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In this contribution, we systematically review the extant global leadership literature to identify important bibliometric and thematic patterns in evidence in this evolving field of scholarship. Conceptualizing the phenomenon to include leaders/managers/supervisors who hold global, expatriate, or international positions, we draw out insights accumulated from a total of 327 published articles in key management and organizational behavior journals listed in Scopus. Our analysis proceeds in two sequential phases. Our bibliometric analysis first identifies the most cited articles, most published first authors, country bases of first authors, and frequently publishing journals in this field. This characterizes both the diversity and innovative nature of scholarship in the field. Our thematic content analysis, generated through Nvivo 11, isolates two dominant overarching themes that represent the wellspring for the body of literature, namely global leader development and global leader effectiveness. These themes of development and effectiveness are further explicated through six distinct lenses namely cultural, cognitive, learning, personality trait, social/relational, and political. These lenses are underpinned by a suite of theoretical perspectives encompassing individual, system, and contextual considerations. In combination, these sets of analyses bring added systematics to the field and serve as a point of departure for future inquiry.

An organization’s ability to navigate uncertain conditions hinges on its members generating timely and productive responses to ongoing changes in their local task environments. Since less healthy employees are less productive, organizations stand to gain from fostering their physical and mental health. Little knowledge, however, exists as to whether and how an organizations’ internal control systems affect employee health. In the following the authors, therefore, shed light at this relation drawing on an empirical study with 179 employees. Results suggest that the design of control systems has an impact on employee health. This has important implications for ongoing theory-building efforts on the effects of organizations’ internal control systems and for business practice.

Discussion of international tourist flows has centred on the direction and volume of tourist traffic (Williams and Zelinsky, 1970; Crampon and Tan, 1973; Miossec, 1976), on its economic significance (Peters, 1969; Gray, 1970; Greenwood, 1975) and on its seasonality (BarOn, 1975). Little attention has been directed systematically to the composition of these flows except in terms of nationality. However on a national scale, foreign visitor profiles have been identified by various marking studies (U.S. Chambre of Commerce, 1975) and other research (Pearce, 1977). Schmitt (1968) examined demographic differences between migrants and vacationers in Hawaii and suggested that tourism and migration may be viewed as contrasting expressions of geographic mobility.

The purpose of this paper is to propose a “parachuting internationalization” metaphor as an alternative strategy that firms may choose to enter foreign markets compared to Uppsala Model and Born Global Model. This proposed new metaphor seeks to integrate the Uppsala and the Born Global Models to show that firms can attain success in the age of globalization if they are adept at devising creative strategies that help them overcome the challenges in a psychically distant environment.

This is a research paper that develops theoretical perspectives inspired by the Yin Yang thinking as well as the “thick descriptive” multiple case studies.

“Parachuting internationalization” embraces essential elements of the Born Global and the Uppsala Models and refers to a firm’s strategic targeting of markets with great potentials, correct positioning, swift actions, and fast learning, thus enabling the firm to circumvent the conventional wisdom of liability of foreignness, cultural distance, and psychic distance. “Parachuting internationalization” is essentially a GLOCAL approach which can be implemented in practice in terms of global vision, location, opportunity, capital, accelerated cultural learning and quick action, and logistics.

The “parachuting internationalization” metaphor is derived from interviews with four Scandinavian firms’ experiences that have entered into the Chinese market. This research reveals that two seemingly opposite approaches, i.e., the Born Global and the Uppsala Models, can be fruitfully combined and reconciled to generate a third novel approach.

To date, there has been little attempt to reconcile and/or integrate the Born Global and the Uppsala Models of internationalization. The paper enriches the ongoing debate on the internationalization of firms in the international business literature that has relied primarily on the Uppsala Model or Born Global Model. The study shows that a third way, i.e. the “parachuting internationalization” is both theoretically innovative and practically feasible.

This paper explores the effects of information technology (IT) on the eve of the third millennium, and its ramifications for labour organization, business and culture. IT is conceptualized as a catalyst for a period of seminal change within the global economy. The lack of IT awareness, social diversity and the need to tap the creative synergy of socio‐cultural differences, through the better understanding of IT effects on culture are highlighted. A need for self‐reflection and a critical examination of adopted management models, especially those within embedded ethnocentric contexts of shared beliefs, values and cognitive structures, are also explored. It is argued that organizations need to learn to manage cultural diversity. The need for development of organizational ideologies that build on cognitive structures, culturally sensitized to diversity, is central to a generic strategy for managing increasingly culturally diversified organizations comprising the globalized economy in the third millennium.

A survey of managers in Israel, Slovenia, and the USA finds a marked similarity with respect to the characteristics and abilities managers need to contribute to organizational success. Factors such as decision making ability, communication skills, commitment to organizational goals, ability to choose the right persons in key persons and ability to delegate are considered to be very important although there are differences with respect to the degree of their importance. Several managerial characteristics are also found to be significantly correlated with the firm’s financial success and employee morale. The findings are framed in the context of convergence‐divergence hypothesis as it applies to the internationalization of management practices.

The purpose of this paper is to contrast traditional transaction‐based supply chain strategies with emerging relationship‐based strategies in human resource and organizational areas.

A theoretical framework is proposed based on the relationship of human resource variables (staffing, training, evaluation, and compensation) and organization variables (structure, culture, and empowerment strategies) with supply chain integration and performance.

A model is presented of the relationship of human resource and organization variables with supply chain integration and performance. Propositions are posited and conclusions are noted with suggestions for further research.

The paper is clearly only theoretical. Much empirical testing is yet to be done.

The paper is among the first to focus the relationships of human resource strategies and organization variables with supply chain integration and performance. While the structuring and measurement of integrated global supply chain flows, particularly of the “hard” products, services, and information, are well established, much less is understood concerning the contribution of such “soft” areas as human resource management activities and organization variables.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

This study aims to investigate how the licensing of 3.6 GHz (C-band) spectrum has progressed throughout Europe.

Original databases have been created by the authors covering every aspect of the C-band auctions in Europe, and these have been subjected to analysis to draw out the key themes.

Although there have been delays in licensing the C-band, the process is now largely complete and the first launches have taken place. However, there has been considerable diversity in the rules underpinning the licenses and considerable differences in the amounts raised measured in $/MHz/pop.

It is difficult to make comparisons across a substantial sample of disparate countries because of the need to compare on a like-for-like basis – an issue that is generally glossed over in the literature. This has been addressed in this paper but some issues inevitably remain unresolved.

The development of 5G is highly contingent on the use of the C-band not just in Europe but elsewhere in the world where less-developed countries can learn from the European experience.

While the subject matter has received attention elsewhere, this represents the most up-to-date version with the largest sample of European countries.