Intercultural effectiveness is a general construct that has been used to understand intercultural adjustment of expatriates. Similarly, inclusion is a general framework that has been used to characterize effective diversity management. Prior research has shown that a multicultural personality (e.g. traits relevant to multicultural success) predicts successful intercultural effectiveness. The present study examined whether intercultural effectiveness (as measured with the Multicultural Personality Questionnaire by van der Zee and van Oudenhoven, 2000) predicted inclusive behavior (as measured with the Inclusive Behavior scale by Ferdman, Barrera, Allen, & Vuong, 2009). In addition, this study tested the hypothesis that there would be a moderating effect of diversity climate on the relationship between intercultural effectiveness and individual inclusive behavior such that this relationship would be stronger as diversity climate increased. The analysis of data from two samples of professionals working in the U.S. (Sample 1 n = 300 Sample 2 n = 230) revealed that intercultural effectiveness (i.e. Openness, Social Initiative, Emotional Stability, and Flexibility) accounted for nearly one-half of the variance in inclusive behavior. Specifically, participants with higher ratings of openness and social initiative were also more likely to report inclusive behavior (Sample 1: Openness, beta = .42 Social Initiative, beta = .28 Sample 2: Openness beta = .31 Social Initiative, beta = .39). The strong relationship between the variables may indicate an issue of collinearity between the predictor and criterion variables bringing the independence of the constructs into question. Diversity Climate had a direct effect (Sample 1: DeltaR2 = .013 Sample 1: Delta R2 = .020) and a moderating effect with two of the predictors (Sample 1: Emotional Stability, beta = -.20 Sample 2: Flexibility, beta = -.13). Emotional stability predicts inclusive behavior under conditions of lower diversity climate. As diversity climate increases the relationship between flexibility and inclusive behavior decreases. The study's results suggest that a person's predispositions can make a difference in their likelihood to behave inclusively. The results additionally underscore the importance of considering both organizational factors (e.g., diversity climate) and individual difference factors (e.g., multicultural personality) in developing and sustaining inclusive processes.
机译：跨文化有效性是用来理解外籍人士的跨文化适应的一般结构。同样，包容性是一个通用框架，已用于表征有效的多样性管理。先前的研究表明，多元文化的人格（例如与多元文化的成功相关的特征）预示着成功的跨文化有效性。本研究检查了跨文化有效性（根据van der Zee和van Oudenhoven的“多元文化人格问卷”，2000年）是否预测了包容行为（如由Ferdman，Barrera，Allen和Vuong，2009年的“包容行为量表”衡量）。此外，本研究检验了以下假设：多样性气候对跨文化有效性与个人包容性行为之间的关系会产生调节作用，从而随着多样性气候的增加，这种关系会更强。对来自美国的两个专业人员样本的数据进行的分析（样本1 n = 300样本2 n = 230）显示，跨文化有效性（即开放性，社会主动性，情感稳定性和灵活性）约占一半。包容行为的差异。具体来说，具有较高开放性和社会主动性的参与者也更有可能报告包容性行为（示例1：开放性，beta = 0.42社会主动性，beta = .28样本2：开放性beta = 0.31社会主动性，beta =。 39）。变量之间的强关系可能表明预测变量和标准变量之间存在共线性问题，从而使结构的独立性受到质疑。多样性气候具有直接影响（样本1：DeltaR2 = .013样本1：Delta R2 = .020），并且具有两个预测因子的调节作用（样本1：情绪稳定性，β= -.20样本2：灵活性，β = -.13）。情绪稳定性预测在较低多样性气候条件下的包容行为。随着多样性气候的增加，灵活性和包容性行为之间的关系减少。该研究结果表明，一个人的易感性可能会影响他们的包容行为。结果还强调了在发展和维持包容性过程中同时考虑组织因素（例如多样性气候）和个体差异因素（例如多元文化人格）的重要性。