EXPATRIATE MANAGERS AND THE PSYCHOLOGICAL CONTRACT

The authors investigate employer practices toward expatriate managers and how those practices relate to retention-relevant outcomes (e.g., o rganizational commitment, intent to quit, and intent to return early t o a domestic assignment). The psychological contract is investigated a s a mediator of this relationship. A model in which the psychological contract mediates the relationship between organizational practices an d retention-relevant outcomes is empirically constructed. The authors also refine the construct of the psychological contract and report man agers' experiences as expatriates.