PurposeTo understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.Design/methodology/approachQuestionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.FindingsThe three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.Research limitations/implicationsThe study has limitations of generalizability and common method variance.Practical implicationsHuman resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.Originality/valueThe study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

Purpose -The purpose of this paper is to analyze repatriation as an active actor on his/her return and not just as a passive receiver of organizational human resource management practices. Traditionally, literature has been focused on investigating the impact of organizational practices and support on repatriation, but new studies suggest that this approach is insufficient. According to these studies, individual and contextual influences are also important on repatriation and new studies are needed to measure its impact. Design/methodology/approach -This article is the base of future studies to analyze the impact of both approaches at once. Findings -The paper departs from recent literature in the field, to develop a series of research propositions.Research limitations/implications -The implications of this study include to contribute to the knowledge and future research on the expatriation process, studying the adaptation, performance, etc. of the expatriate during the international mission and particularly the last part of the process, repatriation, which has not received so much attention. Practical implications -This paper highlights that mismanagement of repatriation could lead to turnover of these valuable professionals or to a non-satisfactory reinstatement or even to inefficiency. On the other hand, the perception that repatriation is not well managed and that it does not lead to an advance for the employee could discourage future expatriates to accept international missions, which could even slow down the international progress of the company. Originality/value -The integration of the traditional and the emerging perspectives of repatriation process. ResumenEl proposito -Tradicionalmente, la literatura se ha centrado en investigar el impacto de las prácticas y apoyo organizativo en la repatriación, pero nuevos estudios sugieren que este enfoque es insuficiente.The current issue and full text archive of this journal is available at www.emeraldinsight.com/1536-5433.htm MRJIAM 12,3 326 Implicações de investigação -Contribuir para o conhecimento e futura investigação sobre o proceso de repatriação, estudando a adaptação, a performance, etc., do expatriado durante a missão internacional e, em particular, o proceso último de repatriação, que não tem recebido muita atenção. Implicações práticas -Salientar que a gestão deficiente da repatriação pode provocar a saída destes profissionais, ineficiência ou uma reentrada insatisfatória. Por outro lado, a percepção de que a repatriação não é bem gerida pode desencorajar expatriados futuros e atrasar o processo de desenvolvimento internacional da empresa. Originalidade/valor -Integração das perspectivas tradicional e emergente do processo de repatriação. Palavras-chave Repatriação, turnover, adaptação, expatriação, IHRM

Nowadays, it is practically impossible to read a business article that does not mention the importance of creativity and innovation for the development and survival of different organizations. One way companies can respond to the uncertainty created by the domestic and global economic situation, rapid growth of the information technologies, and ever more informed and demanding customers is through innovation. It is also important to understand that innovation is not the exclusive property of R&D departments or industrial companies. All innovation starts with an idea and, given that ideas come from people, encouraging innovative work behavior (IWB) has become a priority as a way to achieve business competitiveness.