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A study of community college students enrolled in a for-credit study abroad program in Costa Rica sought to identify the experiences that influence intercultural competency growth during study abroad trips and to learn how the experiences influence the development of global leadership competencies. The results led to a modified global leadership development expertise model for understanding the process of global leadership development in student populations. The study revealed a key link between antecedent characteristics of participants and their transformational ability during the study. The study also revealed that there are types of transformational experiences that, when experienced sequentially, can maximize transformational potential and the development of intercultural competencies.

Purpose –– The People's Republic of China has introduced policies to encourage Chinese who have worked or studied abroad to return and bring back the knowledge and skills they have gained. This chapter reports on the experiences of these returners as agents of organisational learning.

Methodology –– The exploratory qualitative study is based on a written questionnaire and telephone interviews with 24 returners in diverse organisations and industries in China.

Findings –– The study identifies a type of returner not yet addressed in the literature, ‘experienced self-internationalisers’, which we expect will grow significantly. We find that despite expecting returners to contribute to organisational learning, management does not organise the process. It depends on the individuals themselves, who develop various strategies for sharing their knowledge with local colleagues. Organisational learning is a cross-cultural process and requires bridging a gap between the kinds of knowledge the local employees are interested in gaining and what the returners feel the organisation needs. We note that organisational learning is more likely when the returners recognise their own need to learn rather than just to teach.

Research limitations –– The sample is relatively small; we describe how to take the research forward to more organisations and additional kinds of respondents.

Practical implications –– We formulate recommendations for policymakers, returners and human resource managers seeking to stimulate organisational learning more effectively.

Value –– The chapter generates new insights into organisational learning in China, and it shows how to addresses a phenomenon at the crossroads between the fields of organisational learning, intercultural communication and international human resource management.

This study sheds light on the complex relationship between international diversification and firm performance and explores whether future performance expectations seem to drive managerial decisions related to internationalization issues.

We conducted in-depth investigation of five firms. This qualitative approach is allegedly better equipped to uncover the peculiarities of specific internationalization decisions by individual companies and the performance consequences derived from modifications in the degree of international diversification, which might go unnoticed in large-sample statistical analyses.

In line with Hennart’s (2007, 2011) and Verbeke and Brugman’s (2009) theoretical arguments, our findings indicate that no universal relationship should be expected between international diversification and firm performance. Rather, the performance consequences of internationalization-related decisions depend on the particular combinations of a firm’s characteristics and environment contingencies. Given managerial discretion, internationalization decisions would not be randomly made, but rather would be endogenous, and, as such, the relationship between multinationality and performance can only be understood if one takes a contingent approach. Additionally, internationalization decisions seem to be taken within a context of uncertainty regarding the future, which suggests that managers seem to approach internationalization with a long-term perspective and may in fact be “buying real options.”

This study examined only five cases and they all relate to a particular type of firm: all are headquartered in a large emerging market with good domestic growth prospects, and each either is the leader or stands among the largest in its industry in the domestic market. While this relative homogeneity in the selection of the cases minimizes confounding factors, it suggests that findings may be specific to this particular (firm and market) context.

Managers should be aware that decisions that modify the international configuration of a firm might have distinct implications across different firms, given the particular (firm, industry, and environment) contingencies. Therefore, no universal normative orientation should be expected between international diversification and performance.

Although it is often implicitly assumed that managers make (informed) decisions with the objective of improving their firms’ (long-run) performance, there has been little discussion as to whether managers have detailed information about the expected performance implications arising from decisions that change the degree of international diversification of their firm and whether such decisions are driven by expected performance outcomes.

In this interview, Dr. Nancy J. Adler describes her career trajectory, motivation, and the passion that have guided her interests and choices. Asking big questions that matter in her own research and encouraging others in the field of international management to do the same is one of her guiding principles. Dr. Adler details the startling career impact that resulted from her pioneering research on women who are global leaders in the 1990s. Given her groundbreaking research, her attempts to influence what scholars study and how they are evaluated, and her calls to action as a global consultant, speaker, and thought leader, she is one of academe's most well-known and respected global leaders.

