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This thesis examines the integration of Cultural Intelligence (CQ) in entrepreneurial education, specifically in the Minor in International Entrepreneurship and Development program at TU Delft. It identifies a significant gap in the current curriculum regarding CQ training, crucial for navigating the culturally diverse landscape of global business. Through an analysis of existing frameworks, interviews with students and professionals, and curriculum evaluation, the thesis highlights the shortcomings in preparing students for international entrepreneurship. It proposes curriculum enhancements focusing on experiential learning and reflection to foster cultural understanding and adaptability. These recommendations aim to equip students with the necessary skills to succeed in a multicultural entrepreneurial environment, making the program more comprehensive and globally relevant., Management of Technology (MoT)

This phenomenological study aimed to understand how the personal and professional experiences of J-1 teacher exchange visitors (J-1TEVs) in a rural school district (RSD) in South Carolina impacted their teacher self-efficacy. Personal and professional experience was generally defined as the circumstances surrounding J-1TEVs’ private and work lives. The theory guiding this study was the teacher self-efficacy theory, a derivative construct of Bandura’s social cognitive theory. The theoretical framework guided the exploration of how the personal and professional experiences of J-1TEVs impacted their beliefs in their ability to perform effectively in U. S. classrooms. The central research question was: “What are the lived experiences of J-1TEVs at RSD in South Carolina with respect to their teacher self-efficacy?” Ten current J-1TEVs and former J-1TEVs, up to four years after functioning as a J-1TEV in RSD, participated in the study. Heidegger’s hermeneutic circle of inquiry was used to analyze the data gathered from questionnaires, journal prompts, and semi-structured interviews. The findings revealed that the personal challenges did not affect the TSE for most participants. Professionally, J-1TEVs lacked cultural competence to varying degrees, leading to culture shock, challenges with classroom management and discipline, and intercultural communication. The challenges negatively impacted J-1TEVs’ TSE, but with support from administrators and teachers, their TSE increased over time.

According to the National Center for Education Statistics (2022), the Private School Universe Survey (PSS) was given and disclosed that 4.7 million students were served in private elementary and secondary schools in the fall of 2019. Approximately twenty-five percent of private schools in the United States of America are considered conservative Christian schools (National Center for Education Statistics, 2022). Within the conservative Christian schools, 0.7% of the students were American Indian, 5.3% were Asian, 68.6% were white, 11.2% were Black, 9.2% were Hispanic, 0.8% were Pacific Islander, and 4.3% were two or more races. Diversity in conservative Christian schools is minimal compared to public schools (Ee et al., 2018); however, the smaller percentages of diverse students on a private Christian school campus do not nullify the need for cultural awareness and responsiveness. The purpose of this correlational study was to determine if a relationship exists between culturally responsive school leadership, cultural awareness, teacher readiness for educating all students, and professional learning opportunities about diversity, controlling for Christian private schools located in the United States of America. This study utilized the survey design method, and the sample of this research comprised the population of teachers employed for at least one year at Christian private schools. The results of the study are based on significant Chi-square analyses, which show numerous strong relationships between Likert scale item means that show primary factors that highlight teacher perceptions of cultural awareness, teacher readiness to educate all students, and equity-focused professional learning opportunities.

The purpose of this Doctor of Ministry project is to train ministry leaders by studying the cross-cultural leadership characteristics of Apostle Paul. Central Steele Creek Presbyterian Church is part of the sad statistic of traditional churches that have been declining for the past thirty years. This will continue unless leaders of the church embrace the diverse culture and nature of the surrounding community. Cross-cultural leadership is needed in this time of multi-cultural communities and there is no one better than Paul to demonstrate this indispensable cross-cultural ministry paradigm. If leaders at Central are trained and motivated to embrace Paul’s cross-cultural ministry leadership, then they will help a mono-cultural church to become a multi-cultural ministry. This project addresses the problem of leadership at Central lacking understanding and openness to the changing cultural landscape of the surrounding community. The data collected from the project is helpful in educating, training, and raising up cross-cultural leaders who will lead and serve multi-cultural communities surrounding the church. The hope is that this project will provide some practical answers that will bring transformations in the organizational ministry of Central church's leadership team to help grow the church. From the collected data, the conclusion is reached that training sessions will lead to increased measures in cultural intelligence and values for church members at Central. Infusion of cultural intelligence and values, along with openness to diversity, helps Central to transform from a declining traditional church to a potentially growing multi-cultural community church.

This research aimed to explore how heads of departments at LNU manage cultural differences in their teams. The study addressed the main research question and two sub-questions to uncover effective strategies for navigating cultural disparities in team settings. An exploratory design was employed, utilizing qualitative methods such as interviews and content analysis. Semi-structured interviews were conducted with a limited number of participants from diverse departments at LNU. Thematic analysis was used to identify key themes and findings. Several significant themes emerged from the analysis. The first theme highlighted the importance of recognizing and addressing cultural differences within teams through open dialogue, communication, building trust, and fostering inclusivity. The second theme emphasized the significance of cultivating cultural intelligence and competency as cross-cultural leaders, including the development of cultural competency and adapting communication styles to accommodate diverse team members. The third theme focused on effective communication, emphasizing the need to overcome language barriers and establish open channels for promoting understanding and inclusivity. The fourth theme highlighted the value of embracing cultural diversity, viewing it as an asset, and leveraging unique perspectives and strengths within teams. The fifth and final theme emphasized the continuous learning and development of cultural competency and cultural intelligence to effectively manage cultural disparities. This study contributes to our understanding of how heads of departments at LNU manage cultural differences in their teams. The findings underscore the importance of recognizing cultural differences, cultivating cultural intelligence, promoting effective communication, embracing cultural diversity, and fostering continuous learning and development. These strategies enhance the capacity of organizations to navigate cultural disparities and foster inclusivity in

Purpose: Expatriates are the key players in establishing and running the international business in the host country. Therefore, a burgeoning debate has been done regarding their effectiveness and their intent to stay in the host country. In this regard, most of the researchers have explored the organizational factors. However, there is scant research that explores the psychological capabilities of an individual as an expatriate to sense and act in accordance with the cultural and social environment of the host country. Therefore, the present study aims to assess the effect of cultural and social intelligence on expatriate’s intent to stay through job satisfaction. Design/Methodology/Approach: In order to meet the objectives of the research, 303 expatriates in Pakistan were selected as target respondents using simple random sampling technique. The collected data was then analyzed by adopting PLS-SEM approach using Smart PLS 3.0 software. Findings: The findings of the study revealed a significant association of cultural and social intelligence with job satisfaction. In addition, the relationship of job satisfaction and expatriates’ intent to stay was also established. The findings of the study also confirm the mediating role of job satisfaction between the relationship of cultural and social intelligence with expatriate intent to stay. Implications/Originality/Value: The significance of expatriates cannot be overlooked from the host country’s perspective. Therefore, this study is unique in its kind that explains the factors that are significant in enhancing expatriates’ intent to stay in Pakistan.

