Global team members’ performance and the roles of cross-cultural training, cultural intelligence, and contact intensity: the case of global teams in IT offshoring sector

Presbitero, Alfred; Toledano, Lemuel S.

doi:10.1080/09585192.2017.1322118

Cited by 57 publications

(63 citation statements)

References 64 publications

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“…Interestingly, students' CQ level before training was not linked with their efforts during training or satisfaction after the course, suggesting that training can also benefit people with low initial CQ (Ramsey & Lorenz, 2016;Reichard et al, 2015). Presbitero and Toledano (2017) found that when members of a global team had more opportunities to communicate with each other, their CQ training and improvement would more easily result in better task performance than was the case for members with low contact intensity.…”

Section: Development Of Cultural Intelligencementioning

confidence: 97%

Hype or hope? A new look at the research on cultural intelligence

Fang

Schei

Selart

2018

International Journal of Intercultural Relations

102

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Cultural intelligence (CQ), the capability by which expatriates, managers, and others involved in cross-cultural interactions function effectively in a globalized world, was introduced in 2003 and has garnered wide attention recently. In this paper, we present a detailed and up-to-date review of 142 empirical articles in the CQ research field. We first examine the concept of CQ, including its definition, structure, measurement, and validity. We then review the vast number of empirical studies that investigate the antecedents, development, direct and indirect effects, moderating effects, and aggregated effects of CQ, as well as qualitative studies. The analysis shows several issues that likely will be relevant to the research debate in the near future. These issues include investigations of (1) whether cultural intelligence is universal or culture-specific, (2) why objective measures that assess CQ are lacking, (3) to what extent a person can develop cultural intelligence, (4) to what extent there are dark sides to cultural intelligence, and (5) the role cultural intelligence plays as a predictor of individual and group performance. Addressing these questions may help us reveal the true potential of CQ in contemporary organizations and thus, affirm that the promise of CQ is more than just hype.

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Section: Development Of Cultural Intelligencementioning

confidence: 97%

Hype or hope? A new look at the research on cultural intelligence

Fang

Schei

Selart

2018

International Journal of Intercultural Relations

102

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“…I read the hypotheses of the studies, and the hypotheses were checked to ascertain whether the statements were mirrored as causal relationships between (or among) variables developed by the researchers. Models are often involved in positivist studies, and they are frequently visualised by figures with arrows, which symbolize that one variable affect another, and the degree to which it is effected, and the relationship between two variables is typically measured by statistical methods, very often with multivariate statistics building on dependent and independent variables, for example, correlations, factor analysis, and variate analysis, such as in Li and Lee (2015) or Presbitero and Toledano (2018). The aim and scope of these investigations are often concerned about effectivity, productivity, or performance in general, or in some cases, competitiveness.…”

Section: Positivist Paradigm In International Human Resource Managementmentioning

confidence: 99%

Positivist, constructivist and critical approaches to international human resource management and some future directions

Primecz

2020

German Journal of Human Resource Management

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International human resource management has become a mature discipline in the last 30 years. As a sub-discipline of social sciences, international human resource management is characterised by paradigmatic divisions. The aim of this review article is to map the presence of three dominant social science paradigms in the field. Four major journals which publish relevant studies of international human resource management have been analysed in order to give an overview of the paradigmatic state of play. After investigating 1649 articles, it is evident that positivist studies prevail, whereas constructivist works are in a minority. Critical approaches to international human resource management are largely absent in these journals. This paper presents examples of each type of research and explains the decisive characteristics of each paradigm. Finally, future directions are outlined: (1) more paradigm reflexivity is required, (2) non-mainstream (namely, constructivist and even critical) research is needed, and (3) new paradigmatic directions are recommended. Newly introduced paradigms or multiparadigm studies should be undertaken.

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“…Ayrıca, yerli literatürde KZ ölçeğinin Türkçe uyarlaması da bulunmaktadır (Arastaman, 2018;İlhan & Çetin, 2014a;Şahin vd., 2013a). İlişkisel inceleme sonuçları ise KZ'nın, Kültürlerarası Etkinlik (Guðmundsdóttir, 2015;Huff vd., 2014;Lin vd., 2012;Shu vd., 2017;Zhang & Oczkowski, 2016), Performans (Görev performansı, iş performansı, lider performansı, takım performansı) (Groves & Feyerherm, 2011;Jyoti & Kour, 2015;Malek & Budwar, 2013;Presbitero, 2016a;Presbitero & Toledano, 2018;Şahin & Gürbüz, 2012;Wang, 2016, Wang vd. 2017), Kültürel Farklılık (De Ramirez ,2015Gregory vd., 2009;Kaufman & HwAng, 2015), Kültürlerarası Deneyim (Crowne, 2008;Kurpis & Hunter, 2017;Li vd.,2013;Moon vd.,2012;Pekerti & Arli, 2017 ;Schwarzenthal vd., 2017) ve Kişilik Özellikleri (Ang vd.…”

Section: Sonuç Ve öNeri̇lerunclassified

Kültürel Zekâ: Tanımsal, Yapısal ve İlişkisel Bir İnceleme Çalışması

Doğan

Uysal

2020

İş Ve İnsan Dergisi

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ÖZ Küreselleşme olgusu ile yaygınlaşan, çok kültürlülük, kültürlerarası iletişim, kültürel uyum, kültürel çatışma gibi konular, kültürel zekânın önemini günden güne artırmaktadır. Bu bağlamda, yerli ve yabancı literatürde, kültürel zekâ kavramı ile ilgili yapılan çalışmalar hızla artmaktadır. Bu çalışmada, kültürel zekâ kavramının yerli ve yabancı literatürde tanımsal, yapısal ve ilişkisel incelemesi yapılarak ilgili alan yazına katkı sağlamak amaçlanmıştır. Çalışmada, yerli ve yabancı literatüre ait olmak üzere, 2003-2020 yılları arasında yayınlanan 152 araştırma incelenmiştir. Araştırmaların, 124'ü yabancı, 28'i yerli literatüre aittir. Çalışmada, yer alan araştırmalar, ilk olarak kültürel zekânın ölçülmesi ve öncülleri olarak değerlendirildikten sonra, kültürel zekânın diğer kavramlarla ilişkisi, doğrudan etki, doğrudan olmayan etki, aracı etki, düzenleyici etki ve nitel araştırmalar olmak üzere beş grupta incelenmiştir. Çalışmadan elde edilen sonuçlar, kültürel zekâ ile ilgili yapılan araştırmaların yıllara göre arttığını göstermiştir. İlişkisel incelemeler, kültürel zekânın daha çok doğrudan etki ve doğrudan olmayan etki yöntemi ile incelendiğini ortaya koymuştur. Diğer yandan, yerli literatürde kültürel zekâ ile ilgili oldukça kısıtlı araştırmaların yer aldığı tespit edilmiştir.

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Global team members’ performance and the roles of cross-cultural training, cultural intelligence, and contact intensity: the case of global teams in IT offshoring sector

Cited by 57 publications

References 64 publications

Hype or hope? A new look at the research on cultural intelligence

Hype or hope? A new look at the research on cultural intelligence

Positivist, constructivist and critical approaches to international human resource management and some future directions

Kültürel Zekâ: Tanımsal, Yapısal ve İlişkisel Bir İnceleme Çalışması

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