Cross-cultural Training Research Articles

Role of culture-specific rights, responsibilities and duties in industry 4.0: comparing Indic and Western perspectives

PurposeThe increasing globalization of business has led to increasing demand for executives who can function in cultural milieus different from their own. This demand has been exacerbated by the fact that globalization has not led to cultural homogenization and hence, for good or bad, executives are not able to universally apply the home country's conceptualizations of rights, responsibilities and duties and must operate within the constraints of host country's cultural environments. Hence, business scholars and global executives increasingly need to reflect on the conceptualization of rights, responsibilities and duties; understand the historical context which has led to different conceptualizations across geographies and appreciate and harness these differences for improving business effectiveness. This paper helps in this endeavor by explaining the differences and similarities that exists between the Indian and Western cultures regarding the concepts of roles, responsibilities and duties. This exposition will help multinational organizations improve their internal practices and employee training methods.Design/methodology/approachThis study attempts to trace the differences and similarities in the conceptualization of rights, duties and responsibilities between the Western tradition and the Indic tradition by literature review. The Indic tradition refers to the broad cultural paradigm that shapes the thinking of the people of Indian subcontinent. The prominent sources of the Indic tradition include Hinduism and Buddhism. India was a British colony for two hundred years and is home to one of world's largest English-speaking population. There are more Muslims in the Indian subcontinent than in the Middle East (Grim and Karim, 2011). Hence, the Indic tradition has also been substantially influenced by the Western and Islamic traditions.FindingsThe paper argues that Westerners and Indians have different conceptualization of rights, duties and responsibilities and their relative importance. Broadly speaking, Indian ethos focuses on context-specific responsibilities while the Western attitude focuses on universal rights. These differing conceptualizations have been shaped by the cultural history of the two regions and are manifested in the decision-making styles, levels of individual autonomy and views on the ethicality of actions. There is a need to train expatriate Western and Indian managers on these issues to enable smooth functioning.Research limitations/implicationsThe cross-cultural literature has tended to lump together all non-Western civilizations under the category of East thereby ignoring significant differences between them. The Far-East countries of China, Korea, Taiwan and Japan have been highly influenced by the Confucian ethics. India-specific social systems like the caste system, division of human life span into stages with specific responsibilities, enduring worship of nature and Western influence through colonization have been absent in these countries or much less marked. The paper aims to bring forward the distinguishing features in Indian thought that contributes to its distinctive attitude toward rights, responsibilities and duties; contrast it with the Western views on rights and duties and identify the relevance of the discussion to the business context.Practical implicationsThe cross-cultural training needs to emphasize both conflict resolution and behavioral aspects. For example, the conflict resolution process in Western countries can be more algorithmic with conflicts being rationally determined by consistent application as well-defined rules (as nature of duties is more universal in Western tradition). On the other hand, conflict resolution practices in India need to be contextual and may require appeals to higher ideals (as nature of duties is more contextual and idealistic in Eastern tradition).Social implicationsThe differences in attitudes regarding rights, responsibility and duties between the West and India suggest the need for cross-cultural training of managers and contextual conflict resolution techniques. The need is exacerbated by the increase in the number of multinational corporations (MNCs). Earlier, most MNCs were headquartered in the West and hence cross-cultural training was primarily geared to help Western expatriates fit into the host country culture (Nam et al., 2014). The growth of Asian MNCs has increased the need of cross-cultural training for Asian expatriates (Nam et al., 2014).Originality/valueThe training processes can be customized to supplement cultural strengths and promote behaviors that are culturally inhibited. Employees in India can be trained to emphasize the value of assertiveness in communication, the need to articulate one's personal success and appreciate the rigid nature of rules in Western contexts. Similarly, Westerners can be trained to emphasize the importance of context in business interactions, the need to forge personal relations for business success and the importance of paternalistic behavior in securing employees commitment.

