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The purpose of this research is to examine relationships between emotional intelligence and the four factor model of cultural intelligence – metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ.

Confirmatory factor analyses and hierarchical regression analyses on data from 381 students in Korea are conducted.

The results support discriminant validity of the four factor model of cultural intelligence scale (CQS) in relation to the emotional intelligence (EQ) construct. This study also demonstrates that the EQ factors related to social competence (social awareness and relationship management) explain CQ over and beyond the EQ factors related to self‐competence (self‐awareness, and relationship management). Finally, the results present that specific factors of EQ are related to specific factors of CQ.

The findings of this study demonstrate how CQ and EQ are distinct, but related constructs, which has not been conducted by prior research.

In this chapter, we explore the interrelationships between team member cultural intelligence (CQ) and multinational team functioning and performance. We argue that CQ, an individual's capability to adapt to different cultural contexts, can be enhanced through experience working in a multinational team, suggesting that CQ is not simply a stable individual difference. We propose a conceptual framework, and demonstrate empirical support through a longitudinal study, that links the effectiveness of team experience to shared norms and positive performance feedback. Additionally, we present evidence that mean level of team member CQ predicts intragroup trust, cohesion, and performance for the multinational team.

Because of the rapidly changing environment and fleeting market opportunities, employee's innovative work behavior is increasingly assuming a pivotal role in enhancing organizational effectiveness and competitive advantage. The success of organizations is largely depended on their employees' ability to innovate. The role of cultural intelligence to enhance innovative work behavior is yet to be explored in the innovation research. The purpose of this study is to examine how cultural intelligence enhances employees' innovative work behavior through work engagement and interpersonal trust.

The study is a cross-sectional design which utilizes data from 381 participants from multinational corporations in Saudi Arabia.

The results indicate that cultural intelligence can significantly affect employee's innovative work behavior. It further reveals that both work engagement and interpersonal trust partially mediate the effect of cultural intelligence on innovative work behavior.

This study adds to the literature on intelligence by examining an underexplored type of intelligence (i.e. cultural intelligence) in relation to employee's innovative work behavior. It reveals work engagement and interpersonal trust as the psychological mechanisms that can link cultural intelligence to innovative work behaviors.

The purpose of this paper is to explore the relationship between cultural intelligence (CQ) and adult demographic profiles in the workplace.

This cross-cultural study used a self-reported demographic and a 20-item CQ scale. The demographic and CQ level of 287 adults working in Oman from different countries was evaluated.

The mean total CQ score of adults working in Oman was 4.77 + 1.53. Out of the four dimensions, this study founds higher values relating to motivational CQ followed by metacognitive and behavioral CQ with mean scores 5.22 + 1.53, 5.13 + 1.57 and 4.59 + 1.54, respectively. Significance, between-group differences (gender, age, job level, sector type, education level, nationality and study abroad), were observed in metacognitive and motivational dimensions of CQ (p < 0.001). All the regression models are significant, indicating that they express a meaningful relationship between each of the dependent variables and the variables in the model. The total CQ model explains 10.7% of the variance.

The results of this study provide additional insight to researchers in identifying the demographic profiles which predict the level of total CQ. The use of a longitudinal design to further confirm the results of this study is proposed.

The study helps practicing managers to understand the implications of cultural Intelligence and how it influences employee behavior from the perspectives of demographic perspectives.

The CQ levels of adults working in Oman vary according to their demographic profiles and the demographic profiles predict the CQ levels.

The purpose of this paper is to present a new instrument for measuring cultural intelligence in the business context (BCIQ).

The paper describes the process of the conceptualization of the model and the development of the instrument, the sample, as well as the validation of the instrument. Directions on the use of the instrument and future research are discussed.

The instrument shows good psychometric properties and good predictive power and outperforms other publicly available CQ measures on a number of dimensions.

The unique features and advantages of the present instrument are as follows: first, a refined factor structure compared to existing CQ instruments; second, use of objective cultural knowledge measures; third, applicability in the business and workplace contexts, thus rendering the instrument suitable for assessing cultural intelligence among expatriates, employees, and global virtual team members; and fourth, improved reliability and validity as compared to other Cultural Intelligence Quotient measures.

Schools in UAE are multicultural in nature. In this context, cultural intelligence (CQ) is a tool, which can increase an individual’s ability to interact with people outside his/her culture. The purpose of this paper is to explore the perceptions of the school leaders regarding the key influences of cultural intelligence on their ability to adapt their leadership style in the Abu Dhabi Education Sector.

An extensive review of the literature was carried out to acknowledge the cultural intelligence and leadership style adaptability concepts. This research has adopted a qualitative method of inquiry. Data for the study have been collected from three focus groups with 14 schools leaders in the Emirate of Abu Dhabi.

This pilot study reveals that cultural intelligence has some influence on the school leaders’ ability to adapt their leadership style within a diverse work environment. This influence is complex in nature and multiple factors have been identified.

The main limitations of this study are associated with the small sample size. Regarding the implications, while this study was conducted in a UAE cultural context, it can be extended to other Gulf countries. Future research should prompt educational leaders, administrators, students, and research academics to further consider the impact of cultural intelligence on leadership style.

