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A simplified version of the proposed mediation model (Study 2) with expatriate career self-efficacy as mediator of the effect of cultural intelligence dimensions on expatriate career intentions (see Table 4 for estimates)
Source publication
Previous research has shown that cultural intelligence is a positive predictor of expatriate career intentions among university students, but little is known about the “how” of this relationship. In a first study (N = 241) we provide evidence for the incremental validity of cultural intelligence, by showing that cultural intelligence predicts expat...
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Citations
... Presbitero and Quita (2017) propose that the higher the CQ, the higher the likelihood that candidate would indicate a greater intention to pursue an expatriate career. Among the few the most relevant studies are Camargo et al. (2020), they show that CQ predicts expatriate career intentions above EQ. Remhof et al. (2013) show that networks abroad have a direct influence on the intention to work abroad, while CQ mediates the relationship between language skills, IE and the intention to work abroad. ...
... Deeper understanding of students' career intentions and related antecedents will allow practitioners to provide better preparation for a local of global career and will support students to make more informed career decisions. Also in agreement with Camargo et al. (2020) the rate of expatriation among alumni is often used, for example, to rank business schools. It means universities career centres could take on early identification of students with higher overseas career intentions and to target more solid support to them. ...
Purpose
This study contributes to the conversation on international career development and its antecedents. Drawing on experiential learning theory and social cognitive theory, the current comparative study investigates the extent to which students' pre-existing international experience (IE) drives their cultural intelligence (CQ) development and influences global career intention for human resource planning purposes.
Design/methodology/approach
This study has a comparative nature and adopts quantitative research methodology, which includes survey measures of CQ index, IE and intention to work abroad variables. Quantitative data are collected from a sample of more than 400 business students of leading Australian and Russian universities.
Findings
This study showed that IE variables are positively related to the level of CQ facets; the authors showed that Motivational CQ is the strongest predictor for the Intention to work abroad for both countries; the authors proved that students' IE is positively related to an Intention to work abroad for both countries and is partially mediated by CQ for Australia; and study showed that geographical isolation facilitates higher intention to work abroad than political isolation.
Practical implications
Deeper understanding of students' international career intentions and its antecedents will allow practitioners to provide better preparation for local/global careers and will allow students to make more informed and decisions. Companies would benefit from the ability to predict applicants' intention to work abroad. Stronger awareness of own preferences and available trajectories will allow students to select the best fit for them.
Originality/value
This study extends the conversation on international career development and its antecedents in the students' domain by strengthening measurements of IE and advancing the understanding of relationship between previous IE and individual facets of CQ. An empirical data from isolated locations – Russia (politically) and Australia (geographically) – bring a new timely contribution about a role of the isolation in shaping international career intentions.
... Higher scores represented greater levels of the relevant form of CQ. The scale has been shown to be reliable in English (CQMet α = 0.78, CQCog α = 0.76, CQMot α = 0.79, & CQBeh α = 0.82; Ang et al., 2007) and French with the exception of the behavioral factor (CQMet α = 0.73, CQCog α = 0.69, CQMot α = 0.82, & CQBeh α = 0.42; Schlägel & Sarstedt, 2016) and the scale has been utilized previously in multiple studies with French (Burakova & Filbien, 2020;Camargo et al., 2020) and Australian (Bernardo & Presbitero, 2017;Wang et al., 2021) participants. ...
Cultural intelligence is an important capacity related to effective functioning in intercultural contexts, but questions remain as to how international experience supports its development. This longitudinal study assessed how the four facets of cultural intelligence developed during a semester-long student exchange program with Australian (N = 203, age M = 20.94, 66.5% female) and French students (N = 232, age M = 20.72, 69.8% female). Participants completed measures before, during, and directly after their exchange experience. Longitudinal multilevel modelling results showed that exchange enhanced cognitive, metacognitive and motivational cultural intelligence for both Australian and French students, while behavioral cultural intelligence only increased in Australian students. Importantly, the identified changes were found to be linear for all cultural intelligence facets, with the exception of metacognitive cultural intelligence in the Australian sample, showing that increases in cultural intelligence occurred throughout the duration of the exchange experience. Neither cultural distance nor previous travel experience influenced the amount of cultural intelligence change that occurred. The findings confirm that university student exchange is a valuable tool for promoting the development of cultural intelligence, supporting graduates to acquire abilities relevant to a global work environment.
... Research focusing on the relationship between personality and CQ has increased over the last decade (see Ott and Michailova, 2018). The four CQ dimensions tend to correlate with Agreeableness mostly, but also with Conscientiousness, Extraversion, and Openness (Huff et al., 2014;Li et al., 2016;Presbitero, 2016;Shu et al., 2017;Wang et al., 2019;Camargo et al., 2020). Li et al. (2016) found correlations between Emotional Stability and Behavioural CQ, Meta-cognitive CQ, and Motivational CQ. ...
The purpose of this study was to expand internal construct validity and equivalence research of the South African Personality Inventory (SAPI), as well as to investigate the nomological validity of the SAPI by examining its relationship with specific and relevant psychological outcomes. The internal and external validity of the SAPI was assessed within three separate samples (N = 936). Using the combined data from all three samples, Exploratory Structural Equation Modelling (ESEM) indicated that the six-factor SAPI model fit proved to be excellent. Measurement invariance analyses showed that the SAPI dimensions in the ESEM model were invariant across gender and race groups. Next, two separate studies explored the associations of the SAPI factors with relevant psychological outcomes. An ESEM-within-CFA (set ESEM) method was used to add the factors into a new input file to correlate them with variables that were not part of the initial ESEM model. Both models generated excellent fit. In Study 1, psychological well-being and cultural intelligence were correlated with the SAPI factors within a sample of students and working adults. All of the psychological well-being dimensions significantly correlated with the SAPI factors, while for cultural intelligence, the highest correlations were between Meta-cognition and Openness and Meta-cognition and Positive Social-Relational Disposition. In Study 2, work locus of control and trait anxiety was correlated with the SAPI factors within a sample of adults from the general South African workforce. Work Locus of Control correlated with most factors of the SAPI, but more prominently with Positive Social-Relational Disposition, while Neuroticism correlated strongly with trait anxiety. Finding an appropriate internal structure that measures personality without bias in a culturally diverse context is difficult. This study provided strong evidence that the SAPI meets the demanding requirements of personality measurement in this context and generated promising results to support the relevance of the SAPI factors.
