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The purpose of this paper is to analyze how the status and functional responsibilities of female human resource (HR) directors vary cross‐nationally and how gender egalitarian cultural values affect role differences between female and male HR directors.

A cross‐country comparison of HR directors involving 22 countries based on the 2004 Cranet survey.

Consistent with the hypotheses, gender egalitarian values reduce sex‐role differences for strategic integration and for traditionally female‐stereotyped HR functions. However, there is no support for the notion that egalitarian values influence sex differences for male‐stereotyped HR functions. Since, the data indicate higher levels of involvement of female HR directors in male‐stereotyped HR functions in 12 out of 22 countries, unequal distribution of functional responsibility is interpreted as an indicator for sex differences in administrative workload.

Macro cultural factors matter for sex‐role differences in strategic integration and functional responsibilities of HR directors. The effects of gender egalitarian values have greater impact on reducing vertical differences than horizontal differences.

The purpose of this paper is to analyze how differences in strategic integration between women and men in HR director positions vary in an international comparison and particularly how gender‐egalitarian cultural values influence the level of these differences.

Cross‐country comparison of HR managers involving 22 countries based on the 2004 Cranet survey.

Consistent with the hypothesis, findings show a negative relationship between gender‐egalitarian values and sex differences in strategic integration.

Enhanced understanding of impact of cultural egalitarianism on cross‐national differences in segregation of women in the HR profession.

Level of segregation of women in HR director positions varies with the prevalence of gender‐egalitarian cultural values.

The purpose of this paper is to gain insight into international career motives, repatriation and career success of Indian women in Science and Technology.

In total, 30 semi-structured interviews were conducted with (upper) middle-class Indian women in Science and Technology in Bangalore and New Delhi, India.

Thematic analysis resulted in four themes – International career motives, Theme 1: cross-cultural and scientific exposure; Repatriation reasons and experiences, Theme 2: family reunion, career prospects and readjustment; Career success, Theme 3: international experience; and career growth, Theme 4: social responsibility. Motives for international career mobility of Indian women were: exposure to foreign cultures, international collaboration in science and personal and professional development. Family formation and reunion and career prospects were reasons for repatriation and positively influenced repatriation experiences of Indian women. Readjustment to people and conditions in India impacted their repatriation experiences negatively. The meaning women attribute to career success is grounded in recognition from peers in science, career growth, satisfaction and contribution to science and Indian society.

The sample of Indian female scientists may limit generalization of the findings to global career professionals in other professions from other countries with different socio-cultural and economic contexts.

HR policies that foster international careers of women scientists as well as women's networks in science to share and apply knowledge, and their contribution to the Indian economy and society will enhance global career success of women and strengthen the sustainable competitive position of organizations.

The study provides new insights into motivation for international career mobility and repatriation of women professionals from a developing country and their career success in the home country, and contributes to the development of theoretical frameworks on international career mobility and career success.

The aim of this paper is to analyse the factors associated with the perception of the value honesty among Russian organisational members from selected former Soviet countries: Russia, Estonia, Latvia and Lithuania.

Using the Rokeach Value Survey, the respondents were asked to rank their own values and to speculate on how their co‐workers would rank the same values. The following analysis focused on the importance of honesty, its concurrence with speculations about co‐workers, the impact of other personal values and socio‐demographic characteristics.

One of the most important findings of this study is that value honesty is amongst the most important values for Russians, while the importance of this value was not similar for Russians living in Russia and the Baltic States. Value consensus tells us the most about how important honesty is for the focal person. Results also reveal that other personal values, namely, family security, comfortable life, imaginative, capable and broad minded help to predict the assessment of honesty.

The results of the study imply that societal influence prevails over cultural influence when the importance honesty is assessed among Russians. Also, we show that individually, value honesty is socially construed and can therefore be manipulated via changing his/her perception of social consensus rather than directly.

The originality of the paper lies in the focusing on the Russians living in different countries of former Soviet Union by analysing the importance of value honesty which plays a role in business and societal culture.

The purpose of this study is to quantitatively assess the inter‐relational aspects of personality traits, using the five‐factor model of personality, and Hofstede's five dimensions of national culture for work‐related values to evaluate the differences between the US and Indian cultures.

The research method is quantitative and samples include qualified online‐panel respondents, representing educated and experienced business professionals who use the internet. Data analysis includes Pearson correlation and multiple analysis of variance. Sample results show large differences in all five cultural dimensions as compared to Hofstede's 1980 data.

Changes in work‐related values may reflect the influence of advances in communication and internet technologies, offering insight toward problems associated with global multicultural projects. Correlations between personality traits and cultural dimensions exist for certain occupational‐job categories, and provide insight on leadership characteristics.

Limitations include self‐reported responses via a web‐based survey, rather than actual observations in the workplace.

Technical and cultural competence is needed for global leaders, especially with increased use of the internet and networked environments. Navigating through cross‐cultural situations requires cultural insight, interpersonal skills, and an ability to build trust.

