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Drawing on the whole-life perspective of career development and the conservation of resources theory, the authors consider whether self-initiated expatriates' (SIEs’) cultural intelligence (CQ) is a general, cross-domain resource that helps SIEs gain resources in the work and nonwork domains. The authors contend that CQ will be associated with greater levels of organizational and community embeddedness, which in turn will facilitate their career satisfaction. The authors also propose the role of perceived host country community diversity climate as an environmental condition that, when low, strengthens the relationships between CQ and organizational and community embeddedness.

The authors examine the study hypotheses based on two distinct samples of SIEs (Sample 1: 169 Asian SIE professionals; Study 2: 147 SIE academics).

SIEs' CQ positively relates to their organizational and community embeddedness, which in turn is associated with greater levels of career satisfaction. The authors also find that SIEs with high CQ are more likely to experience community embeddedness and career satisfaction when they perceive that the host country community diversity climate is low.

First, this study goes beyond existing literature that rarely examines nonwork inputs to SIE career success. Second, extending previous CQ research with a strong organizational focus, the authors investigated how CQ influences SIEs' work and nonwork embeddedness. Third, the authors found that the absence of a peripheral ecological condition, perceived host country community diversity climate, may strengthen the direct relationship between CQ and embeddedness and the indirect relationship between CQ and career satisfaction.

The experiences and challenges encountered by Travellers especially in education is something that I am truly passionate about and want to give others a better insight into. Irish Travellers are defined by the Irish Traveller Movement as a historically recognised minority within Irish society. The group is distinct because of a strong history of sharing an identity, a language and a set of values (Irish Traveller Movement, 2019). In Ireland, there are approximately 31,000 Travellers (Central Statistics Office, 2023). Irish Travellers are a minority ethnic group that experiences discrimination and marginalisation in society (Boyle et al., 2020). According to a large body of evidence, Travellers stand out as a population that is disproportionately disadvantaged in terms of work, housing, health and education (Baker, 2021). One aspect of Irish Travellers' inequality is their educational disadvantage. The hope is for this chapter to make others more knowledgeable on these types of areas so that it can lead to more positive outcomes for Travellers.

Competitiveness is an individual difference variable that incorporates factors generally associated with the desire to excel in comparison to others and the enjoyment of competition. There is still much debate on whether it is helpful or harmful, which may stem from the scattered ways in which it is studied. Thereby, this study aims to properly synthesize the literature concerning the prevailing correlates, underlying theory and frequent applications of competitiveness and to set forth an outline of domains in need of further research and exploration.

The authors do so by using two methods of analysis on a representative sample of 546 peer-reviewed publications.

The authors find that competitiveness research has and will continue to grow expeditiously, but its complexity and cloudiness have not yet been attenuated.

The study uncovers opportunities for pertinent future research on competitiveness to grow more productively and collaboratively by highlighting salient works and identifying the fragmentations that have led the literature into a state of disarray.

This paper shows the benefits of multi-sited ethnography for global migration studies in management, in particular when cosmopolitan self-initiated expatriates meet a local setting.

The author conducted a multi-sited ethnography to trace how a local East German research organization’s well-intended approach to integration becomes condescending.

Highly skilled non-Western migrant employees who represent English-language cosmopolitanism are framed as negatively “foreign” by corporate discourses and practices. This phenomenon can only be understood if one follows the interconnections of language power, White subalternity and compressed modernity and if one considers the immediate surroundings, the historical context of East German identity and wider migration frames in Germany.

Multi-sited ethnography, if power-sensitive and historically-aware, is suitable for understanding the multi-level phenomenon of global migration and identifying limiting framing-effects on management and organizations. Researcher standpoint is both its strength and its limitation.

Managers and companies can “imagine otherwise” and move beyond the unquestioned dominant frames limiting their problem analyses and, consequently, their strategies and actions.

Managers and companies are enabled to move beyond individual- and corporate-level approaches to managing migration at work and can thus take up full social responsibility in the sense of good corporate citizenship on a global level. Global mobility researchers can work towards an inclusive migration theory.

Multi-sited ethnography, in particular, one that is power-sensitive and historically aware, is an approach not yet applied to migration in the context of management and organization. By means of an example, this paper illustrates the value of this approach and enables researchers to understand its main principles. Compressed modernity and White subalternity are introduced as novel concepts structuring migration, and language power emerges as relevant far beyond the scope of the multinational corporation.