Motivational Cultural Intelligence Research Articles

A Process-Based Explanation of the Psychic Distance Paradox: Evidence from Global Virtual Teams

Previous research has found evidence of a counter-intuitive positive relationship between psychic distance and performance, which has been labeled the “psychic distance paradox”. However, there is a dearth of literature explaining the causal mechanisms that elucidates such a positive relationship. Studying the effect of team-level psychic distance on the performance of global virtual teams, we build on the input-process-outcome framework of team research, which allows the integration of process variables to provide new insights into the underlying coherences of the psychic distance paradox. These variables include the team members’ expectation of challenges as well as the level of team effort toward the task. The team members’ motivational cultural intelligence is introduced to the model as a moderating factor. The data support the hypothesized causal path. The findings start unveiling the psychic distance paradox through the integration of the literatures on psychic distance and global virtual teams.

Assessing the Effects of Cultural Intelligence on Team Knowledge Sharing From a Socio‐Cognitive Perspective

AbstractDrawing upon social cognitive theory, this research postulates cultural intelligence as a key driver of knowledge sharing among culturally diverse teams. An empirical testing of the proposed model, by investigating team leaders from high‐tech industries, reveals the applicability of social cognitive theory in understanding cultural intelligence, perceived team efficacy, and knowledge sharing. Specifically, the test results herein show that knowledge sharing is directly influenced by metacognitive, cognitive, and motivational cultural intelligence. At the same time, knowledge sharing is indirectly impacted by metacognitive and behavioral cultural intelligence through the mediation of perceived team efficacy. Lastly, this research provides managerial implications and limitations. © 2013 Wiley Periodicals, Inc.

Cultural contingencies of mediation: Effectiveness of mediator styles in intercultural disputes

SummaryThe difficulties of intercultural negotiations are well established, yet few studies have examined the factors that facilitate the successful resolution of these disputes. This research took a dynamic approach and examined the types of mediation tactics that are most effective in intercultural disputes given specific disputant characteristics. One hundred and ten participants from the United States and Turkey negotiated a community‐based dispute in real time from their respective countries using a newly developed virtual lab. Dyads were randomly assigned to negotiate with a formulative computer mediator, a manipulative computer mediator, or in an unmediated control condition. As predicted, the results showed a significant interaction between manipulative mediation and markers of disputant difficulty on Pareto efficiency. Manipulative mediation produced agreements of higher Pareto efficiency in intercultural dyads with more difficult disputants (low openness to mediation, low motivational cultural intelligence (CQ), low trust, and low willingness to concede) but lower Pareto efficiency in dyads with more favorable disputant factors (high openness to mediation, high motivational CQ, high trust, and high willingness to concede). The results for subjective value also partially supported the hypotheses. Theoretical and practical implications for the study of intercultural disputes are discussed. Copyright © 2013 John Wiley & Sons, Ltd.

Diversity management in transcultural organizations

This paper demonstrates the importance of global organizations to develop and incorporate motivational Cultural Intelligence (CQ) programs into their Diversity Management (DM) policies within the context of Strategic Human Resource Management (SHRM). This paper also elucidates workforce diversity in a transcultural context via evidence from empirical research and current corporate practices. Most business organizations today must successfully navigate in a constantly changing environment because of global hypercompetition to be sustainable. Effective DM within the context of SHRM is a key component of this goal. This paper synthesizes motivational CQ, the growing global skills gap, DM “Best Practices,” and Third Culture Individuals (TCIs) into a discourse not generally covered in the extant literature on DM.

"Past experience, cultural intelligence, and satisfaction with international business studies"

Despite significant increases in international business education, and cultural competence in particular, in U.S. classrooms we still know relatively little about the roles of specific cultural intelligence dimensions relative to how students affectively respond to such education. This article examines the relationship between prior international experience, cultural intelligence, and satisfaction with international business studies in U.S. college students. Using path analysis, our data indicate that prior international experience relates positively to all dimensions of cultural intelligence and that only metacognitive cultural intelligence and motivational cultural intelligence relate to increased satisfaction with the study of international business.

Past Experience, Cultural Intelligence, and Satisfaction With International Business Studies

Despite significant increases in international business education, and cultural competence in particular, in U.S. classrooms we still know relatively little about the roles of specific cultural intelligence dimensions relative to how students affectively respond to such education. This article examines the relationship between prior international experience, cultural intelligence, and satisfaction with international business studies in U.S. college students. Using path analysis, our data indicate that prior international experience relates positively to all dimensions of cultural intelligence and that only metacognitive cultural intelligence and motivational cultural intelligence relate to increased satisfaction with the study of international business.

