- A literature-based definition and differentiation of the terms ´self-initiated expatriate`, ´assigned expatriate` and ´migrant` (2012)
- Vance, Charles M., Managing a Global Workforce : Challenges and Opportunities in International Human Resource Management / Charles M. Vance and Yongsun Paik. - 2. ed. : Armonk, NY [u.a.], 2011 (2012)
- What distinguishes self-initiated expatriates from assigned expatriates and migrants? A literature-based definition and differentiation of terms (2012)
- Addressing international mobility confusion – Developing definitions and differentiations for self-initiated & assigned expatriates as well as migrants (2014)
- What distinguishes self-initiated expatriates from assigned expatriates and migrants? A literature-based definition and differentiation of terms (2015)
- The goal of this paper is to examine regularities and differences in the application of the three terms assigned expatriate (AE), self-initiated expatriate (SIE) and migrant as the criteria for demarcation are unclear (Al Ariss, 2010; Baruch, Dickmann, Altman, &Bournois, 2010). This research adopts a qualitative approach, using the tool of qualitative content analysis (Mayring, 2010). The data base includes 244 definitions from 10 sociological, psychological and business journals. Results indicate that migrant is the umbrella term for AE and SIE. Therefore a SIE is a migrant who executes his dependent work abroad. In contrast to AEs, decision of employment is made by the host country organization and the first formalized action (i. e. job application) is undertaken by the individual.
- A systematic literature review on the definitions of global mindset and cultural intelligence : Merging two different research streams (2016)
- The literature on global mindset indicates a growing array of different approaches to its definition and conceptualization. The components making up global mindset are often unclear and vary significantly between studies. Concomitantly, global mindset shows major overlap with the cultural intelligence construct. This leads to an unfortunate lack of comparability of research results and to potential confusion for readers. In this article, the authors systematically review and synthesize the existing definitions and conceptualizations of global mindset and cultural intelligence. These definitions and conceptualizations are grouped according to four dimensions of cross-cultural competencies: personal attributes, cognitive knowledge and skills, motivation, and resources for adapting behavior. Based on this analysis, we provide definitions and a demarcation of the constructs global mindset and cultural intelligence using the three levels of business management (normative, strategic, and operative). Whereas cultural intelligence is a sufficient cross-cultural competency for employees working in operative management, a global mindset becomes highly relevant at the strategic and normative management levels. We derive implications for management practice as well as for future research.