“Stepping out of the ordinary”: exploring cross-cultural challenges of expatriates in the Kingdom of Saudi Arabia

Purpose In the study of expatriation and expatriate adaptation, there are limited studies that focus on issues faced by expatriates working in foreign countries with very distinct cultures. This study aims to explore this idea through the experiences of western expatriates working in the Kingdom of Saudi Arabia (KSA). Two research questions were posed to examine the cross-cultural issues and challenges faced by expatriates in the KSA, as well as the role of cross-cultural training in expatriate adjustment. Design/methodology/approach The study was guided by an interpretivism paradigm through a qualitative method by using a semi-structured in-depth interview approach. Interviews were conducted among 12 expatriates from the USA and UK who are currently working in KSA. Findings A coding technique and theoretical thematic analysis was conducted to analyze the data. The results of this study highlighted three key themes that had a considerable influence on expatriates’ adjustment, in particular: culture shock, lack of pre-departure training and the demand for an extensive cross-cultural training. Research limitations/implications It is acknowledged that the existence of sub-cultures within the KSA would expose the respondents to varying cultural values within the community. Thus, future studies within a similar context should consider the influence of intra-cultural variations. Originality/value The findings of the study emphasized on the importance understanding the cultural gap between home and host country and the individual cultural awareness of the expatriate. It calls attention to the need for a tailored and extensive pre-departure, cross-cultural training and a collaborative effort between employees’ and managers to improve expatriates’ motivation and retention.

INTERNATIONAL STUDENTS’ CROSS-CULTURAL ADJUSTMENT: DETERMINING PREDICTORS OF CULTURAL INTELLIGENCE

Globalization have made intercultural competencies crucial for working and interacting effectively with people from diverse nationality, ethnics, and racial groups. Thus, this study tends to examine the predictors of cultural intelligence among international students and to propose strategies that could help international students to better adjust themselves while studying in Malaysia. A quantitative research approach was used in this study. Questionnaires were distributed and a sample size of the study collected consisted of 194 international students. Structural Equation Model using SMARTPLS was implemented to achieve the objectives of this study. The findings found that “Openness to Experience” personality trait, mainstream social connectedness, cultural exposure, and cross-cultural training were found to be positively related to cultural intelligence. Furthermore, cultural intelligence was found to have a positive significant relationship with cross-cultural adjustment. These findings underline the importance of predictors and cultural intelligence in understanding successful international students’ cross-cultural adjustments. The study also examines cultural intelligence in a multiple loci of intelligences framework, which consists of capabilities such as motivational, mental and behavioral aspects. This study has contributed to the area of cultural intelligence and cross-cultural adjustments by providing suggestions to industry players such as the Higher Education Institution, government agencies and managers in enhancing cultural intelligence of international students or expatriates.

Effective Cross-Cultural Communication for International Business

In today’s business and pandemic scenario, working in an international team is common with remote workers, overseas offices, and inescapable cultural gaps. The diversity of co-workers may become a cultural barrier that some people don’t know how to overcome. Most of the professionals do not even realize the problems of cultural differences in their work. Cultural awareness helps managers to effectively transact with their employees and other stakeholders. Understanding the diverse workforce and guiding them for effective cross-cultural communication is essential for multicultural firms, or else they may face several issues in the areas of employee relationships, staffing, attrition rates, trade policies, mergers, advertising, business stakeholder relationships, team building, and negotiations. Language, stereotypes, non-verbal signs, emotional display, ethnocentrism, anxiety, uncertainty, perception, and prejudice are the invisible barriers to enculturation. This paper discusses how to effectively communicate in a culturally diverse organization by sharing and exchanging ideas based on mutual understanding, respect, and credibility. Best practices for effective cross-cultural communication are summarized in this chapter for the use of students, academicians, and managers in intercultural contexts. This will help them to gain some insights about multicultural environments and how to get along with people by maintaining etiquette, mutual respect, reciprocal cognition, and avoiding stereotypes. The study also discusses the importance of inclusive communication, constructive transactions, cross-cultural training, and design thinking in modern organizations. The paper may be very effective to teach subjects like Organisation behavior and International business communication.

