Editorial Past research on the role of individual characteristics in management research (e.g., predictive value of personality on job related issues, human resource management practices handling individual competencies) has generated considerable knowledge. However, with an increase in globalization leading to higher complexity of organizations as well as to altered demands on employees, there is a necessity to expand prior knowledge on the role of competencies, abilities, and personality across various contextual features (e.g., other cultures, markets). This special issue contains seven articles that focus on competencies or personality in not yet researched contexts and levels (individual vs. firm level). The special issue incorporates new and interesting outcome variables (e.g., career decisiveness, work council participation) and cross-cultural comparisons in relationships between constructs. In this editorial, we give a short overview over the articles and conclude with a short discussion about some problems of incorporating competence and personality measures into research designs. We suggest that this discussion is especially important if researchers intend to apply modern analytical methods (e.g., structural equation modeling) to management research. The article by Matjaana Gunkel and Christoph Schlaegel (The Influence of Personality on Students' Career Decisiveness - A Comparison between Chinese and German Economics and Management Students) investigates in how far the Big Five personality factors (i.e., conscientiousness, neuroticism, extraversion, agreeableness, and openness to experience) allow to predict career decisiveness of students and its determinants career adaptability, career optimism, and career knowledge. Moreover, the authors' approach is cross-cultural as they compare Chinese and German economics and management students. Results show that three of the Big Five - neuroticism, conscientiousness, and extraversion - are differendy related to the dependent career variables within the two cultures. Thus, these results indicate diat personality factors allows predicting and understanding students' career decisions and their determinants. The study by Susi Stornier (Individual Characteristics of Work Council Members - Empirical Evidence) analyzes the personality profile of work council members. She finds that female council members show a higher extraversion and internal locus of control than female non-council members and male council members can be characterized by a higher conscientiousness than male non-work council members. Hence, her study sheds light on the work council as an institution and should be followed by further analyses to understand functioning of this collective. Joost Bucker and Erik Poutsma (How to Assess Global Management Competencies: An Investigation of Existing Instruments*) focus on the importance of competence measurement and provide a framework that allows assessing the quality of competence measures. Moreover, by means of a review of existing measures, the authors apply the developed framework and propose a number of high quality measures. The article by Erik Doving and Odd Nordhaug (Investing in Human Resource Planning: An International Study) examines the determinants for analyses of competence developments needs and the role of formal HRM strategies on the firm level. By means of a large international research project with 3,877 firms worldwide, they conclude that resources (size, having an HRM department and corporate affiliation) and to some degree cost-benefit considerations are the main determinants of these human resource planning arrangements (p. 263-291). Michael Stephan (Does Outsourcing Result in the Outsourcing of Technological Competencies? An Empirical Analysis of the Effect of Vertical Specialization on the Technological Competence Base of Firms) investigates the effect of vertical specialization on the technological competence of the firm. …