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We conducted a systematic review of 158 publications on Cultural Intelligence (CQ) and related concepts, Global Mindset (GM), and Crosscultural Competence (CC) using bibliometric methods. We apply citation analysis to highlight the most influential (in terms of citations) journals, publications, and specific researchers in the field. We apply factor and cluster analyses to analyse co-citations to identify the current knowledge structure in the research field. With content coding on the resulting groups of co-citations, we identify five research streams showing the overlap between the CQ, GM, and CC constructs, and also revealing the separations in the research on the constructs. We perform burst analyses to identify trends and emerging topics or streams. Building on this, we outline future research opportunities.

This teaching brief describes a novel form of acquiring intercultural competencies and foreign language skills in the classroom through the use of virtual environments. Two universities in two different cultural settings (Germany and Peru) coordinated the lecture times of their classes on cross-cultural competencies in such a way that after a few theoretical introduction sessions, classes were jointly taught through the use of videoconferences. Empirical evidence showed that the main achievements of the videoconferences were a better understanding of the other culture (including stereotypes) and awareness of differences in communication patterns, differences between low context and high context, and different value orientations in regards to monochromic and polychronic use of time. In contrast, the main challenges were technological and administrative in nature.

Schooling has an important impact on cross-cultural competencies because school is where pupils deepen their knowledge of culturally acceptable behaviour. The research focuses on how the German school system influences German managers working in a French environment and vice versa. The exploratory study relies on an in-depth interviewing approach. Five German managers working in French companies and five French managers working in German companies were interviewed. Results indicate that the schooling in Germany did influence the leadership style and management preferences of the German managers, qualifying them for global functions with few adaptations. The French managers were less influenced by the French schooling system, but the values related to the French education system were useful for success in German companies. Literature and empirical findings on the relation between schooling and the ability to acquire culturally effective leadership qualities is scarce. This study intends to close the gap.

Hofstede (1980) contributed to the theory of cross-cultural behaviour with the four dimensions and fifth was added by a study in China. The multi country manpower metrics are influencing the variables of the existing models and also introducing new facets. Level of comfort with foreign cultures (CFC) is a new framework which attempts to read the comfort level of local employees of the country with respect to foreigners and vice versa. This paper attempts to profile the level of comfort of local employees with foreign employees in culturally diverse work places of multinational firms. This study is based on samples from ten countries using comfort with foreign cultures (CFC) questionnaire. The results indicate the nature and level of differences among nations/regions on the comfort level of local employees with foreign employees and they vary. This study also pinpoints specific differences among nations in this respect.

There is a long history of research into which skills and abilities individuals need in intercultural situations. Intercultural competence is frequently claimed to be a critical variable. There are different models of intercultural competence but a shared and theoretically-based understanding of intercultural competence is still missing. The present paper outlines an approach to intercultural competence as a situation specific competence, framing an intercultural situation independent of national cultures. Further, a multi-level model of intercultural competence based on social-cognitive theory is developed and tested empirically in two studies. The results highlight the importance of self-regulation in intercultural situations. Self-regulation significantly influences group competencies and the perception of diversity.

Solid empirical evidence, produced during a German-Czech Greenfield project, formed the basis of this article. The medium-sized company's initial situation showed a lack of mutual understanding and trust among the management teams. This constrained and prevented management from solving the problems inherent at the start-up stage. The case study focuses on the multicultural teambuilding approach with an overall goal to increase collaboration and trust among the German-Czech team members. A team charter was developed to bridge differences and to maintain similarities in participant's work culture in order to define a common team culture. The article will end with the evaluation of the workshop results as well as an exploration of the most effective time to implement intercultural competence development in the course of international projects.

The aim of this research is to investigate some linguistic aspects connected with expatriatism. An attempt will be made to present why language is of significant importance for expatriates, at both the individual and the collective level. The article starts with an examination of the mentioned phenomenon by discussing the factors determining the acquisition of a host language. Then, such aspects as intercultural and hierarchical differences as well as language policy within organisations will be examined by taking into account their influence on expatriate linguistic performance. To study the complexities of the above-mentioned issues in greater detail, the concept of expatriate hybrid linguistic identity will be employed.

This paper revisits three studies conducted in the context of China to demonstrate how a single culture has eluded explanation by some of the most well-known cross-cultural studies as well as rendered valid, reliable scales from Western contexts inadequate in that culture. We suggest that cross-cultural researchers can utilise less-explored research contexts to further develop the sophistication of research by a identifying emics b aiming at cultural completeness c contextualising and meaningfully incorporating indigenous thought and knowledge. Looking beyond the three studies, we address the issue of intra-cultural variation, which can assist us to formulate truly cross-cultural approaches, both conceptually and methodologically, and to capture cross-cultural differences that might otherwise be lost to pseudo-etic or parochial approaches.

Diversity and diversity-management have become important issues in for-profit organisations due to demographic changes and attempts to improve productivity by reducing discrimination and fostering heterogeneity. Within the public and non-profit sectors, organisations are increasingly emphasising the role of social cohesion and diversity and trying to develop programmes to increase social participation and integration. The paper presents a conceptual framework for diversity policies and highlights the challenges associated with intersectionality and diversity for city councils as exemplified by the City of Vienna, an internationally accepted good practice example.

The rapid growth of research on organisational citizenship behaviour (OCB) in the People's Republic of China (PRC) is continuing a trend that started in the West (i.e., North America and West Europe) 25 years ago and provides us with an opportunity for a critical examination of conceptualisations, methodologies, findings and implications. This paper presents the literature on the dimensions and construct of OCB, its antecedents and consequences in the PRC and in comparison to North America and West Europe. More specifically, we: a) compare the various forms of OCB identified in the literature; b) critically examine the empirical findings for both antecedents and consequences of OCB; c) indicate research gaps for future research in both the PRC and North America and West Europe.

This a commentary on the paper by Fink and Mayrhofer published in European J. Cross-Cultural Competence and Management, Vol. 1, No. 1, 2009, pp.42-65.

At start up of our new journal we provide a frame of reference supporting reflections on the domain of cross-cultural competence and management and on future research. Referring to basic epistemological and ontological considerations, the article differentiates between various levels of analysis and gives examples for fruitful research avenues for these levels: 1 'classical' issues in cross-cultural competence and management research 2 the epistemology of a system with values, beliefs (stereotypes) and knowledge (memory), the ontology of a system with personality (decision making processes) and the phenomenology of a system with action and observable patterns of behaviour 3 relations of societal culture to structural, demographic and ecological characteristics of societies and to their historical experience, to national policies or distributions of individual attitudes, values, behaviour, etc. within societies 4 issues related to the time dimension 5 methodological issues such as meaningful cultural distance measures or mixed language use.

Boosting entrepreneurship is an important strategy for transforming the competitiveness of European economies (Commission of the European Communities, 2004). Two key areas for action are educating entrepreneurs and supporting the internationalisation of small and medium-sized enterprises (Commission of the European Communities, 2004). This paper explores how entrepreneurship education can facilitate international entrepreneurship by fostering international opportunity identification competencies. Entrepreneurship education needs to develop the actual task competence of identifying opportunities and the perceived task competence (self-efficacy) of the entrepreneur. Competence and self-efficacy are developed and applied in context (Man, 2005). Hence, we argue that culture is a significant contextual variable. We explore the possible moderating influence of cross-cultural training on entrepreneurial competence and self-efficacy in identifying international opportunities. We then recommend strategies for increasing entrepreneurial competence and self-efficacy in identifying international opportunities through cross-cultural training.