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partner/spouse’s career, particularly dual career problems, namely the 
inability to continue with the career path which existed in the home 
country, as well as loss of income and status;
coping with new domestic circumstances – servants, new school system, 
pressures of ‘the social round’;
feeling of loneliness, a nomadic lifestyle, isolation, role change and 
homesickness, all resulting in low self- esteem;
high expectations which have to be modified in the light of initial culture 
shock;
separation while working partner is travelling;
health and personal security concerns;
children’s education – disruption, language problems, etc.
Other contributing factors to expatriate failure
Other factors that may also play a role in causing expatriate failure are as 
follows:
the length of the assignment;
reluctance to move on the part of the employed partner;
the international assignment not being seen as an important stage in 
career deve lopment;
the need to move abroad without being able to take family members;
the unwillingness of the spouse/partner to move;
concern over being away from the perceived centre of power at head office.
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Selection and Preparation for Foreign Assignments 107
The dual career problem
The issue of the dual career problem has become more significant. The 
human resource departments of multinational companies increasingly find 
that many of their employees have partners who have their own career and 
income which they do not want to leave behind. Apart from a potential loss 
of income, there is often the danger of a loss of self- esteem, identity crisis, 
frustration and psychological stress, all of which can impact on the employed