Metacognitive Cultural Intelligence Research Articles

Cultural Intelligence, Diversity Climate, and Employee Behavior: A Study of MNE Subsidiaries in China

This study draws from the literature on workplace diversity, cultural intelligence, and creativity to examine the relationship between diversity climate and employees’ behaviors. With data collected from three multinational enterprise subsidiaries that operated in China for over 25 years, this study reveals that employees’ metacognitive cultural intelligence is positively related to their perceived diversity climate, leading to creative behavior and citizenship altruism behavior. In addition, this study examines an important interpersonal factor that is sensitive to the Confucius culture, harmony, and finds it directly impact motivational cultural intelligence. The mediating effect of harmony on the relationship between motivational cultural intelligence and employees’ altruism behaviors is also tested. This study contributes to the literature by investigating the organizational mechanisms underlying the role of cultural intelligence on employee behaviors in culturally diverse workplaces. Practical implications are also discussed.

International experience and cultural intelligence development: A longitudinal assessment of Australian and French exchange students

Cultural intelligence is an important capacity related to effective functioning in intercultural contexts, but questions remain as to how international experience supports its development. This longitudinal study assessed how the four facets of cultural intelligence developed during a semester-long student exchange program with Australian (N = 203, age M = 20.94, 66.5% female) and French students (N = 232, age M = 20.72, 69.8% female). Participants completed measures before, during, and directly after their exchange experience. Longitudinal multilevel modelling results showed that exchange enhanced cognitive, metacognitive and motivational cultural intelligence for both Australian and French students, while behavioral cultural intelligence only increased in Australian students. Importantly, the identified changes were found to be linear for all cultural intelligence facets, with the exception of metacognitive cultural intelligence in the Australian sample, showing that increases in cultural intelligence occurred throughout the duration of the exchange experience. Neither cultural distance nor previous travel experience influenced the amount of cultural intelligence change that occurred. The findings confirm that university student exchange is a valuable tool for promoting the development of cultural intelligence, supporting graduates to acquire abilities relevant to a global work environment.

A Study of Cultural Intelligence Among International University Students

This study aims to determine the effectiveness of cultural intelligence at the beginning and end of the semester for undergraduate international students by comparing the instruction of humanism classes based on metacognitive, cognitive, motivational, and behavioral cultural intelligence proposed by Ang et al. (2007). Before the lecture, the metacognitive cultural intelligence score was the highest, motivational was the second highest, behavioral was next, and cognitive cultural intelligence was the lowest. Results show a significant improvement through the instruction of humanism in cognitive, behavioral, metacognitive, and motivational cultural intelligence. In conclusion, cultural intelligence can be improved through personality classes that focus on cultural intelligence for undergraduate international students. Moreover, through this study, it will be possible to provide an optimized curriculum for international university students.

The effects of cultural intelligence and Vietnamese proficiency on expatriate adjustment in Vietnam

The expatriate adjustment has been receiving more and more academic attention due to its increasing importance in globalization. There are many antecedents and outcomes of cross-cultural adjustment of expatriates. This research explores the relationships among Vietnamese proficiency, four dimensions of cultural intelligence, and expatriate adjustment. The study was conducted with data from 379 expatriates living/lived in Vietnam. The results reveal that Vietnamese proficiency and metacognitive cultural intelligence affect general adjustment indirectly through work and interaction adjustment. Meanwhile, cognitive cultural intelligence only a general adjustment but not the other two facets. The researcher also gives practical implications for corporations, international human resource management practitioners, and individual expatriates.

Relationship between Cultural Intelligence and Self-adjustment of Expatriates in the Airline Industry

The failure of expatriates in the aviation context is caused by a mismatch between cultural intelligence and self-adjustment. This study investigates the relationship between cultural intelligence and expatriate self-adjustment in the aviation context. A quantitative approach is adopted based on the research question, “What is the relationship between cultural intelligence and self-adjustment?” Data was collected using pen-and-pencil questionnaires distributed to 349 flight attendants of diverse nationalities who are working with two major airlines in the Middle East. The structural equation modelling (SEM) approach is used to analyze and test hypotheses. The result reveals that metacognitive cultural intelligence (CQ), cognitive CQ, and motivational CQ of expatriates is significantly related to general adjustment and interactive adjustment at work. It is noticeable that behavioral CQ has no significant relationship with self-adjustment of expatriates. The results of this study expand the field of knowledge on cultural intelligence and indicate that organizations should implement support packages to enhance the adjustment capability of their expatriate staff by paying more attention to expatriates’ cultural intelligence. Limitations and future research are discussed. Keywords: Cultural Diversity, Cultural Intelligence, Expatriate, Human Resource Management, Self-adjustment