Purpose: This study explores the complex relationship between institutional support, perceived social support, cultural intelligence, and social entrepreneurial intention within a sample of 230 participants. Design/Methodology/Approach: We employ Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the moderating role of cultural intelligence in the context of social entrepreneurship, incorporating data from a diverse set of individuals engaged in various entrepreneurial endeavors. Findings: Our analysis reveals that both institutional support and perceived social support significantly influence social entrepreneurial intention. Furthermore, cultural intelligence emerges as a pivotal moderator, shedding light on how individuals' adaptability and awareness of cultural nuances can enhance or diminish the impact of support structures on their intention to engage in social entrepreneurship. Implications/Originality/Value: This research advances the understanding of social entrepreneurial intention by highlighting the vital role played by cultural intelligence as a moderator. The findings underscore the importance of tailored support mechanisms that consider cultural intelligence, thereby offering valuable insights for policymakers, educators, and support organizations seeking to foster social entrepreneurship in diverse contexts. This study contributes to the growing body of literature on social entrepreneurship by illuminating the nuanced interplay between support systems and individual characteristics in shaping entrepreneurial intentions.

Purpose: This study explores the complex relationship between institutional support, perceived social support, cultural intelligence, and social entrepreneurial intention within a sample of 230 participants. Design/Methodology/Approach: We employ Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the moderating role of cultural intelligence in the context of social entrepreneurship, incorporating data from a diverse set of individuals engaged in various entrepreneurial endeavors. Findings: Our analysis reveals that both institutional support and perceived social support significantly influence social entrepreneurial intention. Furthermore, cultural intelligence emerges as a pivotal moderator, shedding light on how individuals' adaptability and awareness of cultural nuances can enhance or diminish the impact of support structures on their intention to engage in social entrepreneurship. Implications/Originality/Value: This research advances the understanding of social entrepreneurial intention by highlighting the vital role played by cultural intelligence as a moderator. The findings underscore the importance of tailored support mechanisms that consider cultural intelligence, thereby offering valuable insights for policymakers, educators, and support organizations seeking to foster social entrepreneurship in diverse contexts. This study contributes to the growing body of literature on social entrepreneurship by illuminating the nuanced interplay between support systems and individual characteristics in shaping entrepreneurial intentions.

Employee well-being plays an important role within an organisation. Well-being may affect workers and organisations in diverse ways. Workers with poor well-being may be less productive and more prone to absenteeism, make poor quality decisions, or display diminished overall contributions to the organisation. Positive well-being generates positive impacts on organisational outcomes such as job performance, competitiveness, quality standards, and sustainability. The COVID-19 pandemic has had a destructive impact on global economies and has impacted severely on service sectors. Many service companies have struggled to manage their service ecosystems and operational difference, while others less able to adapt have closed operations. These conditions have had created implications and consequences for service employees and their well-being. These organisational impacts are in addition to the individual psychological experience service employees may have experienced during the pandemic. The new service ecosystems required to continue serving customers during the pandemic (e.g. virtual work environment system) have had implications for both home and work life. This work stress can create a negative relationship attitude, which may create the conflict between employees and customers. Conflict within an organisation is unavoidable and can influence organisational performance. In addition, service employees experience elevated levels of social conflict due to frequent customer conflict. This study identifies two types of conflict from the literature, internal and external conflict. As frontline employees experience a high-levels of conflict due to long hours and irregular schedules, the work environment results can produce various types of conflict. During this process, interdependent relationships between employees may deteriorate. In addition, the pandemic has created a new normal, exemplified by virtual working environments. Employees may experience interpersonal conflict w, Thesis (PhD Doctorate), Doctor of Philosophy (PhD), Dept of Marketing, Griffith Business School, Full Text

Purpose – The purpose of this study was to investigate the correlation between Hospitality Intelligence (HI), consisting of emotional intelligence and cultural intelligence, and guest satisfaction. Additionally, the study aimed to conduct a preliminary examination of hospitality experiential intelligence (HEQ) and explore whether there are practical indicators that could be used to develop further understanding of the concept. Design/methodology/approach – This study employed a mixed-method research strategy. Two self-report surveys were administered to guests and staff in four hotels located in Stone Town to examine the relationship between HI and guest satisfaction. Grounded theory analysis was utilized to explore practical indicators of HEQ. Findings –The quantitative analysis did not reveal a significant correlation between HI and guest satisfaction, likely due to the insufficient number of participants and faulty data sets. However, the qualitative analysis identified practical indicators of HEQ that could be useful for future research. Research implications/limitations – Prior research suggests that HI could be beneficial for educational purposes and staff competency development in the hospitality industry. However, given the limitations of the dataset, which was not representative of the population, further research on this topic is highly recommended. The results of this study should be viewed as preliminary and require further investigation. Keywords: Hospitality, tourism, hospitality intelligence, emotional intelligence, cultural intelligence, hospitality experiential intelligence, guest satisfaction, travel behaviour, competencies, hospitality staff, service quality.

Purpose – The purpose of this study was to investigate the correlation between Hospitality Intelligence (HI), consisting of emotional intelligence and cultural intelligence, and guest satisfaction. Additionally, the study aimed to conduct a preliminary examination of hospitality experiential intelligence (HEQ) and explore whether there are practical indicators that could be used to develop further understanding of the concept. Design/methodology/approach – This study employed a mixed-method research strategy. Two self-report surveys were administered to guests and staff in four hotels located in Stone Town to examine the relationship between HI and guest satisfaction. Grounded theory analysis was utilized to explore practical indicators of HEQ. Findings –The quantitative analysis did not reveal a significant correlation between HI and guest satisfaction, likely due to the insufficient number of participants and faulty data sets. However, the qualitative analysis identified practical indicators of HEQ that could be useful for future research. Research implications/limitations – Prior research suggests that HI could be beneficial for educational purposes and staff competency development in the hospitality industry. However, given the limitations of the dataset, which was not representative of the population, further research on this topic is highly recommended. The results of this study should be viewed as preliminary and require further investigation. Keywords: Hospitality, tourism, hospitality intelligence, emotional intelligence, cultural intelligence, hospitality experiential intelligence, guest satisfaction, travel behaviour, competencies, hospitality staff, service quality.

Purpose: Expatriates are the key players in establishing and running the international business in the host country. Therefore, a burgeoning debate has been done regarding their effectiveness and their intent to stay in the host country. In this regard, most of the researchers have explored the organizational factors. However, there is scant research that explores the psychological capabilities of an individual as an expatriate to sense and act in accordance with the cultural and social environment of the host country. Therefore, the present study aims to assess the effect of cultural and social intelligence on expatriate’s intent to stay through job satisfaction. Design/Methodology/Approach: In order to meet the objectives of the research, 303 expatriates in Pakistan were selected as target respondents using simple random sampling technique. The collected data was then analyzed by adopting PLS-SEM approach using Smart PLS 3.0 software. Findings: The findings of the study revealed a significant association of cultural and social intelligence with job satisfaction. In addition, the relationship of job satisfaction and expatriates’ intent to stay was also established. The findings of the study also confirm the mediating role of job satisfaction between the relationship of cultural and social intelligence with expatriate intent to stay. Implications/Originality/Value: The significance of expatriates cannot be overlooked from the host country’s perspective. Therefore, this study is unique in its kind that explains the factors that are significant in enhancing expatriates’ intent to stay in Pakistan.

