Requirements for multicultural competencies defined by a focus group (original) (raw)
Related papers
2014
The paper aims to characterize the multicultural personality (behavior dimensions) in the case of two groups of students in order to identify ways for their multicultural skills development. The research sample allowed the results comparison between a witness group consists of Romanian students from the second year of study in engineering (educational program developed in Romanian language, 70 students) and an experimental group of students of different cultures, from the second year of study in the same engineering specialization (educational program developed in English language, 68 students). The research tool used was the Multicultural Personality Questionnaire (MPQ).The behaviors dimensions considered and analyzed were: cultural empathy, open-mindedness, social initiative, emotional stability and flexibility. The findings have underlined that members of the experimental group have high level of multicultural skills and also, their educational performances (shown by their partia...
The relationship between personality dimensions, measured with the Multicultural Personality Questionnaire (MPQ), and foreign language mastery were studied in a Dutch-based multinational company in the agricultural sector. In a survey, differences were studied between internal and external stakeholders to determine whether MPQ dimensions and language mastery allow us to discriminate between them. The internal stakeholders were divided into international and non-international employees; external stakeholders were the business contacts of the international employees (clients and business partners based or working abroad). The international employees were found to be more open-minded and flexible than the non-international employees, and the former group was found to be more emotionally stable than the group of business contacts. On average, the international employees reported speaking one foreign language more than both other groups. Also, the number of foreign languages correlated with the multicultural personality dimensions open-mindedness and emotional stability. It is concluded that emotional stability, open- mindedness, and the number of spoken foreign languages are to some extent predictive of differences between the various stakeholders distinguished in this sample.
The cross-cultural generalizability and validity of the Multicultural Personality Questionnaire
Personality and …, 2005
The present study examined the validity of the Multicultural Personality Questionnaire (MPQ), an instrument designed to measure five personality dimensions linked to multicultural orientation and adaptation. First, the cross-cultural generalizability of the scales was investigated across Italian (N = 421) and Dutch (N = 419) student samples. Factorial invariance and generalizability of dimensions were tested by means of confirmatory multigroup factor analysis. Results show that the five dimensions are stable across the two countries. The MPQ dimensions were related to the Big Five dimensions and to a set of more specific potential predictors of international orientation in the expected direction. Moreover, the data revealed support for the incremental validity of the MPQ dimensions above these general (Big Five) and specific personality dimensions.
Psychological Thought
The objective of this study is to compare the levels of cultural intelligence (CQ) and multicultural personality (MP) of expatriates and non-expatriates, according to the degree of intercultural contact, and to observe the predictive effect of CQ and MP in passion for work and satisfaction with life. Through a sample of 97 participants, a study with one-factor design 3 (intercultural contact degree: expatriates, non-expatriates with maximum intercultural contact and non-expatriates with minimum intercultural contact) was conducted. CQ and MP levels were compared, according to the degree of intercultural contact resorting to ANOVA one-way. The predictive effect of CQ and MP in passion for work and satisfaction with life was also evaluated by means of regression analysis. Expatriates, compared to the non-expatriates had higher levels of CQ, MP, passion for work and satisfaction with life. Multicultural skills such as CQ and MP were predictors of passion for work and satisfaction with ...
PLoS ONE, 2020
The Multicultural Personality Questionnaire (MPQ) is one of the most widely used instruments for measuring individuals’ intercultural competences. The original version consists of 91 items, divided into five subscales, and has been shown to predict attitudes, behavior, and outcomes in a variety of intercultural contexts. Recently, a 40-item short form of the MPQ was developed (MPQ-SF), which may be particularly useful in settings in which time or survey space are limited, or where respondent drop-out is likely to occur. For example, the MPQ-SF would be a valuable tool for assessing longitudinal development of multicultural personality traits in training or educational settings. A prerequisite for such research is to establish measurement invariance of the MPQ-SF between different respondent groups, as well as across time points. Using a sample of students in an international university program (n = 519), the present study examines how the scales perform among male and female respond...
Psicologia & Sociedade
The everyday contact with people from different nationalities is nowadays a reality. Cultural Intelligence and Multicultural Personality are individual competencies that are becoming important to deal with this reality. In this study, with 313 Portuguese participants, of both genders, with different types of intercultural contact, our purpose is to observe the effect of the intercultural contact on cultural intelligence and multicultural personality levels. The results show that there is a significant relation between the cultural intelligence and multicultural personality levels and the type of contact with individuals from different nationalities. Both cultural intelligence and multicultural personality have strong implications for a work context that is more and more characterized by cultural diversity.
