Journal articles on the topic 'Cultural Intelligence (CQ)'
To see the other types of publications on this topic, follow the link: Cultural Intelligence (CQ).
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Cultural Intelligence (CQ).'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Cheng, Li-Rong Lilly. "Cultural Intelligence (CQ)." Communication Disorders Quarterly 29, no. 1 (November 2007): 36–42. http://dx.doi.org/10.1177/1525740108314860.
Full textAbstract:
Professionals in the field of special education are constantly being asked about efficacy and outcome-based practice. The tragic event that took place at Virginia Tech shocked the world. This article uses the Virginia Tech tragedy as a base to discuss the need for all professionals to develop cultural competence. Furthermore, it discusses the topic of cultural reactions to communicative disorders and the need to develop cultural competence to decode each message in its cultural, linguistic, and social contexts and to provide culturally appropriate intervention when called for. It also builds on the notion that the world is flat and describes the challenges we face as we try to decode the messages from the world of English-language learners, the world of Englishes, and the codes shared by the e-generation. Finally, it advocates the need to develop cultural humility with the goal to quest for cultural competence.
2
Gooden, Doreen J., Carole Ann Creque, and Claudette Chin-Loy. "The Impact Of Metacognitive, Cognitive And Motivational Cultural Intelligence On Behavioral Cultural Intelligence." International Business & Economics Research Journal (IBER) 16, no. 3 (July 12, 2017): 223–30. http://dx.doi.org/10.19030/iber.v16i3.10006.
Full textAbstract:
This study investigates the impact of Metacognitive, Cognitive, and Motivational Cultural Intelligence (CQ) on Behavioral Cultural Intelligence (CQ). In particular, we examine whether cognitive capabilities influence actions and behavior. The results show that 28.4% of the variability in behavioral CQ is explained by metacognitive CQ, cognitive CQ and motivational CQ. Further analysis was done to determine how each of these three dimensions impacts on behavioral CQ. Results show that only metacognitive and motivational CQ influence behavioral CQ.
3
Konanahalli, Ashwini, Lukumon O. Oyedele, John Spillane, Ron Coates, Jason von Meding, and John Ebohon. "Cross-cultural intelligence (CQ)." International Journal of Managing Projects in Business 7, no. 3 (May 27, 2014): 423–48. http://dx.doi.org/10.1108/ijmpb-10-2012-0062.
Full textAbstract:
Purpose – The purpose of this paper is to investigate the relationship between the facets of cultural intelligence (CQ) (cognitive, meta-cognitive, motivational and behavioural) and the dimensions of cross-cultural adjustment (interaction, general and work adjustment). Design/methodology/approach – Interviews and questionnaire survey were carried out with British expatriates from the architectural, engineering and construction sector. A total of 191 respondents, with experience from 29 different countries, actively participated in this research. Structural equation model was subsequently developed to investigate the relationship between elements of CQ and cross-cultural adjustment. Findings – Results of structural equation modelling revealed that collectively all the four aspects of CQ have significant influence on general, interaction and work adjustment, particularly motivational and cognitive CQ. Cognitive CQ which empowers the expatriates with in-depth knowledge about different cultures was a significant predictor of interaction and work adjustment, whereas, motivational CQ is a significant predictor for general and work adjustment. However, no support was gathered for meta-cognitive and behavioural aspects of CQ. Practical implications – Globally, construction companies and projects are entering an era of increased internationalisation which has prompted the migration/promotion of British construction professionals to different parts of the world for their specialised capabilities and skills. Thus, it is of utmost importance that these professionals adjust to their new world of varied culture and still be productive in their work. Originality/value – An understanding of these essential factors can actually help British construction organisations to select and mentor individuals and to provide necessary training for successful international assignments.
4
Bücker, Joost, Olivier Furrer, and Yanyan Lin. "Measuring cultural intelligence (CQ)." International Journal of Cross Cultural Management 15, no. 3 (December 2015): 259–84. http://dx.doi.org/10.1177/1470595815606741.
Full text
5
Mansuri, Dr Lubna. "Cultural Intelligence (CQ): A Pathway for Building Peace." Global Journal For Research Analysis 3, no. 5 (June 15, 2012): 32–34. http://dx.doi.org/10.15373/22778160/may2014/13.
Full text
6
Jyoti, Jeevan, and Sumeet Kour. "Cultural intelligence and job performance." International Journal of Cross Cultural Management 17, no. 3 (July 5, 2017): 305–26. http://dx.doi.org/10.1177/1470595817718001.
Full textAbstract:
The study generalizes the concept of cultural intelligence (CQ) as a key competency in Indian context due to its diverse cultures. Cultural intelligence is a capability, which increases the manager’s ability to effectively interact with people belonging to other cultures. The purpose of the study is to examine the mediating role of cross-cultural adaptability (CCA) in between CQ and the job performance relationship and the moderating role played by work experience and language proficiency in between CQ and CCA relationship. The data for the study have been collected from 342 managers of nationalized banks in Jammu and Kashmir (India). Exploratory factor analysis and confirmatory factor analysis have been conducted to explore and validate the factor of different constructs. Hypotheses have been tested through structural equation modeling. The study reveals that CCA mediates the relationship between CQ and job performance. Further, previous work experience and language ability act as moderators between the CQ and CCA relationship. Further, moderated mediation analysis also confirmed significant indirect effect. Implications and limitations of the study have also been discussed.
7
Collins, Kathy S., Ibrahim Duyar, and Carolyn L. Pearson. "Does cultural intelligence matter?" Journal for Multicultural Education 10, no. 4 (November 14, 2016): 465–88. http://dx.doi.org/10.1108/jme-07-2015-0026.
Full textAbstract:
Purpose The purpose of this study was to examine whether the levels of cultural intelligence (CQ) of principals and teachers influence Latino students’ achievement. The study first tested the applicability of Ang and Van Dyne’s (2008) Cultural Intelligence Questionnaire (CQS) for the measurement of principals and teachers’ CQ levels by construct validating this instrument. Later, it investigated whether the CQ levels of principals and teachers explain the achievement levels of Latino students in mathematics and language arts. Design/methodology/approach A naturalistic relational research design was used to study the relationships between the study variables. Participants included a cluster random sample of 86 principals and 311 teachers in a southern state. The convergent validation was used to establish the construct validity of the CQS by correlating CQS subscale scores with several measures of principal and teacher multicultural exposure. A series of hierarchical multiple regression analyses were conducted to investigate the association between the principal and teacher CQS subscale scores and the Latino student achievement scores on state standardized tests. Findings The four-factor structure of the CQS scale was found to be valid in the educational settings. Principals’ level of CQ significantly predicted Latino students’ achievement scores of eight grade math and eight grade language arts. On the contrary to the expectations, there was no evidence to suggest that teacher-level CQ as measured by the CQS is predictive of Latino student achievement. Further analyses showed that multicultural exposures of teachers, such as being multilingual and visiting other countries, significantly predicted Latino students’ language arts performance. Originality/value This study has policy and research implications toward understanding and eliminating achievement gaps of Latino student populations. It sheds empirical light on whether this gap can be explained with the multicultural intelligence levels of principals and teachers, the two most influential actors in schools. By construct validating CQS, the study methodologically contributed to the pertinent educational research, which lacks instruments for the measurement of CQ levels of educational workforce.
8
Elghazali, Oumaima. "Cultural Content in Moroccan EFL Textbooks and Cultural Intelligence (CQ) Development." Journal of English Language Teaching and Linguistics 7, no. 1 (April 15, 2022): 31. http://dx.doi.org/10.21462/jeltl.v7i1.752.
