Исследовательская цель: найти связь между наличием репатриантов и производительностью, инновационностью и поглощающей способностью компаний. Исследовательские вопросы: 1. Какие факторы влияют на решение репатриантов вернуться в родную страну? 2) Как наличие репатриантов влияет на производительность, инновационность и поглощающую способность компаний? 3) Каким образом управление талантливыми сотрудниками связывает наличие репатриантов, производительность, инновационность и поглощающую способность компаний? Основные результаты: 1) Факторы, которые больше всего влияют на решение репатриантов вернуться домой: карьерные амбиции, больше возможностей для самореализации, развитые поглощающие способности местных компаний, привлекательные факторы родной страны и желание развивать национальную экономику. 2) Само по себе наличие репатриантов не оказывает значительного влияния на производительность, инновационность и поглощающую способность компаний. Вместо этого, знания, которыми делятся репатрианты с коллегами, влияют на данные показатели. 3) Привлечение и развитие талантливых сотрудников модерирует отношение между наличием репатриантов и производительностью, инновационностью и поглощающей способностью компаний, в то время как сохранение талантливых сотрудников оказывает негативное влияние на данную связь.

INTRODUCTION ……………………………………………………………………………………………………………….. 5 Chapter 1. LITERATURE REVIEW ……………………………………………………………………………………… 6 1.1. Return migration and returnees……………………………………………………………………………………. 6 1.1.1. Return migration ………………………………………………………………………………………………….. 6 1.1.2. Evolution of studies on returnees ……………………………………………………………………………. 8 1.2. Effect of returnees’ presence in companies ………………………………………………………………….. 11 1.2.1.
Effect of returnees on firm performance ………………………………………………………………… 11 1.2.2.
Effect of returnees on innovations…………………………………………………………………………. 12 1.2.3.
Effect of returnees on firms’ absorptive capacity ……………………………………………………. 14 1.2.4.
Knowledge-sharing from returnees……………………………………………………………………….. 15 1.3. TM practices for returnees ………………………………………………………………………………………… 18 1.3.1. Defining talent management ………………………………………………………………………………… 18 1.3.2. Returnees and talent management ………………………………………………………………………… 19
Chapter 2. RESEARCH METHODOLOGY …………………………………………………………………………. 22 2.1. The Russian context ………………………………………………………………………………………………….. 22 2.2. Setting and data ……………………………………………………………………………………………………….. 23 2.3. Questionnaire description………………………………………………………………………………………….. 27 2.4. Variables and measures…………………………………………………………………………………………….. 27 2.4.1. Reasons to return/to employ returnees ………………………………………………………………….. 27 2.4.2.
Talent management …………………………………………………………………………………………….. 27 2.4.3. Absorptive capacity …………………………………………………………………………………………….. 28 2.4.4.
Firm performance ………………………………………………………………………………………………. 28 2.4.5. Innovation activity………………………………………………………………………………………………. 28
Chapter 3. RESULTS AND DISCUSSION …………………………………………………………………………… 29 CONCLUSION …………………………………………………………………………………………………………………. 41 LIST OF REFERENCES ……………………………………………………………………………………………………. 44 APPENDIX ………………………………………………………………………………………………………………………. 54

Overseas returnees have recently become a subject of academic interest (Cerdin, Abdeljalil Diné, Brewster, 2013; Dietz, Joshi, Esses, Hamilton & Gabarrot, 2015; Crowley-Henry & Al Ariss, 2018). Scholars emphasize that effective management of trained returnees is essential because they have human capital (i.e. international experience, knowledge of foreign markets, ability to solve cross-cultural conflicts) needed for increasing firm productivity and innovativeness. Hence, these people constitute important strategic resources as they allow their firms to overcome competitors and to increase market share (Guo & Al Ariss, 2015; Zikic, 2015).
Research problem: while many studies discuss the role of returnees in developing national economies of their home countries, we still don’t know how returnees’ presence influences on firm performance, innovations, and absorptive capacity. Since these people acquire unique human capital which may become a competitive advantage for local companies, we assume that they have a positive effect on aforementioned indicators. Given that, we need to determine whether talent management shapes the effect of returnees’ presence on firms’ absorptive capacity, innovation activity and performance. And if there is a positive effect, what exact practices should be implemented to manage returnees.
Research goal: to identify the relationship between returnees’ presence and firm performance, innovation activity and firm’s absorptive capacity.
Research questions:
1. What factors determine returnees’ decisions to come back?
2. How does returnees’ presence influence on firm performance, innovations, and
absorptive capacity?
3. How TM practices shape the link between returnees’ presence, firms’ absorptive
capacity, innovation activity and performance?

