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Hubert Annen

Bio: Hubert Annen is an academic researcher from ETH Zurich. The author has contributed to research in topics: Psychology & Medicine. The author has an hindex of 8, co-authored 11 publications receiving 427 citations.

Papers
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Journal ArticleDOI
TL;DR: In this article, the authors proposed that cultural intelligence is a critical leadership competency for those with cross-border responsibilities and tested this hypothesis with multisource data, including multiple intelligences, in a sample of 126 Swiss military officers.
Abstract: Emphasizing the importance of cross-border effectiveness in the contemporary globalized world, we propose that cultural intelligence—the leadership capability to manage effectively in culturally diverse settings—is a critical leadership competency for those with cross-border responsibilities. We tested this hypothesis with multisource data, including multiple intelligences, in a sample of 126 Swiss military officers with both domestic and cross-border leadership responsibilities. Results supported our predictions: (1) general intelligence predicted both domestic and cross-border leadership effectiveness; (2) emotional intelligence was a stronger predictor of domestic leadership effectiveness, and (3) cultural intelligence was a stronger predictor of cross-border leadership effectiveness. Overall, results show the value of cultural intelligence as a critical leadership competency in today's globalized world.

289 citations

Journal ArticleDOI
TL;DR: In this article, the authors explored the impact of appreciation at work among military professionals and found that appreciation correlated positively with job satisfaction and negatively with feelings of resentment, and that appreciation explained incremental variance over and above job control, social support, and interactional justice.
Abstract: This study explores the impact of appreciation at work among military professionals. Based on the concept of “Stress-as-Offense-to-Self” (Semmer, Jacobshagen, Meier, & Elfering, 2007), appreciation is a possible resource due to boosts to self-esteem. We measured appreciation at work with a scale differentiating several forms and sources of appreciation. Data were gathered by an online survey of 228 male career officers and career noncommissioned officers of the Swiss Armed Forces. Appreciation at work correlated positively with job satisfaction and negatively with feelings of resentment. Moreover, appreciation at work explained incremental variance over and above job control, social support, and interactional justice. These results underline its distinction from other resource variables. Legal employment conditions of the military professionals include working hours in accordance with ongoing requirements without upper limits established. Moderator analysis showed that appreciation buffered the effect of ...

77 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined work and life satisfaction along with orientation to happiness, and their relation to subjective but also objective career success, among Swiss military professional officers and found that higher subjective career success was related to higher satisfaction with life, content-related aspects of work satisfaction, and higher endorsements to the engaged and the meaningful life.
Abstract: The study examines work- and life satisfaction along with orientation to happiness, and their relation to subjective but also objective career success, among Swiss military professional officers. They frequently report worsening of their working conditions due to two reforms that have recently been conducted. A total of N = 221 Swiss career officers (mainly Land Forces; from Colonel to First Lieutenant) completed several questionnaires in an online survey. As expected, pleasure, engagement and meaning were positively related to satisfaction with life and the meaningful life also correlated with the (overall) work satisfaction. Higher subjective career success was related to higher satisfaction with life, content-related aspects of work satisfaction, and higher endorsements to the engaged and the meaningful life. Belonging to the general staff was considered as an objective criterion of career success and those who were in the general staff, were higher in their overall work satisfaction, content-related aspects of their work and, again, higher inclination to the life of engagement and the life of meaning. The study suggests that variables of positive psychological functioning are useful additions in the field of military psychology and that they might hold a key for the development of strategies for improving both, work- and life satisfaction among military personnel.

31 citations

Journal ArticleDOI
TL;DR: The aim of this study was to measure the effects of a progressive increase in marching distances and an adapted physical training program on injury incidence and attrition rate in a Swiss Army infantry training school.
Abstract: There is evidence that progressive loading of physical demands at the beginning of basic military service and specific physical training can reduce injury incidences. Therefore, aim of this study was to measure the effects of a progressive increase in marching distances and an adapted physical training program on injury incidence and attrition rate in a Swiss Army infantry training school. One company reduced the distances covered on foot during the first 4 weeks of basic military training. A second company performed an adapted physical training program for 10 weeks. A third company participated in both interventions combined, and a fourth company served as a control group without any intervention. The injury incidences and attrition rates of 651 male recruits were registered during 21 weeks of military service. Several predictor variables for injury and attrition, such as physical fitness, previous injuries, level of previous physical activity, smoking, motivation, and socioeconomic factors, wer...

