Cultural intelligence, perceived inclusion, and cultural diversity in workgroups

Alexandra, Valerie; Ehrhart, Karen Holcombe; Randel, Amy E.

doi:10.1016/j.paid.2020.110285

Cited by 25 publications

(16 citation statements)

References 33 publications

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“…Last, such a capacity may produce a reduction in outgroup distinctions with concomitantly greater acceptance (Shore et al, 2011). Certainly, there is support for this at least among workgroups (Alexandra et al, 2021) but presumably more generally as well.…”

Section: Cultural Intelligence In a Multi-cultural Societymentioning

confidence: 96%

“…Much as modern society seeks to reduce perceived racial discrimination among its members, as the United States becomes increasingly diverse, the variation among members of society in the ability to adapt and navigate effectively across cultural boundaries is of increasing importance (Alexandra et al, 2021;Bernardo & Presbitero, 2017;Li, 2020). As noted earlier, CQ, reflecting competency in the ability to adapt and successfully function in multicultural environments is increasingly an important driver of social cohesion and interpersonal success in settings such as the workplace (Earley & Ang, 2003).…”

Section: Cultural Mistrust and Cultural Intelligencementioning

confidence: 99%

“…First, unlike traditional intelligence, cultural intelligence is not fixed but rather amenable to experience, can increase, and as such can enhance intercultural interaction (Ng & Earley, 2006). For example, in the work domain, individuals are capable of increases in CQ with experience, especially coupled to an environment where inclusion and valuing each member is perceived (Alexandra et al, 2021;Ng & Earley, 2006). In this light, with opportunity to engage with members of diverse backgrounds, opportunities to deliberate on these cultures produce a positive change in CIS-MET, more adept interactions with members of other groups (CQ-B), and enhanced motivation to seek out additional experiences (CIS-MOT (Alexandra et al, 2021).…”

Section: Cultural Intelligence In a Multi-cultural Societymentioning

confidence: 99%

“…For example, in the work domain, individuals are capable of increases in CQ with experience, especially coupled to an environment where inclusion and valuing each member is perceived (Alexandra et al, 2021;Ng & Earley, 2006). In this light, with opportunity to engage with members of diverse backgrounds, opportunities to deliberate on these cultures produce a positive change in CIS-MET, more adept interactions with members of other groups (CQ-B), and enhanced motivation to seek out additional experiences (CIS-MOT (Alexandra et al, 2021). In turn, this may impact the perceived inclusion (see Fang et al, 2018;Liao & Thomas, 2020;Shore et al, 2011).…”

Section: Cultural Intelligence In a Multi-cultural Societymentioning

confidence: 99%

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Effects of Perceived Racism, Cultural Intelligence, and Personality: Student Characteristics and Views at an Evangelical Christian University

Compton¹

2021

PSYCH

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Perceived racism has been characterized as the individual subjective experiences with racial discrimination that may include attributions and intentions of others. The present study was designed to ascertain the racial experiences at a mid-sized Christian university located in an urban area of the southeast, examining what factors may drive differences in perception and experiences. Perceived racism was measured using a brief version of the Perceived Ethnic Discrimination Questionnaire (PEDQ-CVB). Given our multi-ethnic community and a hypothesized role in perception, cultural intelligence was measured using the Cultural Intelligence Scale. Personality variables were considered using the HEXAC0-60, and participant resilience was measured using the Brief Resilience Scale. As expected, racial differences in perceived racism emerged with individuals identifying as Black scoring higher on the scales of the PEDQ-CVB than White individuals. On some scales Asian/Pacific Islander respondents reporting lower levels of perceived discrimination than White individuals. Hierarchical regression analysis indicated that cultural intelligence and some but not all personality factors accounted for a sizable proportion of race-associated variance in PEDQ-CVB full and subscale scores. Resilience was not associated with perceived ethnic discrimination. However, higher levels of resilience were associated three personality characteristics-Agreeableness and Extraversion, and inversely related to Emotionality. The implications of the results for contemporary discussions on race-related issues are discussed.

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Section: Cultural Intelligence In a Multi-cultural Societymentioning

confidence: 96%

Section: Cultural Mistrust and Cultural Intelligencementioning

confidence: 99%

Section: Cultural Intelligence In a Multi-cultural Societymentioning

confidence: 99%

Section: Cultural Intelligence In a Multi-cultural Societymentioning

confidence: 99%

See 2 more Smart Citations

Effects of Perceived Racism, Cultural Intelligence, and Personality: Student Characteristics and Views at an Evangelical Christian University

Compton¹

2021

PSYCH

View full text Add to dashboard Cite

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“…How to measure the differences more accurately between cultures is the key to resolve crisis events in multiculturalism. The perceived cultural differences in multiculturalism are related to the inclusiveness of multiculturalism itself (Alexandra et al, 2020 ). Specifically, actual conflicts are not caused by multiculturalism, while the social crisis caused by cross-cultural differences originate from the information asymmetry in multiculturalism (Xie, 2021 ).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Empathic Psychology: A Code of Risk Prevention and Control for Behavior Guidance in the Multicultural Context

Yao

Peng

et al. 2021

Front. Psychol.

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This study aims to uncover the relationship among multicultural differences, empathy, and the behaviors of risk prevention and control in the context of crisis events by using a sample of 300 individuals in 10 different multicultural countries. A theoretical logic model was applied to empirical analysis, and the results indicated that cultural differences positively influenced the behavior of empathy communication and risk prevention and control. Further analyses revealed that real-time monitoring of changes in empathy could provide better options of measures for local risk prevention and control when the same crisis event occurred in a multicultural context. With user-generated content (UGC) emerging in the web 2.0 era, this paper proposed a more profound empathy code regarding the periodicity of risk prevention and control. This paper expects to contribute to the circumvention of cognitive errors caused by cultural differences, and to further provide effective conduction for individuals' risk prevention and control behaviors.

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A social network perspective on workplace inclusion: The role of network closure, network centrality, and need for affiliation

Grosser

Sterling

Piplani

et al. 2022

Human Resource Management

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Organizations are increasingly recognizing the important role employee inclusion perceptions play in promoting positive employee attitudes and behaviors. Although social networks are frequently cited as being a driver of perceived inclusion, little empirical work has examined the social network conditions that give rise to it. We address this gap by examining how both network position (indegree centrality) and network structure (network closure) relate to perceived workplace inclusion. We test our hypotheses with a sample of 364 professionals in a multinational pharmaceutical firm. We find that both indegree centrality and network closure are positively related to perceived workplace inclusion. The relationship between network centrality and perceived workplace inclusion is strengthened by a high level of network closure. In addition, the relationship between network closure and perceived workplace inclusion is strengthened by a high level of need for affiliation. Our results, therefore, suggest that both network centrality and closure play an important role in employee perceptions of inclusion and demonstrate the importance of considering need for affiliation as a boundary condition. We conclude by discussing the implications of these findings for theory and practice.

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Cultural intelligence, perceived inclusion, and cultural diversity in workgroups

Cited by 25 publications

References 33 publications

Effects of Perceived Racism, Cultural Intelligence, and Personality: Student Characteristics and Views at an Evangelical Christian University

Effects of Perceived Racism, Cultural Intelligence, and Personality: Student Characteristics and Views at an Evangelical Christian University

Empathic Psychology: A Code of Risk Prevention and Control for Behavior Guidance in the Multicultural Context

A social network perspective on workplace inclusion: The role of network closure, network centrality, and need for affiliation

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