Global management competencies: a theoretical foundation

Cluster Internationalization: Qualitative Review, Theoretical Direction, and the Rise of Emerging Markets’ Themes

The growing phenomenon of cluster internationalization has enriched the existing international business theories, but has also brought new puzzles and problems for these theories and perspectives. To synthesize what we do and do not know concerning cluster internationalization, we employed the qualitative content analysis method, systematically reviewing 348 articles published during the period 1990–2019, as well as 16,486 references. Our review examined five major areas, including citations, co-citations, theoretical foundations, co-occurrence networks, and three-phase research topics (pre-internationalization, internationalization, and post-internationalization) based on ten keywords. Moreover, we found that the research on the internationalization of emerging market clusters has shown a rising trend in recent years. We took China as an example to conduct in-depth research on three types of cluster internationalization (inward internationalization, outward internationalization, and overseas parks) with a view to expanding the academic perspective of the internationalization of emerging economic clusters. Finally, in order to promote further research on cluster internationalization, potential future themes related to cluster internationalization research are discussed.

Developing Intercultural Efficiency: The Relationship between Cultural Intelligence and Self-Efficacy

Cultural intelligence measures an individual’s ability to succeed in a culturally unknown environment. Self-efficacy expresses self-confidence in one’s own ability to handle a situation. The two concepts are closely linked, as confirmed by a number of previous studies. Using the multivariate method PLS-SEM, the predictive effect of CQ on self-efficacy is investigated; compared to previous studies, the relationship causality is reversed. A sample of 190 university students was also tested for how this relationship is moderated by two categorical variables: work experience abroad and gender. The results showed that cultural intelligence is a predictor of intercultural self-efficacy in communication. Its impact on the endogenous variable (self-efficacy) is rather weak, but significantly strengthened by work experience abroad. Gender has no effect on this relationship.

Group Intercultural Competence: Adjusting and Validating Its Concept and Development Process

ABSTRACT Intercultural competence is a topic that has been increasingly focused on academic researches, mainly related to the context of multinational companies and multicultural teams. The literature on intercultural competence is broad, permeated with many concepts and models of its development, but the main focus is on individual (cognitive/behavioral approach). There are few studies on the group level whose approach emphasize the process. The objective of this study was to empirically test the concept of group intercultural competence (GIC) and analyze its development in multicultural teams, as indicated by Leung, Ang and Tan (2014) . This research can be characterized as qualitative, of exploratory-descriptive type, with an interpretive approach that embraces sequential intra-method triangulation, with interpretative and content analysis. As the results, the process of GIC development was found to occur towards more mature levels of GIC and to be characterized by an upward spiral pyramidal process, where the lowest level evolves to higher levels of GIC through a cycle of inter-cultural learning. This development occurs over time and is permeated by conflict, reflection and change, covering the elements of GIC: interaction, efficacy, cultural differences, intercultural learning and communication, such as cause and consequence. Based on the theoretical and empirical contributions, it was possible to adjust and validate a proposed GIC concept, to adjust the relevant elements and dimensions for GIC analysis, and to understand how the GIC is developed through a procedural perspective where there is an intercultural learning cycle permeated by conflicts, reflections, interaction and changes.

Portuguese employers’ perceptions on management undergraduates’ transferable competencies

Purpose

The purpose of this paper is to disclose the perceptions of Portuguese employers regarding the transferable competencies (TCs) that enhance the employability of recent management graduates, the mechanisms for their development and the role played by different agents (faculties, students and companies) in this process.

Design/methodology/approach

Participants were 41 chief executive officers and human resource managers belonging to the same number of companies located in northern Portugal. A semi-structured interview guide allowed the participants to express their views through their own words and in depth.

Findings

The participants identified the TCs they seek in recent management graduates, including several cognitive competencies, emotional intelligence competencies and social intelligence competencies. They discerned the curricular internship and the Erasmus+ program as the most effective mechanisms to develop undergraduates’ TCs. The role of companies in the development of the TCs of students and recent graduates was acknowledged; nonetheless, these employers expect greater involvement from Portuguese faculties and students.

Research limitations/implications

Although the results of this exploratory study cannot be generalized to the Portuguese population of employers, it contributes to uncover and understand their perceptions, hence providing a basis for subsequent investigations using larger samples.

Originality/value

Portugal is a particularly relevant context to conduct this research given the recent financial crisis and ensuing pressure on new graduates to deliver good performance rapidly, as well as the involvement of Portuguese universities in processes of international evaluation and accreditation. However, little information has thus far become available regarding employers’ perceptions of management graduates’ TCs.

