Cultural intelligence as a predictor of organizational outcome

Abstract

Since its introduction less than two decades ago, cultural intelligence (CQ) has emerged as a new field of research against the backdrop of globalization to advance our understanding of the required capabilities for individuals and firms to function effectively in contexts characterized by cultural complexity. Despite its recognition as an independent factor within a multi-loci framework of intelligences influencing individual and organizational outcomes, CQ’s nature and conceptualization on the three levels of analysis currently identified are still ambiguous. Consequently, CQ’s associations with proposed outcomes are also undertheorized. Upon a review of the literature, this paper will advance three main arguments, First, aside from the original individual level, clarification is required for CQ on the team and firm levels as to whether it is a collective manifestation of individual CQ or something entirely different. Second, organizational outcomes related to CQ have not been fully imagined, particularly in the contexts of transformations of organizational structures and leadership configurations in the modern economy. Third, the current theoretical framework and future research agenda can be enriched by adding an ethical dimension and a meta-firm level of analysis.

The use of modern technologies to form professional culture among future management specialists

“…Thirdly, professional culture of managers is associated with social identity theory that suggests that individuals categorize themselves and others into social groups based on shared characteristics (Ashforth & Mael, 1989). Fourthly, cultural intelligence theory involves the capability to work effectively in culturally diverse settings (Lee, 2023). This theory emphasizes the importance of understanding and adapting to different cultural contexts.…”