Recent literature has suggested that global identity and world citizenship are relevant capacities in an increasingly globalizing world. However, these concepts remain understudied. The current study aimed to explore qualities of these concepts with emerging adults and to examine their views of humanity and how these influence their decision-making. Interviews with 20 participants between the ages of 19-25 and a thematic analysis resulted in the identification of a number of themes. Global identity and citizenship, universally intrinsic, implicate global belongingness and stand as opposites to adversarial constructs. Humans, linked as one species sharing common skills, were recognized as essentially interdependent. Participants also depicted a sense of global responsibility and role unawareness in relation to humanity. The findings may serve as a springboard for a future scale development to measure these concepts.

To cope with increasing demands and competition in the ever-growing global market, organizations have been increasing the use and formation of multicultural teams (MCTs). Though advantageous in numerous aspects, MCT literature lays significant focus on the struggles in managing communication and cohesion in these teams. Journalists and organizational psychologists propose an emergent generation of individuals who are eager and accustomed to working with people worldwide. This Generation Global is composed of individuals who possess a global mindset and cultural intelligence, allowing them to navigate multicultural environments successfully. This paper conducts a qualitative case study on an MCT in the global cybersecurity company, MobileIron, to observe whether the main challenges found in previous literature prevail in MCTs composed of Generation Global individuals. The results demonstrate that cross-cultural communication is a less significant issue and strains in team cohesion are nonexistent in these teams due to the collective cultural intelligence and global identity within the team. / For att hantera den alltmer vaxande globala marknaden har det blivit alltmer vanligt för organisationer att bilda mångkulturella teams, MCTs. Även om kulturell mångfald är till storsta del fördelaktig så påvisar MCT litteraturen att de mest förekommande utmaningarna är kommunikation och sammanhållning. Journalister och organisationspsykologer menar dock att det finns en ny framväxande generation av individer som är erfarna att samarbeta med människor ifrån hela världen. Den benämns den globala generationen, GG, och består av individer som har en global identitet och kulturell intelligens, vilket möjliggör dem att hantera mångkulturella miljöer. Denna uppsats utför en kvalitativ studie på ett MCT i det globala cybersäkerhetsföretaget, MobileIron. Syften är att undersöka om de utmaningar som hittats tidigare även uppkommer i MCTs som består av GG individer. Resultaten visar att tvärkulturell kommunikation är en mindre betydelsefull fråga och att spänningar i sammanhållning inte finns i dessa team. Detta på grund av den kollektiva kulturella intelligensen och globala identiteten i teamet.

Yes / Building on the global branding literature, brand relationship theory and social identity theory, this study investigates the relationship between perceived brand globalness (PBG) and user engagement (active/passive) on global social networks (GSN). Additionally, the study investigates the mediating effects of two distinct forms of user identification (i.e., user identification with the GSN brand and user identification with the GSN community) as well as the moderating effects of user global identity on the relationship between PBG and user engagement with such brands. Covariance-based structural equation modeling was used to analyse data collected from users of a GSN (i.e., Facebook) in the United Kingdom (UK) and India. The results indicate that PBG significantly influences both active and passive user engagement. This relationship is mediated by users' identification with a GSN brand and community. Additionally, the findings indicate that the associations between PBG and user engagement (active/passive) on GSN vary as a function of users' global identity. The results also demonstrate some country-specific variations in key relationships. Finally, the study offers useful recommendations for social media managers to rethink and redesign their user engagement strategies, keeping in mind global cultural diversity.

How do people construct shared views of what the organization is all about in the international, complex; company? Within a cultural perspective, organizational identity can be tmderstood as organizational members' shared views and definitions of the organization. As people make sense of actions, events, decisions, etc., shared meanings develop which provide organizational members with a sense of organization. Through an ethnographic study in the corporate setting of lKEA I have tried to create an understanding of the processes tluough which organizational identities become constructed across borders. In the study it is shown how organizational members through the processes of sense-making construct collective self-views. By drawing borders against the outside world, mirroring themselves and talking to the self, organizational members come to create definitions of what the organization is all about. In the international, complex organization, these processes take place in different national contexts and in various local spheres of meaning. In order to offset divergent views and differentiation of meanings, managers try to create a global supra-identity through the fabrication of culture. At the same time, however, there is a heterogenization of meanings as predefined meanings from the top are constantly interpreted, rejected, recreated or adopted in the local spheres. Thus, in the complex organization, there are many collective selfviews and multiple identities. The organization, then, is to be Wlderstood as an arbitrary boundary around a set of spheres of meaning that overlap and interact.Index