Robustness and cross-cultural equivalence of the Cultural Intelligence Scale (CQS)

Purpose

The purpose of this paper is to assess the cross-cultural equivalence of the four-dimensional 20-item Cultural Intelligence Scale (CQS) and the two-dimensional 12-item cultural intelligence (CQ) short scale. Furthermore, the study elaborates on the results by discussing the differences between culturally equivalent and culturally non-equivalent items.

Design/methodology/approach

Data gathered from 607 students with a Chinese or Dutch background and mature international experience serve to test the cross-cultural equivalence of the CQS.

Findings

This study addresses the lack of clarity concerning the cross-cultural equivalence of the CQS in the extended domain of empirical research involving CQ. Furthermore, the consequences of the cultural equivalence tests are discussed.

Practical implications

Comparing CQ scores across cultures is only meaningful with the use of the adjusted, two-dimensional scale. Practitioners must be aware of the emic-etic character of the measurement instrument they use.

Originality/value

This study addresses the lack of clarity concerning the cross-cultural equivalence of the CQS in the extended domain of empirical research involving CQ. Furthermore, the consequences of the cultural equivalence tests are discussed.

Characteristics of highly talented international business professionals defined

Purpose

– The purpose of this paper is to explore the characteristics of talent in relation to international business to facilitate selection and development of talent in human resources (HR) and human resource development (HRD).

Design/methodology/approach

– A mixed method design was used: focus groups with business professionals to identify the characteristics of highly talented international business professionals (HTIBP), resulting in a concept profile; Delphi study for validation; systematic comparison of the open coding results to existing literature to identify characteristics of talent.

Findings

– A specific and concise profile of HTIBP has been developed. This profile has five domains: achieving results; communicating; innovating; self-reflecting; seeing patterns and interrelationships in a global context. From literature cross-referencing, we have identified innovating, being creative and having a drive to achieve results are most distinguishing for HTIBP.

Practical implications

– The paper facilitates an ongoing discussion about what constitutes talent, and offers new perspectives for companies to consider when selecting and developing talent.

Originality/value

– The conceptual contribution of the paper offers a fresh and practical empirical perspective on what talent entails.

Global Leadership: A Developmental Shift for Everyone

Global leaders operate in a context of multicultural, paradoxical complexity in the world—a context that most leaders find themselves facing today. We argue that 4 developmental shifts are required to be effective in this context: developing multicultural effectiveness, becoming adept at managing paradoxes, cultivating the “being” dimension of human experience, and appreciating individual uniqueness in the context of cultural differences. Challenges for industrial–organizational (I–O) psychology are identified in each area. The article concludes by inviting I–O psychologists to integrate competing frameworks, explore related disciplines, revamp leadership competency models, create new tools and frameworks for developing global leaders, and step up to become global leaders ourselves.

The Multi-Dimensional Influence of Informal Social Networks in Korea – Propositions for Future Management Research

Whereas sociologists such as Granovetter (1973, 1995) pointed out the positive influence of informally organised social ties for economic exchange, Chinese Guanxi networks in particular have served as a major source to fuel discourse on informal networks in East Asia. This paper contributes to the advancement of such theory by presenting the as yet seldom recognised Korean version of informal social networks. These can be classified into three types: Yongo-, Yonjul-, and Inmaek-based ties. The paper proposes some important departures for future research, i.e.: (1) informal ties strengthen cooperation between firm-external stakeholders through high-trust relationships; (2) they contribute to a homogeneity of corporate leadership groups; and (3) they positively contribute to group harmony and team cohesion. Further (4) informal ties benefit information acquisition but at the same time bear a risk of unwanted information transfer among competing firms; finally (5) expatriates cannot establish certain important informal ties in Korea by their very nature. Whereas social science proposes a decline of informal networks with further economic development, informal networks in Korea do not seem to be declining, but rather, in certain fields, they seem to be increasing in strength. Implications presented in this paper contribute to the theory of informal social networks, show avenues for future management research on Korea and provide practitioners with important information on management practice in Korea.

Intercultural Competence

We review recent theoretical and empirical developments in the intercultural competencies literature, highlighting contemporary models and empirical research in organizational contexts. We survey the current conceptualizations of intercultural competencies and propose that intercultural competencies can be classified based on traits, attitudes and worldviews, capabilities, or a combination of these dimensions. We identify key psychological, behavioral, and performance outcomes associated with these models. We review empirical studies of intercultural competencies at the group level and discuss emerging models of dyad-level, firm-level, and multilevel intercultural competencies. We evaluate the current measurement of intercultural competencies and suggest alternative approaches. Finally, we examine research on selection, training, and development of intercultural competencies. We end each section by identifying future research foci, and we offer an integration of the literature at the end of the review.