Society has developed into a global environment and has
provoked much debate as to how beneficial it is to
employ expatriate managers or employees in global
businesses. Overtime, many have defined expatriate
failure in relation to premature return by expatriates.
Such a definition of expatriate failure within the
limits of premature return is considered as too
"simplistic and misleading". Expatriate failure rates
are still high enough to justify attention for further
study. Can one superficially define expatriate failure
as the premature return of appointed expatriates to
their country? Or should an expatriate's success also be
measured by whether he/she remains till the expiration
of the contract? Are there contingent factors that
determine success or failure of expatriates? If so, what
are the factors which often lead to difficulties or
failure of an expatriate on overseas assignee? This
paper will examine a balanced approach on what
constitutes the success or failure of expatriate
managers or employees. 2009
