from the organization shows positive effect on organizational commitment through interaction readjustment. In general environment, it is assumed that financial support from the organization shows positive effect on organizational commitment through general readjustment. As for the main effect, this paper as-sumes that financial, career and adjustment support from the organization is beneficial to their organization commitment. Data from 216 returnees show that perceived organizational support has positive effect on readjustment significantly. As for the mediation effect, the results show that career perceived organizational support has positive effect on organizational commitment through the mediation of work readjustment, while the mediation effect is not significant for interaction readjustment and general readjustment. Finally, this paper gives some suggestions on human re-source management of returned knowledge workers.
闫 燕 (2014) 海归知识员工归国适应的影响机制研究—基于社会支持理论。 心理学进展， 4， 831-840. doi: 10.12677/AP.2014.46108
 陈志霞(2006). 知识员工组织支持感对工作绩效和离职倾向的影响. 博士论文, 武汉: 华中科技大学.
 丹.兰迪斯, 珍妮特.M.贝内特, 米尔顿.J.贝内特, 著(2009). 关世杰，何明智，陈征，项向飞, 译. 跨文化培训指南. 北京: 北京大学出版社.
 刘智强(2005). 知识员工职业停滞测量与治理研究. 博士论文, 武汉: 华中科技大学.
 温忠麟, 张雷, 侯杰泰, 刘红云(2004). 中介效应检验程序及其应用. 心理学报, 5期, 614-620.
 易凌峰, 赵青, 欧阳硕(2010). 海归知识员工归国适应影响因素分析. 统计观察, 17期, 104-106.
 Aycan, Z. (1997). Acculturation of expatriate managers: A process model of adjustment and performance. New Approaches to Employee Management, 4, 1-40.
 Black, J. S., & Gregersen, H. B. (1991). When Yankee comes home: Factors related to expatriate and spouse repatriation adjustment. Journal of International Business Studies, 22, 671-694.
 Black, J. S., Gregersen, H. B., & Mendenhall, M. E. (1992). Toward a theoretical framework of repatriation adjustment. Journal of International Business Studies, 23, 737-760.
 Black, J. S. (1994). Factors related to Japanese repatriation adjustment. Human Relations, 47, 1489-1508.
 Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, 533-546.
 Crouter, A. (1984). Spillover from family to work: The neglected side of the work-family interface. Human Relations, 5, 71-90.
 Feldman, D. C., & Bolino, M. C. (1999). The impact of on-site mentoring on expatriate socialization: A structural equation modeling approach. International Journal of Human Resource Management, 10, 54-71.
 Florkowski, G. W., & Fogel, D. S. (1999). Expatriate adjustment and commitment: The role of host-unit treatment. International Journal of Human Resource Management, 10, 783-807.
 Furuya, N., Stevens, M. J., Oddou, G., et al. (2007). The effects of hr policies and repatriate self-adjustment on global competency transfer. Asia Pacific Journal of Human Resources, 45, 6-23.
 Hewett, K., & Bearden, W. O. (2001). Dependence, trust and relational behavior on the part of foreign subsidiary marketing operations: Implications for managing global marketing operation. Journal of Marketing, 65, 51-66.
 Kahn, R. L., & Quinn, R. P. (1976). Mental health, social support and metropolitan problems. Ann Arbor, MI: Institute of Social Research, University of Michigan.
 Kraimer, M. L., Wayne, S. J., & Jaworski, R. A. (2001). Sources of support and expatriate performance: The mediating role of expatriate adjustment. Personnel Psychology, 54, 71-99.
 Kraimer, M. L., & Wayne, S. J. (2004). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Journal of Management, 30, 209-237.
 Lazarova, M. B., Westman, M., & Shaffer, M. A. (2010). Elucidating the positive side of the work-family interface on international assignment: A model of expatriate work and family performance. Academy of Management Review, 35, 93-117.
 Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
 Selmer, J. (2002). Cop-ing strategies applied by western vs. overseas Chinese business expatriates in China. International Journal of Human Re-source Management, 13, 19-34.
 Zweig, D., Chen, C., & Rosen, S. (2004). Globalization and transnational human capital: Overseas and returnee scholars to China. The China Quarterly, 179, 735-757.