Purpose: Expatriates are the key players in establishing and running the international business in the host country. Therefore, a burgeoning debate has been done regarding their effectiveness and their intent to stay in the host country. In this regard, most of the researchers have explored the organizational factors. However, there is scant research that explores the psychological capabilities of an individual as an expatriate to sense and act in accordance with the cultural and social environment of the host country. Therefore, the present study aims to assess the effect of cultural and social intelligence on expatriate’s intent to stay through job satisfaction. Design/Methodology/Approach: In order to meet the objectives of the research, 303 expatriates in Pakistan were selected as target respondents using simple random sampling technique. The collected data was then analyzed by adopting PLS-SEM approach using Smart PLS 3.0 software. Findings: The findings of the study revealed a significant association of cultural and social intelligence with job satisfaction. In addition, the relationship of job satisfaction and expatriates’ intent to stay was also established. The findings of the study also confirm the mediating role of job satisfaction between the relationship of cultural and social intelligence with expatriate intent to stay. Implications/Originality/Value: The significance of expatriates cannot be overlooked from the host country’s perspective. Therefore, this study is unique in its kind that explains the factors that are significant in enhancing expatriates’ intent to stay in Pakistan.

There have been numerous studies conducted on the importance of multiple intelligence levels of learners and the significance of language learning. By contrast, this study dwells on exploring cultural intelligence, its components and the relationship between cultural intelligence and language learning. To achieve this aim, bilingual and multilingual primary school students were selected and administered a cultural intelligence questionnaire to detect whether or not there is a relationship between these two aspects. The results yield the fact that multilinguals have higher scores in cultural intelligence, showcasing that those who are open to other cultures and can easily adapt to new patterns of thinking are likely to learn languages with ease.

This action research project was designed to surface and codify a worldview that emerged among black people as a result of the traumatic phenomena of 2020. The program sought to help white pastors in New York’s Lower Hudson Valley recognize this new worldview, understand its implications, and desire to intentionally develop their level of Cultural Competence to more effectively counsel and disciple black congregants holding this worldview. The detrimental effects of the phenomena of 2020 exacerbated existing trauma caused by social and institutional racism and resulted in an altered worldview among urban blacks affecting relationships in communities and within church congregations. A practical, immersive intervention program was developed in which ten white, majority culture evangelical ministers participated in a 30-day phenomenologically based lifestyle immersion in black history and urban culture. Group discussions, surveys, and cultural immersion allowed pastors to experience the phenomena of 2020 and black history through the eyes of the minority sub-culture. The pastors grew in Cultural Intelligence and their desire to develop greater Cultural Competence intentionally. It is hoped that this project will inspire and guide a growing examination of identifiable, quantifiable, common-core worldviews by qualified evangelicals within their own sub-cultures. A growing, evolving compendium of cultural knowledge that builds Cultural Intelligence and leads to Cultural Competence within the Evangelical community would greatly benefit the kingdom.

This research aimed to explore how heads of departments at LNU manage cultural differences in their teams. The study addressed the main research question and two sub-questions to uncover effective strategies for navigating cultural disparities in team settings. An exploratory design was employed, utilizing qualitative methods such as interviews and content analysis. Semi-structured interviews were conducted with a limited number of participants from diverse departments at LNU. Thematic analysis was used to identify key themes and findings. Several significant themes emerged from the analysis. The first theme highlighted the importance of recognizing and addressing cultural differences within teams through open dialogue, communication, building trust, and fostering inclusivity. The second theme emphasized the significance of cultivating cultural intelligence and competency as cross-cultural leaders, including the development of cultural competency and adapting communication styles to accommodate diverse team members. The third theme focused on effective communication, emphasizing the need to overcome language barriers and establish open channels for promoting understanding and inclusivity. The fourth theme highlighted the value of embracing cultural diversity, viewing it as an asset, and leveraging unique perspectives and strengths within teams. The fifth and final theme emphasized the continuous learning and development of cultural competency and cultural intelligence to effectively manage cultural disparities. This study contributes to our understanding of how heads of departments at LNU manage cultural differences in their teams. The findings underscore the importance of recognizing cultural differences, cultivating cultural intelligence, promoting effective communication, embracing cultural diversity, and fostering continuous learning and development. These strategies enhance the capacity of organizations to navigate cultural disparities and foster inclusivity in

The goal of the current study was to ascertain pre-service English language teachers’ impressions of the impact of thematic speaking tasks on the development of their intercultural competence in an online Spoken English course. Moreover, the effect of certain demographic variables on pre-service teachers’ cultural intelligence (CQ) was also investigated. The findings revealed a significant difference between the CQ of students with and without overseas experience. Pre-service teachers who could speak languages other than their mother tongue and English had significantly higher CQ scores than students who could not speak other languages. However, there was not a significant difference between males' and females’ overall CQ. The results showed an increase in CQ scores when the pre- and post-questionnaire averages were compared, but it was not statistically significant. Semi-structured interviews revealed speaking tasks were effective in exposing pre-service teachers to various cultural perspectives, practices, and products.

Both scholars and practitioners highlight the critical role of mutual trust in cross-border technology business relationships. Yet the alliance literature has overlooked the role of emotions and cultural intelligence in developing mutual trust. In a cross-sectional survey of 210 technology business relationships, we find that both a partner's expressing and evoking emotional states are positively associated with mutual trust. We also observe that while interaction with cultural intelligence strengthens the relationship of expressing emotional states with mutual trust, awareness of cultural intelligence weakens it. In addition, awareness of cultural intelligence positively moderates the link between evoking emotional states and mutual trust but negatively conditions the link between expressing emotional states and mutual trust. These findings highlight the importance of emotions as organizational capabilities that can help create an exchange environment characterized by open communication and confidence that partners will meet agreed-on obligations.

Both scholars and practitioners highlight the critical role of mutual trust in cross-border technology business relationships. Yet the alliance literature has overlooked the role of emotions and cultural intelligence in developing mutual trust. In a cross-sectional survey of 210 technology business relationships, we find that both a partner's expressing and evoking emotional states are positively associated with mutual trust. We also observe that while interaction with cultural intelligence strengthens the relationship of expressing emotional states with mutual trust, awareness of cultural intelligence weakens it. In addition, awareness of cultural intelligence positively moderates the link between evoking emotional states and mutual trust but negatively conditions the link between expressing emotional states and mutual trust. These findings highlight the importance of emotions as organizational capabilities that can help create an exchange environment characterized by open communication and confidence that partners will meet agreed-on obligations.

