Experiential cultural intelligence development: context and individual attributes

Abstract

Abstract Cultural intelligence (CQ) represents advancement in the area of international human resources management and cross-cultural training. An experiential approach to CQ training is developed and analyzed. A diverse, multicultural group of over 370 participated. General self-efficacy and contextual aspects related to Contact Theory were found to be significant to training outcomes in CQ development. In crafting the most effective CQ training and education, organizations and international human resources staff can benefit from understanding individual and contextual influences. Our experiential approach to CQ education appears to hold promise and adds to the literature by producing a specific approach. Keywords: Contact Theorycross-cultural trainingcultural intelligenceexperiential approachgeneral self-efficacy Notes 1. Assumed similarity bias is the propensity for people to believe that their (cultural) perspective is more similar to others than it actually is. Disconfirmed expectancy is the phenomenon where reality does not meet expectation. Cognitive dissonance refers to an imbalance between base cognitions (e.g. held beliefs) and new cognitions (e.g. observed reality). 2. For cultural training programs, it is important that organizers take into account important considerations like goals, budget, time constraint, and ultimate assignment context and intensity. It is also recognized that a more family-inclusive approach (e.g. some training for spouse and children) would likely be beneficial in foreign assignment preparation. 3. In relation to formative and reflective considerations, authors prefer to leave the discussion about Contact Theory's relation between higher-order and lower-order constructs to other work.