Traditionally, one of the most frequently used outcomes of expatriate adjustment research has been premature return of expatriate employees. However, previous research has not considered premature return as an outcome of a particular type of decision that expatriates make. By adapting a decision-making perspective, we extend expatriate adjustment and international assignment literature in several different directions. To do so, we integrate decision making, dualistic adjustment, the unfolding model of voluntary turnover [Lee, T.W., & Mitchell, T.R., (1994). An alternative approach: The unfolding model of voluntary employee turnover. Academy of Management Review, 19, 51-89.], the evolutionary search model of turnover [Steel, R.P. (2002). Turnover theory at the empirical interface: Problems of fit and function. Academy of Management Review, 27, 346-360.], and the motives approach to turnover [Maertz, C.P., Jr., & Campion, M.A. (2004). Profiles in quitting: Integrating process and content turnover theory: A theoretical synthesis with implications for research. Journal of Management, 30, 667-683] to propose multiple decision outcomes, rather than simply premature return, assiciated with international assignments. The proposed model provides a theoretical framework for considering criteria for examining these outcomes. Propositions and implications for future research and practice are discussed
