PERSONALITY TRAITS AND CULTURAL INTELLIGENCE: AN EMPIRICAL INVESTIGATION (original) (raw)
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Personality traits and cultural intelligence
PERSONALITY TRAITS AND CULTURAL INTELLIGENCE: AN EMPIRICAL INVESTIGATION, 2011
The purpose of this study is to examine the relation between big five personality traits and cultural intelligence factors. Data was collected from expatriates working in the USA. The results provided significant relations between specific personality traits and factors of cultural intelligence providing an empirical support to previous studies. Future research and limitations of the study are addressed.
Personality Correlates of the Four-Factor Model of Cultural Intelligence
Group & Organization Management, 2006
We examine relationships between Big Five personality and the four-factor model of cultural intelligence (CQ)-metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ. Hierarchical regression analyses conducted on data from 338 business undergraduates-after controlling for age, gender, and years of experience in interacting with people from other cultures-show significant links between (a) conscientiousness and metacognitive CQ; (b) agreeableness and emotional stability with behavioral CQ; (c) extraversion with cognitive, motivational, and behavioral CQ; and (d) openness with all four factors of CQ. The intriguing finding of this study is that openness was the only Big Five that was significantly related to all four aspects of CQ. This differs from prior research on openness that found few significant relationships. Our results show that openness to experience is a crucial personality characteristic that is related to a person's capability to function effectively in diverse cultural settings (CQ).
Personality Correlates of Cultural Intelligence
The International Journal of Indian Psychology , 2017
The present study was designed mainly to investigate cultural intelligence in relation to personality. To realize the main objective, 250 students of XIIth grade were drawn from various Senior Secondary Schools of Sonipat District of Haryana with age ranging from 16 to 18 years with the mean age of 17 years. Selected subjects were tested with 16PF and Four Factor Cultural Intelligence Scale. Obtained data were analyzed by Pearson's method of product moment correlations. Obtained results revealed that Cultural Intelligence-Strategy
2021
Master's thesis in Business administration (BE501)Knowledge about which factors, like personality traits, experiences and demography, and how these relate to cultural intelligence (CQ) is important in today’s business world as we see trends of increasing globalization and cross-border communication and collaboration. Awareness of CQ has shown to be of high significance as it favors efficient adaptation and good communication skills in an intercultural setting, which can lead to; higher chances of completing international expatriate assignments successfully, more effective international negotiations, merging efficient and successful teams and produce better quality work. Naturally, businesses wish to employ people with high CQ. But how do you as a recruiter know what characteristics predicts positive CQ, and which characteristics the focus should be direct at to increase the chances of choosing the person with the most favorable combination of CQ traits? Keywords: cultural intell...
International Journal of Intercultural Relations, 2014
We examined (1) the effect of international assignments on the development of cultural intelligence -CQ over time (2) whether crucial personality traits (i.e., extraversion and openness to experience) had a moderating role in the relationship between international assignments and CQ in a longitudinal design. A total sample of 145 military personnel participated in the study at the beginning of the deployment (Time 1) and 121 persons participated at the end of the deployment (Time 2) in a multinational and multicultural military organization. Repeated measures multivariate analysis of covariance showed that the 6-month international assignment did have a statistically significant effect on the development of all four facets of CQ over time. Moreover, moderated multiple regression analyses demonstrated that individuals who are high on extraversion improved their metacognitive CQ and behavioral CQ more than did individuals who are low on extraversion. Similarly, individuals who are high on openness to experience improved their motivational CQ more than did individuals who are low on openness to experience. Implications for future research and practice are discussed.
