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In this commentary on Miner et al. (2018), we highlight the role of both individual differences and social-structural factors for gender representation in STEM. We emphasize that women are active agents in guiding their own careers and that women make choices which optimize their goal pursuit in light of their individual differences traits, personal experiences, and environmental contexts. We discuss implications for career guidance and other areas of I–O practice that recognizes women’s agency in choosing their own career goals. Recognizing the role of individual choices in guiding careers does not preclude the existence or influence of social-structural factors on these choices and is not an “excuse” to justify societal or structural inequities. Addressing gender differences in STEM representation requires understanding the choices women make about their careers and the factors influencing these choices.

Age and international experience are widely believed to importantly impact expatriate success. These variables are believed to be proxies for variables such as job knowledge, adaptability, and trainability and have a strong influence on organizational expatriation decisions. In this chapter, we examine age and experience relations with expatriate success in the iGOES samples. We find that age and experience have weak relations with most criteria and suggest more fruitful avenues for future expatriate research and practice. Age and international experience are widely believed to importantly impact expatriate success. These variables are believed to be proxies for variables such as job knowledge, adaptability, and trainability and have a strong influence on organizational expatriation decisions. In this chapter, we examine age and experience relations with expatriate success in the iGOES samples. We find that age and experience have weak relations with most criteria and suggest more fruitful avenues for future expatriate research and practice.

This chapter compares the success outcomes of self-initiated and employer-initiated expatriates. Results show negligible to small differences between these groups on adjustment, job satisfaction, and job performance, though self-initiated expatriates do show somewhat better interaction adjustment. Results suggest that self-initiation is not a powerful determi-nant of expatriate success.

Cross-cultural training (CCT) is used to provide expatriates with the knowledge, skills, and abilities necessary to function effectively in the cultural contexts of their host countries. Previous meta-analyses of the effectiveness of CCT have found that, while CCT is on aver-age beneficial for expatriates, there is large variability in effectiveness across studies. We use data from the iGOES project to examine potential moderators of CCT’s effectiveness, including type of training, specificity of training to the host culture context, presence of a mentor in the host country, and length of training. In contrast to previous findings in this literature, we found that associations between participation in CCT and expatriate job per-formance, job satisfaction, and international adjustment were small, and sometimes negative.

The role of expatriate families in the success or failure of international assignments is often overlooked. Organizations often consider employees’ family status when making expatriate selection decisions, and as expatriates prepare for their travels, they must make important decisions about whether their partners and children will accompany them. In this chapter, we examine the impact of partner and children presence on expatriate outcomes. We find that family presence is generally beneficial, but note some important contexts where family may interfere with expatriate acculturation. We highlight implications for practice and areas for future study.

International assignments are strongly characterized novelty, complexity, insolubility, and unpredictability. In such environments, dispositional tolerance of (or even attraction to) ambiguity may be an important contributing factor to expatriate success. We use data from the iGOES project to examine the contributions of tolerance of ambiguity to expatriate out-comes. Results show that tolerance for ambiguity has only small positive benefits for expat-riate locational and work adjustment, as well as for contextual and management/supervision performance. Tolerance of ambiguity-criterion relationships showed negligible variability across samples, suggesting that these weak relations are stable across differences in cultural distance and time on assignment. Results indicate that organizations selecting expatriates may realize better utility with constructs other than tolerance of ambiguity.

The iGOES project was launched to provide a rigorous evaluation of the international generalizability of factors contributing to success and failure for expatriate employees. The project was a large-scale multinational collaboration designed with four guiding principles. The iGOES project was launched to provide a rigorous evaluation of the international generalizability of factors contributing to success and failure for expatriate employees. The project was a large-scale multinational collaboration designed with four guiding principles.

Local language proficiency is often regarded as a key enabling factor for expatriate success. In this study, we use data from the iGOES project to examine how language proficiency contributes to expatriate outcomes. Language proficiency is negligibly to weakly related to most outcomes, but does show positive relations with interaction adjustment. Moderator analyses support the interpretation of this relation as reflecting increased comfort from being able to communicate effectively, rather than reflecting cultural engagement or social inclusion effects. Overall, results indicate that local language proficiency can contribute to expatriate comfort, but is not absolutely necessary for expatriate success.

