Repatriation of international dual‐career couples

• Published date: 01 November 2018
• Date: 01 November 2018
• DOI: http://doi.org/10.1002/tie.21947

THE CHANGING NATURE OF EXPATRIATION

Repatriation of international dual-career couples

Agnieszka Kierner | Vesa Suutari

University of Vaasa, Finland

Correspondence

Agnieszka Kierner, Department of

Management, University of Vaasa, P.O. Box

700, FI-65101 Vaasa, Finland.

Email: kierner.a@gmail.com

Combining the realities of dual-career couples (DCCs) and the requirements of international

careers can be difficult. In order to improve the understanding of the repatriation experiences

of international DCCs, we conducted interviews with both partners in 14 DCCs. Contrary to

expectations, the majority of the interviewed couples reported very successful repatriation

experiences, and only a few adjustment challenges were raised. The interviews address the fac-

tors explaining such repatriation adjustment issues, and also elicit four key factors (active self-

management of the expatriation process, earlier experience of expatriation and repatriation,

the successful integration of work life and family life, and the realization of dual-career inter-

ests upon repatriation) connected with successful repatriation adjustment experiences.

KEYWORDS

adjustment, dual-career couples, expatriation, repatriation

1|INTRODUCTION

It is argued that dual-career couples (DCCs), which it is suggested

have made up around 25% of the expatriate population over the past

decade (Brookfield, 2016), pose a challenge for international compa-

nies that must maintain an internationally mobile workforce (Ravasi,

Salamin, & Davoine, 2013; Selmer & Leung, 2003; Shaffer, Kraimer,

Chen, & Bolino, 2012). The limited research evidence on the experi-

ences of such international couples has prompted frequent calls for

further research (Harvey, Novicevic, & Breland, 2009; Huffman &

Frevert, 2013; Känsälä, Mäkelä, & Suutari, 2015; Lauring & Selmer,

2010; Mäkelä, Känsälä, & Suutari, 2011; Selmer & Leung, 2003).

Gradually, more evidence has emerged on the experiences of

DCCs during an international assignment. The associated research

has addressed issues such as the willingness to leave for an assign-

ment (Selmer & Leung, 2003), partner career experiences abroad

(McNulty & Moeller, in press), partner roles (Mäkelä et al., 2011),

dual-career support practices (Harvey, Napier, Moeller, & Williams,

2010; Riusala & Suutari, 2000), cross-cultural adjustment (Ravasi

et al., 2013) and career coordination strategies of the couples

(Känsälä et al., 2015). However, no research on the repatriation of

DCCs was found, despite the increasing body of studies focused on

repatriation generally (see, e.g., Szkudlarek, 2010). Overall, the repa-

triation stage of assignments is still an area in which there are consid-

erable research gaps (Breitenmoser & Bader, 2016; Greer & Stiles,

2016; Howe-Walsh & Torka, 2017; Szkudlarek & Sumpter, 2015),

and the existing research has been predominantly focused on repatri-

ates from North America and the United Kingdom (Sanchez-Vidal,

Sanz Valle, Barba Aragón, & Brewster, 2007).

Although there is a lack of empirical research focusing on repatri-

ation among DCCs, it has been suggested that DCCs may struggle

even more with repatriation challenges than couples in which only

one partner is career oriented (Haslberger, Brewster, & Hippler,

2012; Kierner, 2015; Linehan & Scullion, 2002). This is an important

finding because repatriation is a challenging experience for any cou-

ple (Haslberger, Brewster, & Hippler, 2012; Kraimer et al., 2012;

Mäkelä & Suutari, 2013; Storti, 2003). The need to coordinate two

careers (Baird & Reeves, 2011; Känsälä et al., 2015) and achieve a

reasonable balance between work and personal life adds a new level

of complexity.

The partners of expatriates face career-related challenges when

they leave their job and career at home. It can be difficult finding rel-

evant employment abroad (McNulty & Moeller, in press), either

because work permits are restricted or because of the absence of

suitable opportunities in the host country. During the repatriation

stage, the career issues of the partners are again among the main

concerns of expatriates (Riusala & Suutari, 2000). The negative expe-

riences of the partner may have spillover effects on the expatriate

and may lead to dissatisfaction or even to a premature return to the

home country (Andreason, 2008). At the same time, the partner can

be an important source of support for the expatriate during the

whole expatriation process (Haslberger & Brewster, 2008; Lauring &

DOI: 10.1002/tie.21947

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