Expatriate Employees Research Articles

Expatriate mentoring: The case of a multinational corporation in Abu Dhabi

Orientation: Despite numerous studies on the adjustment challenges faced by expatriates, not much emphasis has been placed on mentoring and what mentoring plans should entail. This also pertains to research on expatriate mentoring in the United Arab Emirates (UAE), which has experienced massive economic growth and an influx of expatriates from across the globe.Research purpose: The main purpose of the study was to propose guidelines to a multinational corporation in Abu Dhabi on compiling an expatriate mentoring plan.Motivation for the study: The prevalence of expatriate assignments to the UAE and the fact that multinational companies report high failure rates served as the motivation for the study.Research approach/design and method: A mixed-method approach was followed, and a case study design was applied. A structured questionnaire was administered to 391 expatriate employees, after which principles for expatriate mentoring were formulated and presented to a focus group for discussion.Main findings: The findings show that expatriates faced challenges regarding work-related and personal-level adaptations, which emphasise the need for an expatriate mentoring plan.Practical/managerial implications: Principles for expatriate mentoring emanated from this study, namely structured interaction, clear objectives, target dates, regular reflection on challenges, formal evaluation and remedial action. These principles informed a proposed expatriate mentoring plan.Contribution/value-add: The study contributes both theoretically and empirically to the compilation of an expatriate mentoring plan.

Analysis of the Samsung Case on the Determination of a Permanent Establishment for Services Provided by Seconded Employees of a Korean Parent to Its Subsidiary in India

This article examines the ruling of the Delhi Bench of the Income Tax Appellate Tribunal (ITAT or the Tribunal), i.e. the highest fact-finding authority under the Indian Income Tax Act (the Act), in the case of Samsung Electronics Co. Ltd. and the ramifications of that case for the interpretation of the treaty article on the determination of a permanent establishment, especially in the case of expatriate employees seconded and visiting the Indian subsidiary and the attribution of profits to a PE. The issue of reassessment proceedings under Indian law is also considered.

أثر التحديات التي تواجه الموارد البشرية المغتربة لدى الشركات المتعددة الجنسيات في الاحتفاظ بهم – دراسة تطبيقية –

تركز هذه الدراسة على وصف وتحليل أهم التحديات التي تواجه الموارد البشرية المغتربة في الشركات المتعددة الجنسيات، وأهم المناهج والطرق التي تتعامل بها إدارات الموارد البشرية للاحتفاظ بهم، وتتضمن تساؤلات الدراسة وفروضها التي تهدف التوصل إلى نتائج العلاقة والأثر بين التحديات التي تواجهها العمالة المغتربة وبين إمكانية رحيلها، وذلك بهدف الوصول إلى نتائج تطبيقية مثمرة في هذا المجال، وتعزيز فرص نجاح المغتربين من خلال استحداث السياسات والبرامج الخاصة لرعاية الموارد البشرية المغتربة على أرض الواقع . تعتبر هذه الدراسة الأولى من نوعها في الوطن العربي حسب علم الباحث وعلم الدكتور المشرف على الرسالة، لذلك قام الباحث بإجراء دراسة استطلاعية على عينة عددها 70 مفردة من الموظفين المغتربين في سلطنة عمان، وذلك للوقوف على أهم التحديات التي تواجههم في بلد الاغتراب، والأخذ بها لتكون النواة للاستبيان النهائي، والتي تم توزيعها للعينة الرئيسية محل الدراسة . تألفت عينة الدراسة من (400) موظف مغترب، حيث كانت عدد الاستمارات المستردة والمستبعدة ( 15 ) استمارة، وعليه يكون عدد الاستمارات القابلة للتحليل ( 385 ) استمارة، وأن نسبة الاستمارات القابلة للتحليل (96.3% )، فقد اعتمد الباحث على تصميم قائمة الاستبيان وتم استخدام مقياس ليكرت الخماسي لقياس استجابات المبحوثين لفقرات الاستبانة، وتم تفريغ البيانات من استمارة الاستبيان وتصفيتها وتبويبها لتسهيل عملية تحليلها، وذلك لاستخلاص النتائج والمؤشرات منها حول موضوع الدراسة باستخدام وسائل إحصائية مناسبة تتفق مع الفروض الأساسية الخاصة بالدراسة، وقد تم استخدام الأساليب الاحصائية التالية:- المقاييس الوصفية (المتوسط – الانحراف المعياري – معامل الاختلاف – الأهمية النسبية)، معاملات ألفا كرونباخ (الثبات) – معاملات الصدق، الاتساق الداخلي، تحليل الانحدار الخطى البسيط، تحليل الانحدار الخطى المتعدد، الشبكات العصبية الاصطناعية، تحليل المسارات.

