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Purpose The purpose of this paper is to propose a model that examines the influences of expatriate community relationship building behaviors on community embeddedness and community embeddedness on expatriate retention cognitions. The authors further investigate the moderating role of organizational identification. Design/methodology/approach Survey data from 127 expatriates in the USA were collected and analyzed. The authors used multiple (moderator) hierarchical regression analyses to test the hypotheses. In addition, simple slopes analyses were conducted to further understand the interaction effects. Findings The results demonstrate that community relationship building behaviors positively influence expatriate community embeddedness, and the latter is associated with stronger retention cognitions. In addition, the paper finds that, for individuals who have lower levels of organizational identification, community embeddedness is particularly important. Research limitations/implications This study is based on cross-sectional and self-report data, which limits the ability to draw definitive conclusions about causality. Thus, more multi-source and longitudinal data from different expatriate populations would increase the validity and the generalizability of findings. The theory and empirical evidence indicate the importance of community embeddedness, particularly when organizational identification is low, for expatriates’ retention cognitions. Practical implications This study examines the important role of community relationship building behaviors on community embeddedness, and the role of community embeddedness in expatriates’ intention to stay. Originality/value This paper integrates the unique view of personal resources associated with different social contexts (i.e. community and organizational contexts) in expatriate studies.

The motivation for this study is to uncover career-related issues that high-skilled female immigrants face and their strategies for rebuilding their careers upon migration to a new land.To explore this topic, we performed in-depth interviews with 14 Turkish female immigrants in the U.S. who have successfully rebuilt their careers from scratch upon migration. Content analysis of in-depth interviews with key informants on the subject revealed five theoretical themes that captured the career experiences of these individuals: non-linear career entry, career-orientation, immigrant spirit, social support network, and socialization patterns at work.Integrating these findings with theories on adult learning, we developed a series of theoretical propositions for an experiential learning model of career reconstruction among high-skilled immigrants.3

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This study examines the influence of supportive work and nonwork environment on employee self‐development. We further propose that career self‐efficacy and career motivation play mediating roles during the process. Cross‐sectional survey data were provided by 418 employees working in a variety of organizations. Confirmatory factor analysis, structural equation modeling analysis and bootstrap analyses were performed to investigate the hypothesized relationships. Results show that work support and nonwork support for development made unique contributions to employee self‐development. The relationship between nonwork support for development and employee self‐development is mediated by career self‐efficacy and career motivation. The relationship between work support for development and employee self‐development is mediated by career motivation. This research expands the support for development from work environment to a broader social environment and clarifies how both work and nonwork supportive environment are positively related to employee self‐development. Finally, we discuss the practical implications for personnel selection and career development.