We determined key factors that had the strongest effect on returnees’ decisions to come back to their home country: work ambitions, expected higher return to returnees’ human capital and absorptive capacity in local companies, home country’s pulling factors and returnees’ desire to contribute to its national economy. These factors intersect with those we found in the literature (Mayr & Peri, 2008; Biondo et al., 2012; Kenney et al., 2013; Wong, 2014; Kautto, 2019).
Returnees’ human capital acquired abroad, international work experience and social networks in foreign countries are their most significant competitive advantages over local employees. It proves that companies see overseas returnees as key drivers of their international expansion (Kureková & Žilinčíková, 2018; Li, 2020).
According to our returnee respondents, the most important TM practices that companies should implement to attract, develop, and retain returnees are access to training and education programs, engagement in R&D and other innovation activities, various career advancement opportunities and strong employer brand that takes care of its talented employees. From the companies’ perspective, talent retention is a TM group most our respondents focus on. However, during the analysis of gathered data, we found out that this group of practices had a negative effect on firm performance and innovations, meaning that firms should switch their focus to talent development, which is highly valued by overseas returnees. It broadens existing research on this topic since scholars usually analyze the relationship between returnees and TM and don’t focus on distinct TM practices.
Furthermore, returnees’ presence doesn’t have a significant effect on firm performance, innovations, and absorptive capacity by itself. Instead, knowledge and skills that overseas returnees share with their colleagues play a crucial role in shaping aforementioned indicators. It may be explained by a fact that overseas returnees complete difficult tasks, improve group work and acquire international experience and knowledge of foreign markets, which is essential for companies that want to expand internationally. Moreover, returnees share their ideas, while being involved into R&D and other innovation activities, hence, impacting on existing products’ design or developing new products. Finally, returnees help their management to manage internal knowledge transfers more efficiently, thus, increasing absorptive capacity of companies they work for. It broadens
41
existing research on returnees and their effect on aforementioned indicators, especially in the Russian context.

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Окончила магистратуру Воронежского государственного университета в 2009 г. В 2014 г. защитила кандидатскую диссертацию. С 2010 г. преподаю в Воронежском государственно... Читать все

Окончила магистратуру Воронежского государственного университета в 2009 г. В 2014 г. защитила кандидатскую диссертацию. С 2010 г. преподаю в Воронежском государственном университете инженерных технологий.

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Преподаватель одного из лучших ВУЗов страны, научный работник, редактор научного журнала, общественный деятель. Пишу все виды работ - от эссе до докторской диссертации... Читать все

Преподаватель одного из лучших ВУЗов страны, научный работник, редактор научного журнала, общественный деятель. Пишу все виды работ - от эссе до докторской диссертации. Опыт работы 7 лет. Всегда на связи и готова прийти на помощь. Вместе удовлетворим самого требовательного научного руководителя. Возможно полное сопровождение: от статуса студента до получения научной степени.

#Кандидатские #Магистерские

47 Выполненных работ

Окончила специалитет по направлению "Прикладная информатика в экономике", магистратуру по направлению "Торговое дело". Защитила кандидатскую диссертацию по специальнос... Читать все

#Кандидатские #Магистерские

37 Выполненных работ

Преподаватель ВУЗа, опыт выполнения студенческих работ на заказ (от рефератов до диссертаций): 20 лет. Образование высшее . Все заказы выполняются в заранее согласован... Читать все

Преподаватель ВУЗа, опыт выполнения студенческих работ на заказ (от рефератов до диссертаций): 20 лет. Образование высшее . Все заказы выполняются в заранее согласованные сроки и при необходимости дорабатываются по рекомендациям научного руководителя (преподавателя). Буду рада плодотворному и взаимовыгодному сотрудничеству!!! К каждой работе подхожу индивидуально! Всегда готова по любому вопросу договориться с заказчиком! Все работы проверяю на антиплагиат.ру по умолчанию, если в заказе не стоит иное и если это заранее не обговорено!!!

#Кандидатские #Магистерские

21 Выполненная работа

Специализируюсь на правовых дипломных работах, магистерских и кандидатских диссертациях

#Кандидатские #Магистерские

495 Выполненных работ

Профессиональный журналист, филолог со стажем более 10 лет. Имею профильную диссертацию по специализации "Радиовещание". Подробно и серьезно разрабатываю темы научных... Читать все

Профессиональный журналист, филолог со стажем более 10 лет. Имею профильную диссертацию по специализации "Радиовещание". Подробно и серьезно разрабатываю темы научных исследований, связанных с журналистикой, филологией и литературой

#Кандидатские #Магистерские

33 Выполненных работы