Cultural intelligence effects on expatriates’ adjustment and turnover intentions in Mainland China

2019 ◽  
Vol 42 (7) ◽  
pp. 818-836 ◽  
Author(s):  
Khalid Akhal ◽  
Shimin Liu
Keyword(s):  
Cultural Intelligence ◽  
Turnover Intentions ◽  
Mainland China ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
The Other ◽  
International Assignments ◽  
Content Type ◽  
Positive Effects ◽  
The Relationship

Purpose Expatriates’ cross-cultural adjustment is one of the crucial factors for multi-national corporations’ (MNCs’) global success, which if neglected can lead to poor performance and increased turnover rates. On the other hand, cultural intelligence (CQ) is an important perspective for understanding international business success. Utilizing a relatively large sample of foreign professionals (n = 402) working in Mainland China, this study aims to test the effects of cultural intelligence on expatriates’ cross-cultural adjustment and their turnover intentions. Design/methodology/approach Data were collected via a cross-sectional survey, and the hierarchical multiple regression technique was used to test the hypotheses. The facets of cross-cultural adjustment were treated as potential predictors of turnover intentions and mediators in the relationship between CQ and turnover intentions. Findings With the exception of CQ-behavioral, the other three dimensions of CQ had varying positive effects on the three facets of expatriates’ cross-cultural adjustment. When the variable of turnover intentions was regressed on the four dimensions of CQ, the motivational dimension was the only predictor. Also, general and work adjustment facets had strong effects on turnover intentions, thus when they entered in the third step after CQ-motivational, they provided full mediation. Practical implications Given the strong and positive effects of all CQ dimensions on all facets of cross-cultural adjustment, MNCs should assess and select individuals with high CQ levels for international assignments. Based on the correlations of the control variables, age and level of education, MNCs should keep an eye on those who are young and those with higher levels of education as they are more likely to leave their international assignments prematurely. Expatriates themselves should set long-term personal plans for acquiring the needed cultural knowledge. Originality/value This research extends the relationship between CQ and cross-cultural adjustment to expatriates’ turnover intentions, a very costly problem for MNCs, yet barely researched in the context of CQ. This study also extends the geographical validity of CQ to Mainland China, a very lucrative market for global MNCs, yet a challenge for Western expatriates in particular.

Cross-cultural intelligence (CQ)

2014 ◽  
Vol 7 (3) ◽  
pp. 423-448 ◽  
Author(s):  
Ashwini Konanahalli ◽  
Lukumon O. Oyedele ◽  
John Spillane ◽  
Ron Coates ◽  
Jason von Meding ◽  
...  
Keyword(s):  
Structural Equation ◽  
Cultural Intelligence ◽  
Cultural Adjustment ◽  
Equation Model ◽  
Cross Cultural ◽  
Work Adjustment ◽  
International Assignments ◽  
Content Type ◽  
Behavioural Aspects ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship between the facets of cultural intelligence (CQ) (cognitive, meta-cognitive, motivational and behavioural) and the dimensions of cross-cultural adjustment (interaction, general and work adjustment). Design/methodology/approach – Interviews and questionnaire survey were carried out with British expatriates from the architectural, engineering and construction sector. A total of 191 respondents, with experience from 29 different countries, actively participated in this research. Structural equation model was subsequently developed to investigate the relationship between elements of CQ and cross-cultural adjustment. Findings – Results of structural equation modelling revealed that collectively all the four aspects of CQ have significant influence on general, interaction and work adjustment, particularly motivational and cognitive CQ. Cognitive CQ which empowers the expatriates with in-depth knowledge about different cultures was a significant predictor of interaction and work adjustment, whereas, motivational CQ is a significant predictor for general and work adjustment. However, no support was gathered for meta-cognitive and behavioural aspects of CQ. Practical implications – Globally, construction companies and projects are entering an era of increased internationalisation which has prompted the migration/promotion of British construction professionals to different parts of the world for their specialised capabilities and skills. Thus, it is of utmost importance that these professionals adjust to their new world of varied culture and still be productive in their work. Originality/value – An understanding of these essential factors can actually help British construction organisations to select and mentor individuals and to provide necessary training for successful international assignments.

scholarly journals Job Satisfaction Affecting Cross-Cultural Adjustment in Taiwanese Expatriates