Full textAbstract:
<p><em>This study aims at investigating the intercultural adequacy of the cultural content of a Moroccan EFL textbook in developing students’ Cultural Intelligence (CQ). The activities of the textbook were analyzed using the model of Cultural Intelligence (CQ) to identify the adequacy of the intercultural activities in helping students develop their CQ, to detect, assimilate, reason, and act on cultural cues appropriately in situations characterized by cultural diversity. The scale of the same model, the CQ scale, was used to elicit the perspectives of 112 high school teachers regarding the intercultural adequacy of the cultural content in the textbook to compare the results of the two instruments. The results of the analysis of the textbook’s content revealed that the Cognitive CQ is the most present factor of CQ in the textbook activities, but the activities present are not sufficient to develop the students' Cognitive CQ nor the other three CQ factors as illustrated by the CQ model. The elicited perspectives of teachers support the findings of the textbook’s content analysis and suggestions for improvement are enlisted.</em></p>
9
Ang, Soon, Linn Van Dyne, Christine Koh, K. Yee Ng, Klaus J. Templer, Cheryl Tay, and N. Anand Chandrasekar. "Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance." Management and Organization Review 3, no. 3 (November 2007): 335–71. http://dx.doi.org/10.1111/j.1740-8784.2007.00082.x.
Full textAbstract:
We enhance the theoretical precision of cultural intelligence (CQ: capability to function effectively in culturally diverse settings) by developing and testing a model that posits differential relationships between the four CQ, dimensions (metacognitive, cognitive, motivational and behavioural) and three intercultural effectiveness outcomes (cultural judgment and decision making, cultural adaptation and task performance in culturally diverse settings). Before testing the model, we describe development and cross-validation (N = 1,360) of the multidimensional cultural intelligence scale (CQS) across samples, time and country. We then describe three substantive studies (N = 794) in field and educational development settings across two national contexts, the USA and Singapore. The results demonstrate a consistent pattern of relationships where metacognitive CQ and cognitive CQ predicted cultural judgment and decision making; motivational CQ and behavioural CQ predicted cultural adaptation; and metacognitive CQ and behavioural CQ predicted task performance. We discuss theoretical and practical implications of our model and findings.
10
Randrianasolo, Arilova, Alexey Semenov, Mark Arnold, and Kristy Reynolds. "A model of cultural intelligence and global identity." Journal of Consumer Marketing 37, no. 7 (August 10, 2020): 821–32. http://dx.doi.org/10.1108/jcm-05-2019-3244.
Full textAbstract:
Purpose This paper aims to propose an original model of cultural intelligence (CQ), global identity and consumer willingness to buy foreign products. Previous research has discussed the relationships between CQ and global identity but only in the context of multi-cultural management teams. The research presented here proposes a model that is applicable to consumer marketing. Design/methodology/approach Online surveys are used to collect data from the USA with a snowball sampling technique and from the UK with panel data. A structural equation model (SEM) is estimated in analysis of moment structures 25 and Hayes bootstrap mediation tests are used to test the hypotheses. Findings The SEM results show that global identity influences motivational CQ, motivational CQ influences cognitive, metacognitive and behavioral CQ and cognitive and behavioral CQ influence consumer willingness to buy foreign products. Results from Hayes Bootstrap mediation tests show that motivational CQ mediates the relationships between global identity and the other three CQ dimensions. Practical implications The findings imply that firms can gauge and enhance consumer CQ levels by investigating or influencing levels of global identity; managers can influence or gauge consumer metacognitive, cognitive and behavioral CQ through motivational CQ; and managers can target consumers with high cognitive and behavioral CQ levels when marketing foreign products. Originality/value This paper not only provides a deeper understanding of the relationships between global identity and cultural intelligence but also incorporates CQ in a consumer context. Previous research has only discussed CQ in the context of managers.
11
Cabral, Angelo Miguel R., Fernando Manuel P. O. Carvalho, and Jose Antonio V. Ferreira. "EMOTIONAL INTELLIGENCE AND CULTURAL INTELLIGENCE IN TOP MANAGEMENT OF INTERNATIONAL SMES." EURASIAN JOURNAL OF BUSINESS AND MANAGEMENT 8, no. 3 (2020): 240–65. http://dx.doi.org/10.15604/ejbm.2020.08.03.007.
Full textAbstract:
The psychological characteristics of international firms’ decision-makers are of major importance in an increasingly borderless business world. Cultural intelligence (CQ) and emotional intelligence (EI) endow individuals with critical abilities to interact in multicultural environments. Given the scarcity of empirical studies, this research studies the relationship between CQ and EI and their dimensions respectively. This study focuses on the decisionmakers of international micro, small and medium-sized enterprises. The sample is composed of 307 international top managers. Constructs convergent and discriminant validities were verified and the relationship between them was assessed. Despite difference, the two intelligences are significantly related. In relation to their dimensions, significant relationships emerged as well significant emotional predictors of cultural intelligence. According to the results, the two intelligences emerged as important related capabilities within international top managers. We attested that in international business contexts, cultural and emotional intelligences are important and related capabilities.
12
Ahn, Mark J., and Larry Ettner. "Cultural intelligence (CQ) in MBA curricula." Multicultural Education & Technology Journal 7, no. 1 (April 5, 2013): 4–16. http://dx.doi.org/10.1108/17504971311312591.
Full text
13
Michailova, Snejina, and Dana L. Ott. "Linking international experience and cultural intelligence development." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 1 (March 12, 2018): 59–78. http://dx.doi.org/10.1108/jgm-07-2017-0028.
Full textAbstract:
Purpose The purpose of this paper is to critically examine the literature on the relationship between international experience (IE) and cultural intelligence (CQ) development, and advocate for the utilization of theory to explain this relationship. Design/methodology/approach On the basis of the premise that CQ can be developed through IE, the authors review existing empirical research in regards to this relationship. The authors conducted a search of the main business, education, and psychology databases for articles published from 2003, the year when the CQ construct was introduced, through 2017. The search focused on studies where CQ was tested as a dependent variable or as a mediator between IE and a dependent variable, and resulted in 15 empirical articles and three book chapters. Findings A critical analysis of the relationship between IE and CQ reveals considerable variation and inconsistencies among findings within the extant empirical literature. The authors argue that this is mainly because most studies fail to apply a theory to explain the link between these two constructs. The authors draw from social learning theory (SLT) to illustrate how it can be utilized to detail the relationship between IE and CQ development. The authors also suggest how future research can advance the understanding of this relationship, and outline the implications of such examinations for practice. Originality/value While substantive knowledge has been generated to understand CQ as an antecedent, the authors investigate CQ development as the dependent variable. The critical review of this literature identifies a specific weakness within previous research and the authors offer a way to resolve it. SLT, which views learning as being affected by both observation and experience, and includes attention, retention, and participative reproduction, is one potentially powerful tool that can explain why and how IE can lead to CQ development. This is a far more fine- grained and detailed approach to understanding and explaining the relationship between the two constructs than provided by previous studies.
14
Tuan, Luu Trong. "From cultural intelligence to supply chain performance." International Journal of Logistics Management 27, no. 1 (May 9, 2016): 95–121. http://dx.doi.org/10.1108/ijlm-01-2014-0009.
Full textAbstract:
Purpose – Cultural intelligence (CQ) has transcended its role of adaptation to local values toward narrowing the cultural gap between foreign stakeholders and local stakeholders in the supply chain. The purpose of this paper is to decipher the catalyzing role of CQ in its chain effect, through corporate social responsibility and trust, to supply chain performance and competitive intelligence (CI). Design/methodology/approach – The proof for the research model was derived from the SEM-based analysis of cross-sectional data provided by 392 respondents from MNCs in Vietnamese business landscape. Findings – Findings, from this inquiry, produce the evidence for the positive effect of all four dimensions of CQ (metacognitive, cognitive, motivational, and behavioral CQ) on ethical and legal CSR, as well as knowledge-based and identity-based trust, which leverage supply chain performance. The connectivity between supply chain performance and CI was also established. Originality/value – Supply chain literature, from this research model, has increased its breadth with the novel role of CQ and stakeholder-oriented levers such as CSR in heightening supply chain performance.
15
Hong, Gahye, and Eunmi Kim. "Cultural intelligence in the choice of international assignments." Social Behavior and Personality: an international journal 50, no. 5 (May 4, 2022): 1–7. http://dx.doi.org/10.2224/sbp.10218.
