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Dear colleagues from the International Management Division:
We invite you to submit a paper in response to our call
            "Strategic Cultural Intelligence and Intentional Action"
for the
            European J. of Cross-Cultural Competence and Management (Inderscience Publishers).

For your convenience, please find the call below this e-mail and as attachment. It is also available at the Inderscience webpage
http://www.inderscience.com/info/ingeneral/cfp.php?id=3456

This call is strongly influenced by ideas of Guenter Stahl &Rosalie Tung (JIBS 2014), the various reviews of the construct 'cultural intelligence' (see e.g.  Ilan Alon et al. 2016), but also by numerous discussion statements at our last  IACCM conference in 2015, which took place in Vienna [see http://iaccm2015.sietar.at/  and https://www.wu.ac.at/iaccm/conferences/].
We consider our  Special Issue as an offer for developing new ideas and as a response to the needs of our times.
We are flexible with respect to the length of papers, which may range from 3.500 bis 9.000 words. Small case studies or theoretical sketches of about 3.500 - 4.500 words are welcome as much as 'full papers' focussed on theory development or empirical  research.

Currently, the deadline is rather short:
Submission of manuscripts: 1 November, 2016
Notification to authors: 10 January, 2017
Final versions due: 10 March, 2017
However, we are pretty sure that in agreement with Inderscience we can offer a deadline extension in case of need and upon request.

We would highly appreciate if you consider submitting a paper (short or long) - perhaps jointly together with other colleagues.

Cordial greetings from Vienna
Gerhard Fink

Department of Global Business and Trade

Vienna University of Economics and Business, Vienna, Austria
E-Mail: gerhard.fink@wu.ac.at

http://scholar.google.de/citations?user=20BhfQYAAAAJ&hl=de&oi=ao

 

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European J. of Cross-Cultural Competence and Management Call for paper 2016

Special Issue on: "Strategic Cultural Intelligence and Intentional Action"

Guest Editors:
Mag. Barbara Covarrubias Venegas, SIETAR Austria/University of Applied Sciences for Management and Communication, Austria
Dr. Christiane Erten and Dr. Gerhard Fink, Vienna University of Economics and Business, Austria

An impressive broad range of literature relating to 'cultural intelligence' (Earley & Ang (2003), i.e. the capacity individuals need to have in order to be able to effectively communicate and act across cultures and to be able to integrate into new cultural contexts. For an overview of the literature see David Thomas et al. (2015) and Ilan Alon et al. (2016).

However, new perspectives and issues are emerging due to the current wave of refugees and the observation that within numerous societies there is a widening gap between those who have some education and a workaday culture that fits labour market requirements, and others who don't.

The pressing issue therefore is: What can and should be done if significantly large groups of the population - for whatever reason - simply do not have developed 'cultural intelligence'?

We suggest that a promising response considers that there is a need of counterparts who are willing and able to guide and to support the development of 'cultural intelligence' and can set adequate intentional actions which foster integration processes. Thus, there is a need of 'strategic cultural intelligence' devised by organisations, groups or individuals, who are well embedded into the higher order social system into which foreigners and locally marginalised groups might want to be integrated: into a society, into a corporation, into a university, or into a small scale enterprise whose owner is in search of appropriately educated young people for a job as an apprentice.

We therefore see at least four important contexts open to empirical research in this Special issue:

•    Integration of migrants
•    Integration of staff of acquired firms
•    Integration of university students
•    Integration of unemployable individuals

From our point of view the theory of 'positive scholarship' (Stahl & Tung 2014) offers promising perspectives for this context. We only add that there is a need to devise cross-cultural strategies which emerge from the value system of a 'higher order' social system and to help to define goals, which might be reached, as well as to devise intentional action on how these goals can effectively be reached.

In a university context Spencer-Oatey and Dauber (2015) identified the need for a strategic agenda for integration, which includes an intercultural component, i.e. supporting those who need or want to integrate. This means that there seems to be at least one important key to successful integration - institutional support.

From a theoretical agency theory perspective, Fink, Yolles and Dauber (2013) identified a new theoretical construct, which they called 'cultural figurative intelligence' (see also Yolles & Fink, 2015) and that also points at the importance of institutional support and the goals which are to be pursued with that institutional support, and finally, on practical measures, types of behaviour that materialise the goals. The generic nature of the theory allows an application in different contexts, where a 'higher order' agency (an institution) is guiding a 'lower order' agency in the adaptation process; in view of the four contexts that we have named we would like to indicate a few non-exhaustive series of interaction chains from 'higher order' to 'lower order' examples of interacting social sub-systems:

a)    From university to students:
     University, study abroad centre, departments, professors, volunteers and students
b)    From acquiring firm to acquired firm:
     Management levels: top, middle, low, and staff/specialised departments: marketing, production lines, sales, supply, finance and accounting
c)    From society to migrants:
     Political parties, government, institutions, corporations, NGOs, groups and individuals among residents, classes of migrants or refugees
d)    From society to non-employable individuals:
     Political parties, government, labour market management, institutions, corporations, small scale firms, NGOs, parents of unqualified young people, groups and individual residents.

In all four contexts it is important to enable individuals to build positive social bonds with their peers, and in particular with those who have something to tell and teach.

We therefore also invite theory development papers which highlight the interaction between teaching (or training), learning (or adaptation), motivation for (or resistance to) effective transfer of cultural knowledge.

Thus, the call for papers is directed at scholars who perceive themselves as teachers, trainers, volunteers, or politicians, who want to contribute to a better world. The editors also hope that the same kind of people will be interested in reading about others' experiences and theoretical thought.

Subject Coverage
 Suitable topics include, but are not limited, to the following:
•    Cultural intelligence
•    Teaching and learning cultural intelligence
•    Contextual intelligence
•    Motivation and resistance in culture learning processes
•    Cross-cultural communication
•    Cultural variation (e.g. among internal and external stakeholders)
•    Individual, organisational and national identity
•    Organisational culture
•    Positive cross-cultural scholarship
•    Cultural synergies

Notes for Prospective Authors

Submitted papers should not have been previously published nor be currently under consideration for publication elsewhere. (N.B. Conference papers may only be submitted if the paper has been completely re-written and if appropriate written permissions have been obtained from any copyright holders of the original paper).

All papers are refereed through a peer review process.

All papers must be submitted online. To submit a paper, please read our Submitting articles page.

Important Dates

Submission of manuscripts: 1 November, 2016
Notification to authors: 10 January, 2017
Final versions due: 10 March, 2017

References
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Ang, S., Dyne, L. Van, & Koh, C. (2006). Personality Correlates of the Four-Factor Model of Cultural Intelligence. Group & Organization Management, 31(1), 100–123. http://doi.org/10.1177/1059601105275267
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