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1 – 10 of over 4000Social well-being is the perception and feeling of belongingness and integration within the community and the broader society. For self-initiated expatriates (SIEs) who rely on…
Abstract
Purpose
Social well-being is the perception and feeling of belongingness and integration within the community and the broader society. For self-initiated expatriates (SIEs) who rely on their own personal resources and network, the achievement of high levels of social well-being can be challenging (compared to corporate-initiated expatriates who typically receive pre-departure training and relocation assistance from their employers). Hence, in this study, we examine personal factors and theoretically ground how they can be helpful and influence the achievement of high levels of social well-being among SIEs.
Design/methodology/approach
The authors conducted a survey study (n = 215) involving SIEs to determine how specific personal factors influence the achievement of social well-being.
Findings
The authors analyzed the data using PROCESS approach and results show that cultural intelligence positively and significantly relates to social well-being. In addition, cross-cultural adjustment is shown to exert an influence as a mediator and further found to be moderated by a personality trait (i.e. emotional stability). Supplementary analyses further show support for the critical role of each of the dimensions of cultural intelligence in the moderated-mediation process.
Originality/value
This study offers novel insights relevant for SIEs who move in to another country and try to socially integrate without any support from employers. The study highlights how personal resources and capabilities could help in the achievement of social well-being. Specifically, the findings suggest the important role of cultural intelligence which needs to be developed prior and after the relocation. Also, the study suggests how a personality trait such as emotional stability can be tapped to increase the likelihood of achieving social well-being among SIEs.
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Wann-Yih Wu, Tuan Anh Bui and Tuan Cong Dao
This study investigates the influence of cross-cultural stable and dynamic competencies on expatriate adaptation and outcomes.
Abstract
Purpose
This study investigates the influence of cross-cultural stable and dynamic competencies on expatriate adaptation and outcomes.
Design/methodology/approach
This study surveys 10 expatriates in Taiwan and conducts qualitative analysis based on the newly collected original data.
Findings
The study's results confirm that cross-cultural stable and dynamic competencies improve expatriates' cross-cultural adaptation, enhancing expatriate outcomes in cross-cultural environments.
Originality/value
This study contributes to cross-cultural management research by clarifying the characteristics and action mechanisms of cross-cultural stable competencies (including cultural empathy, emotional stability, social initiative, open-mindedness and flexibility) and cross-cultural dynamic competencies (including relational skills, general self-efficacy and non-ethnocentrism) in the international business context. The study's findings suggest future research directions in the empirical investigation of the antecedents, characteristics and results of cross-cultural competencies, cross-cultural adaptation and expatriate outcomes.
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Muhammad Awais Bhatti, Mohammed Alshagawi, Ahmad Zakariya and Ariff Syah Juhari
Globalization has brought many challenges to organizations, namely, in managing the performance of multicultural workforces to achieve organizational objectives. Past researchers…
Abstract
Purpose
Globalization has brought many challenges to organizations, namely, in managing the performance of multicultural workforces to achieve organizational objectives. Past researchers have highlighted many factors that influence the employee’s performance, but the nature and scope of these factors is limited to the conventional setting. Therefore, the purpose of this paper is to develop a comprehensive framework to better understand the role of the psychological diversity climate, HRM practices and personality traits (Big Five) in job satisfaction and performance of the multicultural workforce.
Design/methodology/approach
Data were collected from 258 faculty members working in Saudi Arabia’s higher educational sector. Structural equation modeling was used with Amos 18 to analyze the data.
Findings
The findings of this study suggest that managers should adopt diversity practices to improve the psychological diversity climate among multicultural workforce. In addition, diversity training and unbiased performance appraisal systems also increase the faculty member’s job satisfaction and performance in multicultural settings. Finally, managers should consider openness to culture and sociability traits while selecting faculty members to work in multicultural settings.
Originality/value
This framework has never been tested in higher educational institutions and in multicultural setting.
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Christopher Richardson, Guat-Hoon Tan and Shaian Kiumarsi
This paper aims to investigate and reflect upon the effects of personality traits on expatriate adjustment within the context of Malaysia’s multicultural society.
Abstract
Purpose
This paper aims to investigate and reflect upon the effects of personality traits on expatriate adjustment within the context of Malaysia’s multicultural society.
Design/methodology/approach
Drawing on the multicultural personality questionnaire (MPQ) and extrapolating from the literature on expatriate adjustment, the authors introduce five hypotheses, which are then tested based on data derived from 101 expatriates working in Malaysia.
Findings
The results indicate a positive relationship between both open-mindedness and adjustment as well as between flexibility and adjustment. However, the authors did not observe any significant positive relationship between the three remaining MPQ personality traits and expatriate adjustment.
Originality/value
While various studies have investigated the relationship between personality and expatriate adjustment in an Asian context, the majority have been conducted in largely monocultural settings, or at least on the implicit assumption of a single societal culture within the host country. This paper contributes to the literature by exploring the relationship in the context of a multicultural Asian host country.
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– 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.
Abstract
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 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’ MP. Further, it elaborates on how the perception of and readiness for OC differs across diverse work units throughout the globalization process.
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Joris Boonen, Ankie Hoefnagels, Mark Pluymaekers and Armand Odekerken
The authors examine the role of internationalisation at-home activities and an international classroom at a home institution to promote intercultural competence development during…
Abstract
Purpose
The authors examine the role of internationalisation at-home activities and an international classroom at a home institution to promote intercultural competence development during a study abroad.
Design/methodology/approach
The authors use large scale longitudinal data from the global mind monitor (GMM) (2018–2020) to examine change over time in both multicultural personality (MPQ) and cultural knowledge (CQ) among students in Dutch higher education institutions. The authors analyse the moderating effect of the preparation in the home institution by looking at the added value of both intercultural communication courses and international classroom setting for intercultural competence development during a study abroad.
