Adaptive behavior in intercultural environments: The relationship between cultural intelligence factors and Big Five personality traits.

摘要

As the world becomes increasingly interconnected and business organizations more multi-national and culturally diverse, it is crucial that individuals have the knowledge and skills to effectively face the challenges and requirements of a global society. The result of culturally diverse environments is that individuals are confronted with values, assumptions and expectations that are fundamentally different from their own. It is believed that cultural intelligence (CQ) explains why some individuals are more adept at navigating culturally diverse environments than others.; As a new and quickly-growing area of research, CQ has emerged as an important consideration for effective performance and interaction within and across culturally divergent environments. As such, research is needed to further develop and validate CQ. This study examined the interaction between components of a four-factor model of cultural intelligence and Big Five personality traits based on the tenets of evolutionary personality psychology. It was predicted that personality would be related to factors of cultural intelligence, and that a single trait could significantly predict CQ.; The sample consisted of 116 undergraduate business students who completed self-report inventories assessing cultural intelligence and personality. Exploratory and confirmatory factor analyses validated the multi-dimensional model of CQ and the Four Factor Cultural Intelligence Scale (FFCIS) that was used in the study. Personality was measured using the International Personality Item Pool, a proxy of the commercial NEO-PI-R, which has been extensively tested and validated.; Results of the study confirmed linear relationships between personality traits and factors of cultural intelligence. In addition, the personality traits Openness to Experience and Conscientiousness were the best predictors of overall CQ. The practical implications of these findings are discussed in relation to enhancing competencies needed for effective intercultural interaction and performance by using the prototypical characteristics of the primary Big Five predictors as a guide for training and development. Theoretically, implications are presented regarding the need for organizations to consider intercultural competencies as a significant measure of effective performance in organizations that may be influenced by personality, given that previous organizational behavior research has had mixed reviews about the adequacy of personality's predictive validity for job performance.