This paper presents a bibliometric and textual analysis of academic literature on emotions within the context of cross-cultural management. A bibliometric analysis uses co-citation and bibliographic coupling to reveal trends in the field, both past and present. Additionally, the Reinert lexicometric method is used to explore promising research directions as outlined in recent articles. The key findings suggest that the foundations of emotions in cross-cultural management lie in cultural and emotional intelligence, in the use of cultural dimensions as a framework for studying emotions, and in both international and psychological adaptation. These themes persist in current research with slight variations. Future research is expected to focus on empirical studies, developing theories of emotional intelligence, and contextual studies of acculturation, among other areas. Based on an integrative framework of emotions in cross-cultural management, we propose a research agenda and implications for practice.

The corporate social responsibility (CSR) of multinational enterprises (MNEs) represents a crucial strategic and societal challenge, and has given rise to a vast academic literature. However, to date, this literature has paid little attention to the environmental issue of international human resource management (IHRM), which generates a significant carbon footprint through the international mobility (IM) of expatriates and international executives. This article aims to understand how MNEs' IM departments approach environmental responsibility and how climate action is transforming IHRM strategies. Through a multiple-case study conducted between 2021 and 2023 with nine French multinationals, we identify the changes being implemented. In some MNCs, the brakes are leading to inaction on climate change. In the majority of cases, IM policies are being "greened", in a way that encourages and empowers rather than constrains. Only one of the MNCs studied goes further and transforms its HRIM strategies, linking IM to talent management. These results contribute to the understanding of CSR implementation from the perspective of neo-institutionalist theories and organizational learning, as well as to the emergence of green IHRM.

Developing students' intercultural competence is a key objective of international mobility programs in higher education. While it is widely accepted that studying abroad enhances students' competencies, little is known about the specific conditions and contexts that promote the development of intercultural competence during these experiences. This study draws on survey data from 499 students across five cohorts from a French higher education institution between 2017 and 2021. The analysis includes three distinct measures of intercultural competence and learning, along with a wide range of variables related to the mobility context, processes, personality traits and students' previous international experiences. The data were analyzed using an exploratory partial least squares structural equations model (PLS-SEM). The findings suggest that personality traits such as empathy, attributional complexity, and metacognition, positively influence the development of intercultural competence during international mobility. Additionally, encountering difficulties or conflicts positively impacts intercultural competence when students successfully manage to cope with them and overcome negative emotions. Furthermore, perceived learning from the international experience plays a central and mediating role in explaining both intercultural knowledge and ethnorelativism.

Professional sports teams provide a relevant setting for the study of multicultural work groups. Engaging in additional tasks or voluntary efforts-broadly referred to as organizational citizenship behaviors (OCBs)-is key to the effective functioning of such teams. Unfortunately, cultural diversity has been shown to decrease team cohesion and could therefore be detrimental to OCBs. However, intercultural competence (IC) should help team members understand and adapt to the cultural diversity in their teams. Because these aspects remain poorly understood, this study examines the influence of cultural diversity on OCB (i.e., sportspersonship, civic virtue, helping behavior), and the moderating role of IC. A vignette survey study was conducted with 219 professional athletes from different sports (i.e., soccer, basketball, and volleyball). Data were analyzed using hierarchical linear modeling. Results suggest an inverted curvilinear relationship between cultural diversity and OCB, with OCBs being significantly lower in the moderate cultural diversity condition compared to the low and high conditions. In addition, the results suggest that athletes' level of IC acted as a positive moderator between the level of cultural diversity and perceptions of OCB. These findings are discussed in relation to the literature on cultural diversity and (sport) team dynamics.