Global mobility of expatriates (GLOMO) (H2020 MSCA) 

GLOMO's Cross-level Research Approach

Promoting labour mobility across Europe is a central objective of the Europe 2020 Strategy and it aims to tackle increasing labour and skill shortages in the EU. Cross-border labour mobility is expected to benefit both individual citizens, employers and the aggregate economy. In addition, intra-EU mobility is a means to foster European integration.

Although migration into OECD countries increases, driven largely by people moving within the EU, migration into and within Europe is still short of target levels. Despite a favourable legal framework for mobility, migrants still face a wide range of problems and obstacles that hamper cross-border labour mobility. Employment prospects for immigrants are below those of natives and overqualification, i.e. employment below skill levels, is widespread in most European countries. Consequently, the growth potential of immigrants is far from realised.

Little is known about transnational mobility patterns and the length of migration episodes as well as about retention processes of foreign employees. There is considerable scope to make existing labour mobility more efficient and beneficial for all parties involved.
 

GLOMO's focus is on global mobility into EU countries and within the EU and its impact on careers.

The policy making white papers and research suggest that the future Europe will witness even higher and more natural mobility.

To assure that Europe is ready for it, our objectives are:
(a) to systematically generate knowledge about the mobility phenomenon and its implications (success factors, effects and added value);
(b) to provide trainings to (further) develop early-stage and senior researchers understanding the complex multidisciplinary phenomenon of mobility and
(c) to suggest relevant implications for individuals, organisations, the European societies and economies.

The joint research and training programme will be conducted within an interdisciplinary and intersectoral network of experts in the field.

Not only will GLOMO’s cutting-edge research be interdisciplinary (including specialists from the fields of management, economics, psychology, sociology, pedagogy and law) but also it will apply qualitative and quantitative methods across all levels of analysis (micro, meso and macro). A detailed description of methods employed in each sub-project can be found at www.glomo.eu/projects/.

Promoting labour mobility across Europe is a central objective of the Europe 2020 strategy, which aims to tackle increasing labour and skill shortages throughout the EU. Cross-border labour mobility is expected to benefit both individual citizens, employers and the aggregate economy. In addition, intra-EU mobility is a means to foster European integration. Although migration into OECD countries increases, driven largely by people moving within the EU, migration into and within Europe continues to fall short of target levels.

Despite a favourable legal framework for mobility, migrants continue to face a wide range of obstacles that hamper cross-border labour mobility. Employment prospects for immigrants are below those of European-born workers, and overqualification, i.e. employment below skill level, is widespread in the majority of European countries. Consequently, the professional growth potential of immigrants is far from realised. For this reason, the European Commission has called for a more complete picture of recruitment difficulties and skill gaps, and the causes thereof. Little is known about international mobility patterns and the length of migration periods, as well as organisations’ retention processes for foreign employees. There is considerable scope to make existing labour mobility more efficient and beneficial for all parties involved.

GLOMO’s focus is on global migration to EU countries and mobility within the EU, and its impact on careers. The related white papers and research suggest that in the future Europe will witness even higher mobility. To ensure EU readiness for these changes, our objective is to systematically generate knowledge about the mobility phenomenon and its implications (success factors, effects and added value).

Based on the scientific findings of the 15 research sub-projects, GLOMO will create a cutting-edge interdisciplinary, multi-level framework connecting a broad variety of influences on international careers with insights into a great number of country-specific characteristics.

Drawing on the research results, GLOMO will develop an audit instrument, ‘International Employer’, for public and private non-academic organisations, which will help organisations offer high quality employment conditions to international employees. The audit will ensure that the research findings regarding the employment of an international labour force can also be transferred into organisational practice.

The entire project is coordinated by Prof. Dr. Maike Andresen at the University of Bamberg. She benefits greatly from her experience managing several EU-funded projects over the past 15 years as well as her expertise in this research field.

Prof. Dr. Andresen and her team will build on the existing research expertise in the field of expatriation, repatriation, global careers and human resource development. New research results will be provided on aspects including:

• The transferability of career capital between countries and career fields of assigned and self-initiated expatriates.
• The employability of highly skilled migrants abroad, including contextual factors at the individual, organisational and national level.
• Self-initiated expatriates’ embeddedness abroad and approaches to retain them in organisations and countries over the long term.
• The impact of work-life balance on the success of expatriation.
• The relevant implications for individuals, organisations and European societies and economies.

