Global mobility of labor across national and cultural boundaries is increasing steadily as a trend for most contemporary large organizations. Working with people from different cultures, professionals or ethnic backgrounds may cause cultural impacts among organization, peers and subordinates. It is imperative for multinational companies to attract, select, develop, and retain expatriates via effective intercultural management. Moreover, it would facilitate the global economy while well-adjusted expatriates on their global assignments. If expatriate possess some special personality traits and cultural sensitivity to deal with the challenges in different cultures, it would develop their ability to adapt effectively across different cultures. Cultural Intelligence (CQ) is needed to manage the stress of culture shock and the consequent frustration and confusion that typically result from clashes of cultural differences (Ang, Earley & Tan, 2006). This study is to examine the how affiliating CQ and personality traits relate to expatriate cross-cultural adjustment. Data are collected from mailing and internet-based questionnaires. There are two types of respondents: Taiwanese expatriates in foreign countries and foreign expatriates stationed in Taiwan. 230 valid questionnaires were gathered and input into the analysis. By statistical analysis, we conclude major results as follows: 1. The personality trait of expatriate is positively related to cultural intelligence: Expatriates who possess the personality trait of Extraversion were related to all three facets of CQ (Cognitive CQ, Physical CQ and Motivational CQ). Based on this study, Extraversion is recommended for use in expatriate selection system. 2. The cultural intelligence of expatriate is positively related to cross-cultural adjustment: Cognitive CQ and Physical CQ are an individual¡¦s lead to better performance in adapting to General Adjustment and Work Adjustment. 3. A moderating effect of CQ on the relationship between personality trait and cross-cultural adjustment: This is encouraged to assess potential expatriates for these personality traits and cultural intelligence in assignment preview. 4. The personality traits of expatriate is negatively related to cross-cultural adjustment 5. The influence of expatriate¡¦s personal characteristics was partly supported.

The aim of the study is to understand the significance and the impact of the careerdevelopment and counseling with consideration of cultural aspects in an internationalcompany in Shanghai, the People’s Republic of China. The aim has been achievedthrough three research questions. What experiences do employees have from careerdevelopment and counseling in an international company in Shanghai? Whatcontributions from the company do employees perceive to be necessary inexperiencing an ongoing upward trend in their career development? What kind ofcultural aspects influence employees’ career development in an internationalcompany? The field study is conducted through the Cultural Intelligence Theory. Aqualitative approach has been used in the study. Six in-depth interviews wereconducted with employees and one in-depth interview with a HR manager in aninternational company in Shanghai.The experiences that the interviewed employees at the international company havehad from career development and counseling, which is defined as a professionalguidance of the individuals and a process of helping an individual discover anddevelop his/her vocational and professional potentialities, are quite positive. Formaintaining constant progress in their career development, employees have suggestedsome practical actions that can be taken by the company. The interviewed employees’viewpoints are that managers in international companies give them freedom ofactions, which leads to more responsibility and creativity, allow them to makemistakes and learn from them, support them in their career development, provideregular feedbacks on their performance.