The relationship between cultural intelligence and the performance of seminary management center employees

Background and purpose: Considering that the world is becoming more and more interconnected and organizations are becoming more and more multinational and culturally diverse, it is vital and necessary that people have the knowledge and skills to effectively deal with challenges and demands. face a global community. In this regard, the present research has been carried out in order to investigate the relationship between cultural intelligence and the performance of the management center of seminaries as an institution operating at the international level. Methodology: The current research was a descriptive correlation type and the data was collected from 86 employees of the management center of seminaries using a questionnaire. In order to measure cultural intelligence, the questions of the standard questionnaire provided by Ang were used, and to measure the performance, the questions that were developed based on the review of the existing literature in the field of performance were used, and both categories of questions were provided to the professors in the form of a questionnaire It was confirmed and its reliability was obtained using SPSS software, 0.953. Findings: The results obtained from the Spearman correlation test showed that there is a relationship between cultural intelligence and performance, dimensions of cultural intelligence (metacognitive, cognitive, motivational, behavioral) and performance. The priority of the dimensions of cultural intelligence of the management center of seminaries was obtained based on the results obtained from Friedman's test as follows: motivational cultural intelligence, behavioral cultural intelligence, metacognitive cultural intelligence, cognitive cultural intelligence. Conclusion: Based on the results obtained from the average test of a statistical population, cultural intelligence, metacognitive cultural intelligence, cognitive cultural intelligence, motivational cultural intelligence, behavioral cultural intelligence and the performance of the seminary management center staff were at the optimal level.

Mental aspects of cultural intelligence and self-creativity of nascent entrepreneurs: The mediating role of emotionality

This study investigates the effect of mental aspects of cultural intelligence through emotionality on creative behaviour in entrepreneurship. Using a sample of nascent entrepreneurs in a developing country (Kazakhstan), this study contributes to entrepreneurship literature by providing a fine-grained explanation about how emotionality serves as a mediating mechanism between cognitive and metacognitive cultural intelligence, and self-creativity. The findings of this study demonstrate that individuals who display higher levels of cognitive and metacognitive cultural intelligence tend to possess higher emotionality, which in turns has a positive influence on self-creativity. We discuss the practical and theoretical implications of the role of cultural intelligence in spurring emotionality and self-creativity.

Leader-member exchange and subjective well-being: the moderating role of metacognitive cultural intelligence

PurposeThis study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being.Design/methodology/approachWe tested the conceptual model using regression analysis from a sample of 462 migrant workers in Australia.FindingsThe results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence.Research limitations/implicationsThe cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined.Practical implicationsOne way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of diversity and cross-cultural training, such as didactic programs provided either in-house or by external institutions.Originality/valueDrawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship.

Leader-Member Exchange and Subjective Well-Being: The Moderating Role of Cultural Metacognition

The importance of social relationships at work for employee well- being is well recognized in the literature. This study aims to examine a moderating role of metacognitive cultural intelligence in the relationship between leader-member exchange and subjective well- being. Drawing on conservation of resources theory, we argue that metacognitive cultural intelligence is a boundary condition that alters the strengths of the leader-member exchange–subjective well- being relationship. We tested the conceptual model using regression analysis from a sample of migrant workers (N=462). The results demonstrated that metacognitive cultural intelligence moderated the relationship between leader-member exchange and subjective well-being in such a way that the effect was stronger among those migrant workers with lower levels of metacognitive cultural intelligence. This paper provides the theoretical and practical implications.

Incorporating Photovoice in the Marketing Curriculum to Increase Cultural Competence

Images are powerful. They help make the abstract concrete and allow the viewer to share the perspective of the photographer, giving the photographer a platform to communicate what may be difficult to express with words. Educators, institutions, accreditors, and students are seeking diverse and inclusive university environments, yet we often lack the critical dialogue necessary for achieving such outcomes. In response to student and employer imperatives, we propose the inclusion of photovoice to complement existing learning outcomes in the marketing curriculum. We discuss the implementation and evaluation of including photovoice into a semester-long client-based marketing research project. Experiential learning with photovoice increased interactions with diverse others and increased metacognitive cultural intelligence in comparison with a section taught with the standard approach.

