scholarly journals Cultural intelligence predicts intercultural negotiation effectiveness

2021 ◽  
Author(s):  
◽  
Yee-Wei Ooi
Keyword(s):  
Emotional Intelligence ◽  
Cognitive Ability ◽  
Cultural Intelligence ◽  
Individual Characteristics ◽  
Cultural Boundaries ◽  
Ability Emotional Intelligence ◽  
Cq Functions ◽  
Intercultural Negotiation ◽  
Group Compositions ◽  
Different Cultures

<p>The current research project aims to replicate Imai and Gelfand’s (2010) study examining cultural intelligence (CQ) as a predictor of intercultural negotiation effectiveness in an experimental setting. Research on culture and negotiation to date has mainly focused on comparing negotiation processes and styles within mono-cultural teams across cultural boundaries rather than examining them in intercultural settings (with negotiators from different cultures interacting with each other). There is now evidence suggesting that negotiators behave differently in intra- and intercultural negotiation settings. Furthermore, outcomes for intercultural negotiations are generally suboptimal compared to intracultural negotiations. Correlational findings by Imai and Gelfand (2010) suggested that CQ functions as a predictor of intercultural negotiation outcomes. We hypothesise that CQ, an individual’s ability to adapt and perform effectively in intercultural situations, can predict intercultural negotiation effectiveness beyond individual characteristics that have been shown to predict intracultural negotiation effectiveness (i.e., cognitive ability, emotional intelligence, and the Big 5 personality traits). We experimentally manipulated group compositions to examine the effect of CQ on intercultural negotiation. Findings support the hypothesis that cultural intelligence predicts intercultural negotiation effectiveness, while controlling for cognitive ability, emotional intelligence, and personality. Examining the importance of individual CQ dimensions, we found overall CQ to drive intercultural negotiation outcomes rather than any one particular factor. Theoretical and applications implications are discussed.</p>

scholarly journals Cultural intelligence predicts intercultural negotiation effectiveness

2021 ◽  
Author(s):  
◽  
Yee-Wei Ooi
Keyword(s):  
Emotional Intelligence ◽  
Cognitive Ability ◽  
Cultural Intelligence ◽  
Individual Characteristics ◽  
Cultural Boundaries ◽  
Ability Emotional Intelligence ◽  
Cq Functions ◽  
Intercultural Negotiation ◽  
Group Compositions ◽  
Different Cultures

<p>The current research project aims to replicate Imai and Gelfand’s (2010) study examining cultural intelligence (CQ) as a predictor of intercultural negotiation effectiveness in an experimental setting. Research on culture and negotiation to date has mainly focused on comparing negotiation processes and styles within mono-cultural teams across cultural boundaries rather than examining them in intercultural settings (with negotiators from different cultures interacting with each other). There is now evidence suggesting that negotiators behave differently in intra- and intercultural negotiation settings. Furthermore, outcomes for intercultural negotiations are generally suboptimal compared to intracultural negotiations. Correlational findings by Imai and Gelfand (2010) suggested that CQ functions as a predictor of intercultural negotiation outcomes. We hypothesise that CQ, an individual’s ability to adapt and perform effectively in intercultural situations, can predict intercultural negotiation effectiveness beyond individual characteristics that have been shown to predict intracultural negotiation effectiveness (i.e., cognitive ability, emotional intelligence, and the Big 5 personality traits). We experimentally manipulated group compositions to examine the effect of CQ on intercultural negotiation. Findings support the hypothesis that cultural intelligence predicts intercultural negotiation effectiveness, while controlling for cognitive ability, emotional intelligence, and personality. Examining the importance of individual CQ dimensions, we found overall CQ to drive intercultural negotiation outcomes rather than any one particular factor. Theoretical and applications implications are discussed.</p>

scholarly journals The relationship between cognitive ability, emotional intelligence and negative career thoughts: A study of career-exploring adults