Prof. Dr. Andresen will provide trainings with other senior researchers to (further) develop early-stage researchers’ understandings of the complex multidisciplinary phenomenon of mobility. The joint research and training programme will be conducted within an interdisciplinary and intersectoral network of experts in the field.

Die gesamte Publikationsliste des Projekts finden Sie unter www.glomo.eu/publications

Nguyen, A., & Andresen, M. (2024). “Many places to call home”: A typology of job embeddedness among internationally relocated workers and its relationship to personal initiative, intent to stay in the host country, and intent to stay in the organization. The International Journal of Human Resource Management, 35(7), 1370-1402.https://doi.org/10.1080/09585192.2023.2289497(6.026 Impact factor)

Nguyen, A., & Andresen, M. (2024). Job embeddedness among internationally relocated workers between spillover effects, crossover effects, and transnationalism: A review and agenda for future research. The International Journal of Human Resource Management, 35(5), 868-931. https://doi.org/10.1080/09585192.2023.2287548(6.026 Impact factor)

Nguyen, A., & Andresen, M. (2023). “A laugh a day keeps the failure away": The role of self-enhancing humor and host country community embeddedness in career satisfaction of dual-earner expatriate couples. Frontiers in Psychology, 14, 1125136. https://doi.org/10.3389/fpsyg.2023.1125136 (Open Access) (Impact Factor: 4.232)

Andresen, M., Al Ariss, A., Barzantny, C., Brücker, H., Dickmann, M., Muhr, S. L., Saalfeld, T., Suutari, V., & Zølner, M. (2023). Guest Editor of the Special Issue ‘Careers of self-initiated expatriates: Exploring the impact of context’, Career Development International, 28(4), 333-347. (Open Access) (3.792 Impact factor 2022)

Suarez-Bilbao, B., Andresen, M., Crowley-Henry, M., & O’Connor, E. (2022). The influence of complexity, chance and change on the career crafting strategies of SIEs. Career Development International, 28(4), 359-376. https://doi.org/10.1108/CDI-06-2022-0137 (Open Access) (2.443 Impact Factor)

Oleškevičiūtė, E., Dickmann, M., Andresen, M., & Parry, E. (2022). The international transfer of individual career capital: Exploring and developing a model of the underlying factors. Journal of Global Mobility, 10(3), 392-415. https://doi.org/10.1108/JGM-12-2020-0082 (Open Access)

Biswas, T., Mäkelä, L., & Andresen, M. (2022). Work and non-work related antecedents of expatriates’ well-being: A meta-analysis. Human Resource Management Review, 32(3), 100889. https://doi.org/10.1016/j.hrmr.2021.100889 (Open Access) (10.667 Impact factor 2022)

Andresen, M. (2021). When at home, do as they do at home? Valuation of self-initiated repatriates’ competences in French and German management career structures. The International Journal of Human Resource Management, 32(4), 789-821. https://doi.org/10.1080/09585192.2018.1511612 (Open Access)

Andresen, M., & Bergdolt, F. (2021). Individual and job-related antecedents of a global mindset: An analysis of international business travelers’ characteristics and experiences abroad. The International Journal of Human Resource Management, 32(9),1953-1985. https://doi.org/10.1080/09585192.2019.1588349 (published online 2019). Free eprint: https://www.tandfonline.com/eprint/FRAPDTSI2NTNNGEQGNVV/full?target=10.1080/09585192.2019.1588349

Andresen, M., Goldmann, P., & Volodina, A. (2018). Do overwhelmed expatriates intend to leave? The effects of sensory processing sensitivity, stress, and well-being on expatriates’ turnover intention. European Management Review, 15(1), 315-328. https://doi.org/10.1111/emre.12120

Andresen, M., & Bergdolt, F. (2017). A systematic literature review on the definitions of global mindset and cultural intelligence: Merging two different research streams. The International Journal of Human Resource Management, 28(1), 170-195. https://doi.org/10.1080/09585192.2016.1243568

Andresen, M. (2015). What determines expatriates’ performance while abroad? The role of job embeddedness. Journal of Global Mobility ,3(1), 62-82. https://doi.org/10.1108/JGM-06-2014-0015

Andresen, M., Bergdolt, F., Margenfeld, J., & Dickmann, M. (2014). Addressing international mobility confusion: Developing definitions and differentiations for self-initiated and assigned expatriates as well as migrants. The International Journal of Human Resource Management, 25(16), 2295-2318. https://doi.org/10.1080/09585192.2013.877058

Nguyen, A., & Andresen, M. (2023). Expatriates’ quality of life during the pandemic: Two sides of the same coin. In A. I. Mockaitis (Ed.), The Palgrave handbook of global migration in international business (pp. 547-572). Springer.