Feeling Like an “Odd Duck”

Problem, research strategy, and findings African American/Black and Hispanic/Latin/o/a/x practitioners are underrepresented in the planning profession. In this study we examine these practitioners’ experience with the climate for diversity in their workplaces. Drawing from a survey of 3,005 APA members, we show that African American/Black and Hispanic/Latin/o/a/x practitioners experience significantly higher rates of bias and discrimination than other groups. Interviews with 24 African American/Black and Hispanic/Latin/o/a/x planners across the United States reinforce the narrative that these racial and ethnic groups working in the planning field continue to face racism, discrimination, and microaggressions in the workplace, which affects the impact of their work in planning practice. Takeaway for practice Given the potential negative consequences of the lack of diversity and inclusion at work along with the presence of discrimination/microaggressions, our study shows that it is necessary not only to increase diversity in the workplace but also to create inclusive work environments. Practicing planners concluded that cross-cultural communication and antiracist training can help planners to plan with ethnically and racially diverse communities and practice inclusivity, both in the workplace among their colleagues and in communities of difference. But trainings will not be enough; for substantial change to occur, major shifts are needed in the profession as a whole, including in APA and the Association of Collegiate Schools of Planning (ACSP).

Importance of performance of expatriates in pakistan

The purpose of this research study is to explore the practice of the cross cultural training before expatriates are posted on overseas assignments, and to assess the impacts of cross cultural training on the performance of expatriates. Multinational organizations need expatriates who can be representatives, ambassadors and have knowledge of coordination, integration of operations, knowledge transfer, and global managerial skills as they are investing in foreign markets to establish some subsidiaries in foreign countries. During this process, many of expatriates are not able to complete their overseas assignments. The rate of failure sometimes can reach to 85 percent. The main reasons of this high rate are culture shock, difficulties in adjustment, and so on. A questionnaire was developed based on the theoretical framework. The samples comprising 100 expatriates were taken from different organizations; education, construction, telecommunication, and the press and media were focused in particular. The conclusion of the study has revealed that there are multi-faceted benefits of cross cultural training for expatriates working abroad. Cross cultural training can minimize culture shock, and premature return. Moreover, it can facilitate cultural adjustment, high productivity, and expatriates’ performance. The study has been delimited to the global companies operating in Pakistan. However, the majority of the organizations is established in Islamabad.

RETRACTED: Cross-Cultural communication of language learning social software based on FPGA and transfer learning

The culture and language separate, adopt cultures, certain practices and ethics. Cultural Education is a long and complicated process about something that is rather the application level in more languages. The influence of two popular theories has close constructionism and creative constructionists in practice today. Some cultures are designed for specific cultures around the world with techniques for traveling cultural awareness. That is a degenerate tactic. Cross-cultural training should help them recognize and accept the existence of cultural differences, promote an understanding between cultures, care about conservation, and influence the values and behaviors of cultural peoples.

The Integration Strategy of Cross-Cultural Adaptability and ESP Training in the Enhancement of Employment Quality of International Cruise Enterprise Talents

Zhao, R. and Wang, L., 2020. The integration strategy of cross-cultural adaptability and ESP training in the enhancement of employment quality of international cruise enterprise talents. In: Liu, X. and Zhao, L. (eds.), Today's Modern Coastal Society: Technical and Sociological Aspects of Coastal Research. Journal of Coastal Research, Special Issue No. 111, pp. 218–221. Coconut Creek (Florida), ISSN 0749-0208.The international cruise industry has the characteristics of international integration. This kind of integration is not only reflected in the internationalization of the staff, but also in the diversified source of tourists. As practitioners, they must adapt to the cultural diversity and aggregation. Cultural adaptability and language competence are inherently inseparable. Therefore, the integration of the two is necessary to solve the problem of poor employment quality due to lack of cultural adaptability of the personnel. The article explores the integration mechanism of the two and conducts related case analysis in order that the enhancement of the employment quality of international cruise industry would be achieved.

Cross'Cultural Communication Training: Dedicated to the Memory of Tatiana G. Stefanenko

The article is dedicated to the memory of Tatiana G. Stefanenko, Professor of the Department of Social Psychology, Lomonosov Moscow State University, who made a significant contribution to ethnopsychology as well as to the training of ethnopsycologists. The focus is on her participation in developing and testing the cross-cultural communication training project and some facets of the researcher’s personality.