The overarching aim of this research was to examine how project governance and cultural intelligence can influence successful complex construction project delivery. The research proposed a model that comprises project governance and cultural intelligence determinants that can be used to enhance successful complex construction project delivery in the UAE. The key variables of project governance, cultural intelligence and successful complex construction project delivery are significantly explicated in the literature review with the accompanying factors and references for each. To obtain the needed results, the study entailed the use of a quantitative research method. For this study, it was crucial to ensure that only the relevant respondents took part in each stage of the research. A total sample of 404 respondents was used in the study. This number of respondents was considered sufficient in the context of this study and the realisation of the set goals aimed at understanding the complex building construction industry. The study adopted non-probability sampling and snowball sampling strategies. Data analysis comprised descriptive statistics, reliability test, correlation test and regression test. Validity and reliability were attained through the assessment of their plausibility in relation to the existing knowledge on the relationship between the aspects of project governance and cultural intelligence and their effects on successful complex construction project delivery. The verification occurred when the model had been formulated. Workshops and group discussions helped achieve this goal. The research rigour was attained by focusing on verification and validation, which include aspects of methodological coherence and data analysis. As specified below, the novelty of the research can be viewed from two perspectives:  There is a paucity of research studies that examine how project governance and cultural intelligence could influence successful complex construction pr

This article aims to discuss how the constructs of international experience, cultural intelligence, and early internationalization are connected, according to their respective theoretical perspectives. The international business literature has not addressed how managers' international experience generates cultural intelligence and drives early internationalization, considering aspects of the entrepreneur and the organization. It is observed that the international experience results in three characteristics: cultural knowledge, cultural skills, and metacognition. The manager's characteristics can be incorporated into the proposed model, demonstrating the connection between international experience, cultural intelligence, and early internationalization. They encompass the manager's international orientation, faster recognition of international opportunities, and faster internationalization., O presente artigo tem o objetivo de discutir como os construtos experiência internacional, inteligência cultural e internacionalização precoce estão conectados, conforme as respectivas perspectivas teóricas. O entendimento de como a experiência internacional dos gestores gera inteligência cultural e impulsiona a internacionalização precoce não foi abordado pela literatura de negócios internacionais, considerando aspectos do empreendedor e da organização. Observa-se que a experiência internacional resulta em três características: o conhecimento cultural, habilidades culturais e metacognição. As características do gestor podem ser incorporadas ao modelo proposto, demonstrando a conexão entre experiência internacional, inteligência cultural e internacionalização precoce, pois englobam a orientação internacional do gestor, reconhecimento mais rápido das oportunidades internacionais e uma internacionalização mais acelerada., Este artículo tiene como objetivo discutir cómo se conectan los constructos experiencia internacional, inteligencia cultural e internacionalización temprana, según sus respectivas perspectivas teóricas. Comprender cómo la experiencia internacional de los gerentes genera inteligencia cultural e impulsa la internacionalización temprana no ha sido abordado por la literatura de negocios internacionales, considerando aspectos del emprendedor y la organización. Se observa que la experiencia internacional resulta en tres características: conocimiento cultural, habilidades culturales y metacognición. Las características del gerente pueden incorporarse al modelo propuesto, demostrando la conexión entre la experiencia internacional, la inteligencia cultural y la internacionalización temprana, ya que abarcan la orientación internacional del gerente, un reconocimiento más rápido de las oportunidades internacionales y una internacionalización más rápida.

In this editorial, we reflect on the aspects and capabilities necessary or required for professionals in Librarianship and Information Science and their relationship with current social demands. The usual technical skills that are typical of technological environments as well as those previously mentioned soft skills are explored among these scenarios, especially the social communication skills that are necessary facing a global citizenship. Finally, the idea of multiple skills is proposed in relation with cultural and emotional intelligence and its close connection with job satisfaction to create inclusive environments in the library., En este editorial, se reflexiona sobre los aspectos y las capacidades necesarias o requeridas para los profesionales en Bibliotecología y Ciencia de la Información y su relación con las demandas sociales actuales. Estos escenarios exploran las competen-cias técnicas habituales y propias de los entornos tecnológicos y aquellas consideradas blandas. Entre estas últimas se examinan las habilidades socio-comunicacionales necesarias frente una ciudadanía global. Finalmente, se propone la idea de aptitudes múltiples relacionadas con la inteligencia cultural y emocional y su entramado con la satisfacción laboral en la generación de ambientes inclusivos en la biblioteca.

The ability, will, and belief that it is possible to deal effectively with members of other cultural/ethnic groups are still gaining importance all over the world. However, the majority of studies on intercultural relations focus on Western Europe and the USA, applying constructs and theories that replicate a western-centered worldview. As a consequence, it is unclear whether established measures for intergroup attitudes and intercultural competence may be applied in Eastern European countries and to what extent they display comparable ideas, thoughts, and feelings. The current study thus explores cross-cultural commonalities and differences in established measures of ethnic identity, prejudice, acculturation strategies, intercultural intelligence, and multicultural personality. Therefore, we compare the scale structure, difficulty, and sensitivity in samples from Germany and the Eastern European countries Hungary, Serbia, and the Czech Republic (etic-perspective), as well as the culture-specific conceptions of said concepts (emic-perspective). Results show that the investigated scales do not work comparably across German and Eastern European samples. Differences might be rooted in variations of underlying thinking patterns and connotations of single expressions. Those variations are likely to be related to the constant individual societal and historical developments of cultures, shaping the way individuals think and talk about cultural diversity. Future studies are encouraged to consider culture-specific and generalizable aspects of constructs when conducting cross-cultural research on intercultural relations.

While it is appealing to consider the potential benefits of incorporating virtual exchange and other technology-based tools when designing a learning experience, it is irresponsible to assume that technology in-and-of itself has the power to improve learning outcomes. Research-supported pedagogy and theory must form the basis of any attempt to incorporate virtual exchange into a learning activity. This paper presents a detailed examination of an undergraduate liberal arts course built on research-supported theories and practices to support learning outcomes, including collaborative cognitive load theory, the cognitive theory of multimedia learning, and instruction based on self-explanation and self-reflection. Initial assessment of the course suggests success in achieving learning outcomes related to critical thinking and intercultural discourse but highlights the need for objective data to support these claims. As virtual exchange gains momentum, it is necessary to continually assess and improve its utilization to guarantee its educational value.

Purpose Access to financing has long been identified as a stumbling block for the economic endeavors of immigrant entrepreneurs (IEs) in host countries. Yet, little is known about the internal enablers for the IEs success to overcome their financing barriers in host countries. Accordingly, the purpose of this paper is to introduce the theoretical concept of the financial ambidexterity of IEs as a potential behavioral ability some IEs develop over time to access financing in both host and coethnic contexts. Design/methodology/approach The paper uses sociopsychological lenses to introduce and discuss the term "financial ambidexterity of IEs" by synthesizing empirical evidence drawn from the different literature on immigrant entrepreneurship, biculturalism, financial literacy and cultural intelligence. This discussion is carefully embedded within the framework of the immigrant entrepreneurship literature. Findings The study proposes and discusses the role of bicultural identity integration, cultural intelligence and financial literacy in enabling the "financial ambidexterity of IEs." It further defines the "financial ambidexterity of IEs" as their ability to explore and exploit financing opportunities, either simultaneously across the contexts within which they are embedded, e.g. coethnic and mainstream, or alternately in one context when barriers occur in the other. Originality/value The paper mainly contributes to the literature on immigrant entrepreneurship by suggesting an explanation for how IEs overcome financing barriers in their host countries, and why some IEs are more successful in that than other peers. Moreover, the paper attempts to advance the understanding of immigrants' entrepreneurial endeavors using a sociopsychological lens that considers cultural, cognitive and knowledge-related factors.

