دانلود مقاله هوش فرهنگی: یک دیدگاه هویتی
چکیده
مقدمه
پیشینه نظری و توسعه فرضیه ها
مطالعه 1: آزمون نقش میانجی هویت چند فرهنگی
مطالعه 2: تلاش برای تأیید خود به عنوان یک شرط مرزی
بحث کلی
نتیجه گیری
منابع
Abstract
Introduction
Theoretical background and development of hypotheses
Study 1: testing the mediating role of multicultural identity
Study 2: self-verification striving as a boundary condition
General discussion
Conclusion
References
چکیده
هوش فرهنگی (CQ) دارایی با ارزش فزاینده ای برای مدیران، کارکنان، کارآفرینان و سازمان های آنهاست. در حالی که اکنون شواهد قابل توجهی برای مزایای آن وجود دارد، دانش پیرامون پیشینیان آن مبهم است. با تکیه بر نظریه هویت، ما مدلی را توسعه می‌دهیم که رابطه بین تجربه میان فرهنگی - یک پیشینه اصلی با یافته‌های ترکیبی در تحقیقات موجود - و هوش فرهنگی را باز می‌کند. ما هویت چند فرهنگی را به عنوان یک متغیر مداخله گر محوری پیش می بریم و نقش تلاش برای تأیید خود را به عنوان یک شرط مرزی مبتنی بر هویت بررسی می کنیم. در دو مطالعه به هم پیوسته، ما شواهدی پیدا کردیم که نشان می‌دهد چگونه می‌توان هوش فرهنگی را از طیف وسیعی از اشکال رایج تجارب بین‌فرهنگی پرورش داد. با انجام این کار، ما نتایج مختلط در تحقیقات قبلی را روشن می‌کنیم و مفاهیم کلیدی را برای تحقیقات آینده ارائه می‌کنیم. یعنی هویت چندفرهنگی به توضیح بهتر اینکه افراد چه زمانی و چگونه تجربیات بین فرهنگی خود را به هوش فرهنگی ترجمه می کنند کمک می کند.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
Cultural intelligence (CQ) is an increasingly valuable asset for managers, employees, entrepreneurs, and their organizations. While there is now considerable evidence for its benefits, knowledge remains cloudy surrounding its antecedents. Drawing on identity theory, we develop a model unpacking the relationship between cross-cultural experience—a core antecedent with mixed findings in extant research—and CQ. We advance multicultural identity as a pivotal intervening variable and probe the role of self-verification striving as an identity-based boundary condition. Across two interlocking studies, we find evidence for how CQ can be cultivated from a range of increasingly common forms of cross-cultural experiences. In doing so, we shed light on the mixed results in prior research and provide key implications for future research; namely, multicultural identity helps to better account for when and how individuals translate their cross-cultural experiences into CQ.
Introduction
Since cultural intelligence (CQ), defined as the ability to interact effectively in culturally diverse contexts (Earley and Ang, 2003), first emerged as a construct in 2003, numerous studies have demonstrated that CQ is a promising predictor of intercultural effectiveness (e.g., Rockstuhl and Van Dyne, 2018; Schlaegel et al., 2021). Given its apparent relevance to business in the globalized 21st century, it is perhaps not surprising that a growing body of research has emerged over the years. In fact, despite the recent genesis of CQ research, an abundant amount of research has culminated in several reviews (e.g., Fang et al., 2018; Leung et al., 2014; Ng et al., 2012; Yari et al., 2020). Most research on CQ has focused on its outcomes, such as adjustment, performance, and global leadership effectiveness (Ott and Michailova, 2018), and more complex models involving mechanisms linking CQ with outcomes such as performance have been examined (e.g., Rockstuhl and Van Dyne, 2018).
Conclusion
We asked an important question to advance theoretical understanding of the relationship between cross-cultural experience and CQ: when and how does cross-cultural experience relate to CQ? We answered these questions by drawing from identity theory and examining the intervening role of multicultural identity. Those who possess this are more likely to engage deeply with their crosscultural experiences and are thus better placed to transform those experiences into CQ. We also found that the extent to which one engages in self-verification striving amplified the cross-cultural experience-CQ link. Identity matters regardless of the way crosscultural experience is conceptualized and measured. In sum, this study helps to close the gap in understanding how an increasingly essential asset can be cultivated from an increasingly accessible category of experience among businesspeople.
1. I feel strong ties with more than one culture
2. I feel a strong sense of belonging to more than one culture
3. I have a strong sense of identification with more than one culture
4. Overall, my memberships in more than one culture have a great deal to do with how I feel about myself
5. A feeling of membership in more than one culture is an important reflection of who I am
6. A feeling of belongingness to more than one culture is important to my sense of what kind of person I am
7. In general, belonging to more than one culture is an important part of my self-image