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PurposeThe purpose of this paper is to introduce the special issue which brings together six papers exploring aspects of intercultural competence in the international business arena.Design/methodology/approachThis overarching paper contextualizes the theme and introduces the selected papers which offer both theoretical and empirical insights.FindingsThe findings in this paper vary according to the core theme of each of the six contributions.Practical implicationsThe papers in the special issue call attention to competences required for operating in the intercultural arena and offer a potential platform for developmental interventions.Originality/valueThe paper highlights how, combined, the papers explore new avenues of enquiry in the intercultural competence domain and showcase cross national theoretical and empirical work.

Studying human resource management in the international context : the case of Central and Eastern Europe -- Managing human resources in Estonia -- Managing human resources in Lithuania -- Managing human resources in Poland -- Managing human resources in the Czech Republic -- Managing human resources in Slovakia -- Managing human resources in Hungary -- Managing human resources in Slovenia -- Managing human resources in Bulgaria -- Managing human resources in Russia

PurposeThe purpose of this research is to examine relationships between emotional intelligence and the four factor model of cultural intelligence – metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ.Design/methodology/approachConfirmatory factor analyses and hierarchical regression analyses on data from 381 students in Korea are conducted.FindingsThe results support discriminant validity of the four factor model of cultural intelligence scale (CQS) in relation to the emotional intelligence (EQ) construct. This study also demonstrates that the EQ factors related to social competence (social awareness and relationship management) explain CQ over and beyond the EQ factors related to self‐competence (self‐awareness, and relationship management). Finally, the results present that specific factors of EQ are related to specific factors of CQ.Originality/valueThe findings of this study demonstrate how CQ and EQ are distinct, but related constructs, which has not been conducted by prior research.

PurposeThe purpose of the paper is to introduce the special issue that brings together six papers exploring aspects of person‐organization fit.Design/methodology/approachThis overarching paper contextualizes the theme and introduces the selected papers.FindingsThe findings in this paper vary according to the core theme of each of the six contributions.Originality/valueCombined the papers explore new avenues of enquiry in the person‐organization (P‐O) fit domain and showcase international theoretical and empirical work on the P‐O fit construct.

Borrowing from earlier contributions in the cross‐cultural management and international human resource management literatures, firstly we conceptualise expatriate adjustment as a multifaceted construct encompassing work, general, interaction and overall adjustment and then we examine the impact of work‐role characteristics in the form of role novelty, role ambiguity, role conflict and role overload on these different domains of adjustment. With respect to adjustment, while our data, drawn from a postal survey of US and Canadian expatriates on assignment in Ireland, show some variations in work, general, interaction and overall adjustment, the composite measure of overall adjustment reveals that, on the whole, respondents are well adjusted to working and living in Ireland. Turning to the impact of work‐role characteristics on adjustment domains, role novelty is positively correlated with work adjustment. Both role ambiguity and role conflict are negatively correlated with work adjustment. Multiple regression results reveal that, combined, role novelty, role ambiguity, role conflict and role overload account for 31.1 per cent of the variance in work adjustment, 13.4 per cent of the variance in general adjustment, 17.2 per cent in the case of interaction adjustment and 17.5 per cent of the variance in overall adjustment.

Using a pre‐test‐post‐test control group experimental research design, this paper seeks to examine the effects of the 20‐week structure of intellect (SOI) training programme on the critical thinking skills of a group of participants in a manufacturing facility in Ireland as measured by both Watson‐Glaser critical thinking skills assessment (CTSA) and Raven's standard progressive matrices (SPM). The results demonstrate no statistically significant difference in the experimental group pre‐ and post‐test scores on the Watson‐Glaser CTSA, but the results derived from the administration of Raven's SPM were significant (p = 0.003). As expected, no statistically significant difference was found between the pre‐ and post‐test performance of the control group on either test. A number of possible reasons for the results are advanced.

Despite the ascendency of temporary organizations to common practice in many industries, and their expansion as an area of academic inquiry, research evidence on their genesis, development and impact remains fragmented across diverse fields, many of which fail to engage with each other. Our purpose in this article is to bring greater systematics to the scholarship on temporary organizations through documenting their evolution and assembling their bricolage. To this end, we first define and delineate the concept of the temporary organization and we develop an inductively derived framework for organizing the literature comprising individual/team attributes and interior processes, task attributes, tensions between the temporary organization and the permanent organization, networks and organizational fields and performance/outcomes of temporary organizations. Following an explication of these attributes and the dominant relationships between them, we suggest how this nascent area of inquiry might advance through the identification of a number of significant research opportunities. Finally, we highlight the consequences for broader management and organization theory development.

While much is known about the consequences of the psychological contract, comparatively less is understood about how the contract is actually formed in the first instance. We argue that a closer examination of the fundamental building blocks of the psychological contract will facilitate a better understanding of how it should be effectively managed. Based on its cognitive underpinnings, we make the case for the development of a schema theory perspective on the contract formation process. Specifically, we explore how previous employment experiences and both individual and organizational sources of contract-related information differentially influence the formation of the emerging psychological contract in the new firm. Arising from this, we advance several linked propositions to direct future research in this area. Finally, we discuss the methodological challenges facing researchers seeking to access employee–employer schemata and propose how some of these may be addressed.