The purpose of this qualitative non-experimental single-case study was to develop an in-depth understanding of the complex social phenomena of a military staff planning exercise for multinational military officers completing their intermediate level education at a U.S. military service college. Given the critical nature of military interoperability in future warfare, the professional military education domain must determine the most effective means of educating officers to succeed in their future tasks, which requires the development of cognitive interoperability. This study examined the “how” and “why” of a multinational staff planning exercise by researching the central question; How does the use of a combined staff planning exercise lead to the perception of cognitive interoperability among participant multinational military officers? Subordinate research questions are designed to determine the operational linkages between the exercise construct, the impact of culture on the learning objectives, and the use of professional military education as a means to pursue cognitive interoperability. Building upon the foundational theoretical works of Hofstede’s cultural dimension theory and Thibaut and Kelley’s interdependence theory, this study included an evaluation of various evidence types, documents, interviews, and observations. Findings showed how a multinational staff planning exercise could develop a degree of cognitive interoperability among U.S. and U.K. Army officers. Curriculum, time allocation, and institutional capacity directly affect the attainment of learning outcomes, with social exchanges and interpersonal interactions facilitating cognitive interoperability.

Both scholars and practitioners highlight the critical role of mutual trust in cross-border technology business relationships. Yet the alliance literature has overlooked the role of emotions and cultural intelligence in developing mutual trust. In a cross-sectional survey of 210 technology business relationships, we find that both a partner's expressing and evoking emotional states are positively associated with mutual trust. We also observe that while interaction with cultural intelligence strengthens the relationship of expressing emotional states with mutual trust, awareness of cultural intelligence weakens it. In addition, awareness of cultural intelligence positively moderates the link between evoking emotional states and mutual trust but negatively conditions the link between expressing emotional states and mutual trust. These findings highlight the importance of emotions as organizational capabilities that can help create an exchange environment characterized by open communication and confidence that partners will meet agreed-on obligations.

Both scholars and practitioners highlight the critical role of mutual trust in cross-border technology business relationships. Yet the alliance literature has overlooked the role of emotions and cultural intelligence in developing mutual trust. In a cross-sectional survey of 210 technology business relationships, we find that both a partner's expressing and evoking emotional states are positively associated with mutual trust. We also observe that while interaction with cultural intelligence strengthens the relationship of expressing emotional states with mutual trust, awareness of cultural intelligence weakens it. In addition, awareness of cultural intelligence positively moderates the link between evoking emotional states and mutual trust but negatively conditions the link between expressing emotional states and mutual trust. These findings highlight the importance of emotions as organizational capabilities that can help create an exchange environment characterized by open communication and confidence that partners will meet agreed-on obligations.

A predictive correlational study was conducted to determine predictive capabilities between collegiate educational leader’s horizontal collectivism scores and their motivational cultural intelligence scores. While researchers have used cultural intelligence (CQ) and cultural orientations (CO) as theoretical frameworks in previous studies, this study relies heavily on Robert Bandura’s social learning theory (SLT). The differentiation in theoretical framework indicates that a group’s social norms, religious customs, and their cultural constructs are learned through direct experience within their communal upbringing or learned through observing others. Therefore, just as these cultural responses to external stimuli were learned, they can be unlearned, and relearned to fit appropriately to promote inclusivity in a setting that encompasses diversity. For this study, 62 participants were selected using judgement sampling through 22 different four-year colleges and universities within the Eastern region of the United States. Participants took part in one survey that contained two electronic instruments: Individualism and Collectivism Scale (INDCOL); and the Electronic Cultural Intelligence Scale (E-CQS). Following data collection, the researcher used a multiple linear regression to predict overall HC scores from intrinsic motivation (IM), extrinsic motivation (EM), and self-efficacy to adjust (SA) scores. Results revealed that overall EM was statistically significant to OHC scores. Further research is required with measuring CQ to CO within the context of higher education.

Both scholars and practitioners highlight the critical role of mutual trust in cross-border technology business relationships. Yet the alliance literature has overlooked the role of emotions and cultural intelligence in developing mutual trust. In a cross-sectional survey of 210 technology business relationships, we find that both a partner's expressing and evoking emotional states are positively associated with mutual trust. We also observe that while interaction with cultural intelligence strengthens the relationship of expressing emotional states with mutual trust, awareness of cultural intelligence weakens it. In addition, awareness of cultural intelligence positively moderates the link between evoking emotional states and mutual trust but negatively conditions the link between expressing emotional states and mutual trust. These findings highlight the importance of emotions as organizational capabilities that can help create an exchange environment characterized by open communication and confidence that partners will meet agreed-on obligations.

Due to proceeding globalization processes, involving a rise in mobility and international interdependencies, the frequency and relevance of intercultural contact situations increases. Consequently, the ability to deal effectively with intercultural situations is gaining in importance. However, the majority of studies on measures of intercultural competence focuses on Western Europe and the United States or cultures of the Far East. For the present study, previously understudied Eastern European (former communist) cultures were included, by sampling in Hungary, Serbia, and the Czech Republic, in addition to (the Central or Western European country) Germany. Thus, this study enabled comparisons of scale characteristics of the cultural intelligence scale (CQS), the multicultural personality questionnaire (MPQ), as well as the blatant and subtle prejudice scales, across samples from different cultures. It was also examined how the CQS and MPQ dimensions are associated with prejudice. To analyse scale characteristics, the factor structures and measurement invariances of the used instruments were analyzed. There were violations of configural measurement invariance observed for all of these scales, indicating that the comparability across samples is limited. Therefore, each of the samples was analyzed separately when examining how the CQS and MPQ dimensions are related to prejudice. It was revealed that, in particular, the motivational aspect of the CQS was statistically predicting lower prejudice. Less consistently, the MPQ dimensions of open-mindedness and flexibility were statistically predicting lower prejudice in some of the analyses. However, the violations of measurement invariance indicate differences in the constructs' meanings across the samples from different cultures. It is consequently argued that cross-cultural equivalence should not be taken for granted when comparing Eastern and Western European cultures.

Companies have undoubtedly become powerful actors in the international system. Apart from managing relations with other companies, they usually have to interact with other governments, civil society, and individuals in diverse intercultural contexts. This article aims to analyze the relevant elements of cultural intelligence in business diplomacy from a theoretical perspective. Through a review of the literature on the different approaches to diplomacy and international business, the manuscript shows the determining factors that contribute to success in intercultural relationships. Amongst the most important are the hiring and training of personnel specialized in International Relations to develop the skills to understand the political, social, cultural and economic context of a society, as well as cultural awareness to identify the determining elements in communication within intercultural business., Las empresas se han convertido, sin lugar a dudas, en uno de los actores internacionales con mayor poder en el sistema internacional. No solo deben gestionar las relaciones con otras empresas, sino que están obligadas a direccionar esfuerzos para relacionarse con gobierno, sociedad civil e individuos en contextos interculturales muy diversos. El presente artículo tiene por objetivo analizar los elementos relevantes de la inteligencia cultural en la diplomacia empresarial desde una perspectiva teórica. A través de una revisión de la literatura sobre los distintos enfoques de la diplomacia y los negocios internacionales, el manuscrito señala los factores determinantes que contribuyen al éxito en las relaciones interculturales. Entre los más importantes están la contratación y capacitación de personal especializado en Relaciones Internacionales, que tenga las habilidades para entender el contexto político, social, cultural y económico de una sociedad, y que pueda desarrollar una conciencia cultural que le permita identificar los elementos determinantes en la comunicación dentro de los negocios interculturales.