Dr. Adler is the S. Bronfman Professor Emerita in Management at McGill University in Montreal, Canada. She is a graduate of the University of California at Los Angeles (UCLA), having received her BA in Economics, MBA, and PhD in Management. As one of the most widely cited international management scholars, she has authored more than 175 publications and received numerous teaching and research awards, including the Academy of Management's (AMLE) Outstanding Article Award and Decade Award and the Sage Award for Scholarly Contributions in Management. She is a Fellow of the Academy of International Business, the Academy of Management, and the International Academy of Management. In addition, she was honored as one of Canada's top university professors and inducted into the Royal Society of Canada.

Her work has also been widely recognized beyond academia. She received the Prix du Quebec, Doctor Honoris Causa from Slovenia's IEDC Bled, Queen Elizabeth II Diamond Jubilee Medal, Center for Creative Leadership's Applied Research Award, the World Federation of People Management Associations' Georges Petitpas Award, ASTD's International Leadership Award, SIETAR's Outstanding Senior Interculturalist Award, the International Leadership Association's Lifetime Achievement Award, and the YWCA's Femme de Mérite Award.

Although retired from the university setting after 40 years at McGill, Dr. Adler continues to consult and speak around the world. However, she now devotes more time to her art. She is a visual artist known for her paintings, monotype prints, and ceramic artworks. Her “Serendipity Suite” and “Reality in Translation: Art Transforming Apathy into Action” exhibitions were held at the Banff Centre, and her “Going Beyond the Dehydrated Language of Management” exhibition opened in Montreal in conjunction with the Academy of Management Meeting. Dr. Adler's artwork is held in private collections worldwide.

This paper offers a discussion of the key multilevel issues pertaining to the multinationality–performance (M–P) relationship. Arguably, one of the most important areas of research in international business, firm internationalization and its consequences are multilevel phenomena, influenced by forces at different managerial and structural levels: from the executive, subsidiary and firm, to the country and industry. We suggest that accounting for important factors at each level and for their cross-level interactions may help reconcile inconsistent findings and advance our understanding of the M–P relationship. Based on a critical review of the literature, we offer recommendations regarding the appropriate levels of theory, measurement, and analysis to guide future research.

This chapter provides an overview of the postcolonial literatures and their critiques relevant to internationalising curriculum in the educational administration and leadership field. The aim is to both examine the problems culturally and institutionally with primarily Anglo-American globalised curriculum that still holds a hegemonic position internationally as well as identify proposals in diversifying the field to reflect context, policy requirements and practices, and cultural values and principles. Discussed also are a number of initiatives that have been taken that provide a foundation for furthering this kind of curricular development, and a set of principles for internationalising the field that indicate the various levels and factors involved.

This chapter examines the development of a quality assurance system for undergraduate education as one aspect of the transformation of education policy in China. The central structure of the chapter is the process/stages of policy development and implementation, with particular attention to the changes over time in central control versus institutional autonomy. The Chinese government has moved to a “steering at a distance” approach with ex post accountability, giving institutions of higher education greater autonomy for undergraduate education. Government authority continues to be strong, however, even though the mechanisms of control have changed. This study provides an analysis of quality assurance in Chinese higher education and the changing relationship between government and campuses, using the lens of policy development and implementation.

There is growing empirical evidence that firm heterogeneity is technologically non-neutral. This chapter extends the Gandhi, Navarro, and Rivers (2020) proxy variable framework for structurally identifying production functions to a more general case when latent firm productivity is multi-dimensional, with both factor-neutral and (biased) factor-augmenting components. Unlike alternative methodologies, the proposed model can be identified under weaker data requirements, notably, without relying on the typically unavailable cross-sectional variation in input prices for instrumentation. When markets are perfectly competitive, point identification is achieved by leveraging the information contained in static optimality conditions, effectively adopting a system-of-equations approach. It is also shown how one can partially identify the non-neutral production technology in the traditional proxy variable framework when firms have market power.