Expanding horizons and expatriate adjustment

PurposeExpatriate management is a popular theme in the field of international human resource management in light of the fact that expatriates play a crucial role in a MNC’s global operations. The purpose of this paper is to explore how MNCs select, train, deploy and support expatriate managers during and after their international assignment in the United Arab Emirates (UAE).Design/methodology/approachThis qualitative study is based on in-depth interviews with 22 Western expatriate managers who are presently based in the UAE. However, in order the ensure a diverse sample among the participants with regards to their age, professional experience, gender and nationality, purposeful sampling was utilized while selecting the participants.FindingsThe results of the present study cast light on many shortcomings of the overall expatriation process as they are implemented by MNCs in the UAE. Accordingly, there is a pressing need for MNCs in the UAE to develop strategic expatriation processes, involving the following critical factors: the selection of the right person for the right job; specific and relevant pre-departure and post-arrival cross-cultural training (CCT); practical support for the expatriate employees and their trailing spouses in the host country; and lastly, a clear repatriation strategy to mark a successful conclusion of foreign assignments in the UAE.Research limitations/implicationsIt is acknowledged that the results of this purely qualitative study, based on a relatively small sample size, cannot claim to represent the management theories, practices and realities of all the Western MNCs in the UAE. Moreover, these findings narrate the views and perceptions of this particular cohort of expatriate executives with relation to their selection, pre-departure CCT, adjustment in the UAE and the support and repatriation policies utilized by their companies for doing business in the UAE.Practical implicationsThis study points to the fact that technical skills are mostly considered to be the predominant selection criteria for the expatriate selections in the MNCs. Other abilities, such as language skills and relational and perceptual adjustability are considered to be less important and do not feature overtly in the selection criteria for expatriate positions. The results demonstrate that distinctive features of adjustability, which include expatriates’ willingness to communicate, their social orientation, dynamic anxiety resistance and openness ability are all critical to the adjustment in the host country and should be given more emphasis.Originality/valueRegardless of the presence of numerous MNCs in the UAE, it is indeed surprising to see that the topic of the expatriation management process in MNCs in the UAE has received little research attention. The objective of this study is to address this deficiency. Additionally, it is hoped that these findings may also be valuable to MNCs and consultants who are preparing expatriates for international assignments, especially in the Middle East and in particular in the UAE.

Psychological wellbeing of expatriate employees working in Kuwait: A comprative study of public and private sectors

Workers working in a foreign location for more than one year are considered to be expatriate workers. The present study investigated the psychological wellbeing of expatriate employees working in Kuwait both public and private sectors. Sample comprised of 200 expatriates employees working in Kuwait (100 public and 100 private sectors). Expatriate employees were assessed for their psychological well-being, using psychological wellbeing scale (Ryff, 1995). Two-way ANOVA was employed to find out the influence of public and private sector jobs along with their qualifications on psychological wellbeing. Findings of this study revealed that, in all the factors of psychological wellbeing including total wellbeing scores, employees working in public sector possessed higher wellbeing than employees working in private sector. Qualification of the employees did not have significant influence over their psychological wellbeing in positive relations with others and selfacceptance factors. It was also found that public sector employees with technical qualification had better wellbeing; where as in private sector employees with non-technical qualification had higher wellbeing.

La capacitación cross-cultural como fuente de ventaja competitiva

El presente artículo de naturaleza teórica aborda la capacitación cross-cultural (transcultural) como factor de éxito para propiciar el ajuste externo. En tal sentido, una revisión documental y crítica del tema y el análisis bajo las teorías de agencia, costos de transacción y capacidades dinámicas permiten formular un cuerpo de proposiciones; estas sirven para estimar, entre otras consideraciones, que el grado de efectividad de la referida práctica no solamente puede diferir en función a la distancia cultural, tipo de expatriado y enfoque estratégico; sino que, de manera colateral, las competencias técnicas y multiculturales adquiri- das pueden ser susceptibles de beneficio personal, cuando las debilidades en los mecanismos de control o políticas inadecuadas de recursos humanos pro- pician la presencia de comportamientos oportunistas o conflictos de intereses entre las partes.

