현대 한국 사회의 흐름과 변화에 대한 두 가지 큰 축은 세계화와 다문화, 조금 더 구체적으로 세계화 시대와 다문화사회라 할 수 있다. 본 연구는 이러한 시대적 흐름과 변화에 주목하여, ‘세계교육’과 ‘다문화교육’의 쟁점과 핵심가치를 도덕과교육적 관점에서 밝혀보려는 시도를 담고 있다. 세계교육과 다문화교육적 측면에 있어 도덕과교육이 반드시 다루어야 할 도덕성과 관련된 요소는 무엇인지 밝혀내는 작업이 그 핵심이다. 여기서 중요한 것은 단순히 도덕적 핵심 가치의 나열로만 그치는 것이 아니라, 그러한 덕성의 내면화를 통한 정체성 확립이 궁극적인 교육의 목적임을 분명히 해야 한다는 점이다. 즉, 세계화 시대와 다문화적 사회의 구성원으로서 요구되는 ‘간문화적 역량(intercultural competence)’을 함양시키기 위한 보다 구체적이고 전략적인 방법이 요구되는 것이다. 이에 본 논문에서는 도덕과교육에서 세계교육과 다문화교육을 어떻게 바라볼 것이며, 어떠한 도덕과교육적 목표를 통해 구체적으로 내용과 방법을 설정해 나갈 것인가에 대해 논의해 보고자 한다.

도덕과교육에서의 간문화적 역량(intercultural competence)

Multiculturalism and innovative work behavior: The mediating role of cultural intelligence

Expatriates managers’ cultural intelligence as promoter of knowledge transfer in multinational companies

The concept of social sustainability is gaining attention within the field of supply chain relationships and international business. There are conflicting arguments regarding the effectiveness of contract governance and collaboration in an interfirm relationship. Previous studies have investigated the effect of a national culture on contract governance and opportunism. This study examines the effects of contract governance on collaboration, incorporating the moderating influence of cultural intelligence. Survey data were collected from 239 export manufacturing firms in different industries. The current authors suggest that contract governance might be more effective under conditions of a greater level of firm cultural intelligence capabilities. Cultural intelligence plays an important role in the shaping and implementation of collaboration and is the key to manage cross-culture relationship management in a supply chain. Cultural intelligence constitutes one potential way for the export industry to manage intercultural differences and profitably achieve an increase in collaboration. Collaboration with a socially responsible partner brings about improved social performance. The social dimensions of sustainability, such as fair labor practices and decent worker conditions, health and safety, no child labor, and employee empowerment must be addressed to accomplish the most sustainable growth. Managers also need to take advantage of cultural intelligence to adapt, collaborate, and share cultural knowledge.

Governing Interfirm Relationships for Social Sustainability: The Relationship between Governance Mechanisms, Sustainable Collaboration, and Cultural Intelligence

Expatriates’ international opportunity recognition and innovativeness: The role of metacognitive and cognitive cultural intelligence

Cultural intelligence (CQ), an individual's capability to function and manage effectively in culturally diverse situations and settings, has become the focus of a vibrant scholarly conversation and a flourishing area of multidisciplinary research. Since the introduction of the concept in 2002, substantial research has been conducted concerning its definition, the validation of its measurement, and the examination of its development and predictive capabilities. The present paper systematically reviews 73 conceptual and empirical articles published on CQ from 2002 to 2015 in management and international business journals as well as in education and psychology. The authors discuss two distinct conceptualizations of CQ, developments within the conceptual research, and opportunities for further theorizing. They also cluster the empirical studies based on how CQ was used and identify patterns, achievements and challenges within the literature. Finally, based on their analysis, they identify promising avenues for future research and propose specific questions that can further advance the scholarly conversation on CQ.