Andresen, M., Anger, S., Al Ariss, A., Barzantny, C., Brücker, H., Dickmann, M., Mäkelä, L., Muhr, S. L., Saalfeld, T., Suutari, V., & Zølner, M. (Eds.) (2022). Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights. In M. Andresen & J. Volmer (Book Series Eds.), Human resource management and work and organisational psychology (Vol. 2). University of Bamberg Press. https://doi.org/10.20378/irb-55344

Andresen, M. (2022). The vision of the GLOMO project: Introduction and overview. In: M. Andresen et al. (Eds.), Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights (pp. 15-23). In M. Andresen & J. Volmer (Book Series Eds.), Human resource management and work and organisational psychology (Vol. 2). University of Bamberg Press. https://doi.org/10.20378/irb-55764

Andresen, M., Dickmann, M., & Suutari, V. (2022). Acting in the spirit of the whole: Expatriation between the poles of personal intentions and company and country policies. In: M. Andresen et al. (Eds.), Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights (pp. 25-36). In M. Andresen & J. Volmer (Book Series Eds.), Human resource management and work and organisational psychology (Vol. 2). University of Bamberg Press. https://doi.org/10.20378/irb-55765

Nguyen, A., & Andresen, M. (2022). Future research on self-initiated expatriation: Emerging topics. In: M. Andresen et al. (Eds.), Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights (pp. 279-292). In M. Andresen & J. Volmer (Book Series Eds.), Human resource management and work and organisational psychology (Vol. 2). University of Bamberg Press. https://doi.org/10.20378/irb-55785

Nguyen, A. (2022). Multi-level factors influencing job embeddedness among migrant employees: A systematic literature review. In: M. Andresen et al. (Eds.), Wanderlust to wonderland? Exploring key issues in expatriate careers: Individual, organizational, and societal insights (pp. 157-188). In M. Andresen & J. Volmer (Book Series Eds.), Human resource management and work and organisational psychology (Vol. 2). University of Bamberg Press. https://doi.org/10.20378/irb-55785

Andresen, M., Dickmann, M., & Suutari, V. (2018). Typologies of internationally mobile employees. In M. Dickmann, V. Suutari, & O. Wurtz (Eds.), The management of global careers. Exploring the rise of international work (pp. 33-62). Palgrave Macmillan. https://doi.org/10.1007/978-3-319-76529-7_2

Andresen, M., & Bergdolt, F. (2018). Internationale Karrieren von Erwerbstätigen: Wege, Pfade, Systeme und Erfolge. In S. Kauffeld & D. Spurk (Eds.), Handbuch Karriere und Laufbahnmanagement (pp. 1-22). Springer. https://doi.org/10.1007/978-3-662-45855-6_25-1

Selmer, J., Andresen, M., & Cerdin, J.-L. (2017). Self-initiated expatriates. In Y. McNulty & J. Selmer (Eds.), Research handbook of expatriates (pp. 187-201). Edward Elgar. https://doi.org/10.4337/9781784718183

Nguyen, A., & Andresen, M. (2024). Home sweet home abroad: Managing job embeddedness of migrant workers. WiSt Wirtschaftswissenschaftliches Studium, 2024(2-3), 10-16. 