Syftet med den här uppsatsen är att få en bättre förståelse för hur olika kommunikationsstilarkommer till uttryck i en kontext av globala virtuella team (GVT), genom att undersöka vad deinnebär för teamets effektiva kommunikation. Därutöver undersöks även vilken roll kulturellintelligens (CQ) spelar i sammanhanget. För att granska ämnet har en kvalitativ metodbestående av semistrukturerade intervjuer och Critical Incident Technique använts.Intervjuerna inkluderade medlemmar tillhörande ett GVT från SSAB, såväl som enskildaindivider som arbetar i GVT i andra företag. Resultatet visar att olika kommunikationsstilarinom ett GVT kan leda till missförstånd och därmed hindra den effektiva kommunikationen.Resultatet visar också att CQ kan hjälpa till att minska missförstånd i GVT., The purpose of this study is to gain a deeper understanding of how different communicationstyles manifest in the context of global virtual teams (GVT), which is done by looking atwhat they entail for the teams effective communication. In addition to this, the role of culturalintelligence (CQ) in the context is also being explored. To examine this topic, this studyapplied a qualitative method consisting of semi-structured interviews and Critical IncidentTechnique. The interviews conducted included the members of a GVT from the companySSAB, as well as unrelated employees working in GVTs from other companies. The resultsdemonstrate that different communication styles in GVTs can lead to misunderstandings andtherefore hinder effective communication. The results also show that CQ can help reducemisunderstandings in GVTs.

A library is a perfect multi-cultural setting, where people from all ethnic backgrounds come together to access information. In this context, it becomes very vital for future library professionals to consider cultural skills as a tool kit to identify and manage varied cultural characteristics. Academic performance of Library science students might be an effective indicator of their being a potential professional in library settings in the future. So the objective of the paper was to investigate whether academic performance of library students was significantly predicted by Cultural Intelligence and certain demographic variables of students studying in the Department of Library Science and Information from the three prominent universities of Assam. For the study, all the 66 students from the three universities were selected, out of which 61 students responded to the survey. Data was collected using Cultural Quotient Scale, developed by Soon Ang and Van Dyne. The results of regression analysis were found to be statistically significant in case of both Gauhati and Dibrugarh universities. The motivational and behavioral components of cultural intelligence, along with demographic characteristics like gender and work experience emerged as strong predictors of academic performance among the students of Gauhati University. The cognitive, metacognitive and behavioral components of cultural intelligence, along with demographic characteristics like possession of professional qualification and place of residence were found to be strong predictors of academic performance among the students of Dibrugarh University.

Cultural intelligence (CQ) is an emerging field in a globalized world. As the world becomes increasingly interconnected, study abroad opportunities at higher educational institutions have become widely-accepted means for developing students’ CQ. While a number of variables seem to impact CQ development through study abroad programs, one variable seems as yet to have been largely unexplored. This research examines anonymous archival data from juniors in Liberty University’s Global Studies program during the spring semesters of 2016, 2017, 2018, and 2019 to observe a potential pattern that suggests the role of a study abroad host-culture on the student’s CQ development. Though lacking the substantial qualitative or statistical analysis necessary for conclusive results, the observations made in this study strengthen calls for the further exploration of the impact of cultural distance between home and host cultures on the change in CQ.

Companies have undoubtedly become powerful actors in the international system. Apart from managing relations with other companies, they usually have to interact with other governments, civil society, and individuals in diverse intercultural contexts. This article aims to analyze the relevant elements of cultural intelligence in business diplomacy from a theoretical perspective. Through a review of the literature on the different approaches to diplomacy and international business, the manuscript shows the determining factors that contribute to success in intercultural relationships. Amongst the most important are the hiring and training of personnel specialized in International Relations to develop the skills to understand the political, social, cultural and economic context of a society, as well as cultural awareness to identify the determining elements in communication within intercultural business., Las empresas se han convertido, sin lugar a dudas, en uno de los actores internacionales con mayor poder en el sistema internacional. No solo deben gestionar las relaciones con otras empresas, sino que están obligadas a direccionar esfuerzos para relacionarse con gobierno, sociedad civil e individuos en contextos interculturales muy diversos. El presente artículo tiene por objetivo analizar los elementos relevantes de la inteligencia cultural en la diplomacia empresarial desde una perspectiva teórica. A través de una revisión de la literatura sobre los distintos enfoques de la diplomacia y los negocios internacionales, el manuscrito señala los factores determinantes que contribuyen al éxito en las relaciones interculturales. Entre los más importantes están la contratación y capacitación de personal especializado en Relaciones Internacionales, que tenga las habilidades para entender el contexto político, social, cultural y económico de una sociedad, y que pueda desarrollar una conciencia cultural que le permita identificar los elementos determinantes en la comunicación dentro de los negocios interculturales.

Cultural Intelligence (CQ) has been defined as the ability of an individual to effectively interact in culturally diverse contexts (Earley & Ang, 2003), which may result in improved performance at the personal and professional level (Ang, Van Dyne, NG

Cultural intelligence (CQ) has been regarded as a key factor in international business success. A recently validated scale, the Business Cultural Intelligence Quotient (BCIQ), refines the CQ concept by applying it exclusively to the business context. The BCIQ aims at predicting long-term cross-cultural success using a combination of CQ factors, cognitive features, and measurable independent variables (Alon et al., 2016b). Using the multigroup exploratory factor analysis approach, we found low measurement invariance for the (BCIQ) instrument across eight countries (Austria, Chile, Colombia, Greece, Philippines, Poland, Spain, and Venezuela). Global knowledge was included as a covariate in the invariance test. We found that type of performance is related to some BCIQ dimensions in our multicountry sample of professionals. Our results provide additional evidence about the construct validity of the BCIQ and its appropriateness for cross-cultural applications. By knowing that the BCIQ is a reliable cross-cultural instrument for the measurement of CQ applied to the business context, managers can benefit by identifying the right individuals for international business assignments. © 2018, © The Author(s) 2017.

This article reports the results of a study inquiring about the role of education-related factors in the development of cultural intelligence. Five hundred fifty-seven students of a Colombian international business (IB) undergraduate program participated in the study. The psychometric properties of the measures were assessed by conducting exploratory and confirmatory factor analyses, and by calculating the corresponding reliability coefficients. T-tests and ANOVA analyses were carried out to test the hypotheses of the study. The results of the study suggest that second language proficiency, multicultural team membership, and participation in curricular and extracurricular activities promote the development of the cultural intelligence of undergraduate IB students.