Intercultural Competence of Psychologists: Problems and Prospects of Study and Development

The article is concerned with the problem of cross-cultural training of psychologists. The author analyses various approaches to the definition and development of intercultural competence and highlights professional and ethical problems of psychological activity related to cultural competence/incompetence of specialists. Particular attention is paid to the specifics in training psychologists for cross-cultural counselling, the experience of organising psychological work in a multi-cultural environment, using the example of the Republic of Sakha (Yakutia), as well as some important aspects in how psychologists develop and manifest intercultural competence during ethnopsychological field studies. An analysis of the accumulated practical experience in a multicultural environment made it possible to identify the conditions for the successful development of cross-cultural competence, setting the psychologist’s value foundations and motivational readiness to communicate with people of other cultures. These conditions include: (1) a humanistic approach in psychology; (2) a subjectsubject approach to communication; (3) formation of scientific and professional thinking; (4) purposeful development of such mechanisms of understanding other people as decentration and reflection; and (5) mastering of conflict-resolution and group-work technologies. In this regard, the author concludes that the development of intercultural competence in the domestic psychologists’ training system requires not only a detailed discussion of ethical issues related to the psychologist’s activities or specifics of cross-cultural communication within the studied disciplines, but also the introduction of special cross-cultural communication development programmes and trainings in intercultural competence and cultural sensitivity. The cross-cultural training of psychologists can be based on the working model of ethnocultural competence proposed by T.G. Stefanenko. It is emphasized that the development of intercultural competence should involve not only an individual person but the entire professional community through research and open discussion of the current state of cross-cultural competence of psychologists as well as the entire complex of ethical issues.

Diversity in Public Library Boards: Perspectives of Board Members


 
 
 The initial aim of this study was to learn if there was any diversity in ethnicity, sexual orientation, gender, or disability among public library board members. Through participant interviews, this study reports on member perceptions of diversity in the areas of member recruitment, qualifications, training, and length of term. Board members from four public libraries in Alberta and Saskatchewan were interviewed and the results were analyzed through the framework of critical race theory (CRT). Findings suggest that library boards lack diversity, particularly in finding, recruiting, and training members who are truly representative of their community. Cultural sensitivity and cross-cultural training are important for board members to connect with their communities. 
 
 

Police Victim and Witness Interviewing in a Northern Canadian Territory: Measuring Perceptions and Practice

Police victim and witness interviewing in a northern Canadian territory with a predominantly Indigenous population was examined across two studies. In study 1, an Internet survey about interview training, practices and cross-cultural issues was completed by serving police officers (N = 37). In study 2, transcripts of interviews with Indigenous adult victims and witnesses (N = 20) were coded for the presence of various interviewing practices (e.g. question types, interruptions, talking time). Survey results showed that most officers were untrained in scientific-interviewing protocols but were aware of the general practices that constitute a competent interview (e.g. building rapport, requesting a free narrative). Most respondents indicated that cultural differences impact their interviewing style. Results of the transcript analysis showed that officers violated the 80/20 talking rule in 90% of the interviews and unproductive question types (e.g. closed yes/no) were used often. All interviews contained a request for a full account, most interviews contained elements of active listening and few interruptions were observed. These findings are discussed with reference to how interviewing and cross-cultural communication training could help police organizations who serve Indigenous populations. Future research should consider whether established international best practices for interviewing are effective in settings with Indigenous victims and witnesses.

Introducing cross-cultural education in palliative care: focus groups with experts on practical strategies

BackgroundThe linguistic and cultural diversity found in European societies creates specific challenges to palliative care clinicians. Patients’ heterogeneous habits, beliefs and social situations, and in many cases language barriers, add complexity to clinicians’ work. Cross-cultural teaching helps palliative care specialists deal with issues that arise from such diversity. This study aimed to provide interested educators and decision makers with ideas for how to implement cross-cultural training in palliative care.MethodsWe conducted four focus groups in French- and Italian-speaking Switzerland. All groups consisted of a mix of experts in palliative care and/or cross-cultural teaching. The interdisciplinary research team submitted the data for thematic content analysis.ResultsFocus-group participants saw a clear need for courses addressing cross-cultural issues in end-of-life care, including in medical disciplines outside of palliative care (e.g. geriatrics, oncology, intensive care). We found that these courses should be embedded in existing training offerings and should appear at all stages of curricula for end-of-life specialists. Two trends emerged related to course content. One focuses on clinicians’ acquisition of cultural expertise and tools allowing them to deal with complex situations on their own; the other stresses the importance of clinicians’ reflections and learning to collaborate with other professionals in complex situations. These trends evoke recent debates in the literature: the quest for expertise and tools is related to traditional twentieth century work on cross-cultural competence, whereas reflection and collaboration are central to more recent research that promotes cultural sensitivity and humility in clinicians.ConclusionThis study offers new insights into cross-cultural courses in palliative and end-of-life care. Basic knowledge on culture in medicine, variable practices related to death and dying, communication techniques, self-reflection on cultural references and aptitude for interprofessional collaboration are central to preparing clinicians in end-of-life settings to work with linguistically and culturally diverse patients.