25 citations

Journal ArticleDOI
TL;DR: Assessment of HPA SA in soldiers suffering from PMP before and after intensive cognitive-behavioral treatment to relate these data to subjective sleep and specific phobia about wearing a protective mask is treatable via a two-day intensive course.

15 citations


Cited by
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Journal ArticleDOI
TL;DR: In this paper, the authors introduce an expanded conceptualization of CQ that delineates sub-dimensions for each of the four factors, including metacognitive, cognitive, motivational, and behavioral dimensions.
Abstract: Cultural intelligence (CQ) – the capability to function effectively in intercultural settings – has gained increasing attention from researchers and practitioners due to its contemporary relevance to globalization, international management, and workforce diversification. Research-to-date demonstrates that CQ predicts a variety of important outcomes in intercultural contexts, such as cultural adaptation, expatriate performance, global leadership, intercultural negotiation, and multicultural team processes. Moving beyond past research that tends to focus on the four primary factors of CQ – metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ, we introduce an expanded conceptualization of CQ that delineates sub-dimensions for each of the four factors. We briefly review psychometric evidence supporting the proposed second order 11-factor structure and convergent ⁄ discriminant validity of the sub-dimensions. We propose that the next wave of CQ research should be guided by a deeper understanding of each of four factors of CQ. Cultural intelligence (CQ) has gained increasing attention from researchers in the area of intercultural management studies (Ng & Earley, 2006). With the increasing globalization of organizations and diversification of domestic workforces, understanding why some individuals function more effectively than others in culturally diverse situations has become more important than ever (Gelfand, Erez, & Aycan, 2007). Earley and Ang (2003) introduced the concept of CQ – defined as the capability of an individual to function effectively in culturally diverse settings. Drawing upon Sternberg and Detterman’s (1986) multi-loci theory of intelligence, Ang and Van Dyne (2008) conceptualized CQ as a four-factor construct that includes metacognitive, cognitive, motivational, and behavioral dimensions. To date, most CQ theory and empirical research has focused on the four factors of CQ and has relied on the 20-item Cultural Intelligence Scale (CQS) (Ang et al., 2007). This measure has gone through an extensive validation process, and research demonstrates that it is generalizable across a) multiple student and executive samples (Ang et al., 2007; Van Dyne, Ang, & Koh, 2008), b) time intervals ranging from four weeks (Shokef &

348 citations

Journal ArticleDOI
TL;DR: In this paper, the authors discuss issues associated with evaluation of the content, construct, and ecological validity of such tests, and review the evidence for 10 tests with the best evidence for ecological validity, and provide recommendations for future research in this area.
Abstract: Recent years have witnessed the emergence of a number of tests that measure cross-cultural competence; yet to date there is no review of their validity and reliability. This article addresses this gap in the literature. We discuss issues associated with evaluation of the content, construct, and ecological validity of such tests, and review the evidence for 10 tests. We evaluate that evidence, draw conclusions about the tests with the best evidence for ecological validity, and provide recommendations for future research in this area.

233 citations

Journal ArticleDOI
TL;DR: In this article, a constructivist, collaborative experiential learning approach to education and training of global managers is presented, where an on-line, 4-week virtual multicultural team project is designed and tested.
Abstract: Taking a constructivist, collaborative experiential learning approach to education and training of global managers, we designed an on-line, 4-week virtual multicultural team project and tested its ...

222 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined the unique contribution of leader cultural intelligence to leadership performance outcomes beyond the effects of competing leadership competencies and found that leader CQ predicted follower perceptions of leader performance and team performance in contexts where work teams were characterized by significant ethnic and nationality diversity.
Abstract: Despite clear calls from industry to better understand cross-cultural leadership competencies, academic research on leader cultural intelligence (CQ) is remarkably sparse. To date, very few empirical studies have examined the unique contribution of leader CQ to leadership performance outcomes beyond the effects of competing leadership competencies. Data from 99 culturally diverse organizational leaders and 321 of their followers demonstrated that leader CQ predicted follower perceptions of leader performance and team performance in contexts where work teams were characterized by significant ethnic and nationality diversity. Furthermore, leader CQ predicted follower perceptions of leader performance and team performance on culturally diverse work teams beyond the effects of leader emotional intelligence and other leadership competencies. Implications for cultural intelligence theory, future research directions, and management practice are discussed.

220 citations

Journal ArticleDOI
TL;DR: 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 as mentioned in this paper.
Abstract: 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.

213 citations