Cognitive flexibility and cultural intelligence: Exploring the cognitive aspects of effective functioning in culturally diverse contexts

2018 ◽  
Vol 66 ◽  
pp. 12-21 ◽  
Author(s):  
Allan B.I. Bernardo ◽  
Alfred Presbitero
Keyword(s):  
Cognitive Flexibility ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Effective Functioning

scholarly journals Does Emotional Intelligence Pave way for Psychological Well Being and Enhancing Work Performance

2019 ◽  
Vol 8 (2S4) ◽  
pp. 663-672
Keyword(s):  
New York ◽  
Emotional Intelligence ◽  
Job Performance ◽  
Work Environment ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Work Performance ◽  
Well Being ◽  
Psychological Wellbeing ◽  
Strongly Agree

Purpose – Present study is a descriptive and analytical in nature aiming to bring out the relationship among emotional intelligence, cultural intelligence, perceived organizational supporting practices, family support on psychological wellbeing and work performance of the Indian expatriates in United States of America. Design/Methodology/Approach- This study adopts positivist deductive approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the Indian IT expatriates who are assigned to USA working in the four major IT cluster of USA i.e. California, Washington, New York, & Chicago. A total 634 questionnaires were received indicating a response rate of 52 %. The questionnaire for this study consists of 87 items and the five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and regression is the tools used in the present study Findings- An important affiliation was observed among emotional intelligence and expatriate job performance and psychological wellbeing. As the job performance and psychological wellbeing largely dependent on the emotional intelligence of the employee, the job performance of the expatriates is also influenced by the emotional intelligence level of the expatriate. Higher levels of emotional intelligence predict higher the job performance and psychological wellbeing of the expatriate. A significant relationship was found between cultural intelligence and expatriate job performance and psychological wellbeing. When the expatriate face culturally diverse work environment, the Cultural intelligence of the expatriate allows the expatriate to adopt behaviours which potentially contributes to the success of the expatriate in the diverse work environment. A signification had been observed between perceived organizational supporting practices and expatriate performance. Inclination towards repayment towards the organization is high among the employees who are in receipt of major support from the organization. The support of the organization becomes more relevant in the instance of the expatriates because the expatriates are working away from the parent organization in culturally diverse settings. A signification relationship was found between perceived family supports and expatriate performance. When the accompanying family is well adjusted to the new culture, the employee can concentrate more on the job responsibilities. Hence,

scholarly journals How to Improve Communication within an Organization? The Relationship between Cultural Intelligence and Language Competence

2020 ◽  
Vol 12 (2) ◽  
pp. 53-81
Author(s):  
Miroslav Jurásek ◽  
Tomislav Potocký
Keyword(s):  
Language Proficiency ◽  
Undergraduate Students ◽  
Cultural Intelligence ◽  
Language Skills ◽  
Value Added ◽  
Internal Communication ◽  
Foreign Languages ◽  
Language Competence ◽  
Effective Functioning ◽  
The Relationship

AbstractObjective: This article deals with the effective functioning of an organization in the international context. It focuses on the two key aspects of the communication in this respects: cultural intelligence (CQ), the capacity to operate successfully in the multicultural setting, and the quality of internal communication; it is investigated whether CQ (and its components: metacognitive, cognitive, motivational and behavioural) are rather related to the number of foreign languages or the language proficiency a person (or an employee) knows (has).Methodology: The sample of 132 undergraduate students of the English and Czech study programs at one private business university in the Czech Republic was used. The Spearman correlation coefficient, Chi–Square test for independence and the one–way ANOVA test (all of them conducted in the statistical program IBM SPSS Statistics 21) are calculated in the paper.Findings: CQ depends on the quality (the level of proficiency) rather than the quantity (the number) of foreign language skills. This conclusion applies regardless of gender: our data did not confirm that language skills were gender-dependent.Value Added: Recently a very fashionable cultural intelligence (CQ) construct has been explored in relation to a variety of variables and outputs. Nevertheless, insufficient attention has been given to the relationship between cultural intelligence and language competence so far; moreover, the research has brought contradictory results up to now. This study fills the actual knowledge gap.Recommendations: It is shown that in terms of the effective functioning in a culturally unknown environment and with a restricted time to learn foreign languages, it is preferable to develop continuously one´s skills in lingua franca than parallel and more superficial studies of several languages.

scholarly journals Assessing the Impact of Cultural Intelligence on Sustainable Career Competitive Advantage for Students in College of Design

