Целью данного исследования является определение ключевых факторов, влияющих на решение о релокации добровольных экспатриантов, а также выявление тех практик управления талантами, которые смогут воздействовать на возвращение добровольных экспатриантов обратно в Россию. В результате качественного анализа были выявлены факторы, определяющие решение о релокации из России добровольных экспатриантов, разделенные на три уровня: индивидуальный, организационный и страновой. При этом автор исследовал роль практик управления талантами на релокационные намерения добровольных экспатриантов и выявил, какие практики смогут быть использованы как механизм репатриации.

CHAPTER I. THEORETICAL FOUNDATIONS OF SELF-INITIATED EXPATRIATES……..6
1. Introduction ……………………………………………………………………………………………………………..6 1.1. Human Capital theoretical background ………………………………………………………………….7 1.2. Relocation decisions ………………………………………………………………………………………….13 1.3. The concept of self-initiated expatriates……………………………………………………………….16 1.4. Global talent management and SIEs…………………………………………………………………….28
CHAPTER II. RESEARCH METHODOLOGY ………………………………………………………………..34 2.1. Data Collection …………………………………………………………………………………………………….34 2.2. Respondent selection …………………………………………………………………………………………….37 2.3. Data Analysis……………………………………………………………………………………………………….38
CHAPTER III. EMPIRICAL PART …………………………………………………………………………………39
3.1. Results of Data Analysis and Discussions………………………………………………………………..39
3.1.1. Results for RQ1. What factors determine relocation decisions of SIEs? ……………………40
3.1.2. Results for RQ2. What TM practices may serve as repatriation mechanisms for Russian SIEs? …………………………………………………………………………………………………………………………45
3.2. Research Findings…………………………………………………………………………………………………49 CHAPTER IV. CONCLUSIONS AND IMPLICATIONS…………………………………………………..52 4.1. Conclusions …………………………………………………………………………………………………………52 4.2. Theoretical Contribution………………………………………………………………………………………..52 4.3. Practical Relevance……………………………………………………………………………………………….53 4.4. Limitations and Recommendations for further research …………………………………………….54 REFERENCES ………………………………………………………………………………………………………………55 APPENDIX 1. QUESTIONNAIRE ………………………………………………………………………………….60

With the growing importance of qualified human resources for the global knowledge economy, the ability of an economy to compete for highly skilled migrants is becoming a fundamental driver of prosperity (Wittek, 2019). In an environment, in which rapid worldwide economic change is affecting organizations as a whole and human resource management (HRM) in particular (Sheehan & Sparrow, 2012), this competition is expected to increase in intensity (Docquier & Machado, 2016). Thus, the increasing importance of international human resources demands a consideration of how economies compete for available talent.
Employees who show personal initiative are becoming increasingly valuable for businesses for a variety of reasons. Expatriation represents an interesting case since relocating abroad independently is likely to require a comparatively high level of personal initiative (Andresen et al., 2014). By definition, “self-initiated” expatriates (SIEs) are assumed to show personal initiative when relocating abroad (Andresen et al., 2014; Cerdin & Selmer, 2014; Tharenou, 2015). Recently there has been a surge of research and business into independent, internationally mobile professionals (Andresen et al., 2012; Doherty, 2013; Shaffer et al., 2012). The growing number of SIEs entering the global labor market has one major implication: MNCs may use these individuals to fill critical roles in subsidiary operations at a lesser cost than expatriates (Collings et al., 2007).
The majority of the rapidly expanding literature on business expatriates has been on organizational expatriates who have been sent to a foreign location by their parent firms (Tharenou, 2013). However, there is far less study on SIEs who themselves have decided to expatriate to work abroad (Andresen et al., 2012). Moreover, few studies have investigated the factors that determine SIEs’ decisions to relocate, particularly on emerging markets. Therefore, this study addresses existing critical research gaps around the factors influencing self-initiated expatriation from Russia and the role of talent management (TM) in SIEs’ repatriation process.
Research Subject: Factors influencing SIEs’ relocation decisions and TM practices. Research Object: Self-initiated expatriates (SIEs).
The goal is to define factors that influence SIEs’ relocation from Russia and to
investigate the role of TM practices in repatriation of Russian SIEs. The key research objectives are defined as follows:
1. To review and analyze academic literature in human capital, talent migration, TM and concept of SIE;
6
2. To differentiate critical determinants that encourage Russian SIEs to relocate and study the influence of TM practices on this process;
3. To conduct semi-structured in-depth interviews with Russian SIEs to explore the determinants of their relocation and what TM practices can influence their repatriation to Russia;
4. To provide recommendations for organizations based on extensive data analysis for successful application of TM practices for SIEs in order to gain competitive advantage as employer.

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