Cultural Intelligence: A Review and New Research Avenues

The purpose of this paper is to critically examine the literature on the relationship between international experience (IE) and cultural intelligence (CQ) development, and advocate for the utilization of theory to explain this relationship.,On the basis of the premise that CQ can be developed through IE, the authors review existing empirical research in regards to this relationship. The authors conducted a search of the main business, education, and psychology databases for articles published from 2003, the year when the CQ construct was introduced, through 2017. The search focused on studies where CQ was tested as a dependent variable or as a mediator between IE and a dependent variable, and resulted in 15 empirical articles and three book chapters.,A critical analysis of the relationship between IE and CQ reveals considerable variation and inconsistencies among findings within the extant empirical literature. The authors argue that this is mainly because most studies fail to apply a theory to explain the link between these two constructs. The authors draw from social learning theory (SLT) to illustrate how it can be utilized to detail the relationship between IE and CQ development. The authors also suggest how future research can advance the understanding of this relationship, and outline the implications of such examinations for practice.,While substantive knowledge has been generated to understand CQ as an antecedent, the authors investigate CQ development as the dependent variable. The critical review of this literature identifies a specific weakness within previous research and the authors offer a way to resolve it. SLT, which views learning as being affected by both observation and experience, and includes attention, retention, and participative reproduction, is one potentially powerful tool that can explain why and how IE can lead to CQ development. This is a far more fine- grained and detailed approach to understanding and explaining the relationship between the two constructs than provided by previous studies.

Linking international experience and cultural intelligence development: The need for a theoretical foundation

This paper aims to review the talent management literature to identify ways in which organizations can practically and effectively improve talent retention.,This paper defines talent and talent retention and explains why retaining talent is so important and why talent leave. Then, it reviews existing literature from scholarly journals and practitioner reports and identifies and discusses means by which organizations can improve their talent retention. Finally, this paper outlines some important lessons that are relevant to all organizations when considering talent retention.,The review of the talent management literature identifies four ways that organizations can improve their talent retention: developing a solid organizational culture and strong values, providing applicable and dynamic training, fostering an engaging work environment, and offering clear and suitable career advancement opportunities.,The four practical ways to effectively improve talent retention discussed in this paper demonstrate that retaining talent requires more than just a competitive salary package. Talent want to work for and stay at an organization that has similar values, provides training opportunities, fosters engagement and offers career advancement.

Effective talent retention approaches

This paper aims to contribute to international business research by critically analyzing and evaluating the use of the “international experience” (IE) construct within the specific context of developing cultural intelligence (CQ).,Based on 30 studies selected through a systematic literature review, the IE construct is critically analyzed and evaluated with respect to the terminology, definitions, conceptualizations and measurements used.,Findings indicate that the existing body of knowledge on the construct of IE is fragmented, uses inconsistent terminology, does not uniformly rely on any underlying conceptual frameworks and uses a variety of measures for investigating IE. Additionally, scholars have largely relied on quantitative measures of IE to explain the development of CQ, despite theoretical arguments specifying conditions and circumstances that must occur for learning and development to take place.,To move forward with using the IE construct, the authors emphasize the critical need for scholars to pay greater attention to and explicate how they define, conceptualize and measure it. Based on the identified issues, recommendations to improve future research are provided.,Although IE is frequently assumed to influence the development of CQ, contrary to conventional wisdom and some theoretical arguments, research evidence has demonstrated that the impact of IE on CQ is suggestive rather than conclusive. To understand why this may be the case, the use of the IE construct within previous research is critically analyzed and evaluated.

The meaning of international experience for the development of cultural intelligence: A review and critique

Originality/value
The chapter brings clarity to a topic that has remained less researched when compared to other areas of interest related to expatriates and their international assignments by tracing the historical development of this important phase of the expatriation process. In addition, the chapter organizes a number of selection criteria along five core areas and discusses each of them to gain insights that help explain expatriate selection in greater detail.

Dana L. Ott

Papers

Cultural Intelligence: A Review and New Research Avenues

Linking international experience and cultural intelligence development: The need for a theoretical foundation

Effective talent retention approaches

The meaning of international experience for the development of cultural intelligence: A review and critique

Expatriate Selection: A Historical Overview and Criteria for Decision-Making