Full textAbstract:
We investigated the relationship between expatriate candidates' cultural intelligence (CQ) and organizational attractiveness, and examined the moderating role of the host location as a boundary condition of this relationship. Korean participants (N = 407) randomly took one of two assignment locations (Vietnam or US) and answered questions on individual ability in acceptance of cultures, and willingness to be assigned to an expatriate position in each location. Results show that CQ was positively related to organizational attractiveness, and applicants with high CQ were more positive in their choice of an assignment in Vietnam (vs. US). Therefore, to recruit talented expatriates to emerging countries, in particular, managers should consider the CQ of expatriate candidates.
16
Jyoti, Jeevan, and Sumeet Kour. "Factors affecting cultural intelligence and its impact on job performance." Personnel Review 46, no. 4 (June 5, 2017): 767–91. http://dx.doi.org/10.1108/pr-12-2015-0313.
Full textAbstract:
Purpose The purpose of this paper is to examine the impact of social intelligence (SQ) and emotional intelligence (EQ) on cultural intelligence (CQ) and to further examine the mediating role played by cross-cultural adjustment (CCA) in the relationship between CQ and job performance. Furthermore, the role played by experience and perceived social support between CQ and CCA has also been assessed. Design/methodology/approach Data were collected from 342 managers working in nationalized banks in J&K (India). Exploratory factor analysis was used for scale purification. Data were validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling. Findings The study reveals that EQ and SQ significantly affect CQ. In addition, CCA mediates the relationship between CQ and job performance. Finally, perceived social support and experience moderates the relationship between CQ and CCA. The implications and limitations of the study have also been discussed. Research limitations/implications The study is cross-sectional in nature. The study has been carried out in the Indian cultural context, which can be extended to other Asian countries. Practical implications The study enhances the knowledge about CQ as an effective intercultural competency. Organization can use the CQ scale as a selection tool. Originality/value This study empirically examined the relationship between the predictors and the outcomes of CQ. Further, the study examines the moderated mediation effect of the interaction of CQ and experience and CQ and perceived social support through CCA on job performance.
17
Tuan, Luu Trong. "Entrepreneurial orientation and competitive intelligence: cultural intelligence as a moderator." Journal of Research in Marketing and Entrepreneurship 17, no. 2 (October 19, 2015): 212–28. http://dx.doi.org/10.1108/jrme-07-2015-0038.
Full textAbstract:
Purpose – The purpose of this paper is to investigate the role of entrepreneurial orientation (EO) in promoting competitive intelligence (CI). CI is an organization’s capability to acquire and decode competitor information to enhance its competencies for capturing opportunities in the market place. In view of the importance of CI in the organization’s growth, organizational factors that leverage CI still have attracted scholarly attention. This research also seeks an understanding into the moderating role of leaders’ cultural intelligence (CQ) on the EO–CI relationship. Design/methodology/approach – The research model was tested on cross-sectional data from 409 respondents from multi-national companies (MNCs) in Vietnam business context. Findings – Research findings confirmed the moderating role that leaders’ CQ plays on the positive effect of EO on CI. Originality/value – This research contributes to literature through identifying the convergence of entrepreneurship and CI research streams, and the moderation role of CQ on the EO–CI relationship in multi-nationals.
18
Alcorn, Brian, and Beth Eisenfeld. "Cultural Intelligence in the Study of Intelligence." Journal of Strategic Security 15, no. 1 (April 2022): 148–60. http://dx.doi.org/10.5038/1944-0472.15.1.2006.
Full textAbstract:
Intelligence officers often interact in culturally diverse settings different from the settings in which they grew up. Yet, there is a lack of academic research about the integration of culture and the study of intelligence. Researchers have made Cultural Intelligence (CQ) measurable via the Cultural Intelligence Scale (CQS) and successfully applied it in the business world as a predictor of success in multi-cultural environments. This article describes an application of the CQS, using the Observer Report questionnaire to assess the memoirs of three successful intelligence officers to ascertain the degree that CQ applies to the success of officers in United States Intelligence Community (USIC) in multicultural environments. The study results indicated each intelligence officer possessed a high degree of cultural intelligence that assisted in the course of their duties and the CQS is a good assessment tool to measure cultural intelligence. Keywords: Cultural intelligence, Cultural Intelligence Scale, CQS, Cultural Intelligence Quotient
19
Charoensukmongkol, Peerayuth. "Cultural intelligence of entrepreneurs and international network ties." Management Research Review 38, no. 4 (April 20, 2015): 421–36. http://dx.doi.org/10.1108/mrr-09-2013-0214.
Full textAbstract:
Purpose – This paper aimed to investigate whether the cultural intelligence (CQ) of entrepreneurs is associated with the quality of the relationships firms develop with foreign networks. Design/methodology/approach – The samples include small and medium manufacturing firms in Thailand. Data were collected with a self-administered questionnaire survey. A list of 1,000 firms was randomly selected from the directory of Thai exporters. A total of 129 surveys were returned. Partial least square regression was used to analyze the data. Findings – The results revealed a positive association between the CQ of entrepreneurs and the quality of the relationships that small and medium enterprises (SMEs) had with foreign customers, foreign suppliers and foreign competitors. The quality of the relationships was also associated positively with export performance. However, there was no significant evidence for the role of the quality of relationships with foreign competitors in export performance. Research limitations/implications – The use of cross-sectional data makes it difficult to claim causality between the constructs. Moreover, the CQ and export performance measures that use subjective evaluation may cause bias. The small sample size also limits the generalizability of the results. Practical implications – The results suggested that CQ is a key capability entrepreneurs must develop to conduct business more successfully in foreign markets. Social implications – Because SMEs are considered a key driver of a country’s economic development, CQ training could be an important choice on which the government should focus. Furthermore, as the world economy is more integrated, CQ training can significantly help people improve cross-cultural communication skills which are essential for them to be successful in today’s globalized economy. Originality/value – Despite the increasing popularity of CQ research, evidence for its contribution to the ability of entrepreneurs to develop good relationships with foreign firms is lacking. The main contribution of this study is to bridge this research gap by providing empirical evidence.
20
Bücker, Joost, Olivier Furrer, and Tanja Peeters Weem. "Robustness and cross-cultural equivalence of the Cultural Intelligence Scale (CQS)." Journal of Global Mobility: The Home of Expatriate Management Research 4, no. 3 (September 12, 2016): 300–325. http://dx.doi.org/10.1108/jgm-05-2016-0022.
Full textAbstract:
Purpose The purpose of this paper is to assess the cross-cultural equivalence of the four-dimensional 20-item Cultural Intelligence Scale (CQS) and the two-dimensional 12-item cultural intelligence (CQ) short scale. Furthermore, the study elaborates on the results by discussing the differences between culturally equivalent and culturally non-equivalent items. Design/methodology/approach Data gathered from 607 students with a Chinese or Dutch background and mature international experience serve to test the cross-cultural equivalence of the CQS. Findings This study addresses the lack of clarity concerning the cross-cultural equivalence of the CQS in the extended domain of empirical research involving CQ. Furthermore, the consequences of the cultural equivalence tests are discussed. Practical implications Comparing CQ scores across cultures is only meaningful with the use of the adjusted, two-dimensional scale. Practitioners must be aware of the emic-etic character of the measurement instrument they use. Originality/value This study addresses the lack of clarity concerning the cross-cultural equivalence of the CQS in the extended domain of empirical research involving CQ. Furthermore, the consequences of the cultural equivalence tests are discussed.
21
Ratasuk, Akaraphun, and Peerayuth Charoensukmongkol. "Does cultural intelligence promote cross-cultural teams' knowledge sharing and innovation in the restaurant business?" Asia-Pacific Journal of Business Administration 12, no. 2 (April 16, 2020): 183–203. http://dx.doi.org/10.1108/apjba-05-2019-0109.
