Evaluation studies of cross-cultural training programs : a review of the literature from 1988-2000

By Mark E. Mendenhall, G?nter K. Stahl, Ina Ehnert, Gary Oddou, Joyce Osland, T. Kuhlmann. 2004

136 citations recorded by the source corpus.

Subfields: Management Science and Operations Research

View Paper: https://www.semanticscholar.org/paper/4a9d4a872a18f034a4a5d3d57cca711915e33a91

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Management Science and Operations Research

1. Ronald Fischer
2. Paula M. Caligiuri
3. I. Tarique
4. Sean T. H. Lee
5. John A. Johnson

Citations in the corpus

• Cross-cultural training effects on cultural essentialism beliefs and cultural intelligence. (2011, methodology): “There is some evidence that a combination of lecture and experiential methods is particularly effective (Bhawuk, 1998; Gannon & Poon, 1997; Mendenhall et al., 2004), as they balance the objective of training (involving cognition, affect and behaviour) and involvement of participants (Brislin, 1989).”
• Does cross-cultural training in tertiary education enhance cross-cultural adjustment? A systematic review (2017, background): “…mixed results (Bhawuk & Brislin, 2000; Black & Mendenhall, 1990; Black, Mendanhall, & Oddou, 1991; Deshpande & Viswesvaran, 1992; Deshpande, Joseph, & Viswesvaran, 1994; Kealey & Protheroe, 1996; Kulik & Roberson, 2008; Littrell & Salas, 2005; Mendenhall et al., 2004; Morris & Robie, 2001).”
• Developing intercultural understanding and skills: models and approaches (2011, background): “Researchers have argued, however, that qualitative methods such as observations, interviews and portfolios should also be used to asses intercultural competence more deeply, authentically and perhaps accurately (Byram 1997; Ingulsrud et al. 2002; Jacobson, Sleicher, and Burke 1999; Mendenhall et al.”
• Dynamic cross-cultural competencies and global leadership effectiveness (2012, background): “…that while international development initiatives seem to be effective in positively changing proximal measures of effectiveness such as knowledge and skills, the impact on distal measures of effectiveness such as dynamic competencies and job performance is not clear (see Mendenhall et al., 2004).”