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This paper aims to study careers across cultures, distinguishing among international career, cross‐cultural and globalization perspectives.

The conceptual development is based on a review of four empirical papers in this special issue with a focus on “Careers in cross‐cultural perspective” and other recent research in this area.

Work on international careers has traditionally looked at careers that cross national boundaries, such as those involving expatriate career assignments or self‐initiated international careers. Research into cross‐cultural careers reflects the primary work of this special issue's articles, primarily by looking at differences between two or more cultures. Career research into globalization is more recent and more tentative. It covers how careers interact with the economic, political, social and environmental changes commonly associated with the term globalization.

The proposed framework is a reflection of current theoretical and empirical debates.

The framework offers new guidance for both interpreting existing and developing new research.

This study aims to examine the influence of individual differences on self‐directed social learning and self‐efficacy. Inter‐dependent self‐construal, agreeableness, and extraversion were expected to predict five ways of self‐directed social learning: relating, benchmarking, modeling, identifying, and distancing.

The sample consisted of 356 responses from professionals to a questionnaire survey. Using step‐wise regression analyses, the effect of individual differences on social learning and self‐efficacy, as well as the mediation of the latter relationship by the five ways of social learning, were examined.

Inter‐dependent self‐construal predicted social learning and self‐efficacy. Its negative effect on self‐efficacy was mediated by relating. Agreeableness and extraversion predicted high self‐efficacy. Extraversion predicted modeling, identifying and distancing. Surprisingly, women appeared more likely to engage in social learning.

The cross‐sectional design does not permit conclusions about causality and results may be biased by the exclusive use of self‐report measures.

Understanding how individual differences influence self‐directed social learning and self‐efficacy assists managers and organizations in providing more personalized coaching. Since the link between an inter‐dependent self‐construal, social learning, and low self‐efficacy is more likely among minorities from collectivist cultures, they may be less inclined to pursue opportunities for professional growth. They may be systematically disadvantaged in organizations that value assertiveness over attention to one's social environment. In contrast, individuals whose self‐efficacy judgments are grounded in extraverted or agreeable dispositions may ignore feedback and social referents that indicate a need for adaptation.

This article indicates that individual differences predict self‐directed social learning and self‐efficacy.

The purpose of this paper is to advance a person‐centered perspective of self‐efficacy formation. Examining people's ways of thinking about self‐efficacy at work broadens one's perspective beyond training and feedback as principal means for developing self‐efficacy.

This qualitative paper analyses 145 interviews with 74 participants from six settings (management consulting, brand design, MBA job search, restaurant service, telemarketing, and financial trading).

The paper finds that the coding suggested ten specific ways of thinking about self‐efficacy. These were grouped according to two modes of thinking – attending and reflecting – and two focuses – one directed at doing one's task and the other directed at one's environment. In combination, they represent four types of thinking: attending to one's doing, attending to one's environment, reflecting upon one's doing, and taking a stance towards one's environment.

The paper shows that further research needs to strengthen the validity of the identified ways of thinking about self‐efficacy and examine their determinants and outcomes.

The paper proposes two implications for HR development practice. First, people's self‐management capacity may be improved by coaching and training that raise mindfulness of one's ways of constructing self‐efficacy. Second, the effectiveness of performance appraisal and 360° feedback may be improved by managers, HR practitioners and people themselves giving more attention to co‐constructing relevant ways of thinking about self‐efficacy.

Adopting a person‐centered perspective, this paper proposes to view self‐efficacy formation as a constructivist process – that is proactive, self‐organizing and coherence‐building.

This paper aims to introduce a collection of papers about careers in cross‐cultural perspective, which contributes to the growing body of literature that addresses careers from different locations around the world.

Introduces the topic, providing some background and discussion of the main concepts.

Briefly introduces the papers and their main findings – differences and similarities among careers and career attributes in different cultural and national contexts.

Contextualizes the issue and extends the overall knowledge in the topic.

The aim of this case study is to exemplify the application of a change story to facilitate the user centered introduction of an AI-based assistance system. Thereby, user expectations considered critical for technology acceptance and continuance intention are actively taken into account.

Semi-structured interviews are conducted with future users of the AI-based assistance system. Data are analysed by means of inductive and deductive qualitative content analysis. The resulting categories are considered as communicational core messages and included in the developed change story.

Paradox user expectations were revealed and answered in the change story by informational and motivational means. Thus, accurate expectation management is enabled and, additionally, the users are prepared for the upcoming change process, i.e., the implementation of the AI-based assistance system.

The added value lies in the psychological handling of expectation management in addition to technical aspects, which are usually primarily focused but are not sufficient to guarantee a successfully continued use of human-AI-systems.

This study replicates and extends the unified theory of acceptance and use of technology (UTAUT2) to explain the drivers of future use intention of fitness apps among users. It extends existing theory by investigating continuance usage and adding health consciousness as a driver; an extension, which has implications for future studies on emerging technologies in the health care sector and beyond.

Building on the UTAUT2, the author built a path model of future app-use intention. A survey involving 591 respondents from the United Kingdom was conducted, and the data was analyzed using partial least squares structural equation modeling.

The results of this study confirm that five drivers explain future use intention, namely habit, perceived playfulness, health consciousness, perceived performance and price value. These findings have implications for sports marketing theory and practice, as well as for policymakers, in that health consciousness is important for fitness app adoption, which in turn has repercussions for entire health care systems.

This study makes two main contributions. It extends technology acceptance theory by using a sample of users to explain future use intention of fitness apps and adds the construct health consciousness as a nontechnological element of the continuance usage of fitness apps to the model. The result is a path model that confirms the importance of personal health consciousness and potential generalizability to future health industry technologies with further implications for sports marketing management theory and practice.