Cultural Awareness: Ensuring High-Quality Care for Limited English Proficient Patients.

Cancer hospitals throughout the United States have seen an increase in the number of adults who are considered limited English proficient (LEP); such individuals do not speak English as their primary language and have a limited ability to read, speak, write, or understand the language. This population requires nurses who are responsive to their language and cultural needs. The purpose of this study was to assess cultural awareness among inpatient oncology nurses and to identify areas for cross-cultural training and educational development. 44 inpatient oncology nurses from an oncology unit that admits a large number of Spanish-speaking patients responded to an online survey containing 23 Likert-type questions and 4 open-ended questions. Despite survey results indicating a moderate to high level of cultural awareness, nurses expressed a need for tools and resources to provide equitable and safe care to LEP adults diagnosed with cancer. To improve the care of LEP patients, nurses suggested the use of resources such as an assigned unit interpreter, an increase in bilingual nursing staff, dual language materials, and free language lessons.

Enablers and Barriers of a Cross-Cultural Geriatric Education Distance Training Programme: The Singapore-Uganda Experience.

Background: By 2050, 80% of the world’s older population will reside in developing countries. There is a need for culturally appropriate training programs to increase awareness of eldercare issues, promote knowledge of how to better allocate resources to geriatric services, and promulgate elder-friendly policies. A monthly distance geriatric education programme between a public hospital in Singapore and health institute in Uganda was implemented. This study explored the enablers and barriers to the delivery of culturally appropriate geriatric education programmes via a videoconferencing platform. Methods: We conducted 12 in-depth interviews with six teachers from Singapore and six learners from Uganda. The interviews were audio-recorded, transcribed and analyzed using an inductive thematic approach to analysis with the aid of the NVivo software. Results: Enablers included inter-personal real-time interactions between teachers and learners whereas misaligned perceptions of cross-cultural differences between Singaporean teachers and Ugandan learners were a barrier. Rapport building, teacher motivation and institutional support were perceived to contribute to the programme’s sustainability. Overall, Ugandan learners perceived that the training improved knowledge, skills, attitude and practice of geriatric care. Participants suggested that future initiatives consider aligning cross-cultural perceptions between partners, conducting a training needs analysis, exploring complementary modes of information dissemination, and allotting time for more interaction, thereby reinforcing mutual sharing. Adequate publicity and appropriate incentivisation may also better sustain the programme. Conclusions: Our findings suggest that cross-cultural training via a videoconferencing platform was feasible. Our results inform planners of future distance educational programmes of how to improve standards of cross-cultural competency and forge promising international partnerships.

Leader-member exchange and subjective well-being: the moderating role of metacognitive cultural intelligence

PurposeThis study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being.Design/methodology/approachWe tested the conceptual model using regression analysis from a sample of 462 migrant workers in Australia.FindingsThe results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence.Research limitations/implicationsThe cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined.Practical implicationsOne way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of diversity and cross-cultural training, such as didactic programs provided either in-house or by external institutions.Originality/valueDrawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship.

Situating Race in Cultural Competency Training: A Site of Self-Revelation

Indigenous cross-cultural training has been around since the 1980s. It is often seen as a way to increase the skills and competency of staff engaged in providing service to Indigenous clients and customers, teaching Indigenous students within universities and schools, or working with Indigenous communities (Fredericks and Bargallie, “Indigenous”; “Which Way”). In this article we demonstrate how such training often exposes power, whiteness, and concepts of an Indigenous “other”. We highlight how cross-cultural training programs can potentially provide a setting in which non-Indigenous participants can develop a deeper realisation of how their understandings of the “other” are formed and enacted within a “white” social setting. Revealing whiteness as a racial construct enables people to see race, and “know what racism is, what it is not and what it does” (Bargallie, 262). Training participants can use such revelations to develop their racial literacy and anti-racist praxis (Bargallie), which when implemented have the capacity to transform inequitable power differentials in their work with Indigenous peoples and organisations.