Dickmann, M., Barzantny, C., Andresen, M., Anger, S., Al Ariss, A., Brücker, H., Mäkelä, L., Muhr, S. L., Suutari, V., & Zølner, M. (2022). Global Mobility of Employees: Creating an audit tool to support good practice. The Project Repository Journal, 14(7), 48-51. https://doi.org/10.54050/PRj1419197 (Open Access)

Andresen, M., Nguyen, A., & Luong, H. (2022). Global Mobility of Employees: Issues, results and impacts of the GLOMO project.  The Project Repository Journal, 14(7), 76-79. https://edition.pagesuite-professional.co.uk/html5/reader/production/default.aspx?pubname=&edid=095fc716-1ffb-4179-a368-36e3ff6d513b

Oleškevičiūtė, E., Dickmann, M. Andresen M., & Parry, E. (2022). All the reasons why we can or cannot use our career expertise across national borders. The JGM BitBlog, https://www.emeraldgrouppublishing.com/journal/jgm/jgm-bitblog-all-reasons-why-we-can-or-cannot-use-our-career-expertise-across-national

Dickmann, M., & Andresen, M. (2022). Global Mobility of Employees: Understanding societal, organisational and individual patterns. www.europeandissemination.eu, 05/2022, 48-51. https://doi.org/10.54050/PRJ1318794

Andresen, M., & Rosseburg, S. (2022). Wohlbefinden ist nicht alles, aber ohne Wohlbefinden ist alles nichts: Eine Meta-Analyse zu den Beeinflussungsfaktoren auf das Wohlbefinden von im Ausland tätigen Arbeitnehmenden. uni.vers Forschung – Gesundheit [Insights into Health], 05/2022, 60-63. https://www.uni-bamberg.de/fileadmin/uni/verwaltung/presse/045-UNI-PUBLIKATIONEN/uni.vers/2022-forschung/univers-2022-webversion-mit-links.pdf

Andresen, M., & Nguyen, A. (2022). Wie die Integration von Zugewanderten gelingen kann. Deutsche Optikerzeitung DOZ, 07/2022, 29-33.

Nguyen, A., & Andresen, M. (2023). A laugh a day keeps the failure away: How humor and embeddedness promote expatriate couples' success. Academy of Management Proceedings, 2023(1), 13025.

Nguyen, A., & Andresen, M. (2022). „A laugh a day keeps the failure away“: How do self-enhancing humor and community embeddedness promote subjective career success of dual-earner migrant couples? Geschlechtersensibel forschen, Bamberg/Germany, December 14, 2022.

Nguyen, A., & Andresen, M. (2022). “Many places to call home”: A typology of migrants’ job embeddedness and its relationship to personal initiative, intent to stay in the host country, and intent to stay in the organization. Paper as part of a Presenter Symposium ‚Seeking to gain a foothold in the new country: Individual and organizational factors shaping migrants’ labor market integration‘ (by K. Wehrle & L. Niemann). In: Proceedings of the 52nd DGPs Congress, ID 933, Hildesheim/Germany, September 10 – 15, 2022.

Oleškevičiūtė, E., Dickmann, M., Andresen, M., & Parry, E. (2022). Bringing global expertise home: Deconstructing and reshaping current understanding and conceptualisation of the international transfer of career capital possessed by self-initiated repatriates. In: Proceedings of the 26^th Nordic Academy of Management Conference 2022, “Bringing research together”, Örebro/SWE, August 24-26, 2022.

Suarez-Bilbao, B., Andresen, M., Crowley-Henry, M., & O’Connor, E. (2022). The influence of complexity, chance and change on the career crafting strategies of SIEs. In: Proceedings of the 82^ndAcademy of Management 2022 Annual Meeting, ID 10260, “Creating a better world together”, Seattle/USA (hybrid), August 5-9, 2022.

Nguyen, A., & Andresen, M. (2022). Job embeddedness in the international migration context between spillover effects, crossover effects, and transnationalism: A review and agenda for future research. In: Proceedings of the Academy of International Business 2022 Conference, ID 427, Miami/USA, July 6 - 9, 2022.

Nguyen, A., & Andresen, M. (2021). “Many places to call home”: Embedding types and relationships with personal initiative and stay intention. In: Proceedings of the 81^st Academy of Management 2021 Annual Meeting, 13707, “Bringing the manager back in management”, Philadelphia/USA (online), July 30 - August 3, 2021. 

Nguyen, A., & Andresen, M. (2021). How job embeddedness of migrant employees look like? Empirical evidence of embedding types and their relationships with personal initiative, intent to stay in host country and intent to stay in organisation. In: Proceedings of the European Academy of Management 2021 Annual Conference, “Reshaping capitalism for a sustainable world”, Montréal/CAN (online), June 16 - 18, 2021.