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Dennis Dahl ◽  
Frans Cilliers
Keyword(s):  
Decision Making ◽  
Emotional Intelligence ◽  
Cognitive Ability ◽  
Career Exploration ◽  
Career Counselling ◽  
Career Thoughts ◽  
Negative Career Thoughts ◽  
Before And After ◽  
Ability Emotional Intelligence ◽  
The Relationship

Orientation: Career exploration can be a stressful experience, often manifested by negative career thoughts. In this article, the factors which influence the ability to cope with negative thinking are investigated.Research purpose: This study investigated the relationship between cognitive ability, emotional intelligence and negative thoughts pertaining to career in a sample of unemployed, non-student adults.Motivation for study: There is a need for research which investigates the psychological factors that contribute to successful career exploration and decision-making. Cognitive ability is one such factor, whilst emotional intelligence is another whose validity is not yet well established.Research design, approach and method: A survey design and quantitative procedures were used in gathering and analysing data gathered from 193 non-student, middle-aged adults attending a community-based career exploration programme in British Columbia, Canada. Cognitive ability, emotional intelligence and negative career thoughts before and after a career exploration programme were measured.Main findings: Neither cognitive ability nor any aspect of emotional intelligence predicted negative career thinking change. Cognitive ability predicted overall negative career thoughts as well as decision-making confusion, but only after the programme. The ability to manage emotions, however, predicted negative career thoughts both before and after the career decision-making programme.Practical/managerial implications: The managing emotions component of emotional intelligence is significantly associated with negative career thoughts. These findings suggest that career counselling requires that the role of emotions and their influence on behaviours must be given more consideration. Industrial and organisational (IO) psychologists would benefit from engaging in programmes that train them to assist clients in becoming more aware of, and increasing, their own emotional intelligence.Contribution/value-add: The study added insights to the field of career psychology regarding the ability of emotional intelligence to predict important outcomes regarding the dimensions of emotional intelligence (EI) as measured by a performance-based test predicting negative career thoughts amongst the non-student, adult population.

Emotion information processing as a new component of emotional intelligence: Theoretical framework and empirical evidence

2021 ◽  
pp. 089020702110076
Author(s):  
Marina Fiori ◽  
Shagini Udayar ◽  
Ashley Vesely Maillefer
Keyword(s):  
Emotional Intelligence ◽  
Information Processing ◽  
Incremental Validity ◽  
Stressful Situation ◽  
Factorial Structure ◽  
Ability Emotional Intelligence ◽  
Processing Component ◽  
Overall Performance ◽  
The Relationship

The relationship between emotional intelligence (EI) and emotion information processing (EIP) has received surprisingly little attention in the literature. The present research addresses these gaps in the literature by introducing a conceptualization of emotional intelligence as composed of two distinct components: (1) EIK or emotion Knowledge component, captured by current ability emotional intelligence tests, related to top-down, higher order reasoning about emotions, and which depends more strongly on acquired and culture-bound knowledge about emotions; (2) EIP or emotion information Processing component, measured with emotion information processing tasks, requires faster processing and is based on bottom-up attention-related responses to emotion information. In Study 1 ( N = 349) we tested the factorial structure of this new EIP component within the nomological network of intelligence and current ability emotional intelligence. In Study 2 ( N =111) we tested the incremental validity of EIP in predicting both overall performance and the charisma of a presenter while presenting in a stressful situation. Results support the importance of acknowledging the role of emotion information processing in the emotional intelligence literature and point to the utility of introducing a new EI measure that would capture stable individual differences in how individuals process emotion information.

Predicting human resource competencies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Cognitive Ability ◽  
Human Resource ◽  
Work Experience ◽  
Positive Relationship ◽  
Service Industry ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Content Type ◽  
Challenging Tasks ◽  
Hr Competencies

