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This chapter aims to enhance understanding of the main drivers of internal auditors' moral courage to speak up about sensitive information and their cause-and-effect relationships. We use cognitive mapping method to analyze 20 chief audit executives' cognitive maps in Tunisia. A collective map was grounded through assembling the full individual maps. Using the Decision Explorer software for our analysis, we find that the state hope, whistle-blowing policy, self-efficacy, perceived supervisor support and independence of internal audit function are the main drivers for internal auditors' moral courage. Our findings are also supplemented by semi-structured interviews. Our chapter offers a novel methodological contribution to auditing literature as well as new empirical evidence (contribution to knowledge) on the drivers of internal auditors' moral courage.

Resilience is an increasingly important concept that contributes to sustainability and wellbeing of a community. Asset-based community development (ABCD) may offer promising approaches to boosting community resilience in Australia, especially within marginalised groups.

A scoping review was conducted to conceptualise existing literature on ABCD approaches to building resilience. Research databases were searched with relevant details.

Thirty-three sources were identified as meeting the inclusion criteria and were reviewed in terms of six themes: integration and identity, health, mental health, education, employment and community planning. Issues identified by the literature within these themes can be alleviated through asset-based approaches. Implications for planning of asset-based programs and policy change are discussed in light of the findings.

The results of this study provide several implications for practise, policy recommendations and future research into this area. Results suggest that increasing capacity around asset-based coping mechanisms, such as support networks through religious and cultural groups, would promote community development and foster resilience. Furthermore, policy on refugees in multiple areas, such as psychological service provision and employment, should be redesigned in a way that acknowledges their complex and diverse needs and facilitates their integration into the community. Though multiple ways to achieve this goal have been explored in literature, a sustained and broader approach is necessary to see widespread change. Further research and funding are required to explore and implement appropriate responses. Based on the findings and discussion above, the authors make the following policy recommendations. Service providers need to be aware of and incorporate culturally appropriate programs in the areas of mental health assessment and intervention, education and employment. The trauma-informed approach should be used when dealing with refugee groups and other groups who have faced hardships. Government policy should focus on improving community engagement to create and strengthen social networks, which are vital in boosting integration into the community and increasing health education and access to services. Government should focus on asset-based approaches in designing education and employment integration programs to promote social belonging and community engagement, and thus, community resilience, which will consequently have beneficial individual and group outcomes. The current governmental policy surrounding refugees should be overhauled with the goal of successful refugee integration in mind, such as incorporating the ability for refugees to access vital services such as employment and skills transferability programs. Due to current policy, these services are inaccessible to a large portion of refugees, hindering their integration. Government needs to create specific guidelines for the provision of psychological services to refugees to improve the quality of mental health services available to this group.

This paper comprises an original data analysis of the relevant existing literature by the project team. The process was rigorous, and no content of the analysis has been published previously except the material published by other authors. All previously published materials were duly acknowledged.

Global Mindset (GM) is a multifaceted construct that has received broad interest among practitioners and academics. It is a fragmented construct at this point in time, due to definitional overlap with other constructs such as global leadership and cultural intelligence. This overlap has created complexity for research that attempts to understand GM in isolation. Lack of clear boundaries in defining and conceptualizing this construct challenges researchers who are attempting to capture fully what constitutes GM. Our work seeks to better understand and explain what underlines the individual GM construct and how does this impact the development of global competencies in individual managers.

We systematically review and analyze the individual GM literature thematically to provide an overview of the extant research from a broad array of scholarly sources dating from 1994 to 2017. Our work offers a thematic analysis that provides a visual guide to GM by tracking the corpus of individual-level GM studies. We categorize the research according to its theoretical groundings and basic concepts and proceed review how GM has been operationalized at the individual level and measured. Next, we integrate major dimensions in the GM research and propose a framework to enhance understanding of the phenomenon. Finally, we discuss the implications of our review for the development of GM for practitioners, coaches and trainers.

The process of global leadership development remains a challenging theoretical problem in the field of global leadership. To help address this issue, we develop a theoretically grounded process model of global leadership competency development that addresses the dynamics involved in the adoption and enhancement of intercultural competencies associated with global leadership. We do this by integrating theoretical constructs associated with competency development from the adult learning and development, cognitive-behavior therapy, global leadership development, leadership development, organizational development, and social learning theory literatures. The resulting model includes testable propositions – a critical feature that existing global leadership development process models currently lack. Our chapter concludes with a discussion of the implications of the model for future research and practice.

Although the term “trigger event” is commonly accepted and frequently mentioned by many disciplines in conjunction with sensemaking, research attention on the trigger event construct is sorely lacking. We chose to examine this construct within a specific setting that global leaders have to master – the intercultural context. After reviewing the relevant literature, we created an original model of trigger events and sensemaking in the intercultural context, which is accompanied by propositions that determine the likelihood of an event rising to the level of a trigger. It is our hope that this theoretical model will lead to a better understanding of how trigger events function in general. The chapter contributes to a greater understanding of the cognitive element of global leadership effectiveness. Finally, the model has practical implications for intercultural and global leadership training and executive coaching.

This introductory paper explains the aims of the larger volume, provides a brief overview of each individual contribution, and establishes some of the many connections between them. Philip Selznick’s legacy for organizational studies is vast, rich, and insufficiently appreciated. The papers in this volume pick up on different aspects of Selznick’s legacy and demonstrate the enduring value of his work.

The purpose of this study was to explore the phenomenon of leadership development as experienced by non-government organization (NGO) executive leaders in international agricultural development. Data were collected from twelve executive NGO leaders through in-depth interviews to understand the textural and structural essences of the participants’ lived experiences of leadership development. Findings indicated the integral role of mentoring in leadership development prior to obtaining an executive leadership role and supported the conceptual model inclusive of mentoring as a mediating factor of efficacious leadership development. The study provided implications and future research recommendations for executive leaders in international agricultural development, as well as for leadership educators and practitioners.