This thesis describes the acknowledged construct of cultural intelligence and its extensive role regarding performance in international assignments. The literature review examines the direct influence of cultural intelligence, its moderating and mediating character, and the concept of cultural adjustment as well as the recently investigated predictors that are cultural effectiveness, prior expatriate experience, pre-departure training and support.
The thesis attempts to create a comprehensive model that exhibits the relevant linkages and provides an overview over the role of cultural intelligence concerning employee’s performance in international assignments.
Table of content
Abstract
List of tables
List of figures
List of abbreviations
1 Introduction
2 Theoretical framework
2.1 The concept of cultural intelligence
2.1.1 Definition and conceptualization
2.1.2 The four dimensions of cultural intelligence
2.2 Expatriation and employee performance in global assignments
2.2.1 Expatriates - Role and Definition
2.2.2 Performance in cultural diverse settings
2.3 Cultural intelligence and expatriate job performance - Interconnections, antecedents and predictors
2.3.1 Establishing the link between cultural intelligence and performance
2.3.2 The concept of cross-cultural adjustment
2.3.3 Further predictors - Cultural effectiveness, experience, training and support,
3 Methodology and Approach
4 Results
4.1 The direct influence of cultural intelligence on expatriate job performance
4.1.1 The impact of cultural intelligence on performance
4.1.2 The four facets of cultural intelligence and performance
4.2 Cross-cultural adjustment, cultural intelligence and performance
4.2.1 The interconnection between cultural intelligence, cross-cultural adjustment and performance
4.2.2 Cross-cultural adjustment as a mediator of cultural intelligence
4.3 The role of cultural effectiveness, experience, training and support
4.4 Developing a comprehensive model
5 Implications for action
6 Conclusion
Appendix A - Tables
List of literature
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