Purpose The purpose of the research is to conceptually define and empirically investigate the density of work experience along with individual characteristics [cognitive ability, conscientiousness, openness to experience] and examine their influence on HR competencies. Design/methodology/approach 140 Human Resource [HR] professionals and their supervisors from a service industry sector were surveyed. Conscientiousness and openness to experience were assessed using scales from a five factor inventory. Density of work experience was assessed using a profile with five distinct areas of challenge. Two measures of intelligence were used and averaged. Supervisors were asked to respond to competency items which covered business knowledge, functional expertise and change management. Findings The hypotheses were supported by the evidence in that 1. Cognitive ability had a direct positive relationship both with HR competencies and density of work experience 2. Openness to experience had a direct positive relationship both with HR competencies and density of work experience 3. Conscientiousness had a direct positive relationship with their density of work experience 4. There is a direct positive relationship between density of work experience and HR competencies Research limitations/implications The author notes the following limitations 1. Learning from each role [manager, team leader, individual contributor] was not assessed 2. The measure of density of work experience could be queried or supplemented 3. Any feedback that respondents might have received and any course corrections that may have been made were not considered Practical implications Organizations could consider increasing the density of work experience within the same role and this could have implications for progression to higher levels of pay. Employers could use an approach of gradually increasing the level of responsibility and involvement in challenging tasks of employees who are not of higher cognitive ability. Originality/value Prior to this study there had yet to be no convincing theory developed as to how individuals with specific characteristics acquire the specific competencies necessary for managerial effectiveness.

scholarly journals Voices from different cultures: Foundation Phase students’ understanding across

2011 ◽  
Vol 1 (2) ◽  
Author(s):  
Annalie Botha
Keyword(s):  
South African ◽  
Life Experiences ◽  
Belief Systems ◽  
Education Programme ◽  
Cross Cultural ◽  
Emotional Expressions ◽  
Community Life ◽  
Linguistic Group ◽  
Cultural Boundaries ◽  
Different Cultures

From “How was your day?” to “Remember the time we …”, we use stories as a way to share our experiences, understandings and concerns with others. Stories extend our knowledge and understanding of other people and situations, other culturesand languages by including the emotional expressions of factual information. When so much of family and community life in South Africa remains insular and disconnected from other cultures, other languages and other belief systems, storiescan extend boundaries beyond our single perspectives and experiences to the varying perspectives of others. This becomes particularly important for teachers of young children who may have very different life experiences from those of the children they teach. In this project, we examined storytelling as a way to cross-cultural boundaries and of harnessing the diverse worlds of South African citizens pedagogically. We asked fourth year students in a Foundation Phase teacher education programme to identify a person from a different cultural and linguistic group; and to have that person share a story with them to discover how the experience of listening to stories from different cultures, languages, and belief systems might influence their attitudes towards teaching children with those characteristic differences.

scholarly journals CULTURES AND PROFESSIONAL COMMUNICATION IN STANDARD SITUATIONS: DIFFERENCES IN COMMUNICATIVE BEHAVIOUR

2019 ◽  
Vol 1 (1) ◽  
pp. 99-110 ◽  
Author(s):  
T. S. Samokhina
Keyword(s):  
Cultural Differences ◽  
Cultural Awareness ◽  
Cultural Intelligence ◽  
Professional Communication ◽  
Communicative Behavior ◽  
Communicative Intention ◽  
Communicative Strategies ◽  
Different Cultures

Successful interaction across cultures requires cultural awareness and cultural intelligence which help the participants of communication select effective verbal and nonverbal means to realize their communicative intention. The paper addresses communicative strategies of representatives of different cultures in similar communicative situations. The author shows conclusively that though the Americans and the British share the same language their communicative behavior differs in typical situations of business interaction, which makes them use different verbal and nonverbal means to achieve their communicative goals. Due to the cultural differences, Russian speaking students need to be taught these differences to achieve cultural intelligence.

Emotional and cultural intelligence in diverse workplaces: getting out of the box

2017 ◽  
Vol 49 (7/8) ◽  
pp. 337-349 ◽  
Author(s):  
Jeremy Michael Clark ◽  
Daiane Polesello
Keyword(s):  
Emotional Intelligence ◽  
Literature Review ◽  
Design Methodology ◽  
Cultural Intelligence ◽  
Social Groups ◽  
Organizational Outcomes ◽  
Content Type ◽  
Comprehensive Literature Review ◽  
Diversity In The Workplace

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

Sign in / Sign up

Export Citation Format

Share Document