This thesis describes the acknowledged construct of cultural intelligence and its extensive role regarding performance in international assignments. The literature review examines the direct influence of cultural intelligence, its moderating and mediating character, and the concept of cultural adjustment as well as the recently investigated predictors that are cultural effectiveness, prior expatriate experience, pre-departure training and support.
The thesis attempts to create a comprehensive model that exhibits the relevant linkages and provides an overview over the role of cultural intelligence concerning employee’s performance in international assignments.
Table of Contents
1 Introduction
2 Theoretical framework
2.1 The concept of cultural intelligence
2.1.1 Definition and conceptualization
2.1.2 The four dimensions of cultural intelligence
2.2 Expatriation and employee performance in global assignments
2.2.1 Expatriates – Role and Definition
2.2.2 Performance in cultural diverse settings
2.3 Cultural intelligence and expatriate job performance - Interconnections, antecedents and predictors
2.3.1 Establishing the link between cultural intelligence and performance
2.3.2 The concept of cross-cultural adjustment
2.3.3 Further predictors – Cultural effectiveness, experience, training and support
3 Methodology and Approach
4 Results
4.1 The direct influence of cultural intelligence on expatriate job performance
4.1.1 The impact of cultural intelligence on performance
4.1.2 The four facets of cultural intelligence and performance
4.2 Cross-cultural adjustment, cultural intelligence and performance
4.2.1 The interconnection between cultural intelligence, cross-cultural adjustment and performance
4.2.2 Cross-cultural adjustment as a mediator of cultural intelligence
4.3 The role of cultural effectiveness, experience, training and support
4.4 Developing a comprehensive model
5 Implications for action
6 Conclusion
Research Objectives and Themes
This thesis investigates the construct of cultural intelligence (CQ) and its pivotal role in the job performance of expatriates within international assignments. The primary objective is to analyze whether CQ serves as a significant predictor for performance, considering its direct influence, mediating roles of cross-cultural adjustment, and additional moderating factors like cultural effectiveness, prior experience, and support practices.
- Theoretical conceptualization of Cultural Intelligence and its four dimensions.
- Assessment of the correlation between CQ facets and expatriate job performance (task, contextual, and assignment-specific).
- Examination of Cross-Cultural Adjustment as a mediating variable between CQ and performance.
- Analysis of external predictors including cultural effectiveness, training, and organizational support.
Excerpt from the Book
2.1.2 The four dimensions of cultural intelligence
Cultural Intelligence applies the framework of “multiple-loci of intelligences” by Sternberg (1986) and is constructed multi-dimensional, comprising four components, namely meta-cognition, cognition, motivation, behaviour (Ang et al., 2003: 5 & 16; Ang et al., 2007: 6).
These four unique factors, or dimensions, form the overall model of CQ (Ang et al., 2007: 7).
Meta-cognitive CQ
Meta-cognitive CQ in general describes the mental processes “to acquire and understand knowledge” (Ang et al., 2007: 5). It indicates superior cognitive processes for the acquisition and development of mechanisms for individual endurance and achievement (Ang et al., 2007: 6 Ng & Earley, 2006: 7). Meta-cognitive CQ fosters the active reasoning about situations and people in a cross-cultural context (Ang & Van Dyne, 2008: 5). This includes skills such as planning, monitoring and the adjustment of prior made expectations regarding the culture and local residents of the host country (Ang et al., 2007: 6).
Summary of Chapters
1 Introduction: Introduces the growing importance of expatriation in a globalized business environment and establishes the relevance of cultural intelligence as a core competency.
2 Theoretical framework: Defines the conceptual landscape of CQ, expatriate performance, and the psychological mechanisms of cross-cultural adjustment.
3 Methodology and Approach: Details the literature review process, the selection criteria for high-quality academic sources, and the databases used.
4 Results: Presents an in-depth analysis of how specific CQ dimensions and organizational factors influence job performance and adjustment outcomes.
5 Implications for action: Offers practical recommendations for human resource managers regarding selection, training, and support strategies for expatriates.
6 Conclusion: Synthesizes the findings, highlighting CQ as a universal mediator for success in international assignments.
Key Keywords
Cultural Intelligence, Expatriate Performance, Cross-Cultural Adjustment, Global Assignments, Meta-cognitive CQ, Cognitive CQ, Motivational CQ, Behavioural CQ, Cultural Effectiveness, Human Resource Management, Organizational Support, International Experience, Pre-departure Training, Intercultural Competency, Job Performance.
Frequently Asked Questions
What is the primary focus of this thesis?
The thesis focuses on the role of cultural intelligence (CQ) as a predictor for expatriate performance in international business assignments.
What are the core research themes?
Key themes include the conceptualization of CQ, its four dimensions (meta-cognitive, cognitive, motivational, and behavioural), the role of cross-cultural adjustment, and various antecedents like support practices and training.
What is the central research question?
The central question is whether cultural intelligence holds practical significance and predictive power regarding the job performance of employees in international postings.
Which methodology is employed in this research?
The study is conducted as a comprehensive literature review, drawing on academic sources from fields such as international business, human resources, and psychology.
What does the main body cover?
The main body covers the theoretical framework, a detailed analysis of research results concerning CQ facets, adjustment, mediating variables, and the development of a comprehensive model for expatriate success.
Which keywords define this research?
Important keywords include Cultural Intelligence, Expatriate Performance, Cross-Cultural Adjustment, and Intercultural Competency.
How do meta-cognitive and motivational CQ differ in their impact on performance?
Meta-cognitive and motivational facets were found to be the strongest influencers on overall performance, whereas cognitive CQ was generally found less relevant to direct performance outcomes.
Does cross-cultural adjustment mediate the relationship between CQ and performance?
Yes, the research findings confirm that cultural adjustment acts as an essential underlying mechanism that mediates the positive effects of CQ on expatriate job performance.
- Quote paper
- Anonym (Author), 2013, Cultural intelligence as a predictor of expatriate performance. Theoretical framework and literature review, Munich, GRIN Verlag, https://www.grin.com/document/1036996