This is the description of characteristics of successful projects developed in international perspective taking as an example the project entitled iGOES, international Generalization of Expatriate Success Factors. The placement of international staff at work is growing and playing an important role in the development of organizations in the future. Improve their performance and increase their chance of success in new work situations depend on the knowledge gained through secure research with equivalent instruments in international perspective. Survey data in different cultures on the subject of expatriation, the example of criteria for the transfer of employees hired by international companies, their adaptability to new cultural environments and performance in these new situations have been studied only partially and unsystematically. At the same time, managers with international reach believe, in most cases, the success of employees who are in this situation have the same characteristics regardless of their country of origin or destination. For the treatment of questions related to cultural adequacy of projects it was used different instruments such as interviews, questionnaires and psychological tests. With these resources it was possible to raise and increase the knowledge on adaptation and performance of respondents. With the help of appropriate research tools, with the collaboration among different research teams and with no international institutional support it was possible to survey a sample that allows generalization of results on expatriate employees. Therefore, the project iGOES presented itself as the largest project in the field of diagnostic research on expatriation, in which all cultural clusters in the world are taken into account. Trata-se da descrição de características de sucesso de projetos desenvolvidos em perspectivas internacionais tomando como exemplo o projeto intitulado IGOES – Generalização Internacional de Fatores de Sucesso entre Expatriados. A colocação internacional de pessoal no trabalho vem aumentando e desempenhando um papel importante para o desenvolvimento das organizações no futuro. Melhorar a performance dessas pessoas e aumentar a sua chance de sucesso nas novas situações de trabalho depende do conhecimento obtido por meio de pesquisas seguras e com instrumentos equivalentes em perspectiva internacional. O levantamento de dados em diferentes culturas sobre o tema da expatriação, a exemplo de critérios para a transferência de empregados contratados por empresas internacionais, sua adaptação aos novos ambientes culturais e o desempenho nessas novas situações têm sido estudados apenas parcialmente e de forma não sistemática. Ao mesmo tempo, pessoas com atuação gerencial e trabalhista internacional acreditam, em sua maioria, que o sucesso de empregados que se encontram nessa situação tem as mesmas características independentemente de seu país de origem ou de destino. No presente estudo se utilizaram instrumentos como entrevista, questionário e testes psicológicos para levantar conhecimento sobre a adaptação e o desempenho dos pesquisados. Com a utilização de instrumentos de pesquisa adequados, a colaboração institucional internacional e o levantamento de uma amostra que permite a generalização de seus resultados sobre empregados expatriados, o projeto iGOES se apresentou como o maior projeto no âmbito da pesquisa diagnóstica sobre expatriação, uma vez que todos os clusters culturais do mundo são levados em conta. Traduzido do original alemão por Antonio Caubi Ribeiro Tupinambá (Internationales Projektmanagement in der interkulturellen Forschung – am Beispiel des Projektes iGOES).

More than 20 years ago, McGrath and Beehr (1990) stated that temporal issues are at the core of conceptualizing and measuring stress. However, they observed that researchers at that time had devoted only limited attention to a temporal perspective. Since then, the number of studies incorporating temporal issues has increased notably. Generally, there is increased awareness among researchers that time is an important topic, and insightful papers have been published during the past two decades (Ancona, Okhuysen, & Perlow, 2001; George & Jones, 2000; Roe, 2008; Zaheer, Albert, & Zaheer, 1999). Moreover, research methodology has improved substantially. Most evident are the refi nements in experience-sampling and related approaches (Beal, 2012) and the more widespread use of longitudinal study designs (Sonnentag & Frese, 2012). These developments have helped to better understand temporal issues. In this chapter, we will provide an overview of research that addresses stress-related phenomena from a temporal perspective. However, although progress has been made, this chapter will also make evident that many questions remain unanswered and that we are more at the beginning than at the end of a very exciting journey.

In den vergangenen Jahren haben wir Projekt iGOES (international Generalizability of Expatriate Success Factors) das mit bislang über 2.300 persönlich interviewten Auslandsmitarbeitern weltweit größte interkulturelle wirtschaftspsychologisch diagnostische Forschungsprojekt durchgeführt. Dieser Beitrag schildert in Anlehnung an Deller und Albrecht [l] das Projekt in seinen Grundzügen und berichtet zusätzlich ausgewählte Ergebnisse zur Bedeutung der Persönlichkeitsdimension „Offenheit” für Anpassung als eine Perspektive des Erfolges von Auslandseinsätzen.

When differences are observed across samples in cross-cultural research, true cultural differences (and sample representativeness) are not the only explanations that ought to be considered. A main thesis of this chapter is that when differences are observed, findings can be due to chance (sampling error) as well as other statistical artifacts (see Hunter & Schmidt, 2004). Testing whether cross-cultural variability in findings is due to real effects of culture or such statistical artifacts is an important step that is essential in cross-cultural research. Addressing the biasing influences of statistical artifacts may help reveal cross-cultural universals. The magnitude of cultural variation in results can be empirically examined using approaches of psychometric meta-analysis. A major contribution that meta-analytic techniques can make to cross-cultural research is to enable researchers to test the cross-cultural generalizability of relationships. In the remainder of this chapter, we review, illustrate, and discuss three unique applications of meta-analysis to examine cross-cultural effects. First, we review and discuss pooling findings across intracultural studies to examine questions of cross-cultural generalizability. Second, we illustrate the value of applying meta-analysis to carefully conducted intercultural studies to examine the same question. Third, we demonstrate the use of meta-analysis to examine transcultural variability using primary data collected from different cultural settings. For each type of application, we offer a brief background, review and present illustrative findings, and discuss contributions and potential limitations. (PsycINFO Database Record (c) 2016 APA, all rights reserved)

