The determinants of returnees’ decision to come back to Russia

Abstract

The article examines the determinants of the returnees’ decision to come back to Russia. Returnees from developed countries possess high levels of both human and social capital which allow them to contribute to the organizational outcomes of the emerging market firms. Moreover, researchers consider the influx of returnees to developing countries as a solution to the brain drain. Russia is experiencing brain drain as the highly skilled specialists’ outflow from the country exceeds their inflow. However, there is lack of studies examining returnees in the Russian context. Using a sample of 90 returnees from developed countries working in Russia, we found that career opportunities and expectations of high wages in Russia, as well as family reasons have the greatest impact on returnees’ decision to come back to Russia. Talent management practices aimed at attraction, development and retention of returnees, appeared to have a significant influence on the respondents’ decision to return and find employment in a Russian company. At the same time, upon their return, the returnees experienced difficulties in finding a job and a salary adequate to their experience and knowledge. It turns out that companies in Russia do not fully appreciate knowledge and experience that returnees have and the contribution they can make to the development of the company. The research results have both theoretical and practical significance for the development of migration policies and practices at the country and firm levels.

Keywords:

returnees, brain drain, brain circulation, human capital, social capital, talent management, migration policy, Russia