Make a summary of these conclusions.

The case study that has been developed in this work responds to the need to analyze the phenomenon of repatriation. Although, both from the academic point of view and from the business practice, the importance of this process being managed correctly is recognized to avoid the negative effects that the repatriated worker experiences adaptation problems for the company, the truth is that up to now this topic has not received sufficient attention in the literature, especially in Spain where there is no published empirical work on this issue.

For this reason, after reviewing the literature on repatriation, a study of 10 cases has been carried out with which the problem of repatriation has been analyzed and conclusions and recommendations have been drawn for the management of this group in international companies.

The study shows, firstly, that the returnees studied have suffered the so-called reverse culture shock when returning to Spain, that is, they have experienced adaptation problems that, in some cases, have even led them to leave the company.

Of all the problems that the literature indicates as common in the adaptation processes of returnees, those in our sample have mainly experienced those of a labor and organizational nature. This highlights the important role that returnee management practices, many of them HR, can play in facilitating their adaptation. Other problems that produce an inverse culture shock, those related to the adaptation of the returnee to personal relationships and the environment in general, have hardly been detected in our study. However, it must be taken into account that this result may be conditioned by the ease of adapting to a country like Spain with attractive living conditions, in general terms, as well as by the short duration of most of the expatriations experienced by the workers analyzed. That is, in other contexts they can be dimensions of adaptation to be considered.

Another conclusion of this work is that there seems to be a relationship between the adaptation of returnees and the management practices of the returnees carried out by companies.

By way of synthesis, and based on the analysis of the importance that returnees give to different HR practices and their suggestions in this regard, as well as the joint analysis of those applied by companies and the time it has taken for returnees from the sample to adapt, you can make the recommendations for the management of returnees shown below:

* Recommendations on managing expatriates

* Assess the international experience of the returnee

* Maintain frequent communications with the worker during expatriation

* Manage the expatriate's professional career

* Provide training prior to repatriation related to the position to be filled

* Offer attractive compensation

* Advise and / or help financially when you return

Finally, it is convenient to mention some limitations of this work that can qualify the conclusions obtained. First, it presents the drawbacks of case studies, in particular the impossibility of generalizing their results. Despite this, it has been considered appropriate to apply this methodology given the situation of this field of study, in which research is still very scarce. Secondly, it should be noted that the characteristics of the sample may be influencing the results obtained, as well as that the country of origin of the returnees is Spain and that most expatriations have been of short duration, which may have contributed to reducing reverse culture shock. In fact, the data shows that the workers who spent the longest time abroad are the ones who experienced the greatest adaptation problems. On the other hand, the characteristics of the sample have prevented the study of the effect that factors such as the assignment of a guardian for the duration of the expatriation (given that only one returnee was assigned), the gender of the returnee, may have on the adaptation of returnees. (there was only one woman in the sample), the one who is married (only three were) or having children (only one had them).

Considering the above, it seems necessary to continue investigating this issue with studies that overcome the limitations indicated. For this, for future research it is proposed, on the one hand, to carry out case studies similar to this one but in other contexts and with more heterogeneous samples in their characteristics. On the other hand, to increase the generalizability of the conclusions obtained, it is considered interesting to make an effort to analyze these questions with large samples and quantitative techniques as well as consider a greater number of factors as determinants of the adaptation of the returnee, such as those referring to your personality, your family situation or other organizational supports. In this way, in addition, statistically generalizable results could be obtained.