The influence of job demands and resources on turnover intentions among assignees and repatriates: The role of organisational support, career advancement opportunities and organisational commitment in the field of international assignment

Abstract

In this study, the Job Demands-Resources (JD-R) model is used as a framework to test the influence of job demands and job resources on turnover intentions in the field of international assignments (IA). With a sample of 141 assignees and repatriates, we investigated whether they experience high job demands due to the expansion of their career on a global scale. Furthermore, we examine the influence of three job resources: objective organisational support (i.e. fulfilment of the psychological contract), subjective organisational support and perceived career advancement opportunities within the home company. We further examine if organisational commitment could mediate the effect of job demands and job resources on turnover intentions. We found some support for our model. Job demands did not show to be a significant predictor of turnover intentions in this study. In contrast to job demands, job resources such as subjective organisational support and perceived career advancement opportunities within the home company showed to be important predictors of turnover intentions. Furthermore, our data supports the mediating role of organisational commitment on the relationship between subjective organisational support and turnover intentions.