Abstract:

Acquisition and transfer of knowledge from foreign subsidiaries to the parent headquarters (HQs) constitutes a crucial competitive advantage for multinational corporations (MNCs). Previous studies confirm the important contribution of expatriates in enabling the complex processes involved in firstly, acquisition of knowledge during the assignment, and subsequently, its reverse knowledge transfer upon repatriation. This study draws on knowledge creation theory and theory of disseminative capacity to examine whether and when knowledge acquired during international assignment by expatriates results in knowledge transfer during their repatriation. Specifically, this study seeks to establish empirical differences in the acquisition and transfer of two different types of knowledge acquired by expatriates: task-oriented and relationship-oriented knowledge. Furthermore, the hypothesized model seeks to test the extent to which repatriates’ disseminative capacity and trust in HQ colleagues positively moderate the reverse knowledge transfer of the two knowledge types. This study is among the first to examine the stepwise process of repatriate knowledge acquisition and knowledge transfer by linking it to the stages of international assignments (i.e., expatriation and repatriation). Based on two-wave survey data from 226 expatriates collected 1) during and 2) again after expatriation, our results provide evidence for higher likelihood of transfer of relationship-oriented knowledge than task-oriented knowledge upon repatriation. Further, repatriates with high disseminative capacity are significantly more likely to share their task-oriented knowledge, and also share a greater extent of their relationship-oriented knowledge. However, trust was not a significant moderator. We discuss theoretical and practical implications.

Please choose your submission type: Full Paper

Primary Track: Human Resource Management

Keywords: International HRM;Teamwork & Culture;Training and development

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Ms. Julia Sophie Schmid

Biography