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Globalization introduces new challenges related to increased levels of diversity and complexity that organizations cannot meet without capable global leaders. Such leaders are currently lacking, so a theory-based approach to global leader development is needed. A critical intermediary outcome that enables competent global leadership performance is global leader self-complexity, defined by the number of unique leader identities contained within a leader's self-concept (self-differentiation) and the extent to which the identities are integrated with the leader's sense of self (self-integration). This research aims to generate and test a theory of the development of global leader self-complexity through identity construction during international experiences. In Study 1, I gathered qualitative data through retrospectively interviewing 27 global leaders about identity-related changes following their international experiences. Using a grounded theory approach, I developed a theoretical model of global leader identity construction during international experiences, which I empirically tested using quantitative data in Study 2. Specifically, I tested the hypothesized relationships through structural equation modeling with cross-sectional survey data from a sample of 610 global leaders. Findings from both studies indicate global leader identity construction during international experiences primarily occurs through interacting with locals and local culture over a sustained period, motivated by appreciation of cultural differences and resulting in increased global leader self-complexity. These results advance understanding of the global leader self-complexity construct (i.e., what develops) and global leader development processes (i.e., how it develops). Additionally, the findings have practical implications for global leader development initiatives.

A consequence of globalization is the deterritorialization of space, place, and territory, as well as culture and identity. Focusing on identity-in-context within externally imposed, integral, and multilevel changes, a review of contemporary and post-modern literature contributes an expanding and fluid, albeit insufficient, trajectory for global identity development. Building on this earlier work, this paper offers a model of global identity, provoked by and responding to four key tensions salient to global leaders in the deterritorialized environment. Using a developmental paradigm, the expanded conceptualization comprises a re-constructive, developmental process of global identity, multidimensional identities as a constellation enabling spanning and navigating porous boundaries, an interdependency construct of relational belonging that transcends geography, and a sense of advocacy for extended global responsibility. Transformational opportunities for global identity development and future research are suggested.

While the competencies required for global leaders' boundary-spanning have been significantly explored in literature, less attention has been paid to the processes involved in this work. This chapter examines global leaders' boundary-spanning actions, highlighting the need for leadership practices that enhance team cohesion and reinforce an organization's identity to global members. We introduce the organizational-theory concept of identity custodianship and demonstrate its use for understanding the social processes involved in global leaders' boundary-spanning.

Using social categorization perspective, the purpose of this paper is to explore the effect of global identity, perceived proximity, and team interdependence on relational conflict in multicultural distributed teams.

Participants were 317 MBA students in 83 multicultural distributed project teams. Structural equation modeling and bootstrap methods were used to test the study model.

The results demonstrate that the indirect effect of global identity on relational conflict, through the pathway of perceived proximity, is moderated by team interdependence. More specifically, global identity leads to higher perceived proximity and lower relational conflict levels under low, rather than high, interdependence levels.

The particular study context (multicultural distributed MBA student project teams) may limit the extent of the generalization of the findings.

The findings presented here can help practitioners in global organizations to defuse relational conflicts in multicultural distributed teams by embracing a global cultural approach and relying on shared global identity in team building, personnel selection, and development. Additionally, managers should be conscientious when they use the practice of facilitating interdependence between team members and assess the need for other interventions.

This study advances multicultural distributed team research by highlighting the role of global identity in reducing relational conflict, identifying the mediation mechanism of perceived proximity, and the boundary conditions of team interdependence levels under which this attenuation effect prevails.

This paper aims to unravel how the formation of Hong Kong citizenship intertwines with controversies over global citizenship, national identities and local identity in post-handover Hong Kong. It aims to engage the case study of Hong Kong to the academic dialogue surrounding global citizenship, especially its contested compatibility with national identities and various political communities.

The data of this paper came from the territory-wide survey data conducted by the Public Opinion Programme of the University of Hong Kong (HKUPOP). The study cleans the survey data from 2008 to 2018, performs various regression models and concludes the findings based on longitudinal analyses of the dataset.