Multiculturalism and Entrepreneurial Intentions: Understanding the Mediating Role of Cognitions

Biculturals, or people who identify with two or more cultures, are said to play an important role in economic development by starting new ventures. However, little research has theorized or analyzed the factors that influence their propensity to do so. Based on an identity integrationist perspective, we contribute to filling this gap. We hypothesize that identity integration is a critical factor that influences entrepreneurial intentions of bicultural individuals. In addition, we hypothesize that cognitive and metacognitive cultural intelligence mediate this relationship. Empirical analyses based on survey data supported our hypothesized arguments. The findings provide guidance on the role of psychological and cognitive factors in influencing intentions.

The Influence of Cultural Intelligence on the Time Orientation of Governmental Decision Makers

Objective: the aim of this study is the methodological explanation of the answer of this question: how and to what extent does the concept of cultural intelligence influence the dimensions of time orientation that are the "past-orientation, present- orientation and future- orientation” of the strategic decision makers of the organizations? Methodology:this survey in terms of the objective this study is descriptive – explanatory; in terms of the result it is applicable; in terms of the time it is cross-sectional; in terms of the type of data and variables it is quantitative.1This article is extracted from the master thesis of the major of human resources management of Mrs. S. Samaneh Nezami Rad under the guidance of Dr. Mostafa Jafari and consultation of Dr. Hosein Azimi which is entitled as the explanation of the effect of Cultural Intelligence and reliance on time orientation of the decision makers of the selected organizations of Gilan and Zanjan provinces.The target population of this study includes 261 strategic decision makers of the selected governmental organizations of the two Gilan and Zanjan province. The data were collected through the questionnaires and the stratified sampling method, and they were analyzed through the structural equations with the SPSS software and PLS2 software.Results: the enhancement of the level of cultural intelligence only improves the future-orientation level (the third component of the time orientation) of the decision maker managers and decision-making experts in the investigated governmental organizations of Iran; the future-orientation dimension of these managers is (0.52) more than their past orientation (0.43) and present orientation (0.39). But, all of the three components are at the mid-level, and they should be improved. The investigated Iranian governmental decision-making and decision-maker people have the metacognitive cultural intelligence (average of 3.38) more than all of the aspects and have the behavioral cultural intelligence (2.50) less than all of the aspects; the level of the motivational cultural intelligence (average of 3.19) and the cognitive cultural intelligence (average of 2.53) of these people is between the range of those two aspects.

Service excellence in the light of cultural diversity: the impact of metacognitive cultural intelligence

PurposeThe purpose of this paper is to understand when, how, and why service employees adapt the service encounter to meet the values and expectations of culturally disparate customers.Design/methodology/approachThe authors tested the hypothesized framework utilizing a scenario-based experimental study. In total, a sample of 296 prospective restaurant service employees were asked to evaluate their willingness to adapt their behavior when faced with cultural differences as well as out group status. Furthermore, respondents were asked to assess their level of metacognitive cultural intelligence.FindingsThe authors found that both perceived cultural differences and out group status positively affect the service employee’s willingness to adapt their behavior. Further, cultural intelligence (CQ) positively moderates one of those two direct relationships.Originality/valueThe authors extend the literature on the service-adjustment process, as well as the managerial implications of service adjustment. The study is among the first to introduce the role of the service employees’ CQ in adaptation to an intercultural service encounter.

Leadership styles: The role of cultural intelligence

Orientation: Within both the South African context and abroad, leaders are increasingly being required to engage with staff members whose cultures differ from their own. As the attractiveness of different leadership styles varies in line with staff member cultural preferences, the challenge leaders face is that their behaviours may no longer be apposite. To this end, it is mostly unknown whether those leaders who are deemed culturally intelligent behave in a specific manner, that is, display the empowering and directive leadership styles.Research purpose: The purpose of this study was to explore the relationship between leader cultural intelligence and the empowering and directive styles of leadership, as perceived by subordinates.Motivation for the study: To operate successfully, leaders need to adopt and display those leadership styles that best match the cultural expectations of their staff members. Cultural intelligence may assist in this respect. Most of the studies on leader cultural intelligence and leadership styles have concentrated on the transformational leadership style. There is, thus, a requirement to examine how leader cultural intelligence relates to other leadership styles.Research design, approach and method: The study was quantitative in nature and made use of a cross-sectional survey design. Data were collected from 1140 staff members spread across 19 diverse organisations carrying on business activities in South Africa. Correlation and regression techniques were performed to identify relationships.Main findings: Leader cultural intelligence was found to have a stronger relationship with empowering leadership than it had with directive leadership. With empowering leadership, leader metacognitive and motivational cultural intelligence acted as important antecedents, whilst for directive leadership, leader’s motivational, cognitive and metacognitive cultural intelligence played a predictive part that carried a medium effect.Practical/managerial implications: The findings can be used by organisations to guide the selection of leaders and to focus initiatives for their development.Contribution and value-add: The study adds to the cultural intelligence and leadership literature by offering empirical evidence of the relationship between leader cultural intelligence and the empowering and directive leadership styles.