... Most recently, Sharma (2019) reported that only the Motivation subscale predicted self-ratings of success in managing cultural differences among Indian expatriates working in New Zealand. Additionally, Carmago, Storme, and Çelik (2020) found that the Motivation subscale evidenced predictive validity over the Big Five and emotional intelligence in predicting expatriate career intentions. People holding positive attitudes toward cultural diversity are more successful overseas. ...
The assessment of cross-cultural competence (3C) and related constructs is of vital importance for both theoretical and practical reasons. The present review was undertaken to evaluate the quality of instrumentation designed to measure individuals’ capabilities for living and working successfully in cross-cultural contexts. The psychometric properties of five instruments deemed most important, useful, and visible in the field were evaluated with a focus on 3C measurement literature that became available since the publication of reviews by Gabrenya and colleagues (2013) and Matsumoto and Hwang (2013). Findings regarding the quality of 3C measures were mixed. First, we found that convergent validity was generally good across instruments and most showed reasonable criterion validity. However, discriminant validity was lacking in several instruments. The internal structures of instruments claiming to assess multiple constructs through subdimensions was in most cases poor. Content and face validity varied widely. Cross-cultural measurement equivalence was found to be poor in the limited research conducted on this important issue, as adaptation of instruments for use outside the culture in which they were developed rarely extends beyond the use of back-translation procedures. We suggest alternate approaches to assessing 3C and evaluating the validity of 3C instruments based on modeling sojourner outcomes such as expatriate adjustment and performance.
The significance and novelty of the paper is the fact that the study unveils the expression of positive emotionality in the work environment of health-care professionals, with a view to linking the phenomenon to other relevant social phenomena, such as job satisfaction and self-esteem. The article analyses the concept of positive emotionality, its significance, factors leading to the expression of positive emotionality, its relationship with activities performed with satisfaction, self-awareness and self-esteem, motivation, etc. The research shows that the expression of positive emotionality of health-care professionals increases their job satisfaction, as there is a direct correlation between the two. The expression of positive emotionality also has a beneficial impact on health-care professionals’ self-esteem. The research has verified that maturity, career success and self-esteem increase positive emotionality. Although job satisfaction among health-care professionals is moderate, the direct link between their job satisfaction and motivation shows that the more motivated the employees are, the more satisfied they are with their job, with the opportunity to work in their chosen profession, and with the performance of activities that reflect their abilities, skills and competences.
Emotional stability and sense of coherence are both predictors of global quality of life, general life perception, psychological and physiological functioning. However, previous studies found these two concepts to overlap and called researchers to find more well-defined borders and study these two concepts. In the present study, I tried to address this issue using a mixed-method approach. I pretested the conceptual framework through the interviews conducted with 21 international students. I then measured the variables via a quantitative survey. Emotional stability and sense of coherence both enhancing cross-cultural adjustment processes and influencing assignment satisfaction. Later on, I analysed the direct effects, the mediating effect of cross-cultural adjustment and the role of cross-cultural motivation. Firstly, present levels of assignment satisfaction rather depend on personality traits than the time spent abroad, probably due to the stress-adaptation-growth dynamics. Secondly, the extent to which students feel satisfied with their cross-cultural adjustment in general affected their thoughts about assignments. Thirdly, the satisfaction-wise benefit of having high motivation to fit in a new culture was bigger in students who had higher sense of coherence, and lower in those with lower levels of it.
Cultural intelligence can effectively solve cross-cultural problems, which encourages contractors to adapt to the new international market environment. However, in international projects, the effectiveness of cultural intelligence can be complicated or moderated by the host country’s institutional environment. This study explores the impact of cultural intelligence on the performance of international construction projects and the moderating effect of institutional distance, then compares the differences between Chinese contractors and Korean contractors. In this paper, eleven hypotheses were proposed, and an empirical analysis was conducted to test the hypotheses and measure the impact of cultural intelligence on the performance of international construction projects and the moderating effect of institutional distance. The results from 144 valid questionnaires indicated that process capability and path capability in cultural intelligence have a significant positive impact on the performance of international construction projects, while formal institutional distance can positively moderate the relationship between position capability and international construction project performance. Moreover, Chinese and Korean contractors display significant differences in the moderating role of institutional distance. These findings provide theoretical support and strategic suggestions for not only contractors in China and Korea but for all international contractors seeking to improve project performance through cultural intelligence and institutional distance.
This meta-analysis provides a synthesis of 70 studies on the relationship between cultural intelligence (CQ) and six work-related outcomes. By applying the mutualism perspective and using commonality analysis, we propose a theoretical perspective and empirically explore the joint effects of two and three sets of CQ dimensions on work-related outcomes. We find that the CQ dimensions mediate the relationships between personality traits and work-related outcomes, and that they have incremental validity beyond these traits and a comprehensive set of established predictors for all outcomes. We discuss the implications of these findings for theory development and provide directions for future research.
