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Research on self-initiated expatriates infrequently pays attention to the potential gap between the trust organisations seeks to establish, and employees’ intention to remain. Understanding this situation might help in gaining better perspective on how a university may attempt to boost the intention to remain capabilities for the retention of academic expatriates. A model is proposed for the purpose of identifying the critical antecedents of self-initiated academic expatriates. The model predicts that organizational trust is a predictor of intention to remain. In this paper, it is asserted that the success of the expatriation process depends not only on the self-initiated academic expatriate’s competencies and skills, but also on organizational trust during the process of carrying out their assignments. The paper is proposing the Social Exchange Theory as a linkage between trust and intention to remain to explain the reciprocity as a result of exchange relationship between the higher education institutions and self-initiated academic expatriates. Upon model validation, the paper could offer practical interventions for human resource practitioners and the management to assist the recruiting universities towards managing knowledge transfer involving self-initiated academic expatriates in Malaysia.

international journal of academic research in business and social sciences

Extending the Chain of Relationships between Organizational Trust and Intention to Remain, among Self-initiated Academic Expatriate: A Conceptual Model