The Impact of Motivational and Metacognitive Cultural Intelligence on the Study Abroad Experience

<p>The current study used a time-lagged design to examine the effects of Metacognitive and Motivational Cultural Intelligence (CQ) prior to studying abroad on the experiential behavior of students during their study abroad trip and their future interest in work and study abroad opportunities. Using Hayes’ conditional process analysis, results indicated that Motivational CQ predicted Metacognitive CQ which predicted cultural experiences pursued while studying abroad which in turn predicted future interest in working/studying abroad. Implications for improving the study abroad experience and training of students for study abroad programs are discussed.</p>

Metacogonitive and Motivational Cultural Intelligence: Superpowers for Creativity an a Culturally Diverse Environment

We propose that employees who are highly motivated for cultural interactions (motivational cultural intelligence) and can modify their thinking about cultural differences (metacognitive cultural intelligence) are more likely to be creative in culturally diverse environments. Based on the social categorization theory, we propose that metacognitive and motivational cultural intelligence will be positively related to individual creativity. Moreover, we predict that metacognitive and motivational cultural intelligence can decrease the negative aspects of the social categorization process and, in turn, be positively related to creativity. A quantitative analysis of 787 employees in 20 SME multicultural companies in the Adriatic region shows that metacognitive and motivational cultural intelligence are in fact positively related to individual creativity. We discuss the implications for practice and future research. DOI: 10.15458/85451.18

Service Excellence in Light of Cultural Diversity: The Impact of Metacognitive Cultural Intelligence

Growing cultural diversity in the customer base means that firms must interact with a culturally diverse customer in a way previously impossible. This study examines when, how, and why service empl...

Predictors of Preference for the Exported Campus Model of Study Abroad

There is considerable debate in the study abroad community about the efficacy of exported campus or “island” programs in which students and faculty are transported from their home campus to a largely self-contained community within the host culture. One uninvestigated aspect of this issue is the degree to which there are pre-existing differences between students who prefer such programs and those attracted to more immersive experiences. This study used discriminant analysis of data from a questionnaire administered to 174 undergraduates to identify demographic, personality, and intercultural predictors of preference for the exported campus model. Results showed that those who preferred the exported campus model scored significantly higher on ethnocentrism and lower on measures of language learning interest, motivational and metacognitive cultural intelligence, and the Five Factor Model adventurousness facet. Discussion focuses on implications for advising potential study abroad students, conducting pre-departure training, and developing in-country programming.

Nordic expatriates in the US: The relationship between cultural intelligence and adjustment

This study investigates the relationship between the four factors of cultural intelligence (meta-cognitive, cognitive, motivation, and behavior) and the dimensions of cross-cultural adjustment (general, interaction, and work). The sample consists of 178 Nordic (Danish, Finnish, Icelandic, Norwegian, and Swedish) expatriates working and living in the US. The findings of this study reveal that cultural intelligence is an important factor that facilitates cross-cultural adjustment for Nordic expatriates. Also, the results indicate that a greater general adjustment is related to greater meta-cognitive and motivational cultural intelligence. Increased levels of interaction adjustment are associated with greater meta-cognitive and motivational cultural intelligence. And lastly, greater work adjustment is related to greater meta-cognitive cultural intelligence. This study further provides a contribution to the body of knowledge in the cross-cultural field for Nordic expatriates, as well as having practical and theoretical implications.

Commitment to the Study of International Business and Cultural Intelligence: A Multilevel Model

Adopting a multilevel theoretical framework, we examined how metacognitive and motivational cultural intelligence influence an individual’s commitment to the study of international business (IB). Data from 292 undergraduate and graduate business students nested in 12 U.S. business school classes demonstrated that individuals’ metacognitive and motivational cultural intelligence are positively related to their commitment to the study of IB. Furthermore, there is additional commitment when the classrooms’ cultural intelligence climate is high. We discuss the implications of these findings within a classroom context that involves cross-cultural interactions.