We enhance the theoretical precision of cultural intelligence (CQ: capability to function effectively in culturally diverse settings) by developing and testing a model that posits differential relationships between the four CQ dimensions (metacognitive, cognitive, motivational and behavioural) and three intercultural effectiveness outcomes (cultural judgment and decision making, cultural adaptation and task performance in culturally diverse settings). Before testing the model, we describe development and cross‐validation (N = 1,360) of the multidimensional cultural intelligence scale (CQS) across samples, time and country. We then describe three substantive studies (N = 794) in field and educational development settings across two national contexts, the USA and Singapore. The results demonstrate a consistent pattern of relationships where metacognitive CQ and cognitive CQ predicted cultural judgment and decision making; motivational CQ and behavioural CQ predicted cultural adaptation; and metacognitive CQ and behavioural CQ predicted task performance. We discuss theoretical and practical implications of our model and findings.

This study explores the relationship of the motivational factor of cultural intelligence (CQ) and realistic previews to cross-cultural adjustment (work, general, and interaction adjustment) of global professionals. Regression analyses demonstrate positive relationships between motivational CQ and all three adjustment criteria after controlling for gender, age, time in the host country, and prior international assignment. Realistic job preview relates to work adjustment, realistic living conditions preview relates to general adjustment, and motivational CQ relates to work and general adjustment over and above realistic job and living conditions preview. This study demonstrates the importance and utility of motivational CQ in understanding cross-cultural adjustment. We discuss implications for cross-cultural adjustment research and suggest practical implications for organizations and individuals seeking overseas assignments.

Results from predominantly US-based research have shown that personality can partly explain job satisfaction. As the issue of globalisation grows in importance for organisations, I researched in this study whether meta-analytic findings on the relationships between job satisfaction and the Big Five personality traits extraversion, conscientiousness, and neuroticism would hold in a tight and collectivistic Asian society. Additionally, I expected that in a tight and collectivistic society the personality trait agreeableness would have a strong positive relationship with job satisfaction. Study participants were 354 employees from organisations in Singapore. Results confirmed that extraversion, conscientiousness, non-neuroticism (emotional stability), and also agreeableness were related to job satisfaction. The study advises scholars and practitioners that even in a tight and collectivistic Asian society-despite situations that demand abiding by norms and fulfilling obligations-job satisfaction is related to stable personality traits.

This study had two objectives. First, to establish the relative importance of expatriate managers' job knowledge, relational leadership skills, and cultural openness and adaptability for expatriate success from the perspective of host-country national subordinates, and to test whether these personal attributes are related to expatriate success criteria (expatriate work adjustment, subordinate commitment, subordinate job satisfaction, and unit performance). Second, to test whether host-country national subordinate ethnocentrism is related to expatriate work adjustment. Respondents were 129 host-country national subordinates of expatriate managers. Results showed that subordinates perceived all personal attributes as important and that all personal attributes were positively related to most of the success criteria. However, relational leadership skills was the most important personal attribute, and it was the crucial success factor for expatriate managers' unit performance. Subordinate ethnocentrism was negatively related to expatriate work adjustment. Practical implications and directions for future research are discussed.

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