Cultural Intelligence and Adjustment:An Empirical Investigat

发布时间：2023-10-04 05:48

　　鉴于经济全球化的需求,为跨文化任务有效选拔和培训员工,成为跨国公司(MNCs)获得竞争优势的一项重要任务。本文以韩国驻北京的外派人员为研究对象,研究了跨文化能力的中介效应,包括文化灵活性、关系技能和减少民族中心主义,考察了文化智力(CQ)与跨文化适应(CCA)的关系。本文还探讨了社交媒体的运用在CQ和CCA之间的作用。本研究对在京工作的韩国外派人员进行了问卷调查,通过回归分析对假设进行了验证。研究结果表明,文化灵活性和人际交往能力对外派人员的CQ转化为工作和互动适应具有较强的影响。减少民族中心主义也有助于将CQ转化为互动适应。然而,文化智力(CQ)与在京外派人员的非工作一般性适应没有显著关系。运用社交媒体获取和分享信息对提升外派人员的动态跨文化能力非常有效。本文的研究成果拓展了文化智力(CQ)的相关研究,对跨国公司(MNCs)的管理也具有一定的意义,特别是,对在京跨国公司选拔和培训外派人员的实践具有一定的参考价值。

【文章页数】：151 页

【学位级别】：博士

【文章目录】：
摘要
Abstract
Chapter1.Introduction
    1.1 A roadmap to understand intercultural ability
    1.2 Purpose of the study and research questions
    1.3 Thesis significance
    1.4 Organization of the thesis
    1.5 Economic relationship between Korea and China
Chapter2.Literature Review
    2.1 The review strategy
    2.2 Cultural Intelligence(CQ)
        2.2.1 Conceptualization of CQ
        2.2.2 Measurement of CQ
        2.2.3 CQ in IB literatures
    2.3 Cross-Cultural Adjustment(CCA)
        2.3.1 Concept and factors of CCA
        2.3.2 The process of expatriate CCA
        2.3.3 Social learning theory
        2.3.4 Cross-cultural training for CCA
    2.4 Dynamic Cross-Cultural Competencies
        2.4.1 Cultural flexibility
        2.4.2 Relational skills
        2.4.3 Ethnocentrism
    2.5 Social Media Usage
        2.5.1 The evolution of social media
        2.5.2 Social media as a learning tool
Chapter3.Hypotheses Development
    3.1 CQ,dynamic cross-cultural competencies,and expatriate adjustment
    3.2 The moderating role of social media usage on the relationship between CQ and dynamic cross-cultural competencies
Chapter4.Methodology
    4.1 Research design and sampling
    4.2 Measures
        4.2.1 Cultural intelligence
        4.2.2 Dynamic cross-cultural competencies
        4.2.3 Cross-cultural adjustment(CCA)
        4.2.4 Social media usage
    4.3 Common method bias
Chapter5.Results
    5.1 Preliminary analyses
    5.2 Hypotheses test
        5.2.1 Hypotheses1 &2
        5.2.2 Hypotheses3 to 5
        5.2.3 Hypotheses6 & 7
        5.2.4 Post hoc analyses
Chapter6.Discussion& Implications
    6.1 Theoretical implications
    6.2 Managerial implications
Chapter7.Conclusion
    7.1 Limitations and future recommendation
    7.2 conclusion
Reference
Acknowledgements
Curriculum Vitae



本文编号：3851441