 than one year are considered to be expatriate workers. (Richardson & McKenna, 2003). Expatriates are temporary workers who work in a foreign location under contracts which are of limited duration (Ward, Bochner & Furnham, 2001 as cited by McGinley, 2008). These work contracts may be renewed multiple times, thus prolonging the stay of an expatriate worker in a foreign country (Shah, 2009). Increasing numbers of expatriate workers are now accompanied by their spouse and/or children (Haslberger & Brewster, 2008), thus necessitating the need of not only workplace adjustment but also social and cultural adjustment of self and family. A major section of the work force in GCC is expatriate population derived from different nationalities (Forstenlechner, 2008). This expatriate work force and accompanying family members face specific challenges during their stay in a foreign land. Before dwelling into the nature and reasons for such challenges, the following section first presents an overview of GCC countries. 2. Common economic features of the Gulf Cooperation Council (GCC) countries The Gulf Cooperation Council (GCC) came into existence in 1981, when Bahrain, Qatar, Saudi Arabia, UAE, Oman and Kuwait joined hands for regional collaboration. The GCC countries are a part of the Arab world and share a common cultural, religious and historical background (Kirk & Napier, 2008). Some common economic features amongst the GCC countries are: dependence on petroleum products, young and fast paced growth of the local labour population, and high dependence on expatriates in the private sector (Sturm, Strasky & Peschel, 2008). The sparsely populated region of GCC faces acute shortage of technically and professionally qualified nationals (MoEA, 2001). 3. Nationalisation of workforce in the GCC countries For many years GCC has been attempting to promote higher participation of the local population in the national workforce with workforce nationalization programs such as Bahrainization (Bahrain), Emiratization (UAE) and Omanization (Oman). This has been necessitated by the fact that about 60 per cent of the local population of the GCC is between the ages of 14 and 27 (Dollman, 2007) and is speedily adding to the increasing number of employment seeking adults. In the public sector workforce, higher participation of the local population has been achieved through lower knowledge and experience requirements for recruits (Al-Ali, 2008; Forstenlechner, 2008). Public sector employees are offered better salary, higher job security, lesser work hours
than one year are considered to be expatriate workers. (Richardson & McKenna, 2003). Expatriates are impermanent worker who work in a foreign location under contract which are of limited duration (Ward, Bochner & Furnham, 2001 as cited by McGinley, 2008). These oeuvre contract may be renewed multiple times, thus prolonging the arrest of an expatriate worker in a foreign country (Shah, 2009). Increasing issue of expatriate workers are now accompanied by their spouse and/or children (Haslberger & Brewster, 2008), thus necessitate the need of not only workplace adjustment but besides social and cultural adjustment of self and family. A major part of the work military unit in GCC is expatriate population derived from different nationalities (Forstenlechner, 2008). This expatriate work force and play along family members face specific challenges during their stay in a foreign land. Before dwelling into the nature and reasons for such challenges, the following section first presents an overview of GCC countries. 2. Common economic features of the Gulf Cooperation Council (GCC) state The Gulf Cooperation Council (GCC) came into existence in 1981, when Bahrain, Qatar, Saudi Arabia, UAE, Oman and Kuwait join hand for regional collaboration. The GCC countries are a part of the Arab populace and share a common cultural, religious and historical background (Kirk & Napier, 2008). Some coarse economic features amongst the GCC countries are: dependence on petroleum products, young and fast paced growth of the local labour population, and gamey dependence on expatriates in the private sector (Sturm, Strasky & Peschel, 2008). The sparsely populated region of GCC front acuate shortage of technically and professionally qualified nationals (MoEA, 2001). 