This research examines the relative impact of six sets of factors on multiple indices of adjustment to new job assignments. These six sets of factors include demographic variables, indices of the “internationalness” of the job change (e.g., whether the job changer is an expatriate, repatriate, or domestic geographical relocator), job characteristics variables, types and amount of career development assistance, degree of change between successive job assignments, and types of individual coping strategies employed by job changers. Data were collected from 459 job changers from twenty-six countries. The results highlight both the commonalities among expatriates, repatriates, and domestic geographical relocators in adjusting to new job assignments as well as the differences among them.

Despite the growing involvement of multinational firms in foreign-based R&D during the past fifteen years, little research has been done on why and how firms internationalize their R&D and what effects it might have on firm competitiveness. The present paper calls attention to this neglect and seeks to advance the management of multinational R&D as an area of study for international business scholars. To this end, the paper first examines the key contributing factors to increased foreign R&D investments among multinationals. It then reviews the research literature to find out what we presently know about the management of multinational R&D. Finally, a research agenda is proposed to provide a foundation and stimulus for future investigations. Seven research directions are recommended, with an emphasis on interdisciplinary inquiry and a focus on issues that have both theoretical and practical significance.