What are the factors that predict international students’ destination-loyalty intention? This is the main question this paper addresses, using an online survey among 396 (short-term, N = 182) and (long-term, N = 214) international students at a Norwegian university. Structural equation model-AMOS was conducted to examine relationships among personal values, subjective well-being and destination-loyalty intentions. The results showed that: (1) universalism was positively related to subjective well-being for short-term students; and (2) subjective well-being was positively related to destination-loyalty intention for all groups. We found that relatively stable and happy individuals might be important for ensuring destination-loyalty intentions. Results also indicated that personal values that emphasize justice and equity are also important for short-term international students’ well-being.

Nevertheless, it hasn't all been sweat, tears and trials, of course. The reality has been far richer, a thousand times greater than my clichéd ideas.

This study aims to understand factors predicting destination-loyalty intention in international education. A sample of 378 long-term (n=195) and short-term (n=183) international students participated in the study carried out in 2014 through an on-line survey at the University of Bergen, Norway. Using a series of hierarchical regression analyses, the researchers found that among short-term students, destination motivation (pull), orientation to mainstream and heritage culture together with psychological adaptations were the most important variables influencing their decision to revisit and to recommend the destination to others. Among long-term students, the same variables with the exception of psychological adaptation in addition to sociocultural adaptation were the significant predictors of destination-loyalty intention. This study discusses the results from a social, psychological and international education perspective as well as their implications for destination management.

This study examines the role of social support in the relationship between work family conflict (work to family; WFC & family to work; FWC) and family satisfaction for private sector employees. Using simple random sampling, data were collected from 260 employees from eight private companies in Terengganu, who responded to the Job Content Questionnaire, Work Family Conflict Scale and Family Satisfaction Scale. Results indicate that both WFC and FWC had significant relationships with family satisfaction. The results of the regression analysis confirmed that FWC was a significant predictor of employees' family satisfaction. However, social support did not buffer the relationship between work family conflict and family satisfaction. Implication of this study indicates that the organizations need to emphasize the effective strategies of development and implementation for work family balance in improving family satisfaction among employees. The suggestions for future research are also addressed, especially in the Malaysian context.