Not all fulfilled expectations are good: the role of career and knowledge transfer in repatriate outcomes

Purpose This study challenges the prevailing assumption that fulfilling repatriates’ expectations uniformly improves outcomes. Drawing on met expectations theory, we examine how two expectation domains – career advancement and knowledge transfer – shape satisfaction with repatriation and subsequent turnover intentions, and how these relationships vary by hierarchical level. Design/methodology/approach We used a time-lagged survey design with 117 German repatriates, collecting data during international assignments (Time 1) and one year post-return (Time 2). Met expectations were measured as the difference between anticipated and perceived post-return outcomes. Mediation and moderation analyses tested the effects of expectation fulfillment on turnover intentions via satisfaction, with hierarchical level as a moderator. Findings Met career advancement expectations increased satisfaction and indirectly reduced turnover intentions, particularly for non-managerial repatriates. In contrast, met knowledge transfer expectations were associated with lower satisfaction and higher turnover intentions, regardless of hierarchical level. These results highlight that fulfilled expectations can have both positive and negative effects, depending on expectation type. Practical implications Findings suggest organizations should manage repatriate expectations proactively, tailor support to hierarchical level and ensure that knowledge transfer is recognized and rewarded to prevent disengagement or turnover. Originality/value The study advances met expectations theory by differentiating between expectation types and identifying hierarchical level as a boundary condition. It provides a rare temporally grounded test of repatriation processes by capturing expectations in real time and linking them to post-return outcomes.