2006 ◽  
Vol 1 (4) ◽  
Author(s):  
Pei-Chen (Chiu-Yi/Joy) Lee
Keyword(s):  
Job Satisfaction ◽  
Multinational Corporations ◽  
Mainland China ◽  
Cultural Adjustment ◽  
Significant Degree ◽  
Cross Cultural ◽  
First Century ◽  
International Assignments ◽  
World Markets ◽  
The Relationship

By means of the increasing global competition and internationalization of world markets, international expatriates assignments are more and more essential to successful worldwide development for many multinational corporations. Therefore, international expatriates are imperative to the survival of globe enterprises in the twenty-first century. Expatriates can become an important human resource to international enterprises or multinational operations. Also, for the past two decades, research has examined a variety of correlates for the performance problems and dissatisfaction associated with global assignment. To facilitate business expatriates adjust to an overseas environment and work effectively, Multinational Corporations (MNCs) need to recognise the expatriates’ job satisfaction factor to affect cross-cultural adjustment. The main purpose of this study is utilising previous researcher Lee’s (2002) questionnaire to investigate the relationship between the job satisfaction and cross-cultural adjustment of Taiwanese Banks’ expatriates assigned to America, and this study employed same questionnaire to examine the relationship between the job satisfaction and cross-cultural adjustment of Taiwanese expatriates in several different industries assigned to Mainland China. Also, the empirical outcomes were compared between Taiwanese expatriates located in Mainland China and United States.In examining the significant degree of Taiwanese expatriates assigned to Mainland China, the instrument was a questionnaire survey conducted to this study. The variables of interest were measured using items Likert-type questions, and those items are divided into seven categories. Data collected from 353 participants who have experience of a posting to Mainland China for international assignments. Multiple regression and correlation were employed to analyse data.The statistical results of this study were compared Lee’s (2002) research that associated with Taiwanese banking expatriates in United States. Both studies indicated that the expatriates’ job satisfaction factor to affect cross-cultural adjustment without doubt. This thesis concludes with suggestions for both international enterprises or MNCs and individual expatriate who operate overseas journey in their normal path of business.

The impact of organizational position level and cultural flow direction on the relationship between cultural intelligence and expatriate cross-border adaptation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ying Zhang ◽  
Yuran Li ◽  
Mark Frost ◽  
Shiyu Rong ◽  
Rong Jiang ◽  
...  
Keyword(s):  
Cultural Intelligence ◽  
Flow Direction ◽  
Power Distance ◽  
Cultural Adjustment ◽  
Data Set ◽  
Content Type ◽  
Cross Border ◽  
Organizational Position ◽  
The Impact ◽  
The Relationship

PurposeThis paper aims to examine the critical role played by cultural flow in fostering successful expatriate cross-border transitions.Design/methodology/approachThe authors develop and test a model on the interplay among cultural intelligence, organizational position level, cultural flow direction and expatriate adaptation, using a data set of 387 expatriate on cross-border transitions along the Belt & Road area.FindingsThe authors find that both organizational position level and cultural flow moderate the relationship between cultural intelligence and expatriate adaptation, whereby the relationship is contingent on the interaction of organizational position status and assignment directions between high power distance and low power distance host environments.Originality/valuePrevious research has shown that higher levels of cultural intelligence are positively related to better expatriate adaptation. However, there is a lack of research on the effect of position difference and cultural flow on such relationship. Our study is among the first to examine how the interaction between cultural flow and organizational position level influences the cultural intelligence (CI) and cultural adjustment relationship in cross-cultural transitions.

Host country language skills and expatriates’ cross-cultural adjustment in the presence of fear of terror

2017 ◽  
Vol 5 (4) ◽  
pp. 418-442 ◽  
Author(s):  
Philipp Paulus ◽  
Katrin Muehlfeld
Keyword(s):  
Language Proficiency ◽  
Language Skills ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Host Countries ◽  
Terrorist Threat ◽  
Content Type ◽  
Threat Level ◽  
Threat Levels ◽  
The Relationship