General Mental Ability, the Big Five, and several context specific variables are studied in regard to their relationship with two criteria of expatriate success, namely, adjustment and job performance. Interviews and standardized tests were conducted with a sample of 66 German and Austrian expatriates in South Korea. Results show no relationship with General Mental Ability for neither of the two criteria. Hypotheses for Conscientiousness and Emotional Stability were partially confirmed; Extraversion emerged to be negatively related to other-ratings of adjustment. Several context specific variables were found to be related to the criteria. Drawing from the study’s results, recommendations for future studies in the expatriate domain are provided.

The goal of the present paper is to discuss the significance of measuring the practical relevance of research publications in I/O psychology. The authors reply to selected suggestions made by Maier and Antoni (2009) and are of the opinion that other factors are more pivotal for the exchange of research and practice: for example, to understand which conditions ease or impede the transfer between research and practice as well as to expand publication channels and formats. The current relationship between research and practice in I/O psychology is seen less positively than by Maier and Antoni. Ziel dieses Artikels ist es, die Bedeutsamkeit der Messung von Praxisrelevanz wissenschaftlicher Publikationen in der Arbeits- und Organisationspsychologie zu diskutieren. Einzelne, von Maier und Antoni (2009) eingebrachte Vorschläge werden erwidert. Die Autoren vertreten die Meinung, für den Austausch von Forschung und Praxis im selben Feld seien andere Aspekte wesentlicher: beispielsweise zu verstehen, welche Bedingungen den Transfer begünstigen oder behindern, sowie Publikationskanäle auszuweiten. Das gegenwärtige Verhältnis arbeits- und organisationspsychologischer Forschung und Praxis wird von den Autoren weniger positiv eingeschätzt als von Maier und Antoni.

Ipsative personality questionnaires can reduce the effects of social desirability. However, the answering‐format induces artificial dependencies, which raises questions about its normative interpretability. In a field study 145 German speaking expatriates were assessed with the ipsative OPQ32i (SHL, 1999) and the normative NEO‐PI‐R (Ostendorf & Angleitner, 2004) in seven countries. A significant set correlation shows that the OPQ32i captures normative variances (R2shrunk= 0.99). According to a multi‐trait‐multi‐method matrix relationships between scales and factors of both instruments are interpretable conceptually. Therefore, ipsative questionnaires seem to be applicable for inter‐individual comparisons if some specific conditions are met.

Although the application of ipsative personality measures for inter‐individual comparisons is still controversial research comparing the criterion validity of ipsative and normative instruments is rare. In a field study 145 German speaking expatriates were assessed with the normative NEO‐PI‐R, the ipsative OPQ32i and a 17 item measure of job performance (self report and other ratings). Controlling for several demographic variables multiple regressions, incremental validities over and above each instrument and cross validations were calculated. Results with respect to the differences in how valuable both instruments are for predicting expatriate job performance are presented and discussed.

Practical relevance is an essential feature of applied science. Articles published in ”Zeitschrift für Arbeits- und Organisationspsychologie” and ”Zeitschrift für Personalpsychologie” in 2005 and 2006 were therefore analyzed with regard to their practical relevance. The following criteria were used approaching practical relevance: Emphasis of practical implication, prompt publication, institutional affiliation of authors, origin of question, and feasibility of results. Along these criteria much room for a stronger focus on the practical relevance of research became apparent. Praxisrelevanz ist ein wesentliches Merkmal angewandter Wissenschaft. Unter dieser Annahme wurden die in den Jahren 2005 und 2006 in den Zeitschriften für Arbeits- und Organisationspsychologie sowie für Personalpsychologie veröffentlichten Artikel auf ihre praktische Relevanz beleuchtet. Als Kriterien für Praxisrelevanz wurden die Hervorhebung praktischer Implikationen, zeitnahe Veröffentlichung, Organisationszugehörigkeit der Autoren, Herkunft der Forschungsfrage sowie Hinweise zur Generalisierbarkeit herangezogen. Entlang dieser Kriterien zeigte sich viel Spielraum, die praktische Relevanz der Forschung noch stärker zu fokussieren.

Im Zuge der wirtschaftlichen und gesellschaftlichen Veränderungen der letzten Jahre haben sich auch die Aufgaben des HR-Managements nachhaltig verändert. Mitarbeiter im Personalbereich müssen heute über andere Kompetenzen verfügen als noch vor einigen Jahren ... Im Zuge der wirtschaftlichen und gesellschaftlichen Veränderungen der letzten Jahre haben sich auch die Aufgaben des HR-Managements nachhaltig verändert. Mitarbeiter im Personalbereich müssen heute über andere Kompetenzen verfügen als noch vor einigen Jahren ...