International Journal of Intercultural Relations
We examined (1) the effect of international assignments on the development of cultural intelligence - CQ over time (2) whether crucial personality traits (i.e., extraversion and openness to experience) had a moderating role in the relationship between international assignments and CQ in a longitudinal design. A total sample of 145 military personnel participated in the study at the beginning of the deployment (Time 1) and 121 persons participated at the end of the deployment (Time 2) in a multinational and multicultural military organization. 2 x 2 repeated measures ANOVA showed that the six-month international assignment did have a statistically significant effect on the development of all four facets of CQ over time. Moreover, moderated multiple regression analyses demonstrated that individuals who are high on extraversion improved their metacognitive CQ and behavioral CQ more than did individuals who are low on extraversion. Similarly, individuals who are high on openness to experience improved their motivational CQ more than did individuals who are low on openness to experience. Our results show that extraversion and openness to experience are crucial personality characteristics related to a person’s capability to function effectively in diverse cultural settings. Implications for future research and practice are discussed.
Cultural intelligence (CQ) – the capability to function effectively in intercultural settings – has gained increasing attention from researchers and practitioners due to its contemporary relevance to globalization, international management, and workforce diversification. Research-to-date demonstrates that CQ predicts a variety of important outcomes in intercultural contexts, such as cultural adaptation, expatriate performance, global leadership, intercultural negotiation, and multicultural team processes. Moving beyond past research that tends to focus on the four primary factors of CQ – metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ, we introduce an expanded conceptualization of CQ that delineates sub-dimensions for each of the four factors. We briefly review psychometric evidence supporting the proposed second order 11-factor structure and convergent ⁄ discriminant validity of the sub-dimensions. We propose that the next wave of CQ research should be guided by a deeper understanding of each of four factors of CQ.
2012
Fostering cultural intelligence development in undergraduate business students should be one of the goals of diversity education in undergraduate business programs due to the demands of the increasingly global workplace of today. A number of personality-based (e.g., self-monitoring personality trait), attitudinal (e.g., preference for jobs involving a lot of intercultural interaction), or experience-based (e.g., the experience of studying/living abroad) individual characteristics have been hypothesized to be potential antecedents of cultural intelligence. This study contributes to cultural intelligence research by proposing a few new potential antecedents and performing an empirical investigation of these and a few previously proposed but not yet empirically tested antecedents of cultural intelligence. Consistently with the hypotheses of the study, self-monitoring personality trait, belief in importance of global-content business courses for future careers, prior experience of livin...
Cultural intelligence: key influences
The objective of this paper is to discover what the main factors are in successful integration into living and working abroad. The research was based on a 53-item questionnaire conducted online using the snowball method. Altogether 347 respondents' data were used. For the empirical analysis, SPSS was used to identify correlations. The level of cultural intelligence mainly depends on the number of countries an individual has lived in during his/her life, while the number of languages (s)he speaks can also influence its values. To an extent, cultural intelligence can be developed prior to a move into a new culture in order to help an individual through the stages of integration in a faster and more efficient way. The different dimensions of cultural intelligence predict success in various aspects of life in a foreign environment. For example, successful integration is predicted by a high level of motivational and cognitive cultural intelligence. The originality of this work lies in studying some aspects of successful integration abroad, to show how using the measurement and development Cultural intelligence: key influences socialspacejournal.eu 2 techniques of cultural intelligence, and understanding the importance of integrational competencies, can help people to form an ethnorelative approach. The ethnorelative approach, and preparation for achieving that state, can help to lower the negative effects caused by cultural differences and culture shock, which can in turn negatively impact the efficiency of a company and its employees.
Cultural intelligence: A theory-based, short form measure
Journal of International Business Studies, 2015
This article reports the development and validation of a theory-based, short form measure of cultural intelligence (SFCQ). The SFCQ captures the original theoretical intent of a multifaceted culture general form of intelligence that is related to effective intercultural interactions. The validity of the scale is established with 3526 participants in five language groups from around the world. Results provide evidence for construct and criterion-related validity of the measure, and indicate that cultural intelligence is a single latent factor reflected in three intermediate facets. In support of construct validity the measure is modestly related to but distinct from emotional intelligence and personality and correlates positively with several indicators of multicultural experience. With regard to criterion-related validity, it relates as predicted to several dimensions of intercultural effectiveness. Implications for the measurement and understanding of culture and the influence of culture on management practice are discussed.