Going Global: Developing Management Students' Cultural Intelligence and Global Identity in Culturally Diverse Virtual Teams

2013 ◽  
Vol 12 (3) ◽  
pp. 330-355 ◽  
Author(s):  
Miriam Erez ◽  
Alon Lisak ◽  
Raveh Harush ◽  
Ella Glikson ◽  
Rikki Nouri ◽  
...  
Keyword(s):  
Virtual Teams ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Global Identity ◽  
Management Students

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).

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,

A model of cultural intelligence and global identity

2020 ◽  
Vol 37 (7) ◽  
pp. 821-832
Author(s):  
Arilova Randrianasolo ◽  
Alexey Semenov ◽  
Mark Arnold ◽  
Kristy Reynolds
Keyword(s):  
Structural Equation ◽  
Cultural Intelligence ◽  
Sampling Technique ◽  
Equation Model ◽  
Snowball Sampling ◽  
Global Identity ◽  
Content Type ◽  
Foreign Products ◽  
Willingness To Buy ◽  
The Usa

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.

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.

Stepping up the game–meeting the needs of global business through virtual team projects

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephanie Swartz ◽  
Archana Shrivastava
Keyword(s):  
Cultural Differences ◽  
Virtual Teams ◽  
Rural Areas ◽  
Cultural Intelligence ◽  
Intercultural Sensitivity ◽  
Virtual Team ◽  
Multiple Time ◽  
Global Business ◽  
Content Type ◽  
Word Clouds

PurposeVirtual collaboration provides students with an opportunity to develop cultural intelligence while fitting into the team where the members are from diverse cultures. The purpose of this study is to explore whether global virtual team (GVT) projects raise students' understanding of cultural differences. In addition, it is interesting to know how internationally disruptive events such as the coronavirus disease 2019 (COVID-19) pandemic influence GVT projects.Design/methodology/approachThe research involved two parts: In the first part, a two-wave longitudinal study was conducted to investigate how intercultural sensitivity and intercultural communication competence coevolve within a group of international students enrolled in a virtual business professional project. In the second part, using word clouds and topic modelling on the participants' perceptions, the study investigated whether the sudden disruption caused by the pandemic show similar results in performance, focussing primarily on the resilience of virtual teams. Further, the study explored participants' perceptions towards online learning in higher education institutions as well as the attitude of corporate organizations towards remote working in the post-pandemic years.FindingsThe results confirmed that GVT projects, in fact, do raise students' understanding of cultural differences and the need to adjust their behaviour accordingly in order to engage with their culturally different counterparts effectively. Participants reported an increase in their cognitive, behavioural and affective attributes.Research limitations/implicationsAmong the limitations of this study is the relatively small number of student participants. Furthermore, the number of respondents from India dominated the sample. Since the Indian students were disproportionately affected by the shutdown, causing them to return often to rural areas with poor Internet connectivity, responses concerning the disruption caused by the pandemic may be overriding negative. The same could be said of responses from US-American students, who often rely heavily on-campus employment or whose parents became unemployed during the pandemic, and thus were faced with disproportionate economic insecurity.Practical implicationsThis paper provides insights to the educators and international organizations on how such projects provide the skills essential for reducing costs, accessing knowledge, skills and abilities (KSAs) across borders, maintaining flexible work schedules and arrangements, and taking advantage of multiple time zones to increase productivity.Originality/valueWhile highlighting the significance of cultural intelligence, this paper investigated how the sudden disruption caused by a crisis such as the COVID-19 pandemic impacts performance, focussing primarily on the resilience of virtual teams.

Cultural Intelligence and Employee Engagement in Global Virtual Teams

2021 ◽  
Vol 2021 (1) ◽  
pp. 14605
Author(s):  
Farheen Fathima Shaik B ◽  
Upam Pushpak Makhecha ◽  
Sirish Gouda ◽  
Biju Varkkey
Keyword(s):  
Employee Engagement ◽  
Virtual Teams ◽  
Cultural Intelligence ◽  
Global Virtual Teams

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.

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