The Dark Side of Cultural Intelligence: Exploring Its Impact on Opportunism, Ethical Relativism, and Customer Relationship Performance

2020 ◽  
Vol 30 (4) ◽  
pp. 552-590
Author(s):  
Melanie P. Lorenz ◽  
Jase R. Ramsey ◽  
James “Mick” Andzulis ◽  
George R. Franke
Keyword(s):  
Cultural Intelligence ◽  
Cross Cultural ◽  
Customer Relationship ◽  
Work Outcomes ◽  
Dark Side ◽  
Ethical Relativism ◽  
Managerial Implications ◽  
Bright Side ◽  
Relationship Performance ◽  
Opposing Effects

ABSTRACTEmployees who possess cross-cultural capabilities are increasingly sought after due to unparalleled numbers of cross-cultural interactions. Previous research has primarily focused on the bright side of these capabilities, including important individual and work outcomes. In contrast, the purpose of this study is to demonstrate that the cross-cultural capability of cultural intelligence (CQ) can lead to both positive and negative outcomes. Applying the general theory of confluence, we propose that expatriates high in CQ excel in customer relationship performance, while simultaneously behaving opportunistically. We also suggest that ethical relativism moderates these relationships. Using mixed methods, four separate studies generally support our predictions while also deepening our understanding of various forms of opportunism and the mechanism behind two seemingly opposing effects. Conceptual and managerial implications of CQ for opportunism, customer relationship performance, and ethics are discussed.

scholarly journals The Bright Side and Dark Side of Workplace Social Capital: Opposing Effects of Gender on Overweight among Japanese Employees

PLoS ONE ◽  
2014 ◽  
Vol 9 (1) ◽  
pp. e88084 ◽  
Author(s):  
Tomoko Kobayashi ◽  
Etsuji Suzuki ◽  
Tuula Oksanen ◽  
Ichiro Kawachi ◽  
Soshi Takao
Keyword(s):  
Social Capital ◽  
Dark Side ◽  
Bright Side ◽  
Japanese Employees ◽  
Opposing Effects ◽  
Workplace Social Capital

Intercultural interactions in multinational subsidiaries

2017 ◽  
Vol 12 (2) ◽  
pp. 214-239 ◽  
Author(s):  
Malgorzata Rozkwitalska ◽  
Michal Chmielecki ◽  
Sylwia Przytula ◽  
Lukasz Sulkowski ◽  
Beata Aleksandra Basinska
Keyword(s):  
Multinational Corporations ◽  
Group Identity ◽  
Cross Cultural ◽  
Dark Side ◽  
Content Type ◽  
Bright Side ◽  
Intercultural Interactions ◽  
Social Identity Complexity ◽  
Practical Implications

Purpose The purpose of this paper is to show how individuals perceive the quality of intercultural interactions at work in multinational subsidiaries and to address the question of what actually prevails in their accounts, i.e., “the dark side” or “the bright side.” Design/methodology/approach The authors report the findings from five subsidiaries located in Poland and interviews with 68 employees of these companies. Findings The “bright side” dominated the interviewees’ accounts. The phenomenon of high social identity complexity or common in-group identity can help explain the findings. The results also shed some new light on the associations between the context of subsidiaries and the perception of the quality of intercultural interactions. Research limitations/implications The paper contributes to the literature on cultural diversity and intercultural interactions in multinational subsidiaries. As the “bright side” of interactions was emphasized in the interviews, it particularly supports positive cross-cultural scholarship studies. Yet the explorative research does not allow for a broader generalization of the results. Practical implications Managers of multinational corporations (MNCs) should do the following: shape the context of MNCs to influence the dynamics of intercultural interactions and the way they are seen by their employees; emphasize common in-group identity to help their employees to adopt more favorable attitudes toward intercultural interactions; look for individuals with multicultural identity who display more positive approaches to intercultural contacts; place emphasis on recruiting individuals fluent in the MNC’s functional language; offer language training for the staff; and recruit employees with significant needs for development who will perceive more opportunities in intercultural contacts. Social implications The research demonstrates that the multicultural workplace of MNCs may be recognized by employees as activating the positive potential of the individuals and organizations that make up a society. Originality/value The accounts of intercultural interactions are analyzed to illuminate some significant foundations of how individuals perceive such interactions. The study provides a qualitative lens and highlights the positive approach to intercultural interactions. It may redress the imbalance in prior research and satisfy the need for positive cross-cultural scholarship.