Metacognition: The Role of Cultural Psychological Capital and Motivational Cultural Intelligence

Employing broaden-and-build theory (Fredrickson, 2001), we examine the impact of cultural psychological capital (PsyCap) on motivational cultural intelligence (CQ) in a cross-cultural context. Usin...

Study of the relationship between cultural intelligence and organizational effectiveness in Esfarayen industrial complex of Iran

Cultural intelligence structure has been recently introduced in management literature, that is, the ability to work effectively under conditions that its characteristic is cultural diversity. The current study was carried out to examine the relationship between cultural intelligence and organization effectiveness in Esfarayen industrial complex as an organization enjoying cultural diversity. The method for this study consists of descriptive and also a kind of correlation. Statistical sample includes 254 personnel (using Kerjesi and Morgan) working in Esfarayen industrial complex who were in the state of an active employment in 2011. In the mentioned study, a random-stratified method has been used for employees. Research tools included cultural intelligence standardized questionnaires (four factors) which was used to assess the organizational effectiveness, the Parsons Model standard questionnaires (four categories) was also used. The validity and reliability was confirmed by Cronbach test and the results were 0.85 and 0.89, respectively. Research hypotheses of appropriate statistical methods have been tested through SPSS 16 and LISREL 8.54 software. By using Pearson’s correlation coefficient, cultural intelligence relationships and their factors were approved with organizational effectiveness except motivational cultural intelligence; also, LISREL output indicated that, cultural intelligence has an intermediary (indirect) influence on organizational effectiveness as well as occupational-individual factors. Key words: Cultural intelligence, organizational effectiveness, meta-cognitive, cogitative, motivational, behavioral.

A multilevel investigation of motivational cultural intelligence, organizational diversity climate, and cultural sales: Evidence from U.S. real estate firms.

Adopting a multilevel theoretical framework, the authors examined how motivational cultural intelligence influences individual cultural sales--the number of housing transactions occurring between people of different cultural origins. Data from 305 real estate agents employed at 26 real estate firms in the United States demonstrated that an individual's motivational cultural intelligence is positively related to his or her cultural sales. This positive relationship is enhanced by the firm's motivational cultural intelligence and diversity climate. The authors discuss the theoretical and practical implications of their findings in a workplace context that involves cross-cultural interpersonal interactions.

The impact of expatriate supporting practices and cultural intelligence on cross-cultural adjustment and performance of expatriates in Singapore

We test the relationships between corporate expatriate supporting practices, cross-cultural adjustment, and expatriate performance. Specifically, we propose that the facets of cultural intelligence moderate the expatriate supporting practices–expatriate adjustment relationship. Analyzing 169 expatriates residing in Singapore, we found that expatriate supporting practices were positively related to adjustment as well as performance. Further, we demonstrated that metacognitive and cognitive cultural intelligence negatively moderated the links between expatriate supporting practices and adjustment, while motivational cultural intelligence had a positive moderating effect. These findings have implications for organizations providing support for expatriates and the expatriate selection and training processes.

Motivational cultural intelligence, realistic job preview, realistic living conditions preview and cross-cultural adjustment

This study explores the relationship of the motivational factor of cultural intelligence (CQ) and realistic previews to cross-cultural adjustment (work, general, and interaction adjustment) of global professionals. Regression analyses demonstrate positive relationships between motivational CQ and all three adjustment criteria after controlling for gender, age, time in the host country, and prior international assignment. Realistic job preview relates to work adjustment, realistic living conditions preview relates to general adjustment, and motivational CQ relates to work and general adjustment over and above realistic job and living conditions preview. This study demonstrates the importance and utility of motivational CQ in understanding cross-cultural adjustment. We discuss implications for cross-cultural adjustment research and suggest practical implications for organizations and individuals seeking overseas assignments.

Motivational Cultural Intelligence, Realistic Job Preview, Realistic Living Conditions Preview, and Cross-Cultural Adjustment

This study explores the relationship of the motivational factor of cultural intelligence (CQ) and realistic previews to cross-cultural adjustment (work, general, and interaction adjustment) of global professionals. Regression analyses demonstrate positive relationships between motivational CQ and all three adjustment criteria after controlling for gender, age, time in the host country, and prior international assignment. Realistic job preview relates to work adjustment, realistic living conditions preview relates to general adjustment, and motivational CQ relates to work and general adjustment over and above realistic job and living conditions preview. This study demonstrates the importance and utility of motivational CQ in understanding cross-cultural adjustment. We discuss implications for cross-cultural adjustment research and suggest practical implications for organizations and individuals seeking overseas assignments.