Revelation

When this theme of ‘revelation’ was first being conceived of in September of 2019, Greta Thunberg was addressing the United Nations Climate Action Summit in New York, decrying the state of climate change. “I shouldn’t be up here”, she said. “I should be back in school … people are dying. Entire ecosystems are collapsing.” The warming trend proceeding at an unprecedented rate as a result of human activity. When this theme was being fleshed out and abstracts being fielded in January 2020, Australia was aflame. Bushfires devoured more than 12.6 million hectares of land. “It has been unprecedented, and hopefully it’s one that none of us here will ever have to experience again”, said Ben Shepherd from the New South Wales Rural Fire Service.As articles were being edited, this editorial being honed, the world is in the grip of a pandemic. “Unprecedented times”, the world is saying, “the kids should be in school, people are dying.” But ecosystems are improving with greenhouse emissions slowed as lockdowns are in place, the pace of industry momentarily relaxed. Unprecedented times. With unprecedented times inevitably come moments of revelation. This issue of ‘revelation’ became an instance of our own, a revelatory reckoning that this theme was timelier than we could have ever anticipated. Instances of revelation can be seen, heard, and experienced through a variety of lenses, be they personal or political, historical or speculative, social or cultural, ecological or technological. Anders Lidén (313-16) describes revelation as “moments that contain the seeds of new creations” and which in turn are “suited to provoking or awakening sensations of surprise and revelation.” Platforms that cultivate shared experiences of revelation are becoming increasingly varied, evidenced through the breadth of topical responses to the theme within this issue. The feature article from Renzo Filinich and Tamara Jesus Chibey is a heady engagement with the revelation process of individuation, the revealing intersection between natural and artificial systems. In ‘A Biometric Logic of Revelation: Zach Blas’s SANCTUM (2018)’, from authors C.L. Quinan and Hannah Pezzack, biometric scanning technologies are examined as constructed within normative perceptions of race and gender. Wes Hill’s article presents a critical reflection on the socio-political impacts of specific revelatory and revealing art works of Hans Haacke. A similar critical reflection on socio-political impacts through revelatory and revealing art comes from authors Bronwyn Fredericks and Abraham Bradfield in their article ‘Revealing and Revelling in the Floods on Country: Memory Poles within Toonooba’. Here the authors look at flood markers turned public art by Capricornia Arts Mob; revelation is found in ‘revelling’ in Country and the ‘revealing’ of Aboriginal survival and resistance. Sites of revelation exist also in the complex visual and narrative repetitions found in literature and film. We see this respectively in an exploration of gendered violence during moments of intimacy in Emma McNicol’s article on John le Carré’s The Night Manager, and whistleblowing as an act of revelation in Sasa Miletic’s article ‘“Everyone Has Secrets”: Revealing the Whistleblower in the Hollywood Film’. Gabi Mocatta and Erin Hawley’s article ‘Uncovering a Climate Catastrophe? Media Coverage of Australia’s Black Summer Bushfires and the Revelatory Extent of the Climate Blame Frame’ looks at the role of the media in prompting climate change revelations within public consciousness in the wake of 2020’s devastating bushfires in Australia. Finally, a call for a revised model of cross-cultural training designed to facilitate vital discussions on racism in Australia from an Indigenous perspective – revelations gained from looking back at past shortcomings – in Bronwyn Fredericks and Debbie Bargaille’s ‘Situating Race in Cultural Competency Training: A Site of Self-Revelation’. We are certainly in unprecedented times, and critical expression to spark enlightenment, a way through, is never more needed as now in the age of Covid-19. On this, Mary Mostafanezhad (641) writes:The current revelatory moment of the COVID-19 pandemic offers an opportunity to find hope in the rubble through the deconstruction of framings of crisis as “error” … This reframing of the pandemic as an "unnatural" disaster opens new debates … of hope in revelatory moments of crisis. (639)The contributions made to this issue are as diverse in their responses to the theme of ‘revelation’ as they are insightful, though all are connected by their investment in meaningful conversations, of togetherness, betterment, critical engagement and necessary change during a period of global unease. We hope this issue helps you find hope in the rubble. ReferencesMostafanezhad, Mary. “Covid-19 Is an Unnatural Disaster: Hope in Revelatory Moments of Crisis.” Tourism Geographies. Werner, Joel, and Suzannah Lyons. “The Size of Australia's Bushfire Crisis Captured in Five Big Numbers.” ABC News, 5 Mar. 2020. “Transcript: Greta Thunberg's Speech at the U.N. Climate Action Summit.” NPR, 23 Sep. 2019. <https://www.npr.org/2019/09/23/763452863/transcript-greta-thunbergs-speech-at-the-u-n-climate-action-summit>.

