- مبلغ: ۸۶,۰۰۰ تومان
- مبلغ: ۹۱,۰۰۰ تومان
Drawing upon Self-determination theory and the Job Demands-Resources model, we examined the influences of perceived organizational support (POS: financial, career, and adjustment) and motivation (autonomous and controlled) on self-initiated expatriates (SIEs)’ organizational and community embeddedness. Based on responses from 147 SIEs, financial POS positively related to controlled motivation and career and adjustment POS positively related to autonomous motivation. Autonomous motivation positively predicted both organizational and community embeddedness while controlled motivation was positively associated with community embeddedness. We also found that autonomous motivation mediates the influences of career POS on organizational embeddedness and adjustment POS on organizational and community embeddedness. In addition, controlled motivation mediates the influences of financial POS on organizational embeddedness.
Recently there has been a surge of research targeting independent and internationally mobile professionals such as SIEs (Doherty, Richardson, & Thorn, 2013; Makkonen, 2015; Vaiman et al., 2015). While both researchers and practitioners have begun to acknowledge the importance of SIEs as a source of human capital in global talent management, our understandingregarding how organizations can motivate and retain this type of employee remains limited. Drawing upon the JD-R model and SDT, this study sheds light on this under-researched issue by examining the relationships between SIEs’ POS, motivation, and embeddedness. With data from 147 SIE academics that responded to our survey at two time points, our findings highlight the importance of POS and autonomous motivation on SIEs’ organizational and community embeddedness. After elaborating on the theoretical implications of our findings, we discuss the practical implications as well as the strengths and limitations of our study.