2019 ◽  
Vol 12 (1) ◽  
pp. 10 ◽  
Author(s):  
Jui-Che Tu ◽  
Xiu-Yue Zhang ◽  
Shu-Ping Chiu
Keyword(s):  
Career Development ◽  
Competitive Advantage ◽  
Design Education ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Two Dimensions ◽  
Three Dimensions ◽  
Demographic Differences ◽  
The Impact ◽  
Practical Implications

In culturally diverse career settings, some designers are performing more effectively than others. The competence and intelligence behind their performance are crucial to sustainable career development in the highly competitive and globalized design industry. We believe that cultural intelligence (or CQ as a shorthand label) is highly required in such cross-cultural design situations, and it could be trained and improved through design education. Therefore, to better prepare students in design colleges for sustainable career development, we extend and assess the CQ model in design education. We begin the study by determining the demographic differences of design students in terms of CQ, then clarify associations between CQ and competitive advantage. The results of variance analyses using both a t-test and ANOVA showed that education level had a significant effect on two dimensions of CQ (cognitive and motivational CQs), whereas gender, age, and design field did not have significant effects on any dimensions of CQ. Further, step-wise regression analyses demonstrated that three dimensions of CQ (motivational, metacognitive, and behavioral CQs) had significant impacts on competitive advantage. Based on these results, theoretical and practical implications, as well as suggestions for future studies, are further discussed.

Impact of Cultural Intelligence on Global Business

2015 ◽  
pp. 83-105 ◽  
Author(s):  
Harish C. Chandan
Keyword(s):  
Virtual Teams ◽  
Strategic Alliances ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Cultural Beliefs ◽  
Global Business ◽  
Global Marketplace ◽  
Intercultural Effectiveness ◽  
Global Identity ◽  
The Individual

In today's globalized business world, intercultural effectiveness is crucial to a firm's survival. Cultural intelligence, CQ, is a four-dimensional construct that helps one to understand how the individual cultural beliefs and values influence motivations and behaviors (Ang & Van Dyne, 2009). CQ is related to the three aspects of intercultural effectiveness that include cultural judgment and decision making, cultural adaptation, and task performance (Ang et al., 2007). CQ plays an important role in the areas of global leadership (Van Dyne & Ang, 2006), achievement of managers (Rahimi et al., 2011), global strategic alliances, cross-cultural communications, negotiations, multinational teams (Early & Gibson, 2002), culturally diverse domestic teams, overseas work assignments (Bhaskar-Shrinivas, 2005; Lee & Sukco, 2010; Ramalu et al., 2012), global business competencies, and organizational effectiveness in the global marketplace (Creque, 2011). CQ is also relevant in establishing global identity in culturally diverse virtual teams (Adair et al., 2013).

Are school leaders culturally intelligent? Validation of the cultural intelligence (CQ) scale in the UAE

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ali Al Dhaheri
Keyword(s):  
United Arab Emirates ◽  
Private School ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
School Leaders ◽  
Abu Dhabi ◽  
Response Scale ◽  
Public And Private ◽  
Content Type ◽  
Strongly Agree

Purpose The purpose of this paper is to report results of testing and validation of the cultural intelligence (CQ) Scale in a new location, the culturally diverse United Arab Emirates (UAE) and in a new sector: public and private school leaders. Design/methodology/approach This study surveys 167 school leaders from public and private schools in the UAE using the 20-item version of the CQ Scale, which uses a seven-point Likert response scale of strongly agree to strongly disagree. An examination of the dimensionality of the 20 items was conducted using both principal components analysis and confirmatory factor analysis. Demographics were also gathered. Findings Results from testing and validation of the scale indicated a high level of CQ among school leaders in the Emirate of Abu Dhabi. An examination of the dimensionality of the 20 items showed them to fall into the same structure of four sub-components as conceptually conceived: knowledge, strategy, motivation and behaviour. The mean scores for the four components of CQ in this study indicate high CQ amongst Abu Dhabi school leaders, although the knowledge dimension measured slightly lower. The results confirm previous research that found CQ to be higher in culturally diverse settings, which, according to socio-demographic details gathered in the study applies to the UAE. Originality/value This is the first known study to test the Cultural Intelligence Scale in UAE schools. It answers the call from the CQ Scale developers to validate the scale in diverse contexts.

