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This study aims to identify how objective indicators of destination country risk differentiate business study abroad programs from those in other academic disciplines.

The authors trained a neural network model on six years of student-initiated inquiries about study abroad programs at a large US university. The model classified business versus nonbusiness study abroad programs using objective measures of destination country risk as the primary inputs.

The model correctly classifies business and nonbusiness study abroad programs with over 70% accuracy. Business programs were found to be 20% less likely to include destinations where the Centers for Disease Control and Prevention recommend nonroutine vaccinations and favor countries with higher Global Peace Index scores.

These results underscore the need to consider destination country risk in the design and administration of study abroad programs. An understanding of student preferences for lower risk destinations can contribute to improved planning, execution and student experiences in these programs.

Better planning and management of study abroad programs based on understanding of destination country risk can lead to enhanced student safety and experiences.

This study offers a unique perspective on understanding study abroad programs by focusing on objective measures of destination country risk rather than risk perceptions. It also is, to the best of the authors’ knowledge, the first to use a neural network to classify study abroad programs as business versus nonbusiness using objective measures of country-specify risk indicators.

Because a large number of employees now work remotely, either completely or partially (e.g. flexible), it is imperative that scholars and practitioners understand the implications of remote work, such as how employee satisfaction is impacted.

This study examined leadership communication styles to understand how they may be perceived differently for remote workers. Results from an online survey (N = 403) revealed that while higher perceptions of leadership communication styles (responsive, vigilant and motivating language) were related to increased employee satisfaction, the amount of time spent working remotely did not moderate these relationships.

The findings suggest that the benefits of demonstrating leadership communication strategies can be extended from physical environments into online spaces.

This study is unique in that it centers on communication-forward leadership styles and applies them to remote contexts. Furthermore, remote work is conceptualized as a continuous variable as opposed to a binary, allowing for increased nuance.