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Drawing on the person-environment fit theory, in this paper the authors aim to propose and test a moderated mediation model that examines the relationships among proactive personality and job performance, cultural intelligence and emotional intelligence.

The authors collected the multisource data from a total of 120 hotel service employees and the employees' immediate supervisors. The authors used the PROCESS, an SPSS macro, to conduct multiple regression analyses to test this moderated mediation model.

The results suggest that cultural intelligence mediates the relationship between proactive personality and job performance during cross-cultural service encounters. Furthermore, the indirect effect of proactive personality on job performance during cross-cultural service encounters via cultural intelligence is stronger for service employees who are high in emotional intelligence.

This study has several implications for hospitality management in terms of developing effective strategies to foster cultural and emotional intelligence of service employees and improve the employees' performance.

Considering the limited number of studies showing why, how and in which situations personality can enhance performance, this study contributes to the literature by revealing the effect of proactive personality on the performance of service employees through important constructs such as cultural intelligence and emotional intelligence.

For about four decades, Iran and the USA have continued to be two most stubborn enemies and this has drawn much research on this subject. Yet, only a very small fraction of this body of research has been allocated to studying the perceptions that the people of the two countries have of each other. Using a mixed method survey, the purpose of this paper is to explore cross-cultural schemata US American people have of Iranians.

By way of an e-mail survey, the authors collected 1,752 responses from American citizens across 50 American states. The open ended responses were codified and categorized. Three out of six categories were further sub-categorized.

The outcomes showed that about 40 percent of Americans had negative cross-cultural schemata of Iranians with the media being the main source of negative cross-cultural schemata. Conversely, personal contact and communication with Iranians proved to be the source of positive cross-cultural schemata toward Iranians. Other results showed that US American exceptionalism and negative attitudes toward Iranians had a direct and positive relationship with having negative cross-cultural schemata of Iranians.

As the authors have explained in this paper, very few scholars have taken up the issue of cross-cultural schemata Iranian and American people have of each other. By doing this and several other works, the authors have tried to create a new research interest in academic circles.

The purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.

This study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.

Results show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.

Prior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.

The purpose of this paper is to inductively develop a model of cross-cultural adaptation for emerging adult self-initiated expatriates (SIEs).

Data were collected through semi-structured interviews with 18 Portuguese emerging adult SIEs, aged between 18 and 29 years, residing in the UK from 5 months to 2 years. The analysis of these interviews through a grounded theory, using computer-assisted qualitative data analysis software (Atlas.ti), allowed describing what constitutes participants’ cross-cultural adaptation and what are its determinants.

Five dimensions of cross-cultural adaptation emerged (cultural, emotional, social, practical and work), along with 18 determinants related with four different levels: personal, interpersonal, societal and situational. These determinants are related with the pre- and post-relocation phases of participants’ expatriation experience and some of them act as buffers, capturing a more integrative picture of the cross-cultural adaption process.

In order to enhance the validity of the inductively identified relationships between cross-cultural adaptation and its determinants, the authors consider that they could be empirically tested.

This study points to several contributions in the fields of cross-cultural adaptation, emerging adulthood and self-initiated expatriation. By considering this study’s sample, the authors contributed to Farcas and Gonçalves’ (2016) call for more research focusing on emerging adult SIEs. In doing so, the authors simultaneously addressed the gap in the emerging adulthood literature regarding the focus on non-university samples of emerging adults. The methodology of this study can also be considered a contribution. By conducting interviews with emerging adult SIEs and analyzing them through a grounded theory approach, the authors were able to develop a model of cross-cultural adaptation. To the best of the authors’ knowledge, this is the first model which was inductively developed, enabling a broad understanding of emerging adult SIEs’ cross-cultural adaptation, in terms of what constitutes and influences it.

Using the case of a cross-cultural setting, the purpose of this paper is to compare perceptions of students towards face-to-face learning and blended learning. A social constructivist perspective is used which implies that cultural data are in fact social constructs made on the basis of the participants’ own cultural thought patterns and the concepts and categories to which they are socialised within learning organisations. This paper aims to discuss these issues.

Perceptual evidence forms the primary qualitative and quantitative data for this study. The paper uses social constructivist approach with empirical data in developing the notion that cross-cultural management is a process whereby people, through social interactions, acquire participative competence for working in cross-cultural settings.

Perceptual data emerging from this study point out that considering the learning objectives of a cross-cultural context are paramount when engaging in cross-cultural management curriculum and teaching design. Such social contexts, while complex and challenging, is often a perfect opportunity where cross-cultural competence can be developed.

The value of the study lies in the original insights it offers into student experiences and the challenges to adopt a “one size fits all” strategy in a cross-cultural setting.

Sets out to report on an exploratory study in which perspectives on cross‐cultural counselling in mental health care in Auckland, New Zealand, are to be examined.