Full textAbstract:
PurposeThis research investigates knowledge sharing and innovation on the part of culturally diverse teams in the restaurant business and their relation to cultural intelligence (CQ), in which CQ was conceptualized as a team-level variable.Design/methodology/approachSurvey data were collected from 103 cross-cultural teams in restaurants located in five popular tourist destinations in Thailand and were derived from multiple sources to prevent common method bias. The data that measured team CQ and knowledge sharing were collected from all members in each team and were averaged to create aggregate measures at the team level, while the team supervisor evaluated the teams' innovative performance. Partial least squares structural equation modeling was used in the data analysis.FindingsThe results indicated that those teams that demonstrated high CQ tended to exhibit a greater degree of team knowledge sharing and receive higher evaluations of their innovative performance than did those that demonstrated low CQ. The results also showed that team knowledge sharing mediated the relation between team CQ and innovation.Originality/valueCQ's contribution in cross-cultural teams measured at the team level contributes additional knowledge to prior CQ research that rarely has investigated the phenomenon at the aggregate level.
22
Pasztor, Judit. "Cultural Intelligence (CQ) and Cultural Exposure Through Mobility Programs." GiLE Journal of Skills Development 1, no. 1 (March 9, 2021): 50–66. http://dx.doi.org/10.52398/gjsd.2021.v1.i1.pp50-66.
Full textAbstract:
As a result of globalisation, a significant proportion of companies operate across borders and in many cases, work communities are also organised from workers with diverse cultural backgrounds. Due to the intensive flow of services, goods and labour, and cultural differences, conflicts can arise, and these tensions can negatively affect people and organisations' well-being and performance. Nowadays, cultural knowledge and intercultural competencies are more appreciated and highly requested by most employers.The younger generations (Generation Z and Millennials) were born into cultural diversity and have broad mobility possibilities to deepen their intercultural competencies, but the older generations in Hungary had more limited mobility opportunities. Cultural intelligence (CQ), which is the ability to adapt to different intercultural interactions effectively, can be developed effortlessly by spending extended periods abroad. High CQ results in better interpersonal relationships and work performance in culturally diverse environments. Cultural intelligence is a widely researched field within the managerial studies, but most studies focus on international students, young business students and sojourners. Thus, our primary goal was to explore not just the adolescents and young professionals, but the middle-aged and seniors as well.This quantitative study aimed to explore Hungarian generations' cultural intelligence and find possible connections between cultural intelligence and overseas exposure/mobility program participation. To answer our research questions, we analysed the total and dimensional CQ scores of 329 Hungarian respondents and compared the results based on participation in different mobility programs, length and frequency of cultural exposure.
23
Yow, Li Ping, Fah Choy Chia, and Wah Peng Lee. "Effect of Prior International Experience on Cultural Intelligence Level and Cross-Cultural Adjustment Among Temporary Project Team." Malaysian Journal of Social Sciences and Humanities (MJSSH) 7, no. 6 (June 27, 2022): e001579. http://dx.doi.org/10.47405/mjssh.v7i6.1579.
Full textAbstract:
Globalisation is no longer a new phenomenon in recent years. Many businesses employ eligible expatriates to work in their organisations, including the construction sector. The ability of an expatriate to adapt effectively across cultures is commonly referred to as cultural intelligence (CQ) and cross-cultural adjustment (CCA). Both are cited as essential factors for expatriate performance in the international workplace. Nevertheless, the interrelationship between the CQ of the international construction project team and CCA has mostly been ignored. Hence, this study intended to explore the correlation between CQ and CCA levels among construction expatriates and further investigated the effect of prior international experience on their CQ and CCA level. Spearman rank correlation and Mann-Whitney U test were conducted on the 191 responses accepted. The results revealed their CQ has positively and significantly correlated with CCA, i.e. general, work and interaction, particularly in motivational CQ. Moreover, expatriates' prior international experience in the study domain could lead expatriates to a lower CQ and a lower adjustment level. Respondents with prior international work experience had a higher CQ level. However, the longer the period of previous international work experience, the weaker the cognitive CQ and behavioural CQ. This study can contribute to the predictors affecting the outcome of international assignments that can be employed to select the right applicants to fit into a multicultural project team in the construction industry.
24
Luu, Tuan. "Cultural intelligence and state suspicion: attachment styles as moderators." Corporate Communications: An International Journal 22, no. 1 (February 6, 2017): 113–32. http://dx.doi.org/10.1108/ccij-06-2015-0032.
Full textAbstract:
Purpose State suspicion is a suspension in employees’ cognitive and motivational drives toward the organization. The purpose of this paper is to investigate the role of leaders’ cultural intelligence (CQ) in mitigating employees’ state suspicion. An understanding was also sought on moderating roles of employees’ attachment styles on the negative relationship between CQ and state suspicion. Design/methodology/approach Harvested from respondents from multinational software companies in Vietnam business context, the data were analyzed through hierarchical multiple regression analysis. Findings The data provided evidence for the negative effect of leaders’ CQ on employees’ state suspicion. Employee attachment styles were also found to play the moderating roles for that negative relationship. Originality/value This research advances suspicion research stream through its convergence with CQ research stream.
25
Chang Alexander, Kristofer, Stewart Chang Alexander, Luke T. Ingersoll, Monica L. Miller, Cleveland G. Shields, John A. Gipson, and Charles A. Calahan. "Evaluating an Intensive Program to Increase Cultural Intelligence: A Quasi-Experimental Design." Frontiers: The Interdisciplinary Journal of Study Abroad 33, no. 1 (February 26, 2021): 106–28. http://dx.doi.org/10.36366/frontiers.v33i1.497.
Full textAbstract:
This study used a quasi-experimental design to compare the effects of an intercultural development program on students' Cultural Intelligence (CQ) compared with students in a summer research program who did not receive the intervention. Social Learning Theory guided a 9-week student-centered cultural learning course focused on attention, retention, and reproduction of each CQ domain. After the course, students had opportunities to practice their CQ abilities while studying abroad. Pre-assessment CQ determined an
individualized learning plan. Reflective journaling and cultural mentoring were used to maximize student CQ growth. Using multi-level modeling, we observed a statistically significant increase in three CQ domains compared to the comparison control group: cognitive (p<.01), metacognitive (p<.01), and behavioral CQ (p<.01). Motivation CQ scores did not significantly improve (p=0.08). Our results suggest that a university intercultural
development program that intentionally combines a cultural learning course with a study abroad experience may improve students’ CQ.
26
Coves Martínez, Angel Luis, Carmen M. Sabiote-Ortiz, and Juan Miguel Rey-Pino. "The influence of cultural intelligence on intention of internet use." Spanish Journal of Marketing - ESIC 22, no. 2 (August 20, 2018): 231–48. http://dx.doi.org/10.1108/sjme-04-2018-0024.
Full textAbstract:
Purpose Each culture is defined by norms, beliefs and values which influence and complicate individual thoughts and actions. Cultural intelligence (CQ) is a novel concept that reflects the ability of individuals of certain cultures to adapt to the general conditions of a different society. This study aims to explore the relationship between CQ and technology adoption in the form of intention to use the internet. Design/methodology/approach This quantitative empirical study, based on data from a questionnaire completed by 201 university students, proposes three models to analyse the direct, indirect and moderating influence of the CQ on intention to use the internet. Findings The study reveals that CQ has an indirect influence on the intention to use the internet. Originality/value Most research to date has focused on analysing the influence of CQ in the cross-cultural field. This work contributes to the development of the concept of CQ as a decisive factor in a globalised world and analyses its impact on the internet, a tool that is fundamental at all levels.
27
O’Sullivan, Sharon L. "Applying cultural intelligence to religious symbols in multinationals." Cross Cultural & Strategic Management 24, no. 2 (May 2, 2017): 365–82. http://dx.doi.org/10.1108/ccsm-05-2015-0069.