The study aimed to extend knowledge of women’s self-initiated expatriation. Self-initiated expatriates (SIEs) take responsibility for their own careers, and such expatriation is often advocated as an alternative, boundaryless career option for women. However, little has previously been published about the experiences of SIE women or the role of Cultural Intelligence (CQ) in the cross-cultural adjustment of SIE women. The research focused on the following questions:  What linkages can be identified between the individual adjustment factors and processes perceived and experienced by SIE women?  What insights can be gained about CQ as a facilitator of the adjustment of SIE women? An Interactive Qualitative Analysis (IQA) approach was used in the research. Two IQA focus groups were hosted in the Netherlands in April and June 2010. A total of 12 SIE women participated in Focus Group 1, and nine SIE women participated in Focus Group 2. The Systems Influence Diagrams (SIDs) representing the realities of the two groups were compared and were subsequently integrated into a combined new conceptual model represented by a final combined SID. The metaphor of Alice in Wonderland’s journey of choice and chance was used to describe the final combined SID, which starts with the decision to expatriate and ends with personal/professional development. The main outcomes are the following: Contribution to knowledge – The study expands on the existing adjustment knowledge about SIE women, illustrating the facilitative role of CQ in the adjustment of SIE women. Experiential learning processes related to CQ were highlighted, and a new conceptual model for understanding the role of CQ in career development was proposed. In addition, key dilemmas faced by SIE women during the adjustment process were identified. Contribution to professional practice – The study provides new insights to international HR departments and policy-makers into the challenges SIE women face, together with possible themes for supporting them through training, coaching, mentoring and adjustments to recruitment practices. Contribution to paradigms of inquiry – No studies applying the IQA as a process to the exploration of expatriate adjustment have previously been published. This study explored the use of IQA as a methodological approach in this context. / Thesis (PhD)--University of Pretoria, 2014. / gm2014 / Human Resource Management / restricted

In our increasingly interconnected world, intercultural communication has gained paramount significance, particularly in contexts characterized by unprecedented cultural diversity, such as healthcare settings. The influx of newcomers from diverse cultural backgrounds necessitates effective intercultural communication, yet this challenge remains uncharted. Nonverbal behaviours, a key communication component, also remain understudied despite their significant cultural variation and influence on the perception of effective communication. Thus, healthcare professionals face the challenge of navigating intricate cultural norms and communication styles without evidence-based guidelines. This dissertation seeks to unravel the interplay between cultural intelligence and empathic communication through three papers exploring the communication recipient's perspective, nonverbal behaviours' role, and the communication senders' implications. The findings challenge the previous focus on empathy senders and highlight the role of empathy recipients. Nonverbal cues are recognized as pivotal in communication, and culture plays a significant role in interpreting these cues, influencing how empathy is conveyed across cultural boundaries. The dissertation's significance extends beyond healthcare, offering valuable insights for policymakers, international managers, and individuals engaged in intercultural interactions. Education on culturally specific nonverbal cues can enhance self-awareness and improve the capability to provide empathic services to clients from diverse cultural backgrounds. In conclusion, this dissertation is a substantial stride forward in understanding intercultural communication within healthcare, emphasizing the importance of empathy, cultural intelligence, and nonverbal communication. Recognizing cultural differences in nonverbal cues and fostering cultural competence is crucial for healthcare providers to improve patient experiences and their quality of care.

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The purpose of this study was to investigate direct and interaction effects of cultural intelligence and social support on the adjustment of international students to U.S. higher education. Hierarchical multiple regression analyses were conducted to test (a) if cultural intelligence was a predictor for adjustment of international students to U.S. higher education; (b) if social support was a predictor for adjustment of international students to U.S. higher education; and (c) if there was an interaction effect between cultural intelligence and social support on international students' adjustment to U.S. higher education. The participants included 262 international students from a southwestern university. The results found only social support from the university was a significant predictor of international students' adjustment. There was no interaction effect between cultural intelligence and social support from any sources on international students' adjustment.

During the last years, due to the globalization markets become more and more involved in an international level. Cultural diversity in the workplace is something common nowadays, it involves countless benefits for the companies and the other professional contexts. While simultaneously, it involves conflicts and misunderstandings therefore it is more and more required to get people able to deal with different cultures. The main purpose of our Thesis is to study the process through which an individual becomes able to deal and work with different cultures. In other words, we pretend to discover how someone can become culturally intelligent. This thesis has been conducted using the Grounded Theory method. By analyzing the data we have collected throughout eight interviews from different culturally intelligent people and the data we have obtained by reading literature, we came with the idea that the process for becoming culturally intelligent is composed by three elements: the first one is related with the individual, the second one is related with the interaction of the individual within a multicultural group and the third one is related with the benefits and disadvantages that emerged while someone is working with different cultures.