This study contributes towards cultural intelligence literature. Schools should provide cultural training to managers before appointing them to leadership positions, which helps in understanding the culture which they are going to operate in, and effectively manage their drives, workforce, students, and the community.

The paper highlights six core factors that influence the ability of school leaders to adapt their leadership style in culturally diverse environments. These preliminary factors need to be examined further to validate the dimensions of leadership adaptability in various contexts.

This paper aims to explore Indonesian students' perceptions of student exchanges or studies abroad regarding cultural intelligence's influence on innovative behavior through interpersonal trust.

This study has used a quantitative research approach. Data analysis uses an approach structural equation modeling-partial least squares (SEM-PLS) supported by program computer software Smart-PLS 3.0. An online questionnaire was distributed to 224 respondents, but only 214 were qualified. In this study, the respondent is Indonesian students who have been completed or are currently conducting student exchanges or studying abroad in the Asia and Australia region.

This pilot study reveals that high cultural intelligence students positively affect their individuals' innovative behavior. Moreover, interpersonal trust levels would mediate the influence of cultural intelligence on individual innovative behavior students. These results indicate that most Indonesian citizen students who took part in student exchanges or studying abroad had high cultural intelligence.

This study focused on influence cultural intelligence on individuals' innovative behavior, which is referred to as cross-cultural interaction. Also, this study focused on Indonesian citizen students who took part in student exchanges or studying abroad. This kind of research has not been thoroughly or even not been discussed in academic research. Therefore, it was necessary to put this issue into a science education and management science.

The purpose of this paper is to establish the relationship of emotional intelligence with the cultural quotient (CQ) and change readiness of Indian managers in the service sector.

Using purposive sampling, data were collected from 109 middle-level managers of the Indian service sector, comprising of top five contributing industries to the GDP of India (retail, real estate, banking and insurance, information technology and tourism). Emotional quotient (EQ) was measured by using the Emotional Intelligence Scale by Singh (2004), Cultural Intelligence Scale by Ang and Dyne (2008) was used to calculate CQ, and for measuring change readiness, Change Readiness Questionnaire developed by Kriegel and Brandt (1996) was used.

EQ has a significant and positive relationship with CQ (r=0.537) and the subscales of CQ are positively related with EQ. EQ is significantly positively related with change readiness (r=0.513) and the subscales of change readiness are also positively related with EQ.

The research is limited to only 109 middle-level Indian managers of the service sector.

Training of managers on Emotional Intelligence can lead to better handling of conflict and erase misunderstandings because of cultural diversities and could also help managers to deal with change more effectively and appropriately.

Entrepreneurial intentions have traditionally been linked to an entrepreneur's personal ability to take advantage of opportunities. Yet, entrepreneurs' perceptions of contextual factors, which extend beyond one's control, deserve equal attention. This paper looks at the role played by cultural intelligence and the institutional environment in shaping entrepreneurial intentions.

The role played by cultural intelligence in entrepreneurial intentions and the mediating role played by the institutional environment were studied quantitatively by analyzing 224 young potential entrepreneurs who had participated in a business plan competition. This study used cross-sectional data, developing an original full collinearity assessment approach to check for any common method bias.

This study reveals a positive relationship between cultural intelligence and entrepreneurial intentions. Likewise, any favorable perceptions of the institutional environment tend to increase the probability of engaging in entrepreneurship and further strengthen the positive effect of cultural intelligence on entrepreneurial intentions.

This study provides a holistic view of the relationship between the entrepreneur and the context in which ventures are created, explaining the role played by cultural intelligence in entrepreneurship based on evidence drawn from a developing country. This contributes to a critical reflection on personal and environmental factors and the antecedents of entrepreneurial intentions.

The purpose of this study is to examine the relationship between cultural intelligence (CQ) and cross-cultural adjustment (CCA) using meta-analytic methods. The paper serves a dual purpose as it critically examines the CQ-CCA literature and provides summary effects using meta-analysis to determine how CQ and its facets affect CCA and its three dimensions.

A meta-analysis of 77 studies involving 18,399 participants was conducted to obtain the summary effects. The studies reporting the relationship of CQ and/or its facets with CCA or any of its dimensions were included in the analysis.

Results revealed that CQ (overall) and all individual CQs were positively and significantly related to CCA and its three subdimensions. Although CQ (overall) had a strong effect on CCA and moderate to strong effects on all the subdimensions of CCA, the strongest effect size was measured for the relationship of motivational CQ with CCA. Not only this, when individual CQs' relationships were assessed with the individual adjustment dimensions, the motivational aspect of CQ happened to be the most influencing factor, having a close to strong effect on interaction adjustment.

Since the study combines the results from numerous empirical research conducted over time, it avoids the limitations that an individual study has, which is carried out at a single point in time and on a limited sample.

This study adds to the academic research by critically reviewing the CQ-CCA literature. It also works as a guiding map for future research in the area. The study highlights the summary effects for each association between CQ and CCA and their dimensions, elucidating the mixed findings reported in previous research.