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

Working environment has been transformed by this pandemic into flexible work arrangements with a swift acclimatization of technology. The post-pandemic working arrangements are expected to be increasingly driven by technology as business models will also evolve to adopt these changes. Virtual working arrangements bring several challenges like reduced trust, disrupted communication, limited collaboration, lack of role clarity and lowered team performance. The research suggests that the future of work is going to be more dynamic and virtual. The normal physical work arrangements that were in place before the pandemic will evolve to include multiple models. Therefore, the challenges and problems associated with virtual working needs to be addressed along with the increasing adoption. Cultural intelligence helps in fostering ‘trust and understanding’ even among virtual teams. The study surveyed people working virtually during this pandemic and analysed, if cultural intelligence and its dimensions i.e. cognitive, metacognitive, motivational and behavioural have effect on the challenges faced by the virtual teams. It is observed that the behavioural cultural intelligence predicts virtual team effectiveness and address the challenges faced by virtual teams.

Section: Resultsmentioning

confidence: 99%

Working in a pandemic and post-pandemic period – Cultural intelligence is the key

Mangla

2021

“…It is even observed to mediate the role of language ability in task performance of individuals engaging in intercultural interactions at work (Presbitero, 2016). Metacognitive and motivational facets have significant impact on behavioural cultural intelligence (Gooden et al, 2017). It is the flexibility of an individual to adapt the verbal and non-verbal behaviours according to the different cultural contexts (Livermore, 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

Relationship between cultural intelligence and learning organization

Mangla

Singh

2022

Human capital is one of the critical resources for organizations around the world, and it requires significant learning and development (L&D) investments as a structured approach to become a learning organization. The study evaluates the relationship between cultural intelligence and learning organization by analyzing 364 responses received from employees-working across Indian organizations from varied sectors. The dimensions used for measuring learning organization in the study are – information sharing and accessibility, systematic problem solving, acceptance of error and experimenting with new approaches. Results demonstrate a significant positive relationship between learning organization and its four dimensions and cultural intelligence. The findings have implications for organizations to inculcate learning organization disciplines for improved cultural intelligence while also bridging the gap in the existing literature.

“…Although CQ was originally theorized as multidimensional intelligence (Earley and Ang, 2003), scholars have since determined that all four facets of CQ could be interdependent and strongly interconnected (Ang et al, 2015; Bücker et al, 2015). For example, Gooden et al (2017) demonstrate that individuals cannot effectively display verbal and nonverbal behaviors to meet foreigners’ expectations without possessing adequate cultural knowledge and motivation. Moreover, many studies have reported high correlations among CQ dimensions.…”

Section: Literature Reviewmentioning

confidence: 99%

How Chinese expatriates’ cultural intelligence promotes supervisor-subordinate Guanxi with Thai Employees: The mediating effect of expatriates’ benevolence

Charoensukmongkol

2021

This research examines the role of the cultural intelligence (CQ) of Chinese expatriates in supervisory positions at subsidiaries in Thailand, concerning the quality of the supervisor-subordinate guanxi they establish with their Thai employees. Based on the framework of supervisor trust-building, this research tests whether the effect of Chinese expatriates’ CQ on the guanxi established with Thai employees can be mediated by the Chinese expatriates’ benevolence characteristic. This study also examines whether supervisor-subordinate guanxi predicts the Chinese expatriates’ leadership effectiveness. Survey data were collected from 201 dyads of Chinese expatriates and Thai employees at the subsidiaries of Chinese multinational enterprises in Thailand and were analyzed using Partial Least Squares Structural Equation Modeling. The subsequent results do not significantly support a direct link between the Chinese expatriates’ CQ and supervisor-subordinate guanxi with their Thai employees. However, the effect of Chinese expatriates’ CQ on supervisor-subordinate guanxi is shown to be fully mediated by supervisor benevolence. The analysis also indicates that supervisor-subordinate guanxi significantly explains the leadership effectiveness of Chinese expatriates.