Hard Living Versus Slow Living: a Conceptual Model of Geographical Life Orientation in Involuntary Employee Transfer
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2026-10-11Downloads
Abstract
Inter-regional employee transfer is a routine human resource management instrument in organizations with extensive distribution networks, yet workforce-planning systems generally emphasize technical-administrative fit while overlooking employees’ psychological orientation toward relocation. This article introduces Geographical Life Orientation (GLO) as a conceptual construct that captures a value orientation ranging from Hard Living to Slow Living in response to involuntary transfer. Unlike place attachment, which concerns affective bonding with place, and mobility willingness, which is usually examined under voluntary mobility, GLO addresses value priorities under organization-imposed geographical mobility. Using a theory-synthesis design, the article integrates Conservation of Resources Theory, Self-Determination Theory, Psychological Contract Theory, and Person-Environment Fit Theory, extended as Person-Location Fit. The synthesis yields four GLO sub-dimensions and five propositions linking geographical orientation to basic psychological needs, structural misfit, resource-threat appraisal, and post-relocation work responses. The contribution is theoretical and propositional, providing a foundation for scale development, longitudinal testing, and more psychologically informed workforce planning.
Keywords:
Conservation Of Resources Geographical Life Orientation Person-Environment Fit Psychological Contract Self-Determination TheoryReferences
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