Cultural Intelligence And Global Business Competencies: A Framework For Organizational Effectiveness In The Global Marketplace

Creque, Carole Ann; Gooden, Doreen J.

doi:10.19030/ijmis.v15i4.5812

Cited by 13 publications

(10 citation statements)

References 17 publications

(15 reference statements)

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“…Cultural Intelligence refers to behaviors that are considered intelligent depending on the perspectives of individuals in specific cultures (Brislin et al,2006). Creque and Gooden (2011) posit that cultural intelligence relates to an individual's knowledge or cognition that influences his perception to the cultural environment and which determines his behavior in that environment. Brislin et al,(2006) postulate that CQ pertains to the adaptability of individuals in environments that are different from the one in which they were socialized.…”

Section: Introductionmentioning

confidence: 99%

The Impact Of Metacognitive, Cognitive And Motivational Cultural Intelligence On Behavioral Cultural Intelligence

Gooden

Creque

Chin-Loy

2017

IBER

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This study investigates the impact of Metacognitive, Cognitive, and Motivational Cultural Intelligence (CQ) on Behavioral Cultural Intelligence (CQ). In particular, we examine whether cognitive capabilities influence actions and behavior. The results show that 28.4% of the variability in behavioral CQ is explained by metacognitive CQ, cognitive CQ and motivational CQ. Further analysis was done to determine how each of these three dimensions impacts on behavioral CQ. Results show that only metacognitive and motivational CQ influence behavioral CQ.

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Section: Introductionmentioning

confidence: 99%

The Impact Of Metacognitive, Cognitive And Motivational Cultural Intelligence On Behavioral Cultural Intelligence

Gooden

Creque

Chin-Loy

2017

IBER

Self Cite

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“…Thus, little is known about the relative importance of skills, capabilities necessary to manage sucuess and lead in sucessful management of informal relationship. Furthermore, prior empirical studies have examined the unique contribution of culturea intelligence in supply chain perforamnce (Tuan, 2016); cultural intelligence in marketing adaptations (Magnusson, Westjohn, Semenov, Randrianasolo, & Zdravkovic, 2013); cultural intelligence and leadership (Keung, 2011); cultural intelligence and collaboration in global teams (Janssens & Brett, 2006); CQ and dynamic capabilities (Moon, 2010); Cutlural intelligence and team performamce (Groves & Feyerherm, 2011); task performance (Duff, Tahbaz, & Chan, 2012); global business competencies (Creque & Gooden, 2011); off sourcing success (Ang & Inkpen, 2008); CQ and firm international ties (Charoensukmongkol, 2015); cultural intelligence and export performance (Charoensukmongkol, 2016); cultural intelligence and conflict managemnt styles (Gonçalves, Reis, Sousa, Santos, Orgambidez-Ramos, & Scott, 2016), cultural intelligence and organisational agility (Teimouri, Ardestani, & Kheiri, 2016) and in Pakistan perspective cultural intelligence has insignificant relation with managerial effectiveness (Aslam, Ilyas, Imran, & Rahman, 2016).…”

Section: Introductionmentioning

confidence: 99%

Investigating the mediating role of cultural intelligence on the relationship between relational governance and firm social performance

Awan¹,

Krasławski²

2017

IJRSM

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The purpose of this research is to examine mediation relationship of cultural intelligence between the relational mechanism and firm social performance. This study based on a cross-sectional survey; data were collected using self-administered structured questionnaire from the senior managers working in manufacturing firms in the Pakistan. Structural equation modelling method was used to test confirmatory factor analysis, and mediation analysis was conducted with regression analysis using SPSS macro developed by Preacher and Hayes. This study demonstrates that cultural intelligence is a critical factor for joint planning and problem solving which promotes firm social performance. We found that individual with CQ tends to have cooperative norms and enable them to overcome hurdles in joint planning and perform well in resolving conflicts through investing more cognitive efforts. Cultural intelligence is aimed at facilitating relational governance to enhance joint planning and problem solving, involves a collaborative process to improve effectiveness and communication. Thus, CQ maintains more stable inter-firm relationship, help to acquire more knowledge on social issues, ultimately achieving more socially sustainable outcomes. Empirical findings suggest that cultural intelligence warrant consideration in developing successful social sustainable performance.

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“…Earley and Ang (2003:59) defined CQ as "a person's capability to adapt effectively to new cultural contexts". CQ is defined as "an individual's ability to adapt to and function effectively in culturally diverse situations" (Creque and Gooden, 2011). Thomas and Inkson (2005) consider CQ "as people skill for global workplace and defined it as being skilled and flexible about understanding a culture, learning increasingly more about it, and gradually shaping one's thinking to be more sympathetic to the culture and one's behaviour and to be more tuned and appropriate when interacting with others from the culture".…”

Section: Cultural Intelligence (Cq)mentioning

confidence: 99%

The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)

Sözbilir

Yeşil

2016

HumanSciences

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Cultural Intelligence (CQ) referring to the adaptation to cross-cultural situation, interacting and working effectively in cross-cultural situations is the subject of this study. Globalization and international activities of companies have increased the cross-cultural interaction and commercial links, which in turn have resulted in the need for knowledge and competence about different culture. Within these dynamics, the success of the managers who are in charge of international activities depends on their CQ. The studies related to CQ reveal that it helps to cope with multi-cultural situations, to perform in culturally diverse work groups, to manage culture shock and facilitate effective cross-cultural adjustment, decision making and performance. This study particularly investigates the role of CQ on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP). The study also looks at the link between CCJS and IRP. A research model along with the related hypotheses was developed and tested based on the data collected through survey method from textile companies in Turkey. The results reveal that CQ is positively related to CCJS. The partial support is also obtained from the data regarding the link between CQ and IRP. In addition, the research finds no relationship between CCJS and IRP. The findings are discussed in relation to theory and practice in the conclusion part of the study.

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Cultural Intelligence And Global Business Competencies: A Framework For Organizational Effectiveness In The Global Marketplace

Cited by 13 publications

References 17 publications

The Impact Of Metacognitive, Cognitive And Motivational Cultural Intelligence On Behavioral Cultural Intelligence

The Impact Of Metacognitive, Cognitive And Motivational Cultural Intelligence On Behavioral Cultural Intelligence

Investigating the mediating role of cultural intelligence on the relationship between relational governance and firm social performance

The impact of Cultural Intelligence (CQ) on Cross-Cultural Job Satisfaction (CCJS) and International Related Performance (IRP)

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