Chaque projet s’inscrit dans un contexte socioculturel donné et les parties prenantes sont souvent issues de cultures différentes. C’est, conscients de cela que certains auteurs ont souligné l’influence de la dimension culturelle en management de projets (Bredillet, Yatim, & Ruiz, 2010; Hofstede, 1983; Fanta Tesgera Jetu, Riedl, & Roithmayr, 2011; Raynal & Chedru, 2009). Toutefois, la plupart des études n’ont pas mis en évidence la pertinence de l’intelligence culturelle (IC) face à la diversité culturelle. Très peu d’études ont abordé cet aspect en contexte de projet (Beck, Gregory, & Prifling, 2008; Chipulu et al., 2016; Dusseau, Tolstikov-Mast, Walls, & Bender, 2014; Kiznyte, Ciutiene, & Dechange, 2015; Konanahalli et al., 2014; Robert, Michael, & Roman, 2009). Nous n’avons trouvé aucune étude de ce genre portant spécifiquement sur la gestion des parties prenantes (GPP) en management de projets. Pourtant, si les problèmes culturels sont légion, ces derniers prennent leur source dans la diversité culturelle qui conduit souvent à des problèmes majeurs, pouvant scléroser ou favoriser considérablement la progression du projet. Pour faire face à une telle influence, les auteurs et experts préconisent l’acquisition des connaissances culturelles qui, cependant, présente une limite importante; celle relative à l’impossibilité de mémoriser et de maitriser la vaste quantité de connaissances culturelles dans une société culturellement diversifiée (Wu, 2013). Pour résoudre ce problème, le recours à l’IC constitue le meilleur rempart, puisque cette intelligence repose sur une dialectique pertinente dans une situation de diversité culturelle. L’IC se conçoit comme « une approche holistique de la gestion des différences culturelles en évaluant comment l'individu se comporte et comment il/elle doit se comporter dans des situations culturellement diverses en général, au lieu d'apprendre à connaître certaines cultures spécifiques en détail » (Kiznyte et al., 2015, p. 12). Cela pou

Summary: Our nation’s culturally diverse public school students require transformative social justice school leadership that values, affirms, and includes all cultures. Studies focused on educational leadership for diverse student populations increasingly center around cultural responsiveness just as empirical studies on cultural intelligence (CQ) outside the field of education are also proliferating. This study was built upon a conceptual framework that highlights the overlaps between culturally responsive school leadership (CRSL) and the multi-dimensional framework of CQ. Based upon evidence of CQ as an antecedent to a number of positive outcomes in culturally diverse settings, the purpose was to uncover the extent to which principal CQ predicts Black and Latinx students’ high school graduation rates. Data collection involved the 20-item Cultural Intelligence Scale (CQS) (Ang et al., 2007) and federal data on high school graduation rates for Black, Latinx, and White students. The sample was drawn from 18 of the state’s 67 districts, and included 28 principals with a tenure at their current schools of three years or more. A bivariate correlation analysis, a multiple regression analysis, estimators of cross-validated R2, a test of differences of R2, and moderation tests were conducted using a new program developed by Morris and Lieberman (2021). Four significant correlations were detected. Black student graduation rates positively correlated to metacognitive CQ and the combination of cognitive CQ, motivational CQ, and behavioral CQ. Cognitive CQ and motivational CQ correlated to one another, as were cognitive CQ and metacognitive CQ. Results indicated that CRSL plays a positive role in education, with particular promise for Black students. However, results could not be cross-validated from the sample to the population. Furthermore, race/ethnicity did not moderate the relationship between graduation rates and CQ and its subscales. Limitations included a lack of power, 2021, Includes bibliography., Degree granted: Dissertation (PhD)--Florida Atlantic University, 2021., Collection: FAU Electronic Theses and Dissertations Collection

Due to proceeding globalization processes, involving a rise in mobility and international interdependencies, the frequency and relevance of intercultural contact situations increases. Consequently, the ability to deal effectively with intercultural situations is gaining in importance. However, the majority of studies on measures of intercultural competence focuses on Western Europe and the United States or cultures of the Far East. For the present study, previously understudied Eastern European (former communist) cultures were included, by sampling in Hungary, Serbia, and the Czech Republic, in addition to (the Central or Western European country) Germany. Thus, this study enabled comparisons of scale characteristics of the cultural intelligence scale (CQS), the multicultural personality questionnaire (MPQ), as well as the blatant and subtle prejudice scales, across samples from different cultures. It was also examined how the CQS and MPQ dimensions are associated with prejudice. To analyse scale characteristics, the factor structures and measurement invariances of the used instruments were analyzed. There were violations of configural measurement invariance observed for all of these scales, indicating that the comparability across samples is limited. Therefore, each of the samples was analyzed separately when examining how the CQS and MPQ dimensions are related to prejudice. It was revealed that, in particular, the motivational aspect of the CQS was statistically predicting lower prejudice. Less consistently, the MPQ dimensions of open-mindedness and flexibility were statistically predicting lower prejudice in some of the analyses. However, the violations of measurement invariance indicate differences in the constructs' meanings across the samples from different cultures. It is consequently argued that cross-cultural equivalence should not be taken for granted when comparing Eastern and Western European cultures.

Syftet med den här uppsatsen är att få en bättre förståelse för hur olika kommunikationsstilarkommer till uttryck i en kontext av globala virtuella team (GVT), genom att undersöka vad deinnebär för teamets effektiva kommunikation. Därutöver undersöks även vilken roll kulturellintelligens (CQ) spelar i sammanhanget. För att granska ämnet har en kvalitativ metodbestående av semistrukturerade intervjuer och Critical Incident Technique använts.Intervjuerna inkluderade medlemmar tillhörande ett GVT från SSAB, såväl som enskildaindivider som arbetar i GVT i andra företag. Resultatet visar att olika kommunikationsstilarinom ett GVT kan leda till missförstånd och därmed hindra den effektiva kommunikationen.Resultatet visar också att CQ kan hjälpa till att minska missförstånd i GVT., The purpose of this study is to gain a deeper understanding of how different communicationstyles manifest in the context of global virtual teams (GVT), which is done by looking atwhat they entail for the teams effective communication. In addition to this, the role of culturalintelligence (CQ) in the context is also being explored. To examine this topic, this studyapplied a qualitative method consisting of semi-structured interviews and Critical IncidentTechnique. The interviews conducted included the members of a GVT from the companySSAB, as well as unrelated employees working in GVTs from other companies. The resultsdemonstrate that different communication styles in GVTs can lead to misunderstandings andtherefore hinder effective communication. The results also show that CQ can help reducemisunderstandings in GVTs.

Globalization provides international career opportunities and options, such as entrepreneurship. Entrepreneurship education is currently promoted in both national and European educational strategies. For university students, the viability of this career option depends on their own motivations, perceived competencies, and professional objectives. This study uses a structural equations model analyses the factors that affect the intention to create an international company. It focuses on how intercultural skills, cognitive cultural intelligence, entrepreneurial self-efficacy, and linguistic competence affects students' motivation to create a company with an international vocation. The results of the study show that proficiency in a foreign language, language competence, and entrepreneurial self-efficacy are relevant factors. The research also discusses the implications of these results for teaching in higher education institutions. There is a need to update graduates' employability skills and the competences that future teachers must acquire.

