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Despite the rhetoric of a single global economy, professionals in poorer countries continue to be remunerated differently depending on whether they are compensated at a local vs. international rate. Project ADDUP (Are Development Discrepancies Undermining Performance?) surveyed 1290 expatriate and local professionals (response rate = 47%) from aid, education, government, and business sectors in (1) Island Nations (Papua New Guinea, Solomon Islands), (2) landlocked economies (Malaŵi, Uganda), and (3) emerging economies (India, China). Difference in pay was estimated using purchasing power parity, from the World Bank's World Development Indicators 2007. Psychological measures included self-reported pay and benefits (remuneration), self-attributed ability, remuneration comparison, sense of justice in remuneration, remuneration-related motivation, thoughts of turnover and thoughts about international mobility. We included control measures of candour, culture shock, cultural values (horizontal/vertical individualism/collectivism), personality (from the "big five"), job satisfaction and work engagement. Controlling for these and country (small effects) and organization effects (medium), (a) pay ratios between international and local workers exceeded what were perceived to be acceptable pay thresholds among respondents remunerated locally; who also reported a combination of a sense of relative (b) injustice and demotivation; which (c) together with job satisfaction/work engagement predicted turnover and international mobility. These findings question the wisdom of dual salary systems in general, expose and challenge a major contradiction between contemporary development policy and practice, and have a range of practical, organizational, and theoretical implications for poverty reduction work.

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Abstract. The concept of a living wage is defined by quality

Purpose -The paper seeks to determine whether different aspects of migrant pre-migration characteristics (human capital and motivation to migrate) and post-migration behaviour (social integration and career self-management) predict migrants' post-migration career success. Design/methodology/approach -The research employed a survey questionnaire applied to a sample of 210 migrants who had migrated from Sri Lanka to New Zealand. Twenty-three independent and three dependent (career success -objective and subjective) variables were measured. Sequential multiple regression analysis was applied, mirroring the time-sequenced theory of career development. Findings -Overall, migrants' occupational status had declined markedly following migration. Variables representing human capital, social integration and career self-management perspectives all contributed substantially to explaining variances in career success, especially objective career success, but motivation to migrate did not. Human capital variables were especially influential in determining pre-migration success, acculturation in the host country and education in the host country in post-migration success. Effects of career self-management behaviours on success were relatively small. Research limitations/implications -A limitation is the cross-sectional design, and possible non-generalisability beyond a single migrant group and host country. Practical implications -The paper discusses implications for migrants, policy makers and future research. Originality/value -Migration, and interest in research on migrants' careers, is growing. This paper applies a wide range of predictor variables and a logical causal model to predicting migrant career success, indicates significant effects, and points to positive actions that may be taken by government, organisations and migrants.

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Industrial-organizational (I-O) psychology has begun to shed its reputation as a handmaiden to corporate and managerial interests, in part, through its engagement with humanitarian concerns. However, as highlighted by recent commentary, I-O psychology still has a decidedly POSH perspective on the world; that is, it has focused on Professionals who hold Official jobs in a formal economy and who enjoy relative Safety from discrimination while also living in High-income countries. This POSH perspective reflects an underlying bias away from people living in multidimensional poverty. We empirically illustrate some of the connections between a POSH perspective and poverty by reviewing 100 years of research in I-O psychology, and then we make a case for why a neglect of people living in poverty undermines the discipline's science, its practice, and its humanist charge. As moral justification for greater engagement with humanitarian concerns and as a guide to navigate the difficult ethical quandaries involved in doing so, we suggest that I-O psychologists should consider the capability approach. We discuss the concept of human capabilities, relate it to I-O psychology, and demonstrate its utility in the form of three hypothetical scenarios. Perhaps our most controversial claim is that there is a moral imperative for I-O psychology to overrepresent people living in the deepest forms of poverty in both its science and practice.