Purpose The purpose of this paper is to analyze the relationship between host country (HC) language skills, fear of terror, and cross-cultural adjustment (CCA) of expatriates based in host countries with different terrorist threat levels. Design/methodology/approach Integrating the expatriate adjustment framework by Black et al. (1991) with social identity theory-based literature, this study first, theorizes about the effects of both fear of terror and HC language proficiency on CCA and, second, puts forward the moderating effect of the actual terrorist threat level on the relationship between HC language proficiency and fear of terror. Hypotheses are tested using survey data of 116 expatriates based in host countries with different threat levels. Findings HC language proficiency is positively associated with CCA. Yet, it is also positively associated with fear of terror, which is, in turn, negatively related to CCA. Consequently, the beneficial effect of HC language skills on CCA is reduced in environments where expatriates experience significant fear of terror. While the actual threat level has a direct positive effect on fear of terror, it also positively moderates the relationship between HC language proficiency and fear of terror. Originality/value This study extends prior literature on expatriation to dangerous environments by zooming in on a specific type of risk factor associated with international assignments, i.e., terrorism, and by integrating HC language proficiency and fear of terror as important factors, which may influence CCA in contexts in which expatriates experience significant fear of terror.

The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions

2020 ◽  
Vol 8 (2) ◽  
pp. 177-194 ◽  
Author(s):  
Tobias M. Huning ◽  
Kevin J. Hurt ◽  
Rachel E. Frieder
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Content Type ◽  
Positive Effects ◽  
Mediating Mechanisms ◽  
The Relationship

PurposeThe purpose of this study is to provide insights into the effect of servant leadership on turnover intentions. The authors investigate the mediating effects of perceived organizational support (POS), job embeddedness and job satisfaction on the relationship between servant leadership and turnover intentions. In doing so, the authors seek to make the following contributions. First, the authors seek to provide additional empirical evidence for servant leadership as an effective organizational theory. Additionally, the authors seek to establish POS, embeddedness and job satisfaction as underlying mechanisms that transmit the positive effects of servant leadership.Design/methodology/approachThe data were collected from a paper and pencil survey questionnaire provided to employees of different organizations in a metropolitan area in the southeastern United States. The sample consisted of 150 participants; complete (listwise) data were available for 115 participants.FindingsThe study shows that POS and embeddedness are mediating mechanisms through which servant leadership is related to employee turnover intentions. The authors found POS and job embeddedness to be significant mediating constructs which help explain the nature of the relationship between servant leadership and turnover intentions.Originality/valueBy investigating these constructs in the present framework, we help to provide answers to the questions of how and why servant leadership affects employee outcomes. These answers are an important step towards more fully understanding the complex ways by which followers respond to servant leadership.

scholarly journals The effects of cultural intelligence and Vietnamese proficiency on expatriate adjustment in Vietnam

2021 ◽  
Vol 11 (1) ◽  
pp. 55-65
Author(s):  
Nguyen Tran Dieu Dang ◽  
Nguyen Tran Nguyen Khai
Keyword(s):  
Human Resource ◽  
Cultural Intelligence ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
The Other ◽  
International Human Resource Management ◽  
Expatriate Adjustment ◽  
Four Dimensions ◽  
International Human ◽  
Practical Implications

The expatriate adjustment has been receiving more and more academic attention due to its increasing importance in globalization. There are many antecedents and outcomes of cross-cultural adjustment of expatriates. This research explores the relationships among Vietnamese proficiency, four dimensions of cultural intelligence, and expatriate adjustment. The study was conducted with data from 379 expatriates living/lived in Vietnam. The results reveal that Vietnamese proficiency and metacognitive cultural intelligence affect general adjustment indirectly through work and interaction adjustment. Meanwhile, cognitive cultural intelligence only a general adjustment but not the other two facets. The researcher also gives practical implications for corporations, international human resource management practitioners, and individual expatriates.

Factors affecting cultural intelligence and its impact on job performance

2017 ◽  
Vol 46 (4) ◽  
pp. 767-791 ◽  
Author(s):  
Jeevan Jyoti ◽  
Sumeet Kour
Keyword(s):  
Social Support ◽  
Factor Analysis ◽  
Job Performance ◽  
Cultural Intelligence ◽  
Perceived Social Support ◽  
Cultural Adjustment ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the impact of social intelligence (SQ) and emotional intelligence (EQ) on cultural intelligence (CQ) and to further examine the mediating role played by cross-cultural adjustment (CCA) in the relationship between CQ and job performance. Furthermore, the role played by experience and perceived social support between CQ and CCA has also been assessed. Design/methodology/approach Data were collected from 342 managers working in nationalized banks in J&K (India). Exploratory factor analysis was used for scale purification. Data were validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling. Findings The study reveals that EQ and SQ significantly affect CQ. In addition, CCA mediates the relationship between CQ and job performance. Finally, perceived social support and experience moderates the relationship between CQ and CCA. The implications and limitations of the study have also been discussed. Research limitations/implications The study is cross-sectional in nature. The study has been carried out in the Indian cultural context, which can be extended to other Asian countries. Practical implications The study enhances the knowledge about CQ as an effective intercultural competency. Organization can use the CQ scale as a selection tool. Originality/value This study empirically examined the relationship between the predictors and the outcomes of CQ. Further, the study examines the moderated mediation effect of the interaction of CQ and experience and CQ and perceived social support through CCA on job performance.