The study utilised a single questionnaire which sought mental health professionals' perceptions on issues and concepts of cross‐cultural counselling. The questionnaire was administered in the nine public psychiatric units in Auckland.

Apart from the health units providing bicultural (European and Maori) counselling services, there was little cross‐cultural counselling available to an increasingly multicultural community.

With regard to the need for cross‐cultural counselling, rather than address the issue of population change this study examines the effect that lack of diversity would have on the gains that would otherwise be made in the health‐care system of Auckland, New Zealand.

Cross‐cultural research in marketing has been dominated by survey‐based quantitative approaches; however, the assumption of prior validity required for the adoption of the survey approach to values in cross‐cultural research has yet to be established. This paper aims to review the literature and outlines the problems of the survey‐based approach to cross‐cultural values research. These criticisms relate both to the choice of the method and its execution. The paper outlines the multiplicative effects of these problems, that threaten the validity of the survey methodology in this context, and suggests a methodological alternative.

This paper reviews and synthesises the relevant literature on conceptual and methodological issues pertinent to the survey approach to values research in a cross‐cultural context.

A review of the literature suggests numerous methodological problems that threaten the validity and reliability of the survey approach to cross‐cultural values research. This review exposes a methodological gap that can be filled by a qualitative approach to the study of values in cross‐cultural research. In particular, the paper advocates means‐end methodology as offering significant strengths and addressing several of the weaknesses of the survey‐based approach to cross‐cultural values research.

The paper synthesises the literature on methodological issues in cross‐cultural values research, bringing together disparate criticisms which reveal the range of unresolved problems with the empirical, survey‐based approach to cross‐cultural values research; the paper also offers a suggestion for an alternative methodological approach. The means‐end approach is increasingly being used in various research areas; this paper highlights its appropriateness in a cross‐cultural context, as an alternative to predefined and culturally determined measures that limit our understanding of cross‐cultural values. Means‐end addresses many of the specific weaknesses of the survey method identified in the literature review. This discussion of methodological issues has implications for the field of cross‐cultural research more generally and suggests a critical re‐assessment of cross‐cultural methods is needed.

A major concern facing multinational corporations in the 1990s is how to prepare managers to operate effectively within another culture. Unfortunately, many corporations seldom provide cross‐cultural management training because it is considered unnecessary or ineffective by top management. Given such corporate mentality, a major concern facing trainers is how to develop cultural awareness and improve cultural sensitivity. Introduces a new approach for enhancing the efficacy of cross‐cultural training by extending one of the most effective psychotherapeutic counselling methods – transactional analysis – over the cross‐cultural setting. Presents conceptual framework which suggests that a crucial element of cross‐cultural training for managers must be to help them achieve an “adult ego state”, and thus ensure that they maintain the most effective cross‐cultural position – my culture′s OK, your culture′s OK. By using transactional analysis as a prerequisite to other approaches in cross‐cultural training, trainers can provide a more comprehensive programme which will not only enhance sensitivity and awareness, but ultimately lead to a greater usage of and appreciation for cross‐cultural training by organizations.

The trend towards internationalisation in many service industries has increased the need for both managers and academics to collect cross‐cultural/national consumer‐perceived service quality data. Failure to establish cross‐cultural equivalence and to detect differences in cross‐national response bias will, however, affect data comparability, may invalidate the research results and could therefore lead to incorrect inferences about attitudes and behaviours across national groups. By initially focussing on developments in the mono‐cultural service quality literature, a framework is presented whereby academics and managers can assess the potential impact of these international measurement issues. Existing cross‐cultural service quality literature is reviewed and the extent to which these issues are addressed is highlighted. Methods for detecting and correcting cross‐national response biases are discussed.

Drawing on image theory, the authors investigate how and when cross-cultural experience cultivates two core entrepreneurial sensing capabilities: opportunity recognition and creative behavior.

The authors develop and test a second-stage moderated mediation model across two studies. Study 1 consists of a sample of prospective entrepreneurs from the UK using perceptual scale measures (n = 153). Building on this, core findings are replicated using task-based measures on a sample of US participants (n = 342).

Results show that cross-cultural experience is positively related to both entrepreneurial sensing capabilities through the mediating role of self-image fluidity. No support is found for the moderating role of regulatory focus orientations.

These findings contribute to the burgeoning literature on multicultural experience and initiating skills in nascent venturing by providing insight on the mechanisms and boundary conditions relevant for entrepreneurial capabilities to emerge.

The results reinforce the need for educators, policymakers, and entrepreneurs to facilitate and encourage opportunities for cross-cultural and overseas experiences as they are influential for stimulating entrepreneurial skills.

Positive linkages between international mobility and entrepreneurial activity are of continued interest, yet individual-level mechanisms that explain this have been limited. The authors find that exposure to foreign cultures is potent for entrepreneurship as it can stimulate flexibility and exploration of the self-image and break frames of reference. This fosters greater tendencies for opportunity recognition and creative behaviors.