Changes in dietary habits, physical activity and status of metabolic syndrome among expatriates in Saudi Arabia.

The aim of this paper is to assess the impact of living in Saudi Arabia on expatriate employees and their families' behavioural cardiovascular risk factors (BCVRFs), and to examine the association between changes in BCVRFs and metabolic syndrome (MetS). A cross-sectional study was conducted on 1437 individuals, aged ≥ 18 years, from King Saud University in Riyadh, Saudi Arabia. We used the World Health Organization STEPS questionnaire to ask every participant questions about BCVRFs twice: (1) to reflect their period of living in Saudi Arabia and (2) to shed light upon life in their country of origin. Their mean age was 40.9 (11.7) years. The prevalence of BCVRFs was as follows: tobacco use in 156 (11%), physical inactivity in 1049 (73%) low intake of fruit and vegetables in 1264 (88%) and MetS in 378 (26%). Residing in Saudi Arabia had reduced physical activity and intake of fruit and vegetables. There was also a significant increase in the fast food consumption. In conclusion, living in Saudi Arabia had a significant negative effect on BCVRFs. However, there was no statistically significant association between changes in fruit and vegetable intake and physical activity and MetS status, except that intake of fast food was lower among participants with MetS.

The Impact of Family Adjustment in Expatriate Success

Family adjustment to a new country plays a significant role in expatriate success. This paper investigates the reasons behind expatriate failure relative to personal characteristics of partner, family characteristics, and cultural distance. The authors discuss family related issues and contribute to the better understanding on the problems that cause expatriate failure through identity theory and investigate how organizations could support the expatriate experience by taking into consideration the role of the spouse and family, along with cultural distance to the expatriate destination. There are only a few studies that link experiences of expatriate family and partner to international assignment success. We add to this research by examining the spouse and family adjustment process through the use of identity theory. We provide guidelines on the impact of family adjustment in expatriation literature to help organizations better equip both the expatriate employee and their family with sufficient cross-cultural training and social learning opportunities. Our contribution provides a level of analysis on determining expatriation success factors and guiding organizations in facilitating the cultural adjustment of expatriates and their families. The paper provides implications to industry and practice on key success factors needed to reduce failure.

Workforce Localization In The UAE: Recruitment And Selection Challenges And Practices In Private And Public Organizations

Workforce localization (WL) has become an issue of increasing importance in the Arab Gulf region, a key emerging market, where, in many cases, local citizens are the minority in terms of population, and compete with high numbers of expatriate employees for jobs and positions. The purposes of this paper are to empirically explore recruitment and selection (R&S) challenges and practices related to WL in the UAE, and to compare and contrast these between private and public sector organizations. This paper adopts a qualitative, inductive methodology. Data were collected using semi-structured interviews with HR/Localization managers in five private (PVO) and six public organizations (PSO) in the UAE, in different industrial sectors. Data were analyzed using NVivo 10 software. First, we found that both PVOs and PSOs face six common challenges related to the R&S of local candidates: 1) the lack of relevant education, skills and experience of Emirati Applicants (EA), 2) their high compensation expectations, 3) their lack of business, industry and career awareness, 4) competition from other employers, 5) some sector- and job-person fit considerations and 6) resistance from expatriates. Second, we found that both PVOs and PSOs have dedicated recruitment methods to attract EAs. Both PVOs and PSOs developed and communicated employee value propositions for EAs, used proactive, targeted, diversified internal and external recruitment methods, and evaluated the effectiveness of their recruitment practices, using established quantitative and qualitative measures. We found some differences between PVOs and PSOs: PSOs tended to reserve specific positions for local employees, used more targeted external recruitment methods and more numerous effectiveness evaluation measures than PVOs. Third, at the selection stage, we found that all organizations reviewed their job descriptions and selection processes to avoid any discriminatory items, most of them organized inclusive, culturally trained staffing committees. Most of the PSOs intensively modified their selection processes (e.g. using modified screening, selection criteria and standards, and selection steps) to facilitate WL, whereas PVOs only modified experience requirements for EAs. Both PVOs and PSOs used similar testing, interviewing processes and effectiveness evaluation measures, although PSOs generally utilized a greater range and number. While our findings on R&S practices showed similarities between PVOs and PSOs, they also highlighted a number of differences. This paper contributes to expanding the scope of understanding of the staffing processes in a non-Western context, adding to the body of empirical literature on localization, R&S, and public sector HRM in the Arab Middle East and Gulf countries. Implications for further research, practitioners and policy makers involved in WL are discussed.

