Researchers have consistently documented high turnover rates among repatriated workers after overseas assignments, mainly due to post-repatriation concerns about career advancement, compensation reduction, subsequent use of overseas experience, and job security. What is unknown is a method to alleviate this problem by selecting the types of workers who would be most suitable to work abroad, either on company assignments or on their own cognizance. This cross-sectional quantitative study addressed this problem by correlating a group of information technology (IT) workers' gender, personality traits, openness to new experiences, repatriation concerns, and organizational obligations with the dependent variables of their willingness to work overseas and post-repatriation likelihood of staying with their organizations. Psychological contract theory provided the theoretical framework for this study. Complex logistic regression tested the explored relationships, and the independent-sample t test assessed group means differences. Results indicate that openness to new experience and repatriation concerns generally affect IT workers' willingness to work overseas. For those selected for overseas assignments, the perception of their organizations' contract obligations was the most important variable affecting their post-repatriation decision to stay with their organizations. Social change implications of this study include an improved overseas selection process for overseas assignments, better chances of retention after repatriation, and consequently lower organizational costs and a stronger competitive edge in the IT industry. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]