Full textAbstract:
Purpose The purpose of this paper is to describe how religious symbols might impede employees’ motivational cultural intelligence (CQ) in some international contexts, and how multinational managers might employ this knowledge to respond in a manner that mitigates risks to knowledge sharing. Design/methodology/approach The paper uses several theories (e.g. CQ, social categorization, expectancy, and contact theories) to develop a conceptual model about the nature of the risk to employees’ motivational CQ. It then draws on models of acculturation to explore how multinational corporation managers might respond. Findings It is conjectured that the salience of religious-based value conflict, learned both vicariously and through direct experiences, will adversely impact motivational CQ, and that the introduction of religious symbols may exacerbate this relationship. A framework of possible interventions is offered, and each intervention approach is evaluated in terms of how it may mitigate or exacerbate the risks raised by the model. Research limitations/implications The proposed model requires empirical validation. Practical implications Multinationals are advised how (and why) to treat the preservation of motivational CQ as central to any intervention in the conflict over religious symbols. Social implications An uninformed response to controversy over religious symbols could impede knowledge sharing and potentially exacerbate broader societal tensions (UN Global Compact, 2013). Therefore, this paper addresses a clear socio-economic need. Originality/value Controversy over the use of religious symbols in the workplace has generated considerable international media attention, but has been neglected by cross-cultural management research.
28
Kadam, Raavee, Srinivasa Rao, Waheed Kareem Abdul, and Shazi Shah Jabeen. "A comprehensive examination of antecedents of cultural intelligence amongst students." International Journal of Educational Management 34, no. 2 (August 8, 2019): 245–62. http://dx.doi.org/10.1108/ijem-10-2018-0331.
Full textAbstract:
Purpose The purpose of this paper is to investigate the various antecedents that impact the development of cultural intelligence (CQ) among students. The study also explores how growing up as a third culture kid (TCK) or a monoculture kid (MCK) impacts the relationship between the antecedents and CQ. Design/methodology/approach Using data from 307 students consisting of both TCKs and MCKs, the authors test the direct effects and moderation model amongst the antecedents and CQ. Convenience sampling was employed to choose the participants for the study. Data were collected using a structured questionnaire and administered to the students via e-mail. Findings The results indicated that short-term trips abroad, undertaking a cross-cultural management course, local culture proficiency, watching films from other cultures, language of work proficiency, having friends from other cultures and interaction with people from different nationalities had a significant effect on CQ. Practical implications This study provides a list of variables that facilitate the development of intercultural competence amongst students, which can be used as a base by academic institutions to develop various courses, classroom activities and university programs. Also, classifying students as TCKs and MCKs helps us understand which CQ antecedents are more important for which category of students. Originality/value This is one of the first studies on antecedents of CQ, which explores the impact of being a TCK or MCK on the development of students’ CQ.
29
Clark, Jeremy Michael, and Daiane Polesello. "Emotional and cultural intelligence in diverse workplaces: getting out of the box." Industrial and Commercial Training 49, no. 7/8 (September 4, 2017): 337–49. http://dx.doi.org/10.1108/ict-06-2017-0040.
Full textAbstract:
Purpose The purpose of this paper is to explore how cultural intelligence (CQ) and emotional intelligence (EI) can assist with navigating the complexities associated with diversity in the workplace. Design/methodology/approach This paper was developed through a comprehensive literature review related to the constructs of EI and CQ. Findings The authors focused on the conceptualization and evolution of the intelligence types as reflected in the literature, examine research that connects the intelligence types with issues of the workplace, and its contributions when used in a diverse workplace for improving organizational outcomes and access and inclusion of underrepresented cultural and social groups. Originality/value This paper explores the constructs of EQ and CQ and specifically the value the constructs may provide to individuals and organizations. Further, means of developing CQ and EI are discussed
30
Jurásek, Miroslav, and Petr Wawrosz. "TRENDS IN CULTURAL INTELLIGENCE RESEARCH IN THE CONTEXT OF INTERCULTURAL MANAGEMENT." E+M Ekonomie a Management 24, no. 3 (September 2021): 40–57. http://dx.doi.org/10.15240/tul/001/2021-03-003.
Full textAbstract:
Cultural intelligence (CQ), expressing a capacity to effectively function in a cultural or culturally diverse environment (professional and otherwise), has great importance not only for the success of individuals who operate professionally in a intercultural environment, but also for the competitiveness of companies or organizations operating in international markets. For this reason research about CQ abroad is given the high level of attention, however this is not the case in the Czech Republic. This review uses the relatively new method of systematic quantitative literature review to provide a detailed mapping of cultural intelligence research in the years 2015–2019. The results of the analysis indicate that CQ is a global multidisciplinary phenomenon that has become established in intercultural management as a compelling area of research. The concept of CQ is well conceptualized and operationalized; the research at present is focused on the known relationships of new mediators or moderators and other correlations between CQ and new variables are being sought at the level of international economies and management. From the number of published research outcomes it can be seen that interest in CQ is growing, primarily among authors from multicultural countries. Researchers in the years 2015–2019 tested (predominantly in empirical studies) far more hypotheses related to CQ than they did in a comparable previous period; the studies took place in 33 countries, however mostly in the USA. European countries nonetheless fall somewhat behind in this area. Building on previous literature reviews, the nomological network of CQ has been supplemented for the years 2018 and 2019. From the classification of research outcomes it is evident that researchers are most interested in topics oriented on psychology of work. Our study brings entirely new information about CQ research pertaining to the methods used in quantitative analysis and the characteristics of respondents and localization of research.
31
Berraies, Sarra. "Effect of middle managers’ cultural intelligence on firms’ innovation performance." Personnel Review 49, no. 4 (December 17, 2019): 1015–38. http://dx.doi.org/10.1108/pr-10-2018-0426.
Full textAbstract:
Purpose The purpose of this paper is to examine the effect of the metacognitive, cognitive, motivational and behavioral dimensions of the middle managers’ cultural intelligence (CQ) on firms’ innovation performance in a context of cultural diversity and the mediating role of knowledge sharing in this relationship. The author deepens the analysis by exploring the moderating role of collaborative climate (CC) on the link between CQ and KS. Design/methodology/approach A survey was conducted on 186 foreign middle managers working in Tunisian firms. The data analysis was performed via the partial least square method. Findings The results revealed that middle managers’ metacognitive CQ has a positive effect on KS, which in turn enhances firms’ innovation performance. In this line, KS partially mediates the relationship between metacogntive CQ and innovation performance. Findings also indicate that CC moderates the link between three dimensions of CQ, namely metacognitive, behavioral and motivational CQs and KS. Originality/value The paper sheds lights on the contribution of middle managers’ CQ and the CC within firms to the KS and innovation performance in a context of cultural diversity. At the best of the author’s knowledge, the links among these variables had not been empirically examined, especially involving samples of middle managers. This study offers important insights for managers by providing them with tools to improve KS and firms’ innovation.
32
Akhter, Ayeasha, Md Mobarak Karim, and K. M. Anwarul Islam. "The impact of emotional intelligence, employee empowerment and cultural intelligence on commercial bank employees’ job satisfaction." Banks and Bank Systems 16, no. 4 (October 21, 2021): 11–21. http://dx.doi.org/10.21511/bbs.16(4).2021.02.
Full textAbstract:
This paper aims to examine the impact of emotional intelligence (EQ), employee empowerment (EE), and cultural intelligence (CQ) on commercial bank employees’ job satisfaction in Bangladesh. For this purpose, a survey questionnaire was developed based on pre-tested constructs. The study used a convenience sampling technique, supplemented by a non-probability sampling method. 200 bank employees were invited to participate in the survey; finally, 130 responses were received as fully complete, with a 65% response rate. Hence, the sample size is n = 130. Cronbach’s alpha value was used to determine the internal consistency of the study constructs. SPSS version 26.0 was used to analyze the correlation test and hypotheses test. The findings show that emotional intelligence (EQ) with a beta (β) value of 0.510 has a statistical and positive effect on bank employees’ job satisfaction. Also, employee empowerment (EE) with a beta value of (β) 0.418 and cultural intelligence (CQ) with a beta (β) of 0.372 were found to be significant predictors of job satisfaction. This indicates that bank managers should utilize EQ and CQ to increase bank employee satisfaction and focus on employee engagement at the workplace. According to the study, if bank employees become more emotionally stable and culturally intelligent at their workplace, they will be more satisfied with their current jobs. Besides, if bank employees are given more opportunities to carry out their job responsibilities, they will be more satisfied with their jobs. The paper outlines several significant implications for commercial bank managers and offers some notable directions for future research.