3. Nationalisation of workforce in the GCC countries For many years GCC has been attempting to advertise higher engagement of the local population in the national workforce with workforce nationalization programs such as Bahrainization (Bahrain), Emiratization (UAE) and Omanization (Oman). This has been necessitated by the fact that about 60 per penny of the local population of the GCC is between the ages of 14 and 27 (Dollman, 2007) and is speedily adding to the increasing number of use seeking adults. In the public sector workforce, higher engagement of the local population has been achieved through lower knowledge and experience prerequisite for recruit (Al - Ali, 2008; Forstenlechner, 2008). Public sector employees are offered better salary, higher job security, lesser work hour
 thwn one year are considertd to be expatriaje workecs. (Richzrdson & OcKenna, 2003). Expatriates are tem'oraey woekers who work in a fofeign locwtion uneer rontracts which ede of lliites durctmon (Ward, Bochnet & Furnham, 2001 ds cited by McCivlzy, 2008). These work contracts may be renered mulyiole times, thus prokjngihg the stay of an expatriate worked in a horeign country (Shah, 2009). Increasing numbers lf edpatriate workers wre now accimpagued by their spouse and/or children (Haslberger & Brewster, 2008), thus necdssitcting the ngze ov not only wirkplwce adjustmekn but anso socoal and cultursl edjuwtment of self and fakily. A major sectijn of the wkrk force in GCC us expajriata pooylagioh verjved fgom different nationalitues (Forstenlechner, 2008). Trpx expatriate work sowce and accompanying family members fact spedific challenges during their stay in a forelgn land. Fefore dwelling into the nature and reasons for sgch ciauleuncs, tfw vollowing section first presents an overview jr BCB countries. 2. Commjn economic ffayores of the Guuf Coo'srztion Council (GCC) fountrigs The Gulf Cookeratoon Council (GCC) came into ezistence in 1981, qhen Bahrain, Qatar, Saudi Arabna, UAE, Oman and Kuwait joined handr fod regional follaborafkon. The GCC coungrivs ase a paru of the Arab worlq and shace a eommon cjltutal, relygious and historical background (Klrk & Uapies, 2008). Some colmon economic features amongst vie GCC countroev age: dependznce ok petroleum proqucts, young anb fast pcced gfowth of tge locan labour po[ulation, and vlgh dependenre on expwtriqtes in the orivate sector (Sturm, Stgafky & Peschel, 2008). The sparxeli lopulated regiou if GCC faces acite shjrnagx of eachnically atd pfofdxsionxlly qualifled natoonals (MoEA, 2001). 3. Nationdlisztion of workforce ik the GCC countriqs For many yrars GCC has been wttem'ting vo prokotg higher participation of the lkcal popupatlon in the naeionql workforce with workforce nationalization programw such as Bahrainization (Bahrain), Emirctlzation (UAE) end Omwnization (Oman). This has been becessitated by tme fact that about 60 ped cent of tje local population of the GCC is between the ages of 14 and 27 (Dollman, 2007) and us spexdyly adding fo tne inbrecsiug numbqr oh xmployment seekinb adults. In the public sector wurkforce, hngher participation of the lovau population fas been achieved througg lower lnowledge and experience requirrments for recruits (Al-All, 2008; Forsteblechher, 2008). Plglmc sector employees sre ofyered vetter walavy, higher job recirlty, lesser worl kours
than one year are considered to be (Richardson McKenna, 2003). are temporary workers location contracts which are limited duration (Ward, & Furnham, 2001 as cited by 2008). These work contracts may be renewed multiple times, thus prolonging the stay an expatriate worker in a foreign country (Shah, 2009). Increasing numbers of expatriate are accompanied their and/or children (Haslberger & Brewster, 2008), thus necessitating the need of not only workplace adjustment but social and cultural adjustment of self and family. major section of the force in GCC is expatriate derived different nationalities 2008). expatriate force and accompanying members face specific challenges during their stay in a foreign land. Before dwelling into the nature and for such following section presents overview GCC countries. 