ABSTRACT
Industrial-organizational psychology has been criticized in the past for being a servant of power rather than promoting equal opportunity and fairness for all (Baritz, 1960; Brief, 2000; Lefkowitz, 2012). There could be moral and social value, however, in serving relatively disenfranchised groups; for example, in work that is focused on aid, development, and poverty reduction (Carr et al., 2008). Humanitarian work psychology is a response to such concerns (Berry et al., 2011; www.humworkpsy.org). One of the central features of humanitarian work is international aid and development. Most research on work in the international context (both in aid and international business settings) has, nonetheless, focused on “expatriate assignments,” and “expatriate well-being”; for example, the reduction of culture shock (Furnham, 2010a, 2010b). Absent in much of the literature is the perspective and well-being of the expatriates’ colleagues (i.e., the host nationals).
