Cultural identification and global mobility: exploring the impact of monoculturalism and biculturalism on willingness to work internationally and effectiveness while on international assignments

摘要

This thesis explores the effect of cultural identification on global mobility. Specifically, it examines the impact of self-identification as monocultural or bicultural on a person’s willingness to work internationally, and their effectiveness while working internationally. It also considers how, the degree of integration between the cultural identities of bicultural individuals, known as bicultural identity integration, influences these outcomes. The study of bicultural individuals continues to move beyond its origins in the psychology literature as business and management scholars increasingly recognize the significance of bicultural experiences and skills within organisations. Culturally diverse individuals, such as biculturals, who are poised between two cultures, multiple languages, and several cultural traditions, are increasingly seen to represent a significant source of value for multinational organisations. Given the consistent increase in the need for globally mobile employees, this thesis considers the suitability of bicultural individuals for international roles.ududEmpirically, the thesis reports two studies. The first study analyzes the impact of cultural identification on the willingness of third-level students to undertake an international assignment in the future. The second study analyzes the impact of cultural identification on the effectiveness of international assignees while on assignments. Data for the studies are drawn from 285 third-level students in Ireland and 356 international assignees working for a multinational food corporation respectively. The results indicate that bicultural individuals are more willing to work internationally than monocultural individuals. Further, the results reveal that bicultural international assignees exhibit higher levels of cultural intelligence, and greater levels of contextual performance than monocultural assignees but do not differ in their work-role adjustment or knowledge transfer while on assignments. Although bicultural identity integration does not appear to impact the willingness of bicultural individuals to undertake an international assignment, it does impact their effectiveness while on an assignment. This thesis provides empirical evidence that culturally diverse individuals, such as biculturals, can make unique contributions within multinational organisations.