Abstract
The present study examined the role of self-monitoring, expatriate training, and prior international work experience on the cultural intelligence of expatriates. The data was collected from 223 Indian expatriates through a questionnaire survey. The results of data analysis indicated that self-monitoring has a significant impact on the cultural intelligence of the expatriates. Further analysis was done to examine the effect of these independent variables on individual dimensions of cultural intelligence. The findings signify that self-monitoring has a significant effect on all the three cultural dimensions, namely, cognitive, emotional/motivational and behavioral, and that expatriate training has a significant impact on the emotional/motivational dimension, but not on the other two. Prior international work experience was found not to have a significant effect on cultural intelligence and its dimensions. These findings provide significant insights into organizations for selecting and training the expatriates leading to their effective adjustment and performance in a different culture context. This paper contributes to expatriate management literature highlighting the effect of personality variables along with expatriate training. Further, it is a contribution to the research in cultural intelligence which is a relatively nascent area of research.
Highlights
With the advent of globalization, and breakdown of trade barriers, innovation in communication mechanism etc. have facilitated organizations across the globe to enter the various markets
Mean scores for cultural intelligence and dimensions of cultural intelligence as a function of selfmonitoring, expatriate training and prior experience of international assignment are reported in Annex 1
Further analysis was done to examine the impact of self-monitoring, expatriate training and prior international work experience on individual dimensions of cultural intelligence. e results of the analysis indicated signi cant di erences between high self-monitoring and low-self monitoring expatriates for cognitive dimension, (F (1,213) = 18.91, p
Summary
With the advent of globalization, and breakdown of trade barriers, innovation in communication mechanism etc. have facilitated organizations across the globe to enter the various markets. Ere is abundant evidence that international assignment managers experience severe problems in terms of e ectiveness and meeting organizational and personal expectations (e.g., Caligiuri, 2000a; Ones & Viswesvaran, 1997; Harvey et al, 2002; Yan et al, 2002). Further studies have demonstrated that cultural intelligence (CQ) is vital for expatriates working on international assignments (Alon & Higgins, 2005). There is dearth of studies examining the combined e ect of individual and organizational factors on expatriates adjustment with another culture. A further objective was to investigate the independent and interactive e ect of self monitoring, expatriate training and prior international work experience on the cultural intelligence of expatriates
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