33
Cray, David, Ruth McKay, and Robert Mittelman. "Cultural intelligence and mindfulness: teaching MBAs in Iran." Journal of International Education in Business 11, no. 2 (November 5, 2018): 220–40. http://dx.doi.org/10.1108/jieb-12-2016-0048.
Full textAbstract:
Purpose A dynamic global economy has increased the need for cross-cultural flexibility and cultural intelligence (CQ). While a large literature has examined various means to increase CQ in student and expatriate populations, its importance for teachers in cross-cultural settings has been largely unexamined. This paper aims to use the experiences of a group of professors in an MBA programme in Iran to investigate the effect of their activity on their cross-cultural skills. Design/methodology/approach Using structured interviews and content analysis, the authors draw on the experiences of business faculty from a Canadian business school who helped deliver an MBA programme in Iran to investigate how their experiences in a country new to them were reflected in the components of CQ. Findings Using an established model of CQ, the authors find contributions to all three facets, knowledge, mindfulness and behaviour, indicating that such exchanges can be regarded as important for students and teachers alike in an international educational context. Originality/value With more and more teaching extending across cultural boundaries in both domestic and international settings, the capacity of instructors to read, interpret and react to the attitudes, beliefs and behaviours of their students is an important factor in the success of these programs. To this point, at least within the business education literature, the influence of such encounters on the instructors involved has been neglected.
34
Akhal, Khalid, and Shimin Liu. "Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China." Management Research Review 42, no. 7 (July 15, 2019): 818–36. http://dx.doi.org/10.1108/mrr-04-2018-0157.
Full textAbstract:
Purpose Expatriates’ cross-cultural adjustment is one of the crucial factors for multi-national corporations’ (MNCs’) global success, which if neglected can lead to poor performance and increased turnover rates. On the other hand, cultural intelligence (CQ) is an important perspective for understanding international business success. Utilizing a relatively large sample of foreign professionals (n = 402) working in Mainland China, this study aims to test the effects of cultural intelligence on expatriates’ cross-cultural adjustment and their turnover intentions. Design/methodology/approach Data were collected via a cross-sectional survey, and the hierarchical multiple regression technique was used to test the hypotheses. The facets of cross-cultural adjustment were treated as potential predictors of turnover intentions and mediators in the relationship between CQ and turnover intentions. Findings With the exception of CQ-behavioral, the other three dimensions of CQ had varying positive effects on the three facets of expatriates’ cross-cultural adjustment. When the variable of turnover intentions was regressed on the four dimensions of CQ, the motivational dimension was the only predictor. Also, general and work adjustment facets had strong effects on turnover intentions, thus when they entered in the third step after CQ-motivational, they provided full mediation. Practical implications Given the strong and positive effects of all CQ dimensions on all facets of cross-cultural adjustment, MNCs should assess and select individuals with high CQ levels for international assignments. Based on the correlations of the control variables, age and level of education, MNCs should keep an eye on those who are young and those with higher levels of education as they are more likely to leave their international assignments prematurely. Expatriates themselves should set long-term personal plans for acquiring the needed cultural knowledge. Originality/value This research extends the relationship between CQ and cross-cultural adjustment to expatriates’ turnover intentions, a very costly problem for MNCs, yet barely researched in the context of CQ. This study also extends the geographical validity of CQ to Mainland China, a very lucrative market for global MNCs, yet a challenge for Western expatriates in particular.
35
Ramsey, Jase R., Amine Abi Aad, Chuandi Jiang, Livia Barakat, and Virginia Drummond. "Emergence of cultural intelligence and global mindset capital: a multilevel model." Multinational Business Review 24, no. 2 (July 18, 2016): 106–22. http://dx.doi.org/10.1108/mbr-12-2015-0062.
Full textAbstract:
Purpose The purpose of this paper is to establish under which conditions researchers should use the constructs cultural intelligence (CQ) and global mindset (GM). The authors further seek to understand the process through which these constructs emerge to a higher level and link unit-level knowledge, skills and abilities (KSAs) capital to pertinent firm-level outcomes. Design/methodology/approach This paper is a conceptual study with a multilevel model. Findings This paper differentiates two similar lines of research occurring concordantly on the CQ and GM constructs. Next, the authors develop a multilevel model to better understand the process through which CQ and GM emerge at higher levels and their underlying mechanisms. Finally, this paper adds meaning to the firm-level KSAs by linking firm-level KSAs capital to pertinent firm-level outcomes. Research limitations/implications The conclusion implies that researchers should use CQ when the context is focused on interpersonal outcomes and GM when focused on strategic outcomes. The multilevel model is a useful tool for scholars to select which rubric to use in future studies that have international managers as the subjects. The authors argue that if the scholar is interested in an individual’s ability to craft policy and implement strategy, then GM may be more parsimonious than CQ. On the other hand, if the focus is on leadership, human resources or any other relationship dependent outcome, then CQ will provide a more robust measure. Practical implications For practitioners, this study provides a useful tool for managers to improve individual-level commitment by selecting and training individuals high in CQ. On the other hand, if the desired outcome is firm-level sales or performance, the focus should be on targeting individuals high in GM. Originality/value This is the first theoretical paper to examine how CQ and GM emerge to the firm level and describe when to use each measure.
36
Rao, Asha. "NEGOTIATOR CULTURAL INTELLIGENCE (CQ): IMPACT IN VIRTUAL, CROSS-CULTURAL NEGOTIATIONS." Journal of International Management Studies 17, no. 3 (December 1, 2017): 57–66. http://dx.doi.org/10.18374/jims-17-3.5.
Full text
37
Blasco, Maribel, Liv Egholm Feldt, and Michael Jakobsen. "If only cultural chameleons could fly too." International Journal of Cross Cultural Management 12, no. 2 (July 6, 2012): 229–45. http://dx.doi.org/10.1177/1470595812439872.
Full textAbstract:
The article offers a critique of the concept of cultural intelligence (CQ) from a semiotic perspective. It addresses three assumptions that underpin the CQ concept: that CQ exists, that conflict and misunderstandings are antithetical to CQ and that metacognition involves a cultural dimension. The analysis focuses in particular on the dimension of cultural metacognition which has recently been claimed to be the CQ concept’s main contribution compared to earlier concepts such as cross-cultural or intercultural competence, a claim which is found to be overstated. The article uses the example of CQ training to illustrate the need for greater attention to context and motivation when CQ is deployed for business purposes, as well as to the role of experience in cultural learning processes. At a broader level, the article urges caution in assuming that all human attributes can be trained for business purposes, especially through short-term interventions.
38
Sozbilir, Fikret, and Salih Yesil. "The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)." Journal of Human Sciences 13, no. 1 (April 25, 2016): 2277. http://dx.doi.org/10.14687/ijhs.v13i1.3802.
Full textAbstract:
Cultural Intelligence (CQ) referring to the adaptation to cross-cultural situation, interacting and working effectively in cross-cultural situations is the subject of this study. Globalization and international activities of companies have increased the cross-cultural interaction and commercial links, which in turn have resulted in the need for knowledge and competence about different culture. Within these dynamics, the success of the managers who are in charge of international activities depends on their CQ. The studies related to CQ reveal that it helps to cope with multi-cultural situations, to perform in culturally diverse work groups, to manage culture shock and facilitate effective cross-cultural adjustment, decision making and performance. This study particularly investigates the role of CQ on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP). The study also looks at the link between CCJS and IRP. A research model along with the related hypotheses was developed and tested based on the data collected through survey method from textile companies in Turkey. The results reveal that CQ is positively related to CCJS. The partial support is also obtained from the data regarding the link between CQ and IRP. In addition, the research finds no relationship between CCJS and IRP. The findings are discussed in relation to theory and practice in the conclusion part of the study.
