Cultural intelligence (CQ) has emerged as a promising capability that allows individuals to enhance their intercultural effectiveness. However, little is known about factors and processes supporting its development. In a longitudinal study involving pre-and postintervention measures of CQ, we explored the role of the individual perception of optimal cross-cultural contact and the experience of expectancy disconfirmation. The study was conducted among 212 management students and professionals who partook in an experiential CQ education intervention encompassing cross-cultural contact as part of a university management course. The results of our work reveal that the relationship between participants' perception of optimal cross-cultural contact and CQ development is mediated by the experience of expectancy disconfirmation. When participants perceived optimal cross-cultural contact, which involved a number of conditions including equal status among participants, personalized contact, establishment of common goals, and support of the contact by authorities, they were more likely to experience expectancy disconfirmation. In turn, greater experience of expectancy disconfirmation was associated with greater CQ development. Researchers, educators, and managers who understand the factors and processes supporting CQ development are better equipped to prepare individuals for greater effectiveness in a variety of cultural contexts.

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Purpose -Previous research has documented emergence of global work values and an important function of multinational organizations (MNOs) in their diffusion. However, studies on the processes supporting the diffusion of global work values have been limited. This study seeks to conceptually explore the roles of institutional mechanisms and moderating functions of social network structures and cultural values in diffusion of global work values within the context of MNOs. Design/methodology/approach -Adopting a multilevel approach and grounding the arguments in the neo-institutional framework, this work synthesizes cross-cultural research with organizational theory research to present a conceptual model of the diffusion of global work values in the context of MNOs. Findings -It is proposed that the level of diffusion of global work values by members of MNOs is positively related to the level of institutionalization of these values within and between MNOs by means of regulative and normative institutional processes. The arguments also suggest that regulative and normative institutional processes are likely to diffuse global work values more efficiently among members of MNOs with collectivistic value orientations and tight dense social networks with closures. Practical implications -The findings may be useful for managers looking to implement global corporate culture and values programs, searching for the right mechanisms to diffuse values among units with certain cultural backgrounds, social network structures and institutional contexts. Originality/value -This paper combines diverse research streams to elaborate on the dynamic interfaces of global work values diffusion and lays groundwork for future empirical investigations.