Metacognition, cultural psychological capital and motivational cultural intelligence

2014 ◽  
Vol 21 (4) ◽  
pp. 386-399 ◽  
Author(s):  
Dilek Gulistan Yunlu ◽  
Rachel Clapp-Smith
Keyword(s):  
Perspective Taking ◽  
Cultural Intelligence ◽  
Psychological Capital ◽  
Management Program ◽  
Cross Cultural ◽  
Metacognitive Awareness ◽  
Content Type ◽  
Positive Perspective ◽  
The Relationship ◽  
Motivational Cultural Intelligence

Purpose – The purpose of this paper is to discuss the concept of cultural psychological capital, its impact on motivational cultural intelligence (CQ), the influence of motivational cultural intelligence on metacognitive awareness, and the moderating role of perspective taking on the relationship between motivational cultural intelligence and metacognition. Design/methodology/approach – Collected data from international management program alumni to test the hypotheses. Findings – The results show that cultural psychological capital has a positive relationship with motivational cultural intelligence, which in turn relates to metacognitive awareness, and perspective taking does not moderate the relationship between motivational cultural intelligence and metacognition. Research limitations/implications – The data were collected from a single source. The study supports broaden-and-build theory (Fredrickson, 2001) by demonstrating that cultural psychological capital has an important association with motivational cultural intelligence. Practical implications – Cultural psychological capital can be improved. Therefore, organizations that desire to increase the motivation of employees may consider improving the cultural psychological capital of employees. Learning is an important outcome of motivational cultural intelligence, and it is an asset for today's organizations. Originality/value – The study takes a positive perspective for cross-cultural experiences and identifies cultural psychological capital as an important resource for expatriates. Metacognitive awareness, as an outcome, provides support that cross-cultural experience results in higher learning for individuals who are motivated.

International adjustment of female vs male business expatriates. A replication study in Switzerland

2015 ◽  
Vol 3 (2) ◽  
pp. 183-212 ◽  
Author(s):  
Xavier Salamin ◽  
Eric Davoine
Keyword(s):  
Host Country ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Analysis Of Covariance ◽  
International Assignments ◽  
Male And Female ◽  
Content Type ◽  
Expatriate Adjustment ◽  
Host Country Nationals ◽  
French Speaking

Purpose – Reasons for women’s underrepresentation in international assignments include stereotypical assumptions within organizations about their ability to adjust abroad and more broadly a lack of trust from the corporate headquarters. Female expatriates’ adjustment may strongly vary depending on the host country and on host-country nationals’ attitudes toward them. Yet up until today, very few studies have examined female expatriate adjustment in a single and non-Asian host country. The purpose of this paper is to address this gap by comparing the cross-cultural adjustment of male and female expatriates in Switzerland. Design/methodology/approach – This study replicates Selmer and Leung’s (2003a) study design in order to compare adjustment of male and female expatriates working in multinational companies in the French-speaking part of Switzerland. Based on 152 valid questionnaires collected, the authors performed a multivariate analysis of covariance and further analyses of covariance to compare male and female expatriate adjustment. Findings – The authors find that female expatriates have significantly higher interaction and work adjustment levels than their male counterparts, while no significant differences between men and women were observed in terms of general adjustment. These findings in a European context are consistent with those of Selmer and Leung in an Asian context. Originality/value – Very few studies to date have examined the adjustment of female expatriates in a western host-country context, despite the fact that host-country cultural norms might strongly influence women’s experiences. The research brings new empirical evidence about cross-cultural adjustment of female and male expatriates in a western location. Contrary to persistent stereotypical assumptions, results emphasize again that women are able to adjust better or at least as well as their male counterparts.

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