Cross-Cultural Adjustment: A Case Of Thai Expatriates In Indonesia

This study empirically examines individual and organizational factors that influence expatriates’ cross-cultural adjustment and job performance. The study was a quantitative research from 117 Thai expatriates who work in Thai multinational companies (MNC) located in Indonesia.
 The results of the study indicated that financial perceived organizational support influence positively towards Thai expatriates’ overall cross-cultural adjustment in Indonesia. This study found that cross-cultural training influenced positively towards Thai expatriates’ adjustment. A causal relationship between the predicting variables of cross-cultural adjustment and Thai expatriates’ job performance was not found.
 Results suggest important consequences for management strategies providing support to Thai expatriate employees increasing their adjustment in Indonesia.

Does perceived stress mediate the relationship between commuting and health-related quality of life?

Previous research indicates that employees with long commutes suffer from impaired health. In this paper, we argue that this relation should be conceptualized within a stress–strain framework. Using data from 1928 expatriate employees of the German Foreign Office, we test the mediating role of perceived stress in the relation between daily commuting time and health-related quality of life (HRQOL). We find that long commutes are associated with substantially lower HRQOL and that this relation is well-accounted for by associated increases in stress, particularly among parents. We discuss how a stress perspective can inform future research on commuting impacts and implications for individual, organizational, and policy interventions to mitigate adverse consequences of commuting.

Employer Branding Practices in Saudi Arabian Banking Sector

In these days of competition, to be unique in the market the organizations are using many strategies. To design and execute any strategy the organizations needs talented employees.To facilitate the pooling of employees into an organization “employer branding practices” plays a critical role. In the process of attracting the right talent at right time for right job has become immensely important. The human resources management departments have no doubt occupying the fore front in the business organizations of today; yet it has to leave its impact through communicating the employer branding practices properly in an effective way.The present research paper deals with Saudi Arabian Banking Sector where in which the authors have made an attempt to find the practices of employer branding available or not from the human resource management perspective.The research is timely for the reason that Saudi Arabia is implementing “Nitaqat” (a step by step process to encourage local’s employment (the Saudi employment market comprises around 40% of expatriate employees). The companies are on toes to recruit Saudi nationals; the availability of skilled and talented Saudis is less. Therefore there is a need for employer branding practices.The data collected from thirteen banks operating in Saudi Arabia and appropriate tools of statistics used to analyze the data and arrive to a conclusion.From the literature review it is found that academically unanimously it is agreed that employer branding practices will help in attracting and retaining the talent, but the actual practices of employer branding are either not recorded or properly planned. From the research it is found that definitely there is a need for employer branding practices in Saudi Arabian banking sector too.

Performance Management and International Human Resource Management (IHRM)

The role of international managers in the world is increasing as companies tend to expand all over the world. However, with the growth in industries, there is also need of human resources to manage such industries and global conglomerates. International Human Resources Management (IHRM) regulates the human resources in international organizations, including expatriate nationals and host-country nationals. However, understanding and measuring the performance of expatriate employees under host-country defined rules often leads to employee discomfort. Under such circumstances, performance management and performance appraisal plays crucial role in defining the strategic approach that would lead to organisational success.

Workforce localization, information sharing, and the imperative of culture

PurposeThe aim of this study is to conduct an initial investigation of information sharing between the vast number of expatriate employees and the small minority of local employees in Dubai’s private sector workforce. Research on the impact of the workforce localization policy has highlighted the frequent marginalization of locals within the expatriate-dominated private sector. One form of this is the reluctance of expatriates to share information with local recruits, and the authors conducted this study to assess the reality and extent of this phenomenon.Design/methodology/approachThe authors designed a brief interview survey to probe how Emirati employees secure workplace information and whether they experience information withholding on the part of expatriate colleagues. The authors also explored whether any such experience impacts on their attitudes to working in the private sector since this is a key factor in the success of the localization policy. Complete responses were received from 0.9 per cent of the total local private sector workforce.FindingsA notable lack of information sharing emerged with 58 per cent of respondents reporting their expatriate colleagues’ and superiors’ reluctance to share information with them, and 63 per cent describing experiences of discriminatory behavior.Research limitations/implicationsThe authors identify key cultural and communication issues relating to localization within Dubai’s multicultural workforce. These include the broader cultural factors that determine how Emiratis conceptualize information sharing. Future research can pursue this issue to help inform the development of supportive information sharing practices. Such practices are an essential part of the creation of a diversity climate, which is necessary to sustain localization.Originality/valueThis study is a pioneering attempt to empirically investigate the information sharing practices that Emirati private sector employees experience. It suggests that the exclusion of citizens from the workplace through practices such as “ghost Emiratization” reverberates in the workplace through a lack of information sharing.

