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Cultural intelligence (CQ) is an important construct attracting growing attention in academic literature and describing cross-cultural competencies. To date, researchers have only partially tested the relationship between CQ and its dependent variables, such as performance. In this study, the relationship between CQ and communication effectiveness and job satisfaction is measured in a sample of 225 Chinese managers working for foreign multinational enterprises in China. The results show that CQ plays an important role in reducing anxiety and influencing both communication effectiveness and job satisfaction positively. Another outcome is the unexpected influence of anxiety on job satisfaction but not on communication effectiveness. These findings contribute to the development of theory with regard to the CQ construct.

In this study, we test the strength of a cross-cultural simulation game, Ecotonos, in the development of cultural intelligence (CQ) and self-efficacy amongst business students. Cross-cultural training is perceived as an important tool to help develop cross-cultural competence in international managers. Within the training literature, a distinction is made between various types of training, roughly the more cognitive knowledgetransferring training formats and more behavioral training formats such as cultural simulation games or cross-cultural role-plays. The impact of these cross-cultural roleplays is perceived to be stronger due to the process of practicing new behavior in an intercultural safe setting. In this study, we test such a behavioral training format, Ecotonos, to investigate the impact of this cross-cultural intervention on the cultural competence of students in higher business education. This study shows that the use of the Ecotonos cross-cultural role-play supports the development of CQ, specifically metacognitive, motivational, and behavioral CQ. Next, it shows an increase in the development of confidence in cross-cultural encounters. Communication effectiveness did not increase as a result of the Ecotonos cross-cultural role-play.

PurposeThis paper aims to contribute to the understanding of the concept of “global management competencies”.Design/methodology/approachAn extensive review of most of the relevant literature on global management competencies was done. By investigating four constructs, i.e. the global mindset, cross‐cultural competence, intercultural sensitivity and cultural intelligence, all related to “global management competencies” the authors made an in‐depth investigation of the contributing organizational behaviour components, the knowledge, skills, abilities, and other personality characteristics (the KSAOs), useful for a construct of global management competencies.FindingsA configuration of the above components as an integrative model was developed. This model could serve as the basis for the development of measurement instruments.Originality/valueThe construct of global management competencies, albeit with different labels and in different disguise, has received a lot of attention in the last two decades but has not been conceptualised satisfactorily. This article is an attempt to do so.

Despite an increasing number of publications on cultural intelligence (CQ), the operationalization and conceptualization of this construct demand further attention. In this replication study among 308 experienced overseas Chinese respondents, a two-dimensional structure seems to better represent the data than the original four-dimensional CQ scale. The results of the analysis identify two new dimensions: internalized cultural knowledge and effective cultural flexibility, both of which exhibit satisfactory levels of reliability and validity. A series of regression analyses also provide assessments of the nomological validity of the new CQ dimensions in relation to their antecedents and consequences. KeywordsCultural intelligence, CQS, psychometric properties, discriminant validity 4 we analyze the relationship between the CQS dimensions and one of their most important outcomes, cross-cultural communication effectiveness, to embed CQ better within its nomological net. Finding evidence of a relation between CQ and one of its logically expected outcomes strengthens the validity of the CQS (Driel & Gabrenya, 2013). Third, we test CQS while controlling for several critical variables, such as interaction frequency, gender, and education. Without such controls, it would be impossible to disentangle the effect of CQ on communication effectiveness from the effects of the contextual variables.The results of our study also provide potentially critical managerial implications. A better measurement scale for CQ would be valuable for human resource managers in multinational firms, to help them select better candidates for oversea assignments and to assess the effectiveness of cross-cultural training. Cultural intelligence also is an important competency for cross-cultural teams, for which virtual communication across cultures requires effective CQ development. With an improved CQ scale, managers can further distinguish among personality, CQ, and EQ and thereby develop more focused training programs. Finally, it should enhance understanding of the relation between CQ and experience and the way unfamiliar experiences may develop and reshape people's identities.The remainder of this article is organized as follows: First, we provide an overview of relevant literature on CQ and the CQS. Second, we describe our method and present the results of our empirical tests of the original four-factor CQS. Third, on the basis of these results, we propose a revised two-factor CQ scale and test its psychometric characteristics and antecedents and outcomes. Fourth, we conclude with a discussion of the implications of our results and some directions for further research. AbstractDespite an increasing number of publications on cultural intelligence (CQ), the operationalization and conceptualization of this construct demand further attention. In this replication study among 308 experienced overseas Chinese respondents, a two-dimensional structure seems to better represent the data than the original four-dimensional CQ scale. The results of the anal...