International Assignments as a Career Development Tool: Factors Affecting Turnover Intentions Among Executive Talent

International assignments have become an integral part of individuals' careers and are considered one of the most effective talent development tools. Yet, one problem that is particularly acute from a talent development perspective is that of high turnover rates among repatriates. 1,779 international assignees participated in a study that examined the nature and scope of the repatriate retention problem, as well as the factors influencing repatriate turnover intentions. The results indicate the importance of differentiating between three types of international assignments: developmental, functional and strategic. Depending on the type of assignment, assignees differ in the factors that push and pull them towards an international assignment; aspects related to the psychological contract; perceived career implications; and turnover intentions. While vulnerability to turnover varies depending on the type of assignment, two sets of variables were found to play a key role in international assignees' decision to stay or quit: the perceived company-provided support and effectiveness of the repatriation management system, as well as the career advancement opportunities within the company relative to those available outside the company. The implications for research and practice are discussed.