Expat pay and compensation: fair or not fair?

Synopsis The manager of engineering at Palm Oasis Engineering in Dubai expressed dissatisfaction with his compensation. The uncertainty of his continued participation at a key position came at a critical time for the company. This case provides an event for the analysis of HRM issues of a small company in a nontraditional, international context. Real and perceptual issues surrounding expatriate employee compensation, including wages and benefits relative to home country, cost indices, inflation, and currency fluctuations, are analyzed. Motivation and negotiation strategy are also examined. Research methodology This case has been disguised to protect the anonymity of the company and key individuals. The industry, name of the company, and names of personnel have been changed. The authors were granted access to key personnel at the company during a limited time frame. Relevant courses and levels This case is designed for upper level, undergraduate international management, international human resource management, and human resource management courses. The case is designed as a mid-semester decision-based case that allows students to apply concepts on motivation, human resource management, and negotiation.

Medical evacuations in the oil and gas industry: a retrospective review with implications for future evacuation and preventative strategies.

Businesses increasingly conduct operations in remote areas where medical evacuation [Medevac(s)] carries more risk. Royal Dutch Shell developed a remote healthcare strategy whereby enhanced remote healthcare is made available to the patient through use of telemedicine and telemetry. To evaluate that strategy, a review of Medevacs of Shell International employees [i.e. expatriate employees (EEs) and frequent business travellers (FBTs)] was undertaken. A retrospective review of Medevac data (period 2008-12) that were similar in operational constraints and population profile was conducted. Employee records and Human Resource data were used as a denominator for the population. Analogous Medevac data from specific locations were used to compare patterns of diagnoses. A total of 130 Medevacs were conducted during the study period, resulting in a Medevac rate of 4 per 1000 of population with 16 per 1000 for females and 3 per 1000 for males, respectively. The youngest and oldest age-groups required Medevacs in larger proportions. The evacuation rates were highest for countries classified as 'high' or 'extreme risk'. The most frequent diagnostic categories for Medevac were: trauma, digestive, musculoskeletal, cardiac and neurological. In 9% of the total, a strong to moderate link could be made between the pre-existing medical condition and diagnosis leading to Medevac. This study uniquely provides a benchmark Medevac rate (4 per 1000) for EEs and FBTs and demonstrates that Medevac rates are highest from countries identified as 'high risk'; there is an age and gender bias, and pre-existing medical conditions are of notable relevance. It confirms a change in the trend from injury to illness as a reason for Medevac in the oil and gas industry and demonstrates that diagnoses of a digestive and traumatic nature are the most frequent. A holistic approach to health (as opposed to a predominant focus on fitness to work), more attention to female travellers, and the application of modern technology and communication will reduce the need for Medevacs.

The personal and workplace characteristics of uninsured expatriate males in Saudi Arabia

BackgroundA major concern by the health decision makers in Gulf Cooperative Council (GCC) countries is the burden of financing healthcare. While other GCC countries have been examining different options, Saudi Arabia has endeavoured to reform its private healthcare system and control expatriate access to government resources through the provision of Compulsory Employment-Based Health Insurance (CEBHI). The objective of this research was to investigate, in a natural setting, the characteristics of uninsured expatriates based on their personal and workplace characteristics.MethodsUsing a cross-sectional survey, data were collected from a sample of 4,575 male expatriate employees using a multi-stage stratified cluster sampling technique. Descriptive statistics were used to summarize all variables, and the dependent variable was tabulated by access to health insurance and tested using Chi-square. Logistic analysis was performed, guided by the conceptual model.ResultsOf survey respondents, 30% were either uninsured or not yet enrolled in a health insurance scheme, 79.4% of these uninsured expatriates did not have valid reasons for being uninsured, with Iqama renewal accounting for 20.6% of the uninsured. The study found both personal and workplace characteristics were important factors influencing health insurance status. Compared with single expatriates, married expatriates (accompanied by their families) are 30% less likely to be uninsured. Moreover, workers occupying technical jobs requiring high school level of education or above were two-thirds more likely to be insured compared to unskilled workers. With regard to firm size, respondents employed in large companies (more than 50 employees) are more likely to be insured compared to those employed in small companies (less than ten employees). In relation to business type, the study found that compared to workers from the agricultural sector, industrial/manufacturing, construction and trading sectors, workers were, respectively, 76%, 85%, and 60% less likely to be uninsured.ConclusionAlthough the CEBHI is mandatory, this study found that the characteristics of uninsured expatriates, in respect of their personal and workplace characteristics have similarities with the uninsured from other private employment-sponsored health insurance schemes. Other factors influencing access to health insurance, besides employee and workplace characteristics, include the development and extent of the country’s insurance industry.