39
Kadam, Raavee, Srinivasa A. Rao, Waheed K. Abdul, and Shazi S. Jabeen. "Cultural intelligence as an enabler of cross-cultural adjustment in the context of intra-national diversity." International Journal of Cross Cultural Management 21, no. 1 (March 3, 2021): 31–51. http://dx.doi.org/10.1177/1470595821995857.
Full textAbstract:
Job transfers within the country can lead to adjustment issues, similar to what expatriates face, especially in the case of highly diverse countries, where a host of sub-cultures exist with distinct cultural practices within a single national culture. Intra-national variations in terms of language, ethnicity, food, clothing, economic development, geographic regions or urban-rural differences can be as significant as cross-cultural differences and cause barriers to social integration. Thus, it becomes important to equip employees with cross-cultural capabilities when they are deployed to a culturally distinct part of the country. The purpose of this study is to investigate the role of cultural intelligence (CQ) as a critical capability that can enable the cross-cultural adjustment (CCA) of employees in a domestic context. Participants of this study consisted of employees from the information technology sector of India, who were transferred to a different state within the country in the past 1-month. They were further categorized into those working in culturally homogenous versus heterogeneous environments. Data were gathered using a structured questionnaire. The hypotheses under study were tested using structural equation modeling. The results indicated that CQ enabled the adjustment of employees within the domestic context. Furthermore, the CQ-CCA relationship was found to be positively moderated by intra-national diversity. While the ability of CQ to predict outcomes in cross-cultural scenarios has already been explored in employee mobility literature, this paper addresses the issues of intra-national diversity and domestic adjustment within the CQ framework, and establishes the usefulness of CQ to overcome the challenges put forth by intra-national differences and within-country cultural variations.
40
Kadam, Raavee, Sreejith Balasubramanian, Waheed Kareem Abdul, and Shazi S. Jabeen. "Predicting organizational citizenship behavior in a multicultural environment: The role of cultural intelligence and cultural distance." International Journal of Cross Cultural Management 21, no. 3 (October 18, 2021): 602–24. http://dx.doi.org/10.1177/14705958211051510.
Full textAbstract:
Cross-cultural research in organizational citizenship behavior (OCB) has primarily focused on testing the generalizability of various OCB dimensions in different cultures, while attempting to unearth any culture-specific OCB notions that may arise from the values of a particular culture. But with the contemporary workplace becoming increasingly multicultural, this research attempts to move beyond the study of OCB in culturally homogenous environments and investigates its manifestation in a multicultural context. This study proposes cultural intelligence (CQ) as one of the antecedents of OCB, which enables individuals in foreign cultures to understand the perceptions of OCB in that particular culture, and posits that individuals with high levels of CQ exhibit OCB in multicultural environments. Furthermore, this study investigates the moderating effect of cultural distance (CD) on the relationship between CQ and OCB to test whether culturally similar or different environments strengthen or weaken this relationship. The study draws upon the trait activation theory to test the hypotheses under investigation. Data for this study were collected from 513 expatriates of 31 different nationalities working in a multicultural environment and analyzed using structural equation modeling. The results indicated that CQ had a positive impact on OCB, but CD did not have any impact on the CQ-OCB relationship. The findings of this study have important implications for human resource managers managing a culturally diverse workforce.
41
Kurpis, Lada Helen, and James Hunter. "Developing Students’ Cultural Intelligence Through an Experiential Learning Activity." Journal of Marketing Education 39, no. 1 (July 25, 2016): 30–46. http://dx.doi.org/10.1177/0273475316653337.
Full textAbstract:
Business schools can increase their competitiveness by offering students intercultural skills development opportunities integrated into the traditional curricula. This article makes a contribution by proposing an approach to developing students’ cultural intelligence that is based on the cultural intelligence (CQ) model, experiential learning theory, and contact theory. This study empirically tests the effectiveness of the proposed approach by developing and conducting a cost-efficient, easy-to-implement experiential learning activity where marketing students and advanced English as a Second Language students interview each other about consumer behavior differences. The activity led to a perceived increase in cultural knowledge, motivation, and confidence in the students’ ability to communicate with people from other cultures. Overall, students deemed the activity a valuable part of their education. Students’ CQ was positively correlated with the self-reported (perceived) prior experience-based and studies-based intercultural competence. Compared with domestic students, international students scored higher only on the Cognitive dimension of CQ.
42
Kadam, Raavee, Srinivasa Rao, Waheed Kareem Abdul, and Shazi Shah Jabeen. "Impact of cultural intelligence on SME performance." Journal of Organizational Effectiveness: People and Performance 6, no. 3 (September 2, 2019): 161–85. http://dx.doi.org/10.1108/joepp-12-2018-0101.
Full textAbstract:
Purpose In environments characterized by high cultural diversity, the ability to understand the cultural makeup of the workforce and the environment would equip business owners with knowledge required to innovate, take risks and proactively change their business offerings. Drawing on the upper echelons theory and action-characteristics model of entrepreneurship, the purpose of this paper is to test how competencies of small business owners, namely, cultural intelligence (CQ) and entrepreneurial orientation (EO) contribute to the performance of their firms. Design/methodology/approach Using a sample of 106 small and medium enterprises (SMEs) from the UAE, the data were collected through structured questionnaires and analyzed using partial least squares–structural equations modeling. Findings Results showed that CQ of the SME owner has a positive effect on firm performance (FP) through the mediating role of EO. Also, CQ of the SME owner was found to have a direct effect on FP, thus asserting its importance as a valuable competency that SME owners need to cultivate when operating in a multicultural environment. Practical implications Skills of the top managers greatly influence the choices and decisions they make, which in turn impact the effectiveness of their organizations. This study focuses on the role of managerial competencies that need to be cultivated among SME owners that would contribute to the growth of their firms. Originality/value This research studies the role of an individual’s cross-cultural and entrepreneurial competencies that enable the organization to achieve higher performance.
43
Safaria, Triantoro, and Khoiruddin Bashori. "Relationship between Spirituality and Emotional Maturity with Cultural Intelligence in Preventing Culture Shock." Psympathic : Jurnal Ilmiah Psikologi 9, no. 1 (October 27, 2022): 45–54. http://dx.doi.org/10.15575/psy.v9i1.15628.
Full textAbstract:
The role of spirituality and emotional maturity (EM) in cultural intelligence (CQ) is mostly carried out in the Westen country compared to Indonesia. Therefore, this quantitative study aims to examine the relationship between spirituality and emotional maturity (EM) with cultural intelligence (CQ). A total of 97 Psychology students from a private university in Yogyakarta were selected using purposive sampling. Data were collected using a modified scale of spirituality, emotional maturity, and cultural intelligence. The hypothesis was examined by using regression analysis. The result of the study showed a significant relationship between spirituality and cultural intelligence. Meanwhile, emotional maturity is insignificantly related to cultural intelligence.
44
Puyod, Jenette Villegas, and Peerayuth Charoensukmongkol. "The contribution of cultural intelligence to the interaction involvement and performance of call center agents in cross-cultural communication." Management Research Review 42, no. 12 (December 9, 2019): 1400–1422. http://dx.doi.org/10.1108/mrr-10-2018-0386.
Full textAbstract:
Purpose This paper aims to investigate the contribution of cultural intelligence (CQ) to the interaction involvement and job performance of call center agents in the Philippines. Design/methodology/approach Data were collected from 213 call center agents from five business process outsourcing firms in the Philippines. Partial least squares structural equation modeling was used for data analysis. Findings CQ was found to be positively associated with the quality of interaction involvement and job performance of the call center agents. Moreover, the positive contribution of CQ to interaction involvement and job performance was significantly greater for those that had less call center work experience than those that had more work experience. Originality/value This study indicates that CQ not only matters in face-to-face communication but also is beneficial for non-personal communication, as with telephone conversation for example. In addition, this study showed new evidence –possessing high CQ tends to be more beneficial for agents that have less work experience.
