Predicting cross-cultural training performance: The validity of personality, cognitive ability, and dimensions measured by an assessment center and a behavior description interview.

Abstract

This study examined the validity of a broad set of predictors for selecting European managers for a cross-cultural training program in Japan. The selection procedure assessed cognitive ability, personality, and dimensions measured by assessment center exercises and a behavior description interview. Results show that the factor Openness was significantly related to cross-cultural training performance, whereas cognitive ability was significantly correlated with language acquisition. The dimensions of adaptability, teamwork, and communication as measured by a group discussion exercise provided incremental variance in both criteria, beyond cognitive ability and personality. In general, these results are consistent with the literature on domestic selection, although there are some important differences.

Cross-Cultural Competence in Army Leaders: A Conceptual and Empirical Foundation

“…The same concept has also been referred to as adaptability (Lievens, Harris, Van Keer, & Bisqueret, 2003;Redmond & Bunyi, 1993) and has been identified by expatriates as an important contributor to successful completion of international assignments (Arthur & Bennett, 1995;Arthur, Bennett, Edens, & Bell, 2003;Graf, 2004). Research has linked flexibility to various intercultural outcomes.…”

“…Openness also predicted lower desire to terminate the assignment. Another study showed that openness to experience was positively related to cross-cultural training performance (Lievens, Harris, Van Keer, & Bisqueret, 2003).…”

Enhancing Cross-Cultural Training Efficacy on Expatriate Adjustment through Emotional Intelligence and Social Capital

“…For example Lievens et al (2003) mention that some previous scholars showed that cross-cultural training contributes to expatriate adjustment and performance. However, other scholars found the results to be inconclusive (Littrell et al 2006).…”

Current Status and Future Directions

“…Empirical research attests to this. Recently, Lievens, Harris, Van Keer, and Bisqueret (2003) examined whether two assessment center exercises were valid predictors of European executives who were selected to work in Japan. They found that one of the exercises, the group discussion exercise, was a very powerful predictor of future performance as rated by Japanese supervisors later on.…”