Oleškevičiūtė, E., Dickmann, M., Andresen, M., & Parry, E. (2021). Exploring the factors affecting international transfer of career capital. In: Proceedings of the European Academy of Management 2021 Annual Conference, “Reshaping capitalism for a sustainable world”, Montréal/CAN (online), June 16-18, 2021.

Suarez-Bilbao, B., Crowley-Henry, M., O’Connor, E., & Andresen, M. (2021). Connecting international employees’ motivations, job crafting strategies and talent management implications. Toward the development of a conceptual framework. In: Proceedings of the European Academy of Management 2021 Annual Conference, “Reshaping capitalism for a sustainable world”, Montréal/CAN (online), June 16-18, 2021. ISSN 2466-7498 and ISBN: 978-2-9602195-3-1

Biswas, T., Mäkelä, L., & Andresen, M. (2020). Work and non-work related antecedents of expatriates’ well-being: A meta-analysis. In: Proceedings of the European Academy of Management (EURAM) 2020 Annual Conference, “The business of now: The future starts here”, Dublin/IRE, December 4-6, 2020.

Dickmann, M., Andresen, M., & Suutari, V. (2020). Symposium on ‚Global mobility across societal, organizational and individual levels: Exploring today and beyond’. In: Proceedings of the European Academy of Management (EURAM) 2020 Annual Conference, “The business of now: The future starts here”, Dublin/IRE, December 4-6, 2020.

Barzantny, C., Dickmann, M., Suutari, V., Zølner, M., & Andresen, M. (2020). Symposium on ‘Global mobility: Towards sustainable careers and mindful international interactions’. In: Proceedings of the European Academy of Management 2021 Annual Conference, “Reshaping capitalism for a sustainable world”, Montréal/CAN (online), June 16-18, 2021.

Biswas, T., Mäkelä, L., & Andresen, M. (2019). Work and non-work related antecedents of well-being for mobile employees: A systematic review and theoretical extension. In: Proceedings of the 25th Nordic Academy of Management (NFF) Conference, August 22-24, 2019.

Biswas, T., Mäkelä, L., & Andresen, M. (2019). Work and non-work related antecedents of well-being for mobile employees: A systematic review and theoretical extension. In: Proceedings of the 15th Vaasa Conference on International Business, Vaasa/Finland, August 19-21, 2019.

Nguyen, A., & Andresen, M. (2019). Why expatriates stay abroad: A systematic review on expatriates’ job embeddedness abroad and presentation of a research map. In: Proceedings of the European Academy of Management 2019 Conference ‘Exploring the Future of Management’, Lisbon/P, June 26 - 28, 2019.

“A laugh a day keeps the failure away”: How does humor increase career satisfaction of expatriate couples?
Blog, text written by Anh Nguyen and Maike Andresen, 26.04.2023
https://5c.careers/2023/04/26/a-laugh-a-day-keeps-the-failure-away-how-does-humor-increase-career-satisfaction-of-expatriate-couples/ 

Migrant workers in Europe. Developing a new understanding to combat labor shortages.
Text written by Patricia Achter, 08.12.2022, https://www.research-in-bavaria.de/migrant-workers-in-europe

Zugewanderte Arbeitskräfte in Europa fördern: Studienergebnisse des EU-Großprojekts GLOMO sind veröffentlicht
Text written by Patricia Achter, 08.12.2022,https://blog.uni-bamberg.de/forschung/2022/arbeit-europa/

"Evangelist" oder "Cleaning Agent" gesucht: Wenn Fachkräftewerbung auf Englisch nach hinten losgeht
Interview, Stern, 03.08.2022, https://www.stern.de/wirtschaft/news/-evangelist--gesucht--wenn-fachkraeftesuche-auf-englisch-floppt-32597470.html

«Evangelist» gesucht - Fachkräftewerbung in Englisch
Interview, Handelsblatt, 03.08.2022, https://www.handelsblatt.com/dpa/evangelist-gesucht-fachkraeftewerbung-in-englisch/28570866.html
Interview, Berliner Morgenpost, 03.08.2022, https://www.morgenpost.de/wirtschaft/karriere/article236059867/Fachkraeftewerbung-in-Englisch.html
Interview, Neue Osnabrücker Zeitung, 03.08.2022, https://www.noz.de/lebenswelten/beruf-karriere/artikel/fachkraftewerbung-in-englisch-42654089
Interview, pnp.de, 03.08.2022, https://www.pnp.de/ratgeber/bildung-und-karriere/Fachkraeftewerbung-in-Englisch-4392488.html

„Cleaning Agent“ gesucht. Rätselhafte, englische Stellenbezeichnungen lassen so manche Bewerber verzweifeln
Interview, Schwäbische Zeitung, Column „Wirtschaft“, 04.08.2022, p. 7.

