Purpose – The purpose of this conceptual paper is twofold. The first objective is to introduce a multi-stakeholder power perspective to the discourse on repatriate retention, which has, to date, treated issues of career agency without considering whether other stakeholders might be capable of responding constructively. The second objective of the paper is more prescriptive, conjecturing that social media, which has also been completely overlooked by the repatriation literature, has the potential to empower repatriation stakeholders. Design/methodology/approach – Following a review of the literature on repatriate turnover, this paper uses Hardy and Leiba-O’Sullivan's (1998) framework on empowerment to examine the nature and significance of powerlessness on the part of key stakeholders in the repatriation process – repatriates, HQ managers, and HQ HR professionals. It uses the same framework to investigate how social media might help to empower these stakeholders. Findings – The analysis finds that social media has the potential to empower repatriation stakeholders in four key ways: first, by triggering expatriates’ awareness of the need to proactively manage different aspects of their own impending repatriation; second, by providing access to supportive mentoring resources; third, by strengthening access to key HR and managerial decision-making arenas; and fourth, by enabling HQ managers and HR representatives to more judiciously direct potentially scarce organizational resources (including their own time) toward key repatriation supports. Research limitations/implications – Although this conceptual paper has no empirical data, it offers considerable value to the repatriation literature by introducing the topics of power and social media and explaining their relevance to repatriation (and indeed, to the field of international HRM). Practical implications – Repatriate turnover is problematic, both for repatriates who would have liked to remain with the organization that sent them on assignment, and for the organizations that would like to have retained (and utilized) repatriates’ global competencies. Thus, the main practical implication of this paper is that it offers an innovative contemporary solution (e.g. the use of social media) to this problem of repatriate turnover. Originality/value – The paper demonstrates that the topic of power has been completely neglected by the repatriation literature. Similarly, the topic of social media, has also been completely overlooked by the repatriation literature. This paper introduces these two topics to the repatriation literature, and, in so doing, broadens the understanding of constraints on repatriate agency as a means of repatriate retention, and offers innovative contemporary solutions (e.g. social media).