45
Liberman, Leonardo, and David Kimber Camussetti. "Inter-Cultural Competency in International Locals and their Performance." Multidisciplinary Business Review 14, no. 2 (September 17, 2021): 26–39. http://dx.doi.org/10.35692/07183992.14.2.4.
Full textAbstract:
This paper examines the relationship between intercultural competencies and performance in “international locals”, defined as employees who, albeit not formally appointed to any international position, are regularly exposed to different types of intercultural interactions. From a sample of 258 employees of a multinational company, we selected a sub-group of 94 international locals, and examined the effect of ethnocentrism (ET), cultural intelligence (CQ) and emotional intelligence (EQ) on their performance, utilizing multiple regression analysis. The results show that the higher levels of CQ and/or EQ, the better the performance of international locals. Evidence also indicates that EQ interacts with CQ, triggering or enhancing the effect on performance. Finally, ET does not have any effect on the performance of international locals. The research implies that EQ and CQ are essential for performance in international business situations, and that international locals, who are continually exposed to regular intercultural interactions, need to focus on developing these two competencies. By assessing and helping international locals to develop higher EQ and CQ, organizations can ensure that they have enthusiastic and perseverant employees, who enjoy intercultural interactions, and can contribute to develop competitive advantages and capabilities.
46
Teneta-Skwiercz, Dorota. "Diagnosis of the level of cultural intelligence among students of economics universities in Poland." e-mentor 94, no. 2 (July 2022): 28–35. http://dx.doi.org/10.15219/em94.1560.
Full textAbstract:
An analysis of literature shows that higher education institutions can actively influence the development of students' cultural intelligence (CQ) and thus express their social responsibility. The article's main aim is to diagnose the level of cultural intelligence among students of public economics universities in Poland and to determine the relationship between CQ and factors such as field of study, degree, and gender. This article was developed using research methods such as literature analysis, organizational documentation analysis, participant observation, and a Computer-Assisted Web Interview (CAWI) survey. The respondents were second-year full-time students, both bachelor and master’s degree, of two majors: Management and International Economic Relations (in Polish Międzynarodowe Stosunki Gospodarcze – MSG for short). The study shows that the cultural intelligence of students of public economics universities in Poland is relatively high. No influence of gender on CQ was determined. Contrary to assumptions, it was not observed that MSG studies influence students' CQ development. The correlation between the degree of reflection and the level of cultural intelligence differs depending on the field of study. At each of the three universities studied, no significant differences were found in the overall level of cultural intelligence between students of the two studied majors.
47
Rivera-Mata, Juan. "Study Abroad Develops Cultural Intelligence for International Business Effectiveness, Special Relevance for PELL Students." Frontiers: The Interdisciplinary Journal of Study Abroad 34, no. 4 (November 18, 2022): 144–71. http://dx.doi.org/10.36366/frontiers.v34i4.731.
Full textAbstract:
The global economy and COVID created an interdependency where managers work in multiple countries, requiring cultural awareness. Cultural Intelligent (CQ) is a recent concept described as predictor of cultural adaptation. We studied 188 international business university students in terms of gender, language, major, financial need, and study abroad. We found no statistically significant gender differences in CQ, but we found differences in having a second language, level of studies, and study abroad experience. We also found PELL students develop more CQ than the rest of the students while studying abroad. This study helps to understand the key elements to develop CQ among international students to be effective in the present global business world and to promote the participation of PELL students in study abroad experiences. Abstract in SpanishLa economía global y COVID crearon una interdependencia en la que los gerentes trabajan en varios países, lo que requiere conciencia cultural. La Inteligencia Cultural (CQ) es un concepto reciente descrito como predictor de adaptación cultural. Estudiamos a 188 estudiantes universitarios de negocios internacionales en términos de género, idioma, especialización, necesidades financieras y estudios en el extranjero. No encontramos diferencias de género estadísticamente significativas en CQ, pero encontramos diferencias en tener un segundo idioma, nivel de estudios y experiencia de estudios en el extranjero. También encontramos que los estudiantes PELL desarrollan más CQ que el resto de los estudiantes mientras estudian en el extranjero. Este estudio ayuda a comprender los elementos clave para desarrollar CQ entre los estudiantes internacionales para ser efectivos en el mundo empresarial global actual y promover la participación de los estudiantes PELL en experiencias de estudio en el extranjero.
48
Domingo, Samantha Justine, Julienne Estabaya, and Margarita Medrana. "A Narrative Approach to Understanding the Development of Cultural Intelligence Among Migrant Domestic Workers." Journal of Advanced Research in Social Sciences 4, no. 3 (December 20, 2021): 1–23. http://dx.doi.org/10.33422/jarss.v4i3.662.
Full textAbstract:
Filipino migrants all over the world naturally engage in encounters that necessitate the use of cultural intelligence (CQ) or the ability to interact effectively with people who are culturally different. Studies have shown that CQ improves the well-being of workers and aids in their adjustment in foreign environments. This study examines CQ development among migrant domestic workers who worked in Middle Eastern, East Asian, and Southeast Asian countries. A narrative approach was utilized to make sense of the data gathered from the semi-structured interviews with twelve migrant Filipina domestic workers. Findings show that trainings prior to migration, self-initiated strategies for cultural learning, environmental factors, pagtitiis or perseverance during migration, and adopting cultural values from their former host countries are crucial in the development of their CQ. This study highlights the need for further research on the development of CQ in the informal migrant sector. Our findings contribute to the dearth of qualitative research on CQ and its development, and these may be useful for manpower agencies and governments with migrant workers.
49
Kasemsap, Kijpokin. "Cultural Perspectives and Cultural Dynamics." International Journal of Art, Culture and Design Technologies 5, no. 1 (January 2016): 35–47. http://dx.doi.org/10.4018/ijacdt.2016010103.
Full textAbstract:
The purpose of this article is to summarize the insights from the literature review focusing on the advanced issues and approaches of cultural perspectives and cultural dynamics. The literature review includes various issues of organizational culture, cultural intelligence (CQ), cultural awareness, cultural competence, cultural value, cultural orientation, cultural dimensions, and cultural dynamics. Belonging to a culture can provide individuals with an easy way to connect with others who share the same mindset and values. Culture offers a chance to connect and share the individual's history and beliefs toward business growth and economic development. It is important that individuals should understand the importance of organizational culture, CQ, cultural awareness, cultural competence, cultural value, cultural orientation, cultural dimensions, and cultural dynamics toward gaining improved organizational performance and reaching strategic goals in the digital age.
50
Pandey, Arti, and Peerayuth Charoensukmongkol. "Contribution of cultural intelligence to adaptive selling and customer-oriented selling of salespeople at international trade shows: does cultural similarity matter?" Journal of Asia Business Studies 13, no. 1 (January 7, 2019): 79–96. http://dx.doi.org/10.1108/jabs-08-2017-0138.
Full textAbstract:
Purpose This study aims to examine the contribution of cultural intelligence (CQ) to the level of adaptive selling behavior and customer-oriented selling behavior of salespeople in a cross-cultural selling context. Design/methodology/approach This study collected data from a total of 210 Thai salespeople who had been assigned to work at trade shows in Japan (n = 110) and in Vietnam (n = 100). Findings The findings show that salespeople with higher CQ tend to demonstrate a higher degree of adaptive selling behavior and customer-oriented selling behavior in both countries. The moderating effect analysis shows that the positive relationship between CQ and adaptive selling behavior is significantly higher for Thai salespeople in Japanese trade shows than in Vietnamese trade shows. Research limitations/implications This study uses cross-sectional data collection; therefore, the results have been interpreted as associations, but not causations. Practical implications The study suggests that CQ development programs could be considered as part of the training that organizations provide to salespeople to develop cross-cultural competencies to deal effectively with foreign customers. Originality/value This study provides additional evidence concerning the benefits of CQ in an occupational area that has not been previously explored. More importantly, the result regarding the positive linkage between CQ and adaptive selling behavior was significantly stronger in the country characterized by higher cultural differences. This also contributed to CQ research by showing that differences in a cultural context might also influence the benefits of CQ in relation to the outcome variables.