Cultural intelligence, cross-cultural adaptation and expatriate performance: a study with expatriates living in Brazil

Nunes, Inácia Maria; Félix, Bruno; Prates, Lorene Alexandre

doi:10.1016/j.rausp.2017.05.010

Cited by 31 publications

(32 citation statements)

References 39 publications

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“…This positive relationship between intercultural contact and cultural intelligence has been pointed out in several studies (Crowne, 2008;Gelfand, Imai, & Fehr, 2008;Mukherji, Jain, & Sharma, 2016;Presbitero & Attar, 2018). Moreover, the intercultural contact is closely related to the concept of cultural intelligence (Earley & Ang, 2003;Yeke & Semerciöz, 2016) and theoretically, it is a notable precursor of it (Gelfand et al, 2008;Nunes et al, 2017). So, it can work as a predictor of cultural intelligence and its dimensions.…”

Section: Cultural Intelligence and Intercultural Contactmentioning

confidence: 77%

“…That is, a competent communicator must consider the expectations, norms and beliefs of both parties (Ni et al, 2015). In this sense, interaction and knowledge resulting from intercultural contact promote the process of transforming the ability of cultural intelligence to allow the individual to control and process the information of the new culture (Nunes, Felix, & Prates, 2017). This positive relationship between intercultural contact and cultural intelligence has been pointed out in several studies (Crowne, 2008;Gelfand, Imai, & Fehr, 2008;Mukherji, Jain, & Sharma, 2016;Presbitero & Attar, 2018).…”

Section: Cultural Intelligence and Intercultural Contactmentioning

confidence: 91%

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Intercultural Contact as a Predictor of Cultural Intelligence

2019

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With the aim of observing to what extent intercultural contact is a predictor of cultural intelligence, and the relationship between cultural intelligence, type of intercultural contact, gender and education, descriptive and inferential statistical analyses were conducted using the ANOVA and t-test. With a sample of 661 individuals, results show that intercultural contact is a predictor of cultural intelligence and that men and individuals who possess superior level studies present higher cultural intelligence means. Those who maintain intercultural contact with friends or family present superior cultural intelligence means in metacognitive and motivational dimensions and individuals who maintain an intercultural contact in professional environment present high score at the level of cognitive and behavioral dimensions.

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Section: Cultural Intelligence and Intercultural Contactmentioning

confidence: 77%

Section: Cultural Intelligence and Intercultural Contactmentioning

confidence: 91%

Intercultural Contact as a Predictor of Cultural Intelligence

2019

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“…The results of this study also support what Azevedo (2018) said, that CQ has an effect on performance outcomes. This is because someone who has CQ is able to adapt to a new culture and atmosphere that can ultimately improve their performance (Nunes et al, 2017).…”

Section: Discussionmentioning

confidence: 99%

“…Cultural Intelligence is believed related with performance outcomes such as job performance (Azevedo, 2018;Barakat, Lorenz, Ramsey, & Cretoiu, 2017;Diemer, 2016;Jyoti & Kour, 2017;Nunes, Felix, & Prates, 2017), and Job satisfaction (Barakat et al, 2017;Diemer, 2016), effective intercultural negotiations (Azevedo, 2018), Individual creativity (Yunlu, Clapp-Smith, & Shaffer, 2017).…”

Section: Adaptive Performance and Cqmentioning

confidence: 99%

Linking Cultural Intelligence and Adaptive Performance: Do Intercultural Interactions and Host University Support™ Play Important Roles?

Suharti

Handoko

Huruta

2019

Business, Management and Education

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Purpose: As the globalization has changed the working environment, organizations need more adaptable individuals who have the abilities to work effectively, deal with unpredictable work situations, and adapt to diverse social contexts. Individuals’ international experience such as being enrolled in a study exchange program has been extensively examined as predictors of adaptive performance. In contrast, the role of cultural intelligence in promoting adaptive performance and the quality of experience itself has been overlooked. This study examined the moderating role of host university support in terms of the relationship between intercultural interactions and cultural intelligence towards adaptive performance. Research Methodology: This study tested its hypothesis with primary data from a sample of 123 university students who have the experience of going abroad as student exchange participants. The primary data was gathered through the structured questionnaires which were sent to the respon-dents through e-mail, messenger, and social media. The Statistical Package for Social Science (SPSS) 20 for Windows was used to analyze the data. Findings: The regression analysis demonstrated that cultural intelligence, together with intercultural interactions and host university support, was an important predictor of adaptive performance. Research Limitations: All of the data in this study were collected through internet or e-mail which has limited control towards the respondents’ answers. Further, this study did not really consider the respondents’ scope as we welcome everyone who has the experience of joining a study exchange program to participate in this research. Practical Implications: The findings suggested the importance of cultural intelligence as a critical predictor of adaptive performance in multicultural contexts, as well as the host university support and intercultural interaction roles for the development of an individual’s cultural intelligence. Originality/Value: This study complemented the previous assumption on universities’ crucial role in educating and preparing the students to be a part of the global citizens.

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“…This section presents some of the findings on the factors that might affect the commitment level of expatriate staff at the workplace or better duty stations in line with the topic of this research. The availability of global markets provide an environment for companies to extend their borders beyond their country of origin and send expatriates to abroad affiliates, it explains the need and the importance for expatriates (Nunes et al, 2016). Expatriates face several challenges in their new place of assignment which affects the performance of their duties and organizational commitment.…”

Section: Review Of Related Literaturementioning

confidence: 99%

Employee Engagement in Multinational Diverse Organization in Difficult Terrain: A Study of Non-Family Station Organization

Blazi

Awolusi

2020

IMBR

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Engagements and commitments of many expatriates are often determined by several socio-economic, demographic, cultural, environmental and organizational factors. These issues faced by employees in duty stations like United Nations Mission in Darfur (UNAMID) often have telling effects on their work. Consequently, the broad objective of this study was to assess the influence of the working environment on foreign job commitment in UNAMID. The study applied "a mixed-method research approach", utilizing both "qualitative and quantitative research" strategies, with a sample size of 100 respondents from the United Nations Peace Keeping Mission in Darfur, Northern Sudan. Specifically, questionnaires and in-depth Interview were the main instruments. Findings from the quantitative studies showed no significant relationship between employee disengagement, work terrain, job stress, communication, socio-cultural factors and expatriate’s job commitment in UNAMID. While for the qualitative analysis, it was reported that there are both negative and positive effects of working in another country. The study, therefore, concludes that employee disengagement, job stress, working terrain, communication and socio-cultural factors are not associated, with expatriate's job commitment in UNAMID. It is therefore recommended that organizations should develop organizational peculiar plans and programs that would help cushion the physical and psychological effect of new working terrain on expatriates for them to be able to be effective, productive and be able to eventually achieve the ultimate goal of their deployment to the new work station.

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Cultural intelligence, cross-cultural adaptation and expatriate performance: a study with expatriates living in Brazil

Cited by 31 publications

References 39 publications

Intercultural Contact as a Predictor of Cultural Intelligence

Intercultural Contact as a Predictor of Cultural Intelligence

Linking Cultural Intelligence and Adaptive Performance: Do Intercultural Interactions and Host University Support™ Play Important Roles?

Employee Engagement in Multinational Diverse Organization in Difficult Terrain: A Study of Non-Family Station Organization

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