Fachkräftewerbung in Englisch
Interview, Kölnische Rundschau, 03.08.2022, https://www.rundschau-online.de/ratgeber/fachkraeftewerbung-in-englisch-39854584?cb=1659596157437&
Interview, Mittelhessen, 03.08.2022, https://www.mittelhessen.de/ratgeber/ausbildung-und-beruf/beruf/fachkraftewerbung-in-englisch_25651773
Interview, Radio Kiepenkerl, 03.08.2022, https://www.radiokiepenkerl.de/artikel/fachkraeftewerbung-in-englisch-1385680.html
Interview, Radio Hochstift, 03.08.2022, https://www.radiohochstift.de/nachrichten/nrw-und-die-welt/detailansicht/fachkraeftewerbung-in-englisch.html
Interview, Radio Bielefeld, 03.08.2022, https://www.radiobielefeld.de/nachrichten/nrw-und-die-welt/nrw-und-die-welt/fachkraeftewerbung-in-englisch.html

Zugewanderte in Unternehmen integrieren.
Text written by Maike Andresen, Informationsdienst Wissenschaft (idw), 26.04.2022, https://idw-online.de/de/news792373

Andresen, M. (2022). Zugewanderte in Unternehmen integrieren - VHB expert Maike Andresen über Erfolgsfaktoren aus Sicht des Personalmanagements. VHB, 25.04.2022, https://vhbonline.org/fileadmin/user_upload/VHB_experts_Statement_Zugewanderte_in_Unternehmen_2022.pdf; https://vhbonline.org/news?tx_news_pi1%5Baction%5D=detail&tx_news_pi1%5Bcontroller%5D=News&tx_news_pi1%5Bnews%5D=418&cHash=f0e248aa61decf7ed6670ec8caa639f9

Homeoffice in Singapur? Unnötig!
Interview, WirtschaftsWoche, 05.11.2021, pp. 88-91.

Deutschland ist attraktiver als gedacht
Interview, Süddeutsche Zeitung, Column „Wirtschaft“, 18.10.2021, p. 17.

Jeder fünfte sieht Vorteile in der Pandemie
Interview, Frankfurt live, 19.03.2021
https://www.frankfurt-live.com/wie-geht-es-ausgewanderten-durch-corona-130306.html

Leben für Migranten hat sich verbessert
Interview, Bayrischer Rundfunk, 17.03.2021
https://www.br.de/nachrichten/bayern/corona-news-ticker-oberfranken-kw11,SRXzrn9

Ausländische Fachkräfte langfristig binden: Wie Unternehmen Migrant*innen integrieren.
Interview, Bayerische Staatszeitung, column "Beilage", 17.07.2020, p. 29.
https://www.bayerische-staatszeitung.de/staatszeitung/wissenschaft/detailansicht-wissenschaft/artikel/auslaendischefachkraefte-langfristig-binden.html

Damit es im Gastland leichter wird
Interview, Haßfurter Tagblatt, 24.06.2020

Netzwerk Europa – Forschungsalltag in Bamberg
Interview, gaz (Grüne Alternative Zeitung), No. 88, April/May 2019, p. 3.
http://www.gal-bamberg.de/index.php?id=2173

BayIntAn als Sprungbrett zum Projekterfolg
Interview, BayFOR News, Juni 2018, S. 17.

Abbiegen, bitte
Interview, duz - Deutsche Universitätszeitung, Heft 02, 23.02.2018, S. 23-27.

"Glomo" sucht Bewerber aus aller Welt.
Interview, Fränkischer Tag, 17.02.2018, S. 14.

EU-Forschungsprojekt sucht Doktoranden.
Interview, Bayerische Rundschau, 10.02.2018, S. 20.