PurposeThe purpose of this exploratory, empirical study is to identify motivations for expatriation among religious and humanitarian (R&H) workers.Design/methodology/approachA sample of 158 active expatriate Christian R&H workers from 25 countries, representing 48 international organizations, completed a survey with 45 reasons for expatriation, derived from literature on corporate expatriation, international volunteering, and international migration. Data analysis includes factor analysis and cluster analysis.FindingsIn total, eight latent motivation factors were found: career development; economics; international experience; escapism; altruism; outsider support; family life; and location. Workers in the not‐for‐profit sector are primarily motivated by altruism, and thus integrate organizational mission with personal purpose in their decision to work abroad. Using cluster analysis, four groups of humanitarian and religious workers in the Christian sub‐sector were identified: Caring Missionary; Focused Worker; Self‐Directed Careerist; and International Family Custodian. Workers from developed versus developing countries exhibit different motivators.Practical implicationsThe findings provide insight into differences between developed versus developing country workers and between R&H workers. Recognizing the differences in motivation can assist international human resource managers in the effective recruitment, selection, training and development, career management, and support and encouragement of non‐profit organizations (NPO) expatriates. The authors provide propositions to be tested based on the application of self‐determination theory to expatriate motivation.Originality/valueThis exploratory, empirical study of Christian R&H workers extends the organizational and country context and builds on motivation for expatriation research to include this sub‐sector of workers from both developed and developing countries operating in global organizations. The findings provide new insights into motivation for expatriation and lead to propositions for future research.

This study examines the contribution of distributive, procedural, and interactional justice in Federal budget decision-making to Federal managers' commitment to the Federal government as an employing organization. A total of 1,358 useable surveys were received from a sample of 9,643 managers. Reliability coefficients were acceptable (> .70), and intercorrelations consistent with previous studies. Hierarchical regression analysis supported only maineffect relationships between procedural justice and interactional justice and managers' organizational commitment. No support was found for a main effect relationship between distributive justice and organizational commitment -- or for any interactive effects. Contrary to models of bureaucratic behavior based on economic theory, these findings may suggest that Federal managers may be motivated primarily by psychological outcomes of budget decisions.

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This study investigates differences in the value orientation of Jamaican students who live and study in the US for an extended period compared to Jamaican students in Jamaica and US students to see if there is support for the theories of convergence, divergence and crossvergence given the effects of globalization on different countries. Dorfman and Howels (1988) scale, which measures Power distance, Uncertainty avoidance, Collectivism, Masculinity and Paternalism, assessed value orientation in this study. The results reveal that there are no differences between Jamaican students in Jamaica and those in the US that suggests strength in the Jamaican culture as Jamaicans live in the US. However, there was only one significant difference between Jamaican students in the US and the US students; uncertainty avoidance was significantly higher for the former. This supports divergend or retaining ones distinctive cultural orientation despite ongoing interaction over time. There was no difference between US students, Jamaicans in US and Jamaican universities on all other dimensions. This lends support to convergence or merging of cultures.

A group of adult learners enrolled in a teacher training program were not able to attain the state mandated scores on the Scholastic Aptitude Test (minimum scores on the math and language sections of the test were required for certification). Coaching and relaxation skills were introduced to alleviate test anxiety, increase the cognitive thinking processes, and provide support needed to achieve success in the testing environment. Coaching and relaxation skills proved to be effective in helping individuals achieve their goals. Five application strategies are suggested to assist adult learners overcome test anxiety and to confidently approach the SAT, as well as other tests which adults may encounter.