The effect of Self-initiated expatriates’ perceptions of HRM practices on their intention to stay at their job in Switzerland: The importance of cross-cultural adjustment practices and the mediating role of Person-Organization and Person-Job fit.

Abstract

Self-initiated expatriates’ (SIEs) retention becomes increasingly significant in countries like Switzerland, who seem to be affected by the global shortage of high-skilled labor. The purpose of this study is to investigate the relationship between SIEs' perceptions of HRM practices aimed at their cross-cultural adjustment and SIEs' intention to stay in their current job in Switzerland, as well as to determine whether SIEs' Person-Organization (PO) fit and Person-Job (PJ) fit function as mediators in this relationship. The HRM Perceptions Theory along with the PersonEnvironment fit Theory and the Social Exchange Theory are employed to support the hypotheses of this research. Cross-sectional, primary data was gathered via an online survey. The findings are based on 116 SIEs from different job industries who worked and lived in Switzerland for one up to three years at the moment of the research. Consistent with the predictions of the hypotheses, SIEs' perceptions of HRM practices aimed at their cross-cultural adjustment exhibited a significant positive association with SIEs’ intention to stay in their current job. In addition, SIEs’ PO and PJ fit mediated the relationship between SIEs’ perceptions of HRM practices aimed at their crosscultural adjustment and their intention to stay in their current job. The empirical results of this research can offer suggestions about the factors that could potentially impact the decisions made by Swiss organizations regarding the successful retention of SIEs.