Findings
The results show that particularly courses on intercultural communication significantly promote intercultural competence development during a stay abroad. Frequent interactions with international staff also seem to be beneficial for this development.
Research limitations/implications
This study was conducted in the Netherlands, in one of the most internationalised educational systems in the world. Therefore, it is difficult to generalise these findings to other contexts before any further empirical research is conducted.
Practical implications
Based on the findings, the authors formulate practical advice for higher education institutions that aim to get the most out of the international learning outcomes of a study abroad.
Originality/value
This paper is the first to assess the moderating effect of preparatory internationalisation at home initiatives on the intercultural learning effects of international experiences later on in a study program. Other studies have proposed that these effects will exist but have not tested them empirically with longitudinal data.
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This study aims to understand better the impact of intercultural communication, social environment and personality on customer satisfaction and post-purchase stage in retailing…
Abstract
Purpose
This study aims to understand better the impact of intercultural communication, social environment and personality on customer satisfaction and post-purchase stage in retailing from Muslim customers’ perspective. In this endeavour, this study illustrates the unique context of intercultural communication to highlight several improvements contributing towards the advancement of intercultural communication literature.
Design/methodology/approach
This research adopted a survey approach where 450 questionnaires were obtained among selected grocery retailers in Klang Valley, Malaysia. The measurement of the constructs and their interrelationships were examined based on partial least squares structural equation modelling (PLS-SEM).
Findings
The findings partially validated the proposed framework with statistically significant relationships among all constructs. Furthermore, it exposed additional insights into some practical and conceptual solutions for addressing intercultural communication of religiously and culturally diverse service encounters in the Malaysian grocery retail industry. These contributions postulated an impetus for future research in various service settings.
Originality/value
Based on the theories, this study assessed the role of the social environment and personality of grocery retail customers on intercultural communication competence (ICC). It also examined the impacts of ICC on inter-role congruence and interaction comfort. It is anticipated that by filling this knowledge gap, the research assisted in strengthening retail communication strategies, which require intercultural communication adjustments in a multicultural business environment. ICC is expected to improve the retail industry’s competitiveness when it positively influences inter-role congruence and interaction comfort among customers.
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The purpose of this paper is to better understand the impact of intercultural communication and personality on customer satisfaction and loyalty in grocery retailing. In this…
Abstract
Purpose
The purpose of this paper is to better understand the impact of intercultural communication and personality on customer satisfaction and loyalty in grocery retailing. In this endeavour, this study illustrates the unique context of intercultural communication to highlight several improvements in the literature and to encourage the advancement of the intercultural communication in the literature.
Design/methodology/approach
To initiate the research, a survey approach was taken. In total, 681 questionnaires were returned out of 1,100 that were distributed within selected grocery retailers in Klang Valley, Malaysia. The measurement of the constructs and their interrelationships is examined based on partial least square-structural equation modelling.
Findings
The findings validate the proposed framework with statistically significant relationships among all constructs. Furthermore, it exposes additional insights into some practical and conceptual solutions for addressing the intercultural communication of culturally diverse encounters in the Malaysian grocery retail industry. These contributions postulate an impetus for future research in various service settings.
Originality/value
Based on role, interdependence and cognitive consistency theory, this study assesses the role of the personality of grocery retail consumers on intercultural communication competence (ICC) and its impact on inter-role congruence (IRC) and interaction comfort (IAC). It is anticipated that by filling this knowledge gap, the research will assist in strengthening retail communication strategies, which require intercultural communication adjustments in a multicultural business environment. The ICC is expected to improve the retail industry competitiveness when it positively influences IRC and IAC among customers.
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Andre Anugerah Pekerti and David Clinton Thomas
The purpose of this paper is to extend current conceptualizations of multicultural individuals by mapping the underlying elements of knowledge, identification, commitment and…
Abstract
Purpose
The purpose of this paper is to extend current conceptualizations of multicultural individuals by mapping the underlying elements of knowledge, identification, commitment and internalization as components of multicultural identity. It aims to extend discussions of how multicultural individuals manage their multiculturality.
Design/methodology/approach
The paper draws primarily on extant works on multicultural individuals and identity. The paper reviews a number of concepts relevant to multicultural identity to introduce the existence of a population called n-Culturals who represent a complex type that exists on one extreme of a continuum of multicultural identity. The paper derives a theory of n-Culturalism which represents a more nuanced theory of the multicultural identity.
Findings
n-Culturals recognizes that elements of multicultural identity exist within individuals to a greater or lesser extent and that their combination results in a comprehensive understanding of the entire range of multicultural identities. n-Culturalism extends current views that multicultural individuals maintain multiple saliences of their identities rather than switching modes to manage their multiculturality.
Research limitations/implications
The conceptual nature of the paper implies that there are no existing empirical data apart from anecdotal examples; at the same time this fact provides ample opportunities to test the theory.
Practical implications
First, the findings provides an understanding of multiple cultural influences on acculturative stress and on performance across a range of domains as well as measuring multicultural identity. Second, by understanding the way in which n-Culturals develop the authors may gain valuable insights in modeling this process.
Originality/value
The paper develops a new theory of approaching the challenges faced by multicultural individuals, that is, how to manage their multiculturality. The theory goes beyond current views of switching modes or suppression, and suggests maintaining and balancing multiple identities.
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Gabriela Gonçalves, Marta Reis, Cátia Sousa, Joana Santos, Alejandro Orgambídez-Ramos and Peter Scott
Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations…
Abstract
Purpose
Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively.
Design/methodology/approach
This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution.
Findings
It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations.
Practical implications
Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being.
Originality/value
This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.
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