International Journal of Intercultural Relations, 2011
The relationship between personality dimensions, measured with the Multicultural Personality Questionnaire (MPQ), and foreign language mastery were studied in a Dutch-based multinational company in the agricultural sector. In a survey, differences were studied between internal and external stakeholders to determine whether MPQ dimensions and language mastery allow us to discriminate between them. The internal stakeholders were divided into international and non-international employees; external stakeholders were the business contacts of the international employees (clients and business partners based or working abroad). The international employees were found to be more open-minded and flexible than the non-international employees, and the former group was found to be more emotionally stable than the group of business contacts. On average, the international employees reported speaking one foreign language more than both other groups. Also, the number of foreign languages correlated with the multicultural personality dimensions open-mindedness and emotional stability. It is concluded that emotional stability, openmindedness, and the number of spoken foreign languages are to some extent predictive of differences between the various stakeholders distinguished in this sample. 541 ultimately, to safeguard their economic bottom line. In today's increasingly multicultural and multilingual business world, it is essential that companies and employees cultivate "high professional expertise and understanding of cultural diversity" . posit that, in order to communicate effectively with another culture, individuals should be open to that other culture, possess a sufficient degree of sensitivity to note cultural differences and be willing to adapt theircommunication -behavior flexibly, and in such a way as to show respect and accommodate to the 'other culture' counterpart (see also . Adapting in this sense may well include using a counterpart's mother tongue or a lingua franca. Based on a review of existing models of intercultural communication, concludes that the common denominator of effective intercultural communication would seem to be that while knowledge and skills are regarded as necessary elements, they are not sufficient and "must be combined with openness and flexibility in one's thinking and interpretations, and with the motivation to communicate effectively and build a successful relationship" (2000, p. 376).
Purpose This article aims to investigate employee readiness for their organizations’ global change and the predictive effect of their personality and perception of change. Design/methodology/approach Participants were from work groups that are known to have various levels of contribution to the globalization process in a retail company. Following focus group study, surveys of multicultural personality (MP), organizational change (OC) perception and individual readiness for global change were conducted. Findings Results showed that the participants from the work groups with higher involvement in global work evaluated themselves more in terms of MP characteristics, with a more positive perception of OC process and climate, and more readiness for change. There was no effect of MP on OC perception or readiness for change. Perceived OC partially mediated the relationship between the perceived global content of the job and individual readiness for change. Research limitations/implications The sample is relatively small which limits the external validity of the findings. Practical implications Results revealed the importance of recruiting the right employees and corporate communication during the globalization process among all work groups. Originality/value This study is one of the first that integrates OC in the process of globalization with employees’ multicultural personality. Further, it elaborates on how the perception of and readiness for OC differs across diverse work units throughout the globalization process.
Cultural values as a support to the development of intercultural competences
ABSTRACT The globalization of markets increasingly requires more and more interaction between people from different cultures. Multiculturalism is a reality that demands diversity in organizations so that they can become more creative and open to change. Cultural intelligence and multicultural personality emerge as the new constructs aimed at enhancing adjustment to culturally diverse environments, particularly to the organizational world. Considering that personality and intelligence traits are deeply influenced by culture, our purpose is to analyze cultural intelligence and multicultural personality in relation to the cultural values proposed by Hofstede. In view of the strong influence exerted by culture on cultural intelligence and multicultural personality, employees are required to further develop these skills and understand the differences related to cultural values. By training employees on these subjects, organizations can develop an effective international management of hum...
Journal of Organizational Change Management, 2016
Purpose – The purpose of this paper is to investigate employee readiness for their organizations’ global change and the predictive effect of their personality and perception of change. Design/methodology/approach – Participants were from work groups that are known to have various levels of contribution to the globalization process in a retail company. Following focus group study, surveys of multicultural personality (MP), organizational change (OC) perception, and individual readiness for global change were conducted. Findings – Results showed that the participants from the work groups with higher involvement in global work evaluated themselves more in terms of MP characteristics, with a more positive perception of OC process and climate, and more readiness for change. There was no effect of MP on OC perception or readiness for change. Perceived OC partially mediated the relationship between the perceived global content of the job and individual readiness for change. Research limita...