This study extends Hofstede's 1980 original research by acquiring new, cross‐culturally comparative data. It also extends the original research of Donnellan et al., regarding the Mini NEO assessment. The study provides confirmatory analysis to the exploratory work of Smith and Bond and McCrae, but only for one of the three predicted correlations: extraversion with individualism.

The co‐ordination and control of international research networks require the use of various mechanisms in order to preserve the viability and research output of the networks. Like private and public organisations, research networks can utilize three basic modes, often termed market, bureaucracy and clan. This paper will use this framework and discuss the advantages and limits of each mechanism, using the practical experience of the Cranfield Network on European Human Resource Management (Cranet‐E), an international research network of 21 European and five non‐European countries. Special attention will be paid to the need of switching between the co‐ordination mechanisms and making parallel use of them in different areas and tasks of the network. Finally, practical recommendations will be developed that facilitate survival and high quality output in international research teams.

The purpose of this study is to investigate the dynamics involved in knowledge sharing in knowledge intensive heterogeneous teams of the German Federal Armed Forces with a specific focus on new organizational entities.

The paper is based on qualitative research. The data were gathered through interviews with members of so‐called concept development and experimentation (CD&E) projects. These projects constitute a novelty for the whole organization and a cultural challenge for effective knowledge sharing, through its cross‐disciplinary, cross‐functional and cross‐hierarchical design. Hence, these projects are a good venue to study cultural dynamics in new organizational entities.

The analysis reveals that despite the structural separation of the new organizational entity, cultural imprint and cultural re‐import from the existing organization affected knowledge sharing. More specifically, four major influencing factors are identified in regard to knowledge sharing within the CD&E project team and between the team and the line organization; hierarchy, organizational context, micro‐politics and suspicion. The data suggest that these factors are precipitated by cultural imprint of the line organization.

The qualitative research design is one limitation rendering only descriptions and propositions that need further testing in other settings. Another one is the research venue which allows only limited access for data collection.

The paper shows that the dynamics in CD&E projects require culturally sensitive project management, starting in the planning phase of the project.

The study investigates knowledge sharing in new organizational entities in knowledge intensive teams of a military organization. Both aspects, new organizational entities and non‐private organizations, have been neglected in research on knowledge sharing.

The purpose of this paper is to investigate the under-researched phenomenon of women, who of their own volition, are choosing to live and work in another country, as self-initiated expatriates (SIEs).

Drawing from a career constructivist position, the qualitative framework relied on primary data gathering through semi-structured interviews with 25 western professional SIE women living and working in Beijing.

The findings suggest that the SIE women's motivations for mobility and their career types and patterns are complex and varied. As an initial and tentative step towards developing a framework of female SIEs’ careers the authors introduce a typology of four career patterns.

As an exploratory piece of research there is limited generalisability since the findings are presented from the perspective of a particular cohort of women's narratives.

There is a need to recognise the potential value of SIEs to MNCs particularly in light of the well-documented concerns regarding human capital. Companies risk losing this potentially valuable employee if the career opportunities, as well as compensation packages, benefits and support on offer, do not match the plans and expectations of the individuals concerned.

The study provides new insights into the nature and dynamics of the different career modes and configurations of SIE women. This is an important and appropriate research agenda for several reasons. First, there remains a paucity of research on female SIEs. Second, little is known about their career-related behaviours and expectations and the relationship between mobility and career. Thus, it is hoped that a study such as this will add to the emerging body of knowledge about an under researched yet growing number of the some of the most mobile human capital in the world.

The purpose of this study is to examine cultural intelligence's (CQ) influence on international business travelers' ability to deal with the strain caused by institutional distance (ID).

The methodology begins with a literature review to establish a framework for discussion by bringing together international business travel, stress, distance, and CQ. A total of 841 participants from Sao Paulo Guarulhos International Airport were surveyed in order to test the hypotheses.

Results reveal that CQ partially moderates the relationship between ID and travel and job strain.

Furthermore, the research implies that an increase in CQ is not positive in all situations.

This is the first empirical study to examine CQ in the short‐term context of international business travel.

Previous research has documented emergence of global work values and an important function of multinational organizations (MNOs) in their diffusion. However, studies on the processes supporting the diffusion of global work values have been limited. This study seeks to conceptually explore the roles of institutional mechanisms and moderating functions of social network structures and cultural values in diffusion of global work values within the context of MNOs.

Adopting a multilevel approach and grounding the arguments in the neo‐institutional framework, this work synthesizes cross‐cultural research with organizational theory research to present a conceptual model of the diffusion of global work values in the context of MNOs.

It is proposed that the level of diffusion of global work values by members of MNOs is positively related to the level of institutionalization of these values within and between MNOs by means of regulative and normative institutional processes. The arguments also suggest that regulative and normative institutional processes are likely to diffuse global work values more efficiently among members of MNOs with collectivistic value orientations and tight dense social networks with closures.

The findings may be useful for managers looking to implement global corporate culture and values programs, searching for the right mechanisms to diffuse values among units with certain cultural backgrounds, social network structures and institutional contexts.

This paper combines diverse research streams to elaborate on the dynamic interfaces of global work values diffusion and lays groundwork for future empirical investigations.