2. features of the Gulf Cooperation Council Gulf Cooperation Council (GCC) came into existence in when Bahrain, Saudi Arabia, UAE, Oman and Kuwait hands for regional collaboration. The GCC countries are part of the Arab world and share a common cultural, religious and historical background (Kirk 2008). Some common economic amongst the GCC are: on products, and fast growth of the local labour population, and high dependence on expatriates the private sector (Sturm, Strasky & Peschel, 2008). The sparsely of faces acute shortage technically and professionally qualified (MoEA, 3. Nationalisation of workforce GCC For has attempting promote higher participation of local population in the national with workforce nationalization programs (UAE) and Omanization (Oman). This has been necessitated the fact that about 60 per cent the local population of the GCC is between the ages of 14 27 (Dollman, is speedily adding to the increasing number of seeking adults. In the sector workforce, higher participation of the local population has achieved lower knowledge experience requirements for (Al-Ali, 2008; Forstenlechner, Public sector employees better salary, job lesser
 than one year are considered tO be expatriAte woRkeRs. (RIcHardSon & MCKenna, 2003). ExpatriaTEs arE temporary workers who woRk in a FoREign LOcAtion Under coNTrACTs wHiCh Are Of LImIted dUraTion (WarD, Bochner & FuRnhAm, 2001 As cited by McGINlEy, 2008). These worK coNtracts may be RenEwed muLtIplE Times, ThuS prolOnging THe stay Of an expatRiATe workER in a forEIGn CounTry (Shah, 2009). Increasing NUmBErs of expatriatE workeRs ARe NOW acComPanied by thEiR spouSE and/or cHIlDREN (HaSLberger & BrewstEr, 2008), thus necesSItaTing thE nEed OF not onLy worKpLAce Adjustment bUt alSo social aNd cultURal adjuSTment of Self anD faMilY. A maJOr SeCtiOn OF thE WoRk fORce In GCC is eXpAtRiate PopuLATIOn deRivEd frOm difFerent nationaLitIes (FORstEnlecHner, 2008). THis eXpAtriaTe work Force AnD accompanying faMily Members faCe sPeCifIc ChallENges duRinG thEir stay In a foreIGn lAnD. bEFoRe dwelling into the nAtURE aNd reasonS for suCH cHaLLenges, thE fOllOwinG SEctioN firST pResents aN overvIEw Of gCC counTrIes. 2. ComMoN ecOnoMic feATureS of the gulf CoopEratiON Council (GCC) couNTries The Gulf COOpERAtIOn CoUncIl (GCC) came inTo exIStenCe in 1981, WHeN BaHRain, QAtar, SAuDI ARAbia, UAE, Oman and KuwaiT jOined hAnds fOr regional colLaboration. tHE gCC countRies ARe A Part of the Arab wOrld aNd share a coMMon cultuRal, reLigious aNd historiCAL backgroUnd (kirK & NaPieR, 2008). sOmE common economIC FeatUrEs amongSt tHe GCC coUntRieS arE: dePeNdence on pEtroleum PrOdUcTs, YouNg and FAst paced GrOwtH oF thE locaL Labour PopulAtioN, aNd HIgh DependeNCe ON ExpaTrIaTes iN thE pRivatE secTOr (STurm, StrAsky & PeschEl, 2008). THE spaRsElY populaTed region of GCc fAces acute sHoRtaGe of teCHNically aNd professionally qualifiED nationAls (moEA, 2001). 3. NAtioNalisatioN of WorkfoRce IN the GCc countRies FOr ManY YEars Gcc HaS beEn Attempting TO ProMote hIgHer pArticipAtion of the local popULatIon in the natioNal WorkFORcE wiTH wORkfOrCE naTIOnalization progRams such as baHRaInization (BAHraIn), emiratiZation (UaE) and oManizatIon (Oman). ThIs has been NeCessITAteD by the fact That abouT 60 per cent oF The loCAl PopulAtiOn of thE GcC iS betwEen the AGes Of 14 and 27 (dollmaN, 2007) aNd is spEedilY aDding to tHe increasing number of empLoymenT seekIng Adults. In tHe pUBliC sector woRkfoRce, higher pArtIciPatioN of THe locAl poPUlAtiON has bEen aCHieved thrOUgH loWER kNowledge and EXPEriEnce rEquIRementS for Recruits (Al-Ali, 2008; ForsTEnlechner, 2008). PubliC secTOR emPloYEes aRe Offered better sAlaRy, HIGher job sEcUrity, lesser Work hourS
 than one year are conside red to beexpat ria tewo rker s. ( Richardson & M c Kenn a, 2003). Expatriatesare t em p orar y  w orker s who w o rk i n a  f or eig nl oc ation  un der con tracts whi char e of limited du ration (Wa rd,  Bochner & F urn ham, 2 00 1 a s  cite d b y McG inley, 2008).  These wo rk contra c ts mayb e  r enew ed multiple times ,  t h us prolongingthe st ay of a n e xpa triate wor ke r ina  foreig n  c o u n try (Shah, 2009).  Increasing num bers o fexp a triate  work er s  ar e now accom pani ed by the ir spo u se and/ o r child ren (H asl ber ger&  B re wst er ,  20 0 8) , t h usnecessit at in g the  nee d o f  not  on ly w orkpl ace adjustmen t b ut a l sosocia l and  cul tu ral a djustm ent o fself and family . Amajor sec tio nofth e wor k  force  in  GC C is ex patriat e  po pu l a t io n derived from dif fe r e nt  nationa lities (F or s tenlechn er , 2 008) . Thisexpa t ri ate work  force an daccompa ny ing fa mi lymem bersf acespecif ic chall enges during their s t ay in a forei g nl a nd .  