Managing expatriates: analyzing the experience of an internationalized Brazilian Company

The management of expatriate employees is an important topic in the field of international business. Most of the studies on expatriation management are based on the experience of North American and Western European corporations. Few studies focus on corporations from developing countries. The purpose of this study was to examine, in the cultural dimension, how expatriates were managed by a Brazilian multinational corporation. This is a single case study based on qualitative research. The focus was a Brazilian telecommunications company operating in China. The research investigated the preparedness of expatriates prior to departure and the kinds of difficulties they faced in daily life abroad. The analysis revealed that the lack of preparation of expatriates before departure was an important barrier to overcome in order to achieve better performance. The findings indicated that psychic distance was the key factor responsible for major problems facing expatriate workers. The contribution of the study is that it shows how a Brazilian corporation addressed the challenges of managing its expatriates in China.

Measuring Expatriate Cross-Cultural Stress: A Reanalysis of the CernySmith Assessment

This study reports a statistical modification of a psychometric expatriate adjustment survey (e.g., the CernySmith Assessment or CSA) applied to expatriate missionary and humanitarian workers and their families. Earlier CSA survey items assisted in a need for rapid response clinical assessment originating from clinical observations, literature with a factor analysis resulting in 20 subscales and 5 qualitative content domains (Organizational, Cultural, Relational, Behavioral, and Personal). However, the assessment required more robust scale and factor analysis development to assure replicability. The present study analyzed 1,133 respondents working in 130 host countries. After various factor analytical iterations, a final CSA psychometric scale of 5 factors and 15 subscales (and a final 3 factor solution) emerged that compares with other known expatriate employee and spousal adjustment scales (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005; Black, Mendenhall, & Oddou, 1991; Brown, 2008). This improved adjustment assessment answers Hippler, Caligiuri, and Johnson's (2014) call for robust expatriate adjustment assessments. The CSA moves adjustment measurement forward with new domains of resilience (Well-Being, Past Stresses, and Focus) and personal foundation (Spirituality, Health, and Habits). In light of 20–40% rate of preventable missionary attrition, the CSA should contribute to research, practice, and organizational support.

26. Cardiovascular risk assessment for Saudi university employees and their families: developing a framework for provision of an evidence-based cardiovascular disease preventative programme.

In the Kingdom of Saudi Arabia (KSA), cardiovascular diseases (CVDs) are the primary cause of death among adults, representing 46% of total mortality in 2014. This study’s objectives were to assess the prevalence of cardiovascular risk factors (CVRFs), and calculate the cardiovascular risk (CVR) among King Saud University employees and their families. Moreover, it aimed at assessing the possible effects of living in KSA on the heart health of expatriate employees and their families.A cross-sectional study was conducted on 4500 university employees and their families aged ⩾ 18 years old, using the World Health Organization STEPwise approach to surveillance of CVRFs. CVR was then calculated for participants using the Framingham Coronary Heart Risk Score calculator. The mean age of participants was 39.3 ± 13.4 years. The prevalence of CVRFs was as follows: low fruit/vegetable consumption of ⩾ 25 kg/m2 and ⩾ 30 kg/m2 respectively, 72%), obesity (36%), abdominal obesity measured by WHtR (59%), dyslipidaemia (22–37%), diabetes (22%), hypertension (22 %) and current tobacco use (12%). One quarter of the participants were estimated to have >10% risk to develop CVD within the following 10-years. Furthermore, this study showed that expatriates had significant negative effects on behavioural risk factors after residing in KSA, namely: high rate of physical inactivity, high consumption of fast food, low consumption of fruit and vegetable. However, there was no effect on the pattern of tobacco use. The prevalence of CVRFs is substantially high among the study population. To combat the future expected burden of CVDs, a proposed prevention programme for employees’ cardiovascular wellness is designed and recommended to be implemented and institutionalized within the university.