The purpose of this study is to examine how organizational‐learning culture, cultural intelligence (CQ), and transformational leadership influence job performance. A total of 685 responses from the government sector in South Korea were analyzed by employing the structural equation modeling (SEM) method. The findings indicated that organizational‐learning culture, CQ, and transformational leadership positively influenced employees' job performance. In addition, organizational‐learning culture and CQ significantly affected transformational leadership. The study implies that employees' high level of CQ can help them recognize their leaders' transformational behaviors and enhance employees' job performance.
The purpose of this article was to examine current cross-cultural training (CCT) research, using the lens of "East Meets West." The two research questions guiding our inquiry are (a) What are the major themes discussed in the existing CCT literature? and (b) What are the emerging issues that need to be addressed? Using the integrative literature review method, we first identified four themes: theories/ conceptual frameworks, expatriate adjustment, CCT methods, and the effectiveness of CCT. We found that previous CCT research lacks the "East Meets West" perspective. Four issues need to be incorporated into future CCT research, namely, family factors, cross-cultural assessment, domestic versus international assignments, and trainer quality. This article purports to make three major contributions to the existing literature: (a) identify gaps in the literature, (b) expand the perspectives of CCT research from the lens of "East Meets West," and (c) generate implications for research and practice.On a trip around the world several years ago, Geert [Hofstede] bought three world maps. All three are of the flat kind, projecting the surface of the globe on a plane. The first shows Europe and Africa in the middle, the Americas to the west, and Asia to the east. The terms, the West and the East were products of a Euro-centered worldview. The second map, bought
The purpose of this study was to examine the predictors of career satisfaction for public service employees in South Korea, using data drawn from 303 civil servants from one metropolitan government and two district governments. The effects of contextual (i.e., transformational leadership), personal (i.e., learning goal orientation), and intrinsic motivational (i.e., psychological empowerment) factors on career satisfaction were investigated. As the result of structural equation modeling analysis, accounting for 73% of the variance, transformational leadership, learning goal orientation, and psychological empowerment positively and significantly influenced career satisfaction. Based on the four Bootstrap analyses, we found learning goal orientation and psychological empowerment to be the significant mediators. This study integrated leadership, personal characteristics, motivation, and career research. Human resources and organization development professionals can help managers by providing relevant training programs and implementing developmental practices to encourage public service employees to be intrinsically motivated, empowered, and more satisfied with their careers.
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