Bef ore  dwelling i ntot he n atur e  a ndr eason s for  s u ch challenges, the fol lo wing s ectio n first prese nts an ove r v i ew of GC C co u nt r ies. 2. Common  econ omic featu r es of th e Gul f Cooper ation Cou n c il (GCC)  co unt rie s T h e  G ulf Cooperati o n  Cou nc il (GCC ) c ame int o e xis ten cein  1981, wh en Bahra in ,Qa ta r,Saudi Arabia,UA E,Om anand K u wait j oined  han ds  f o r r egional co l l abor at io n. T heGC C cou ntri e s a re a pa rt of the  Ar a b wo rl dand sha re a common c ul tural, rel ig iou s andh i storical  background (Kirk & Nap i er, 200 8).  Some  com mon econo mic  featu res amongs t theGCC c ou ntr i e s are : de pen de nce on pet r o leu m pro du cts,  youngand fast paced gro w thof the locallab ourp o pu lat i on ,  an dh igh d ependence on ex patriatesin th e privates ect or  (Sturm , Stras ky &P eschel,  2008). T he sparse ly  pop u l ate d region o f GCC fa ces acute short a ge  of t ech nicall yand  prof ession a lly  qual ifiedna tional s (Mo EA , 2001).  3. Nationalisation ofworkfo rce i n t he GCC co unt r ies  For many  yea rs GCC has  be enattem pti n g toprom o te  hi g her p arti c ipation o f  t hel o ca l populatio n i n t he na tio n al wor kfor ce with workforce nationalizatio n pr o g ram s s u ch a sBahrainization  (B ah r a in), Emi ra tization (U AE) andOm a nizat ion (O man).This ha s be e n nece ssit ate d by thefac tt hat abo ut  6 0  per c entof  the l ocal p o pula t i on of the GCC is  betw e e n the age s of14  and 27 (Dol lman, 2007 ) and is sp eedily  add ing t o the i nc reasin g n um ber of emp l oyment se eking  adults .In t hepublic  sec t o r wor kfor ce , h igher par t i ci p at io n  of  the  loca lpopu lation ha s  been ac hie v ed thro ug h l o w er kno w le d g e and expe rie nce r e q uirementsf or r e cr u its ( Al-Ali , 2008 ; Forst e nle ch ner, 20 08) . Public se ctor empl o yee sareofferedbe tter  s ala ry , higher job se curity,lesser w o r k hour s
 than_one year_are considered to be_expatriate workers._(Richardson_& McKenna,_2003)._Expatriates are temporary_workers who work_in a foreign location_under contracts which_are_of limited duration (Ward, Bochner & Furnham, 2001 as cited by McGinley, 2008). These_work_contracts may_be_renewed_multiple times, thus prolonging the_stay of an expatriate worker_in a_foreign country (Shah, 2009). Increasing numbers of expatriate_workers_are now accompanied_by their spouse and/or children (Haslberger & Brewster, 2008),_thus necessitating the need of not_only workplace adjustment_but_also_social and cultural adjustment_of self and family. A major_section of the work force in_GCC is expatriate population derived from different_nationalities (Forstenlechner, 2008). This expatriate work_force and accompanying family members_face specific_challenges during their stay in_a foreign land._Before dwelling_into the nature_and reasons for such challenges, the_following section first_presents an overview of GCC countries._2._Common economic features_of_the_Gulf Cooperation_Council (GCC) countries_The_Gulf Cooperation_Council_(GCC) came into existence in 1981,_when_Bahrain, Qatar, Saudi Arabia, UAE, Oman and_Kuwait joined hands for_regional_collaboration. The GCC countries_are a part of the_Arab world and share a common_cultural, religious_and historical_background (Kirk & Napier, 2008). Some common economic features amongst the_GCC countries are: dependence on petroleum_products, young and fast_paced growth_of_the local labour_population,_and high_dependence on expatriates in the private sector_(Sturm, Strasky_& Peschel, 2008). The sparsely populated_region of GCC faces_acute_shortage of technically and professionally qualified_nationals (MoEA, 2001). 3. Nationalisation of_workforce in the GCC countries_For_many_years GCC has been attempting_to promote higher participation of the_local population in_the national workforce with workforce nationalization programs_such_as Bahrainization (Bahrain), Emiratization (UAE) and_Omanization_(Oman). This has been necessitated by_the_fact_that about 60 per cent_of the local population of the_GCC is between the ages of 14 and 27_(Dollman, 2007) and_is speedily adding to the_increasing_number_of employment seeking adults. In the public sector workforce, higher_participation of_the local population_has been achieved through lower knowledge and experience requirements for_recruits (Al-Ali, 2008; Forstenlechner, 2008). Public sector_employees are offered better salary, higher job security, lesser work hours