Spirituality in expatriate experience and coping in mission

PurposeThe purpose of this qualitative study is to explore the role of spirituality, understood as a personal relationship with God, in missionary intercultural experience.Design/methodology/approachWe conducted narrative interviews with eight Polish consecrated missionaries in Argentina, Bolivia, Ecuador, Peru and Paraguay. We used thematic analysis to establish spirituality in missionary experience and narrative analysis to examine sensemaking processes.FindingsMissionary spirituality was defined by a personal relationship with God as a source of consolation, psychological comfort, strength to cope with distressing experiences, and Grace promoting self-improvement. It compensated for the lack of family and psychological support and enhanced psychological adjustment to the environment perceived as dangerous. Spirituality helped missionaries deal with cultural challenges, traumatic and life-threatening events. Traumatic experiences furthered their understanding of the mission and triggered a spiritual transition that entailed a change in their life, attitudes and behavior.Research limitations/implicationsComparative research into religious vs nonreligious individual spirituality in the experience across various types of expats in various locations could capture the professional and cultural specificity of individual spirituality. Research is also needed to link spirituality with expat failure.Practical implicationsCatholic agencies and institutions that dispatch missionaries to dangerous locations should consider providing professional psychological assistance. Narrative interviewing could be used to enhance missionaries' cultural and professional self-awareness, to better serve the local community. Their stories of intercultural encounters could be incorporated into cross-cultural training and the ethical and spiritual formation of students and future expats.Originality/valueThis study captures a spiritual aspect of intercultural experience of under-researched expats. It offers a model of the involvement of individual spirituality in coping in mission.

How Diversity and Inclusion Strategies Enhance Organizational Readiness for Global Nursing Recruitment

Facing persistent shortages of qualified nurses, Baystate Health partnered with a staffing firm to bring 30 RNs from 10 countries to western Massachusetts. Nurses had passed the licensure exam, demonstrated command of English, and held valid green cards, giving them permanent US residency status. Baystate focused on diversity and inclusion implications, anticipating potential roadblocks to success, and maximizing the value of the international nurses. Prior to the international nurses’ arrival, existing staff were informed and surveyed on their perceptions; based on those perceptions, targeted cross-cultural training was developed and delivered. The effectiveness of the program is being assessed before expansion. Facing persistent shortages of qualified nurses, Baystate Health partnered with a staffing firm to bring 30 RNs from 10 countries to western Massachusetts. Nurses had passed the licensure exam, demonstrated command of English, and held valid green cards, giving them permanent US residency status. Baystate focused on diversity and inclusion implications, anticipating potential roadblocks to success, and maximizing the value of the international nurses. Prior to the international nurses’ arrival, existing staff were informed and surveyed on their perceptions; based on those perceptions, targeted cross-cultural training was developed and delivered. The effectiveness of the program is being assessed before expansion. Yemisi Oloruntola-Coates, MA, MAMC, is chief diversity and inclusion officer at Baystate Health in Springfield, MA. Joshua Schwarz, PhD, is founder of Schwarz Analytics in Annapolis, MD. He can be reached at [email protected] . Gillian Williams, MSN, BSBA, RN, is clinical director at O’Grady Peyton International (USA) Inc. in Savannah, GA. Mark Jones, BSN, RN, is clinical manager at O’Grady Peyton International (USA) Inc. Sinead Carbery is brand president at O’Grady Peyton International (USA) Inc.