Este trabalho traz um exame dos guias classificados como culturais, e elaborados especificamente para a área de comércio internacional. Procura verificar a qualidade das informações neles contida a respeito da cultura em geral e da cultura árabe em particular, e também sua eficácia no processo de contato intercultural, verificando se de fato cumprem seu papel de guiar o leitor rumo ao conhecimento das características culturais do país alvo, com a intenção de possibilitar e facilitar o contato entre diferentes culturas. O exame desses guias é feito a luz da Inteligência Cultural, conceito relativamente novo que propõe o desenvolvimento de habilidades e de flexibilidade para aprender e assimilar aspectos de uma cultura. / This work brings an examination of the guides classified as cultural guides, elaborated specifically for the area of international commerce. Its aim is to verify the quality of the information contained in them about culture in general and, the Arab culture particularly; and so its efficiency in the process of intercultural contact, verifying whether in fact they fulfill the role of guiding the reader onto the path of knowledge of cultural characteristics about a particular country, with the intention of making contact possible and facilitating the contact between different cultures. The examination of these guides is made through the theory of Cultural Intelligence, a concept relatively new which is centered on the development of skills and flexibility to learn and assimilate aspects of a new culture.

Improving patient outcomes has long been the rationale supporting calls to reform health care delivery systems and health profession education programs (Greiner, 2002; Institutes of Medicine, 2001, 2004; O’Neil & Pew Health Professions Commission, 1998). In 2003, the Institute of Medicine shared its vision statement for health professions education, asserting that “[a]ll health professionals should be educated to deliver patient-centered care as members of an interdisciplinary team, emphasizing evidence-based practice, quality improvement approaches and informatics” (Knebel & Greiner, 2003, p. 3). Despite the importance placed on teamwork in health sciences education, little attention has been devoted to understanding underlying factors influencing student attitudes towards team learning (Curran, Sharpe, Forristall, & Flynn, 2008). The purpose of this study is to explore the importance of emotional and cultural intelligence in shaping pre-health students’ attitudes towards team-based learning. A non-experimental, cross-sectional study design was used employing correlational and multivariate regression analysis. Findings indicate: a) significant relationships between emotional and cultural intelligence to the value students place on group work; and, b) emotional intelligence accounts for approximately 3% of variance above and beyond the Big Five personality factors in predicting student attitudes towards group work. This study will inform interprofessional education policy and practice in two fundamental ways. First, the study provides insight on the importance of non-academic factors in shaping students’ attitudes towards team-based learning. Secondly, increasing understanding of emotional and cultural intelligence in early stagse of a student’s development influences their preparation for health professions careers.

Today, nurses represent many cultures and ethnic backgrounds. In their leadership style, nurse leaders must learn to embrace cultural intelligence or cultural quotient (CQ), that is, an extension of emotional intelligence that affords them the ability to manage a culturally diverse workforce. Historically, CQ has been relevant to business, locally and globally. But it is also important to explore the CQ of nurse leaders. Scholarly studies show that leaders with CQ are responsible for developing innovative employee behaviors, forward-thinking ideas, and creativeness in the workplace. CQ has a theoretical foundation in the 2003 research of Early and Ang who focused on CQ and the ability to lead in culturally diverse situations. This theoretical foundation will support the qualitative case study approach used to explore the CQ of nurse leaders. Ten participants were selected to answer semi structured interview questions, which were designed to produce data to answer research questions about the meaning of CQ to nurse leaders, the patient experience, self-awareness of CQ, and leadership practice. Thematic data analysis using the MAXQDA software program was the analysis tool. The results are expected to create positive social change by providing evidence-based results that can enhance the CQ of nurse leaders, their leadership style, and their practice in the United States. This study will add to the existing literature and its results may help the reader to reflect on the importance of CQ in their practice of leadership in the nursing profession.