scholarly journals Exploring cultural intelligence truths: A systematic review

2017 ◽  
Vol 15 (0) ◽  
Author(s):  
Anthony Solomon ◽  
Renier Steyn
Keyword(s):  
Systematic Review ◽  
Literature Review ◽  
Systematic Literature Review ◽  
Cultural Intelligence ◽  
Cross Cultural ◽  
Business Professionals ◽  
Academic Communities ◽  
Optimal Value ◽  
Intelligence Studies ◽  
Managerial Implications

Orientation: To identify and report on cultural intelligence truths.Research purpose: To explore cultural intelligence truths by means of a systematic review of the cultural intelligence literature.Motivation for the study: Cultural intelligence truths must be systemised if the business and academic communities are to derive optimal value from the diverse knowledge base.Research design, approach and method: The research was qualitative in nature, comprising a systematic literature review. The period covered was from 01 January 2002 to 31 May 2015. The final number of included studies was 76, representing 48 different journals. Cultural intelligence hypotheses were identified and thematically categorised. Validated hypotheses constituted truths (i.e. truth statements). Key findings are both reported and commented on.Main findings: Cultural intelligence hypotheses may be classified into 13 separate themes plus a ‘not categorised’ group. In total, 60% of the hypotheses on cultural intelligence have given rise to truth statements. Accordingly, there remains some divide between theorised cultural intelligence relationships and how these have played out under empirical investigation.Practical managerial/implications: Business professionals will find it easier to consume the cultural intelligence literature, thereby facilitating their understanding of how best to leverage the knowledge in equipping the workforce to function optimally in cross-cultural interfaces. Scholars will be better positioned to tailor the focus and structure of cultural intelligence studies going forward.Contribution: Cultural intelligence truths have been systematically identified, organised and reported on.

If only cultural chameleons could fly too

2012 ◽  
Vol 12 (2) ◽  
pp. 229-245 ◽  
Author(s):  
Maribel Blasco ◽  
Liv Egholm Feldt ◽  
Michael Jakobsen
Keyword(s):  
Intercultural Competence ◽  
Cultural Intelligence ◽  
Learning Processes ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Cultural Dimension ◽  
Short Term ◽  
Semiotic Perspective ◽  
Human Attributes

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.

scholarly journals Developing A Cross-Cultural Conceptual Framework for the Validation of the Advanced Clinical Solutions (ACS)-SP: Assessing Social Perception in Latinx Populations

2019 ◽  
Vol 34 (7) ◽  
pp. 1298-1298
Author(s):  
M Forte ◽  
P Nestor
Keyword(s):  
Conceptual Framework ◽  
Social Perception ◽  
Cognitive Abilities ◽  
Cultural Context ◽  
Cultural Intelligence ◽  
Large Body ◽  
Cultural Analysis ◽  
Cross Cultural ◽  
Communication Styles ◽  
Normative Sample

Abstract Objective Develop a cross-cultural conceptual framework for the validation of the Advanced Clinical Solutions (ACS) Social Perception subtest to effectively assess Latinx populations. Method The framework serves to examine and evaluate the composition of the normative sample of the ACS-SP using eight key variables taken from the ECLECTIC framework, specifically education (e.g., literacy), acculturation levels (e.g., race, ethnicity), language (e.g., proficiency), economics (e.g., SES), communication styles, testing comfort, intelligence conceptualization, and context of immigration (Fujii, 2018). In addition, the model assesses the normative sample in reference to the intersectionality of identities (Cole, 2009; Wadsworth et al., 2016) across cultural and demographic variables that may influence the expression of emotion, and consequently, the interpretation of ACS-SP results. The model applies an Etic-Emic approach to address the question of cross-cultural validity of the ACS-SP (Cheung, van de Vijver & Leong, 2011). Finally, the model can be applied to examine the ACS-SP in relation to cultural intelligence (CQ), a more recently established construct defined as an individual’s ability to function effectively inter-culturally (Ang, Rockstuhl, & Tan, 2015). Discussion A large body of research has shown that the expression and measurement of social cognitive abilities are greatly influenced by cultural factors (Elfenbein & Ambady, 2002). For example, studies have shown that the expression of these abilities may be greatly influenced by cultural differences in display rules. Likewise, it is equally important to consider key cultural variables such as those related to socioeconomic status (SES), demographics, and identity in the neuropsychological assessment of social perception in Latinx populations. Therefore, the model conducts a cross-cultural analysis of the ACS-SP. References Ang, S., Rockstuhl, T., & Tan, M. L. (2015). Cultural intelligence and competencies. International Encyclopedia of Social and Behavioral Sciences, 2, 433-439. Cheung, F. M., Leung, K., Fan, R. M., Song, W. Z., Zhang, J. X., & Zhang, J. P. (1996). Development of the Chinese personality assessment inventory. Journal of Cross-Cultural Psychology, 27(2), 181-199. Cole, E. R. (2009). Intersectionality and research in psychology. American psychologist, 64(3), 170. Elfenbein, H. A., & Ambady, N. (2002). On the universality and cultural specificity of emotion recognition: a meta-analysis. Psychological Bulletin, 128(2), 203. Fujii, D. E. M. (2018) Developing a cultural context for conducting a neuropsychological evaluation with a culturally diverse client: The ECLECTIC framework. The Clinical Neuropsychologist, 32(8), 1356-1392, DOI: 10.1080/13854046.2018.1435826. Wadsworth, L. P., Morgan, L. P., Hayes-Skelton, S. A., Roemer, L., & Suyemoto, K. L. (2016). Ways to boost your research rigor through increasing your cultural competence (part 1 of 2). The Behavior Therapist.