The global exchange of goods has in recent years made cultural intelligence an important success factor conducting business over cross-cultural boundaries. Due to lack of cultural competence, several mistakes in international business have been made. Previously studies of cultural intelligence have been carried out in controlled settings and not in day-to-day life. Further, authors for these studies point out that more empirical studies need to be carried out in the subject and in an uncontrolled environment.The purpose of this study is to find out what criteria are important and successful for Swedish professional sellers and buyers when they are conducting international negotiations. If possible, these criteria will then relate to the relevant capabilities of CQ to add validity to the concept. Furthermore, the study also aims to answer if the criteria mentioned by the professionals are applicable with Hofstede's dimensions (Hofstede, 2011) as well as the Context Culture model by Hall (1976). The participants for the study are five individuals from different companies located in Sweden. The participants have previous experience from conducting international business ranging from six to 35 years.The result of this study shows that cultural intelligence is beneficial when it comes to conducting international negotiation. This is presented in the form of important criteria from the respondents, these criteria are explained through the respondent’s own words and then reinterpreted by the authors using theoretical concepts, an example of this is Preparation. Further, the findings present validity to some of the conceptual benefits that previously lacked empirical validity such as collaboration and decision making.

The global exchange of goods has in recent years made cultural intelligence an important success factor conducting business over cross-cultural boundaries. Due to lack of cultural competence, several mistakes in international business have been made. Previously studies of cultural intelligence have been carried out in controlled settings and not in day-to-day life. Further, authors for these studies point out that more empirical studies need to be carried out in the subject and in an uncontrolled environment.The purpose of this study is to find out what criteria are important and successful for Swedish professional sellers and buyers when they are conducting international negotiations. If possible, these criteria will then relate to the relevant capabilities of CQ to add validity to the concept. Furthermore, the study also aims to answer if the criteria mentioned by the professionals are applicable with Hofstede's dimensions (Hofstede, 2011) as well as the Context Culture model by Hall (1976). The participants for the study are five individuals from different companies located in Sweden. The participants have previous experience from conducting international business ranging from six to 35 years.The result of this study shows that cultural intelligence is beneficial when it comes to conducting international negotiation. This is presented in the form of important criteria from the respondents, these criteria are explained through the respondent’s own words and then reinterpreted by the authors using theoretical concepts, an example of this is Preparation. Further, the findings present validity to some of the conceptual benefits that previously lacked empirical validity such as collaboration and decision making.

With our increasingly competitive globalized economy, we are experiencing an emerging trend of firms competing on new international business markets (Bell et al. 2001; Huang 2010). In order to successfully negotiate in an international context, cultural sensitivity needs to be taken into consideration (Manrai & Manrai 2010). This study aims to examine how and to what extent professionalnegotiators’ international negotiation process is influenced by different businesscultures. The study was made by in-depth interviews of five Swedish based professional negotiators and their experiences from negotiating in France, Brazil and Singapore. The mentioned negotiation process was based on Ghuari’s(2003) international business negotiation model which consists of a pre- negotiation stage, a face-to-face negotiation stage and a post-negotiation stage. These stages have been analyzed and interconnected with several cultural variables such as cultural intelligence, adaptation, communication, hierarchy and the Hofstede (2011) parameter of collectivistic versus individualistic cultures to substantiate our two research questions: 1) How does culture intervene in the different stages of the negotiation process? And 2) How are the negotiators adjusting their negotiation strategy to better accommodate the specific culture? The empirical findings showed that there are several differences in both theFrench, Brazilian and Singaporean business culture as well as the negotiators’experiences of their need of adapting to the culture they are negotiating with. The data highlighted the importance of cultural understanding and obtaining the knowledge in a pre-negotiation stage in order to prevent unnecessary misunderstandings which could obstruct the negotiation. The major differenceswhich required the negotiators’ understanding and adaptation was the crucialfactor of building a relationship with the Singaporean delegation, the French’stough negotiation approach and the hierarchical setting

Given the significance of cross-cultural encounters in interpretation, it seems that a key factor that can improve interpretation is the level of interpreters’ cultural intelligence (CQ) as it affects individuals’ functions in culturally diverse situations. This study aimed at exploring the association of interpreters’ CQ and their applied strategies to meet cross-cultural problems in the case of tour guide interpretation in religious contexts. A mixed methods design was employed to explore the cultural intelligence of 91 tour guide interpreters of Foreign Pilgrims’ Office of Imam Reza Holy Shrine, Mashhad, Iran. In the qualitative phase, the researchers carried out interviews with these tour guide interpreters. In this phase, the interpreters' cross-cultural problems and their strategies to tackle these problems were explored and classified. In the quantitative phase, the researchers administered the CQ questionnaire among the interpreters. The findings of the quantitative phase showed that there is a significant relationship between the interpreters’ CQ level and the strategies applied to tackle cross-cultural problems in interpretation. Interpreters with higher levels of CQ showed a stronger tendency towards elaborative strategies. On the contrary, lower levels of CQ among interpreters resulted in more tendency to apply simple strategies.

To cope with increasing demands and competition in the ever-growing global market, organizations have been increasing the use and formation of multicultural teams (MCTs). Though advantageous in numerous aspects, MCT literature lays significant focus on the struggles in managing communication and cohesion in these teams. Journalists and organizational psychologists propose an emergent generation of individuals who are eager and accustomed to working with people worldwide. This Generation Global is composed of individuals who possess a global mindset and cultural intelligence, allowing them to navigate multicultural environments successfully. This paper conducts a qualitative case study on an MCT in the global cybersecurity company, MobileIron, to observe whether the main challenges found in previous literature prevail in MCTs composed of Generation Global individuals. The results demonstrate that cross-cultural communication is a less significant issue and strains in team cohesion are nonexistent in these teams due to the collective cultural intelligence and global identity within the team., For att hantera den alltmer vaxande globala marknaden har det blivit alltmer vanligt för organisationer att bilda mångkulturella teams, MCTs. Även om kulturell mångfald är till storsta del fördelaktig så påvisar MCT litteraturen att de mest förekommande utmaningarna är kommunikation och sammanhållning. Journalister och organisationspsykologer menar dock att det finns en ny framväxande generation av individer som är erfarna att samarbeta med människor ifrån hela världen. Den benämns den globala generationen, GG, och består av individer som har en global identitet och kulturell intelligens, vilket möjliggör dem att hantera mångkulturella miljöer. Denna uppsats utför en kvalitativ studie på ett MCT i det globala cybersäkerhetsföretaget, MobileIron. Syften är att undersöka om de utmaningar som hittats tidigare även uppkommer i MCTs som består av GG individer. Resultaten visar att tvärkulturell kommunikation är en mindre betydelsefull fråga och att spänningar i sammanhållning inte finns i dessa team. Detta på grund av den kollektiva kulturella intelligensen och globala identiteten i teamet.

The article describes the training program introduced at East Carolina University (ECU) for the Global Understanding (GU) program and the Global Partners in Education (GPE) consortium. The aim of the training was to reinforce instructors’ intercultural skills and build on the well-known methodology of virtual exchange. Over one semester, the instructors attended face-to-face training sessions. These two-hour meetings focused on several pre-identified areas which needed increased instructor awareness: Cultural Intelligence (CQ), reflections, and classroom management, as well as teamwork and collaboration. The general outcomes of the training have seen an improvement in program delivery, classroom interaction, and student support. Additionally, the work in ECU highlights the need for intercultural training to be part of virtual exchange preparation alongside the well-known guides which provide instructors with the structure for conducting this type of modality. As is shown in this report, increased instructor awareness leads to more successful virtual exchange program delivery, pastoral support, and learner outcomes.