The Foundation of Cultural Intelligence

2014 ◽  
pp. 348-376 ◽  
Author(s):  
Ben Tran
Keyword(s):  
Human Capital ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Capital Requirements ◽  
Technical Knowledge ◽  
Competitive Advantages ◽  
Knowledge And Skills ◽  
International Experiences ◽  
Different Types ◽  
Intentional Agents

Globalization has expanded the domain of human capital requirements. Besides the traditional human capital requirements of technical knowledge and skills, the experience and skills associated with working in culturally diverse settings are becoming increasingly important (Tran, 2008). This additional human capital dimension—cosmopolitan human capital—is the focus of this chapter and the reason to study cultural intelligence, because they are so inextricably interlinked. Cosmopolitan human capital as a conceptualization has been expanded to include cosmopolitan human capital so as to include international experiences and cultural intelligence capabilities. Tomasello (2001) has argued that culture is what, in large part, separates human from animal intelligence. Tomasello (2001) states that humans have evolved as they have in part because of their cultural adaptions, which in turn develop from their ability even in infancy from about nine months onward to understand others as intentional agents. As such, the purpose of the chapter includes the foundation of cultural intelligence as it relates to human capital, and it concludes with recommendations on how to assess and evaluate whether an organization possesses human capital. The chapter will also assist organizations with evaluating whether they are equipped with developing human capital for competitive advantages based on 11 different types of intelligence.

Ethical leadership, team leader’s cultural intelligence and ethical behavior of team members

2019 ◽  
Vol 48 (5) ◽  
pp. 1381-1392 ◽  
Author(s):  
Alfred Presbitero ◽  
Mendiola Teng-Calleja
Keyword(s):  
Social Learning ◽  
Ethical Leadership ◽  
Ethical Behavior ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Cultural Knowledge ◽  
Survey Study ◽  
Global Teams ◽  
Content Type ◽  
The Relationship

Purpose Drawing from Social Learning Theory and Multiple Loci of Intelligence Theory, the purpose of this paper is to assert that, through the mechanisms of social learning and role modeling, perceived ethical leadership is positively and significantly related to ethical behavior of individual members of global teams. Moreover, this study argues that perceived cultural intelligence (CQ) of leaders which consists of perceptions of members regarding leader’s cultural knowledge and skills on how to act ethically in different cultural contexts would moderate the relationship between ethical leadership and ethical behavior of individual members of global teams. Design/methodology/approach To test these assertions, a survey study was conducted involving individual members of global teams in Australia (n=234). Findings Results demonstrate that perceived ethical leadership is positively and significantly related to an individual’s ethical behavior. Furthermore, results show that perceived leader’s CQ serves as a moderator in strengthening the relationship between perceived ethical leadership and individual member’s display of ethical behavior. Originality/value This study fills the gaps in the literature by examining ethical behavior of individual members of culturally diverse teams and the role that leaders play in influencing their individual display of ethical behavior. Such knowledge can provide insights particularly for human resource practitioners on how to effectively generate and ensure the display of ethical behavior in contexts that are culturally diverse like in global teams.

A multimodal measure of cultural intelligence for adolescents growing up in culturally diverse societies

2019 ◽  
Vol 72 ◽  
pp. 109-121 ◽  
Author(s):  
Miriam Schwarzenthal ◽  
Linda P. Juang ◽  
Maja K. Schachner ◽  
Fons J.R. van de Vijver
Keyword(s):  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Growing Up

scholarly journals Willingness to Learn: Cultural Intelligence Effect on Perspective Taking and Multicultural Creativity

2018 ◽  
Vol 11 (2) ◽  
pp. 116 ◽  
Author(s):  
Diana R. Castañeda ◽  
Aihua Huang ◽  
Ahuitz R. Avalos
Keyword(s):  
Data Analysis ◽  
Perspective Taking ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Technological Development ◽  
Theoretical Framework ◽  
Two Dimensions ◽  
Cross Cultural ◽  
Remote Associates Test ◽  
The Relationship

Technological development has intensified interconnectivity in the global sphere creating highly diverse markets and workplaces making increasingly challenging for contemporary organizations to manage culturally diverse environments while benefiting from them. Hence, fostering employees’ ability to produce both novel and useful ideas within cross-cultural environments has gained enormous importance. This research attempts to better understand the relationship between cultural intelligence (CQ), perspective taking, and multicultural creativity. Data analysis from a causal, descriptive, non-experimental network survey, containing a remote associates test, supports the proposed theoretical framework in which cultural intelligence has an influence on the relationship between perspective taking and the individuals’ capability of drawing upon knowledge from distinct cultures. The results of the study show that two dimensions of cultural intelligence, motivational CQ and behavioral CQ, positively influence individuals’ multicultural creativity. These findings have positive implications when facing the urgent necessity of cross-cultural collaboration.

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