Nancy Hennigar Reisig is a PHD Candidate in the PhD Program in Leadership and Change at Antioch University
Nancy Hennigar Reisig, M.A., M.B.A., SPHR
Nancy Hennigar Reisig served as the first female trade representative for the State of Michigan in Tokyo. She also worked for Mazda, Ford and Raytheon in human resources. Her jobs included serving as Vice President of Human Resources, Ford India, and as Director of International Resources, Raytheon. Reisig was an avid international traveler, and lived, in addition to Japan and India, in China over the course of her career. She attended Michigan State University, earning a bachelor's and master's degree, as well as a master's degree in Japanese Studies from Yale University and an M.B.A. from Wayne State University.
Nancy Reisig's Blogs:
- Chennai Journal :re. Nancy Reisig's time working in India http://nmj3.blogspot.com/ .
- Transitions: re. repatriating, leaving a job, and becoming an expatriate again (in China, Korea, and India) http://backtousa.blogspot.com
- Age of Wander: A Journey through the Seventh Decade of Life: re: facing cancer https://seventhdecade.com/
Nancy Reisig is a member of Cohort 10 in the PhD Program in Leadership and Change at Antioch University.
This paper may be downloaded above right in PDF format. It also may be viewed as a digital flipbook in the box below
The expatriation/repatriation cycle is a complex system, only parts of which have been studied. Repatriation occurs within a larger system that includes the employee, his or her family, the organization’s business dynamic and Human Resources practices, and its culture. This article examines this system, reviewing key organizational factors affecting repatriation, including organizational design, development, and culture, as well as the neglected role of Human Resources management. Theories around professional employee turnover that link to the repatriate experience are also explored. The author proposes a model for understanding the complexity of repatriation. Gaps in current understanding are discussed as a basis for suggesting several subjects for future studies. These include research on the experience of repatriates who leave their organization after returning; the need for looking at repatriation perspectives of line management and HR; and the development of better understanding that could assist organizations in anticipating and, perhaps, preventing turnover of repatriated personnel.
Reisig, N. H. (2017). A Model for Understanding the Complexity of Repatriation into Organizations: A Systems Approach. https://aura.antioch.edu/stuworks/2
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