Cross-cultural communication imperatives

2018 ◽  
Vol 14 (2/3) ◽  
pp. 170-187 ◽  
Author(s):  
James Baba Abugre
Keyword(s):  
Business Environment ◽  
Cross Cultural ◽  
Sub Saharan Africa ◽  
Work Outcomes ◽  
Cultural Communication ◽  
Global Business ◽  
Content Type ◽  
Local Staff ◽  
Cross Cultural Communication ◽  
Sub Saharan

Purpose Given the rising expansion of Western multinational companies (MNCs) to the African contexts, the development of expatriates and local employees has become increasingly important to the human resource management of these MNCs. This paper aims to provide critical lessons on cross-cultural communication competences for Western expatriates working in the sub-Saharan Africa business environment. Design/methodology/approach This paper is a qualitative phenomenology that makes use of lived experiences of senior expatriate staff working in Ghana in the form of direct interviews. Findings Results showed that cross-cultural communication competence is very important for Western expatriates’ functioning in sub-Saharan Africa. The findings also established a plethora of cross-cultural communication skills that are essential for Western expatriates’ successful adaptation and work outcomes in Africa. Practical implications This research argues that there is the need for the appreciations of the differing cultural patterns of expatriates and local staff, and this provides the underlying assumptions of intercultural and cross-cultural communication in global business. Originality/value A critical perspective of international business that has scarcely been studied offers lessons for Western expatriates working in sub-Saharan Africa.

Cultural Intelligence in Cross-Cultural Selling: Propositions and Directions for Future Research

2011 ◽  
Vol 31 (3) ◽  
pp. 243-254 ◽  
Author(s):  
John D. Hansen ◽  
Tanuja Singh ◽  
Dan C. Weilbaker ◽  
Rodrigo Guesalaga
Keyword(s):  
Cultural Intelligence ◽  
Cross Cultural ◽  
Future Research

Witch-hunting, Cultural Revolution and the bright side of kinship

2018 ◽  
Vol 17 (1) ◽  
pp. 87-101 ◽  
Author(s):  
Feng Deng
Keyword(s):  
Social Structure ◽  
Cultural Revolution ◽  
Large Scale ◽  
Chinese Culture ◽  
Social Institutions ◽  
Dark Side ◽  
Chinese History ◽  
Content Type ◽  
Bright Side ◽  
The Cultural Revolution

Purpose Many studies on witch killings in Africa suggest that “witchcraft is the dark side of kinship.” But in Chinese history, where patriarchal clan system has been emphasized as the foundation of the society, there have been few occurrences of witch-hunting except a large-scale one in the Cultural Revolution in 1966. The purpose of this paper is to explain the above two paradoxes. Design/methodology/approach Theoretical analysis based on preference falsification problem with regard to the effect of social structure on witch-hunting is carried out. Findings There is a “bright side of kinship” due to two factors: first, it would be more difficult to pick out a person as qualitatively different in Chinese culture; second, the hierarchical trust structure embedded in the Chinese culture can help mitigate the preference falsification problem, which acts as the leverage for witch-hunting. In this sense, an important factor for the Cultural Revolution is the decline of traditional social institutions and social values after 1949. Originality/value This paper is the first to advance the two paradoxes and offer an explanation from the perspective of social structure.

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