Proceedings of the 12th European Conference on Knowledge ...

Huei-Fang Chen and Yi-Wen Lin
outcomes. If repatriates perceive <strong>the</strong>mselves as well-treated during <strong>the</strong> repatriation process, <strong>the</strong>y may
reciprocate by making an effort to work with <strong>the</strong>ir colleagues, thus enhancing <strong>the</strong> climate <strong>of</strong>
cooperation.
Thirdly, shared codes and language within <strong>the</strong> social climate create a common set <strong>of</strong> terms, symbols,
and perspectives that allow individuals to communicate effectively with one ano<strong>the</strong>r (Collins and Smith
2006). Repatriation-related practices can help repatriates to become familiar with <strong>the</strong> code and
language <strong>of</strong> <strong>the</strong> company and elicit greater commitment to <strong>the</strong>ir firm. These individuals will <strong>the</strong>n have
a greater interest in learning company norms and codes <strong>of</strong> action.
The empirical results presented by Collins and Smith (2006) show that human resource practices are
positively related to organizational social climate. By <strong>the</strong> same token, we predict that perceived
repatriation support will have a positive impact on <strong>the</strong> social climate that repatriates perceive as
greeting <strong>the</strong>m in <strong>the</strong>ir home country. Therefore, <strong>the</strong> following hypo<strong>the</strong>sis is proposed:
Hypo<strong>the</strong>sis 1: Repatriation support perception will have a positive influence on
repatriates’ perceptions regarding <strong>the</strong>ir social climate.
2.2 Disseminative willingness
Research on knowledge transfer in multinationals has consistently indicated that knowledge senders’
disseminative capacity is a determinant <strong>of</strong> knowledge transfer. Minbaeva and Michailova (2004) reoperationalize
disseminative capacity as dependent on <strong>the</strong> ability and <strong>the</strong> willingness to share MNC
knowledge. Many studies indicate that <strong>the</strong> behavior <strong>of</strong> knowledge senders depends on individual
characteristics, which include previous knowledge and experience and willingness to transfer
knowledge (Husted and Michailova 2002; Michailova and Husted 2003; Cabrera 2003). The decision
to share knowledge is largely individual and is driven by at least two behavioral factors: ability and
willingness, which are both essential to achieving high-performance knowledge transfer at any level
(Minbaeva and Michailova, 2004).
Bonache and Zarraga-Oberty (2008) suggest that human resource practices play a key role in
international knowledge transfer. When returning to <strong>the</strong>ir home country, repatriates may display more
or less willingness to share knowledge as a result <strong>of</strong> human resource practices such as repatriation
training. Repatriates will feel grateful for organizational support and compensation, which in turn will
increase <strong>the</strong>ir willingness to share <strong>the</strong>ir international knowledge with <strong>the</strong>ir colleagues. Therefore, <strong>the</strong>
following hypo<strong>the</strong>sis is presented:
Hypo<strong>the</strong>sis 2: The perception <strong>of</strong> repatriation support will have a positive influence on
repatriates’ willingness to disseminate <strong>the</strong> knowledge that <strong>the</strong>y possess.
Cabrera (2003) suggests that norms that encourage <strong>the</strong> open exchange <strong>of</strong> knowledge among
organization members will lead to greater knowledge-sharing. A social climate <strong>of</strong> trust is essential to
increasing interactions and <strong>the</strong> likelihood <strong>of</strong> information exchange among individuals (Nahapiet and
Ghoshal 1998). A cooperative climate limits competition among employees and increases <strong>the</strong>ir
willingness to share critical information (Szulanski 1996). Moreover, shared codes and language
facilitate both access to information and <strong>the</strong> integration <strong>of</strong> knowledge (Collins and Smith 2006).
Therefore, when repatriates return home, a social climate marked by trust, cooperation, and shared
codes and language will encourage <strong>the</strong>m to share <strong>the</strong>ir international knowledge with <strong>the</strong>ir colleagues
at home. The following hypo<strong>the</strong>sis is thus presented:
Hypo<strong>the</strong>sis 3: Perceived social climate will have a positive influence on repatriates’
willingness to share <strong>the</strong>ir knowledge.
2.3 Repatriate knowledge-sharing
Researchers have suggested that knowledge senders’ disseminative capacity is a determinant <strong>of</strong>
knowledge transfer (Minbaeva and Michailova, 2004). Disseminative capacity includes <strong>the</strong> ability and
<strong>the</strong> willingness <strong>of</strong> organizational actors to transfer knowledge. Repatriates with <strong>the</strong> willingness to
share <strong>the</strong>ir knowledge with home-country colleagues may exhibit a higher level <strong>of</strong> knowledge-sharing
behavior in <strong>the</strong>ir home country. Therefore, we propose <strong>the</strong> following hypo<strong>the</strong>sis:
Hypo<strong>the</strong>sis 4: Repatriates’ willingness to disseminate knowledge will have a positive
influence on <strong>the</strong>ir knowledge-sharing behavior at home.
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