Drawing upon the survey data from 2008 to 2018, this study shows that the identities of Hong Kong people, Chinese in general, ethnic Chinese and citizen of Chinese regime demonstrate varying compatibility to the identity of Global citizen. Such discrepancies are more pronounced when the data are broken down into the youth (aged 18-29) and the adults, and a temporal comparison was exercised before and after the Umbrella Movement in 2014. The identity of Global citizen is compatible to the local identity of Hong Kong people when comparing with its congruence with national identities. On the contrary, the statist national identity (citizen of People’s Republic of China) indicates the least level of compatibility with the notion of Global citizen in Hong Kong.

This paper unravels that the identity of global citizen could be more compatible with local identities at sub-national level than the national identities in Hong Kong. While scholarly deliberation of global citizenship contemplates on the moral and political responsibility beyond national interest, the case study of Hong Kong illustrates the multi-facets of national identities, and the local identity at sub-national level could have different compatibilities with the identity of global citizen. The findings could bring research implication to the studies of global citizenship.

As part of the globalizing work environment, new forms of organizations have emerged, ranging from international to multinational and transnational organizations. These forms of organizations require high levels of cross-national interdependence, and often the formation of multicultural teams (MCTs), nested within multinational organizations. Employees who operate in the global multinational context should share common meanings, values, and codes of behaviors in order to effectively communicate with each other and coordinate their activities. What helps global multicultural team members create the social glue that connects them to each other, above and beyond the national cultures to which they belong? We propose that a more macro-level meaning system of a global work culture, which is the shared understanding of the visible rules, regulations, and behaviors, and the deeper values and ethics of the global work context, that is formed outside of the level of national cultures, binds members of MCTs. At the individual level, the representation of these global work values in the self leads to the emergence of a global identity, which is an individual's sense of belonging to and identification with groups (such as MCTs), operating in the global work environment of multinational organizations. The chapter focuses on the potential influence of a global work culture, and of a global identity on the effectiveness of MCTs.

This paper aims to propose an original model of cultural intelligence (CQ), global identity and consumer willingness to buy foreign products. Previous research has discussed the relationships between CQ and global identity but only in the context of multi-cultural management teams. The research presented here proposes a model that is applicable to consumer marketing.

Online surveys are used to collect data from the USA with a snowball sampling technique and from the UK with panel data. A structural equation model (SEM) is estimated in analysis of moment structures 25 and Hayes bootstrap mediation tests are used to test the hypotheses.

The SEM results show that global identity influences motivational CQ, motivational CQ influences cognitive, metacognitive and behavioral CQ and cognitive and behavioral CQ influence consumer willingness to buy foreign products. Results from Hayes Bootstrap mediation tests show that motivational CQ mediates the relationships between global identity and the other three CQ dimensions.

The findings imply that firms can gauge and enhance consumer CQ levels by investigating or influencing levels of global identity; managers can influence or gauge consumer metacognitive, cognitive and behavioral CQ through motivational CQ; and managers can target consumers with high cognitive and behavioral CQ levels when marketing foreign products.

This paper not only provides a deeper understanding of the relationships between global identity and cultural intelligence but also incorporates CQ in a consumer context. Previous research has only discussed CQ in the context of managers.

In this article, we examine how person–possession relations vary across three stages of the role-identity cultivation processes. We explore stage-related variation in the accumulation of role-related consumption stimuli and their self-relevance in a cross-sectional sample of two freely chosen athletic role-identities. Results show that as individuals cultivate an identity they accumulate more role-related possessions, social ties, and media commitments, and evaluation of those elements becomes more positive, yet the impact of those stimuli on self-conception declines. Ultimately, the results suggest that a full understanding of person–possession relations must include consideration of how role-identity cultivation stage moderates relations between people and consumption stimuli.