this article described the factors influencing Korean employees’ and spouses’ perceptions of expatriation and repatriation, and the research data based on in-depth interviews with 15 Korean expatriates and spouses.and address the following overarching research problems: Are Korean employees more willing to accept an international assignment when requested by their Organization? Will Korean employees repatriate from an international assignment when requested by their organization? Are Korean employees more willing to accept an international assignment if, prior to commencement, they are informed of the training and mentoring that the organization will provide on repatriation? Are Korean employees more willing to accept an international assignments if, prior to commencement they are provided with a guarantee of career advancement following repatriation? Are Korean employees more willing to accept an international assignment if, prior to commencement, a family adjustment programme for repatriation is outlined? The article begins with an overview of the largely Western literature on expatriation and repatriation. Following this, a discussion is provided of Korean characteristics and how expatriation and repatriation may be viewed differently from the Korean perspective, they listed four factors. They are organizational factors, career advancement, cultural factors and family factors. This article concludes with key contributions, implications and issues for future research.
The article used the real-life interview semi-structure method will make the data research more certainly, and the samples included some interviews real experiences and the problem solving solutions. The research on organization factor and career advancement factor, cultural and family factors gave more details on how to managers offer more concerns on employees family, such as children education and the living standard of expatriates’s spouses....