Table 3 Space (organizational (meso) and...

Table 3

Space (organizational (meso) and country (macro)-level factors) affecting the international transfer of individual CC

		Factors affecting the international transfer of
		Individual CC on the individual level across different organizations in different countries as the direct use and applicability of the CC	Individual knowing-how to other individuals within the new organization in the new country
From home country organization to host country organization	ASSIGNED EXPATRIATES	−Differences between subsidiary's and HQ's goals 7 (MESO) −Differences between two working environments in terms of hostile environments 8 (MACRO)	+Absorptive capacity of the organization 18 19 21 (MESO) +Provided mentoring for assigned expatriates 6 (MESO) +Organizational climate towards learning, innovation and change 18 21 (MESO) Subsidiary's strategic role 16 (MESO) −Cultural differences between home and host countries 14 16 (MACRO) −Social context 18 21 (MACRO)
	SELF-INITIATED EXPATRIATES	–	–
	Other highly skilled working migrants	–	−Highly restrictive immigration Policy 12 13 (MACRO) −Lack of professional and social recognition 22 (MACRO)
From host country organization to home country organization	ASSIGNED REPATRIATES	–	+Absorptive capacity of the organization 5 (MESO) +Interaction between the ability and motivation of local staff to absorb new knowledge 3 (MESO) +Organizational support before and during expatriation 9 (MESO) +Organizational support before, during, and after repatriation 4 (MESO) +International assignments policy (indirect effect) 20 (MESO) +Repatriation supportive HR policies 9 +Formal and informal knowledge governance mechanisms (indirect effect) 11 (MESO) +Repatriate knowledge sharing environment 15 (MESO) +Formal opportunities for interaction between repatriates and domestic employees 5 (MESO) +Formal and informal opportunity for interaction between repatriates and domestic employees 3 (MESO) +Host unit social capital 17 (MESO)
	SELF-INITIATED REPATRIATES	+Positive organizational perception of recent local working experience value (indirect effect) 2 (MESO) −Negative organizational perception of international experience value (indirect effect) 2 (MESO) −Highly centralized power relationships 10 (MESO) +−Country-specific career structure norms (indirect effect) 1 2 (MACRO)	–
	Other highly skilled working return migrants	–	-Power relationships 22 (MESO)

		Factors affecting the international transfer of
		Individual CC on the individual level across different organizations in different countries as the direct use and applicability of the CC	Individual knowing-how to other individuals within the new organization in the new country
From home country organization to host country organization	ASSIGNED EXPATRIATES	−Differences between subsidiary's and HQ's goals 7 (MESO)−Differences between two working environments in terms of hostile environments 8 (MACRO)	+Absorptive capacity of the organization 18 19 21 (MESO)+Provided mentoring for assigned expatriates 6 (MESO)+Organizational climate towards learning, innovation and change 18 21 (MESO)Subsidiary's strategic role 16 (MESO)−Cultural differences between home and host countries 14 16 (MACRO)−Social context 18 21 (MACRO)
	SELF-INITIATED EXPATRIATES	–	–
	Other highly skilled working migrants	–	−Highly restrictive immigration Policy 12 13 (MACRO)−Lack of professional and social recognition 22 (MACRO)
From host country organization to home country organization	ASSIGNED REPATRIATES	–	+Absorptive capacity of the organization 5 (MESO)+Interaction between the ability and motivation of local staff to absorb new knowledge 3 (MESO)+Organizational support before and during expatriation 9 (MESO)+Organizational support before, during, and after repatriation 4 (MESO)+International assignments policy (indirect effect) 20 (MESO)+Repatriation supportive HR policies 9+Formal and informal knowledge governance mechanisms (indirect effect) 11 (MESO)+Repatriate knowledge sharing environment 15 (MESO)+Formal opportunities for interaction between repatriates and domestic employees 5 (MESO)+Formal and informal opportunity for interaction between repatriates and domestic employees 3 (MESO)+Host unit social capital 17 (MESO)
	SELF-INITIATED REPATRIATES	+Positive organizational perception of recent local working experience value (indirect effect) 2 (MESO)−Negative organizational perception of international experience value (indirect effect) 2 (MESO)−Highly centralized power relationships 10 (MESO)+−Country-specific career structure norms (indirect effect) 1 2 (MACRO)	–
	Other highly skilled working return migrants	–	-Power relationships 22 (MESO)

Note(s): + factors positively affecting international transfer of CC

− factors negatively affecting international transfer of CC

1 - Andresen (2021). 2 – Begley et al. (2008). 3 - Burmeister et al. (2015). 4 - Burmeister and Deller (2016). 5 - Burmeister et al. (2018). 6 - Carraher et al. (2008). 7 - Dickmann and Cerdin (2016). 8 - Dickmann and Watson (2017). 9 - Furuya et al. (2009). 10 - Guo et al. (2013). 11 - Huang et al. (2013). 12 - Kassan and Nakamura (2013). 13 - Orazbayev (2017). 14 - Peltokorpi (2006). 15 - Peterson and Steelman (2015). 16 - Qin et al. (2008). 17 - Reiche (2012). 18 - Riusala and Suutari (2004). 19 - Riusala and Smale (2007). 20 - Sanchez-Vidal et al. (2018). 21 - Smale and Suutari (2011). 22 - Williams and Baláž (2008)

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