A great deal of work has been done in recent decades examining the impact of emotional intelligence (EQ) and cultural intelligence (CQ) on extra-role job performance. However, little of this research has used both EQ and CQ constructs together in the same analytical model. In addition, the available literature in is virtually silent with regards to the relationships of these constructs in Russia, a country with a significant multicultural environment. This study examines these relationships, using a sample of 189 supervisory and non-supervisory subjects in Russia. The results suggest that motivational CQ may be seen as an antecedent of CQ and EQ, both of which significantly impact extra-role job performance. EQ and CQ factors were also found to mediate the relationship between motivational CQ and extra-role job performance. In addition, necessary condition analysis was completed adding to model insights. These results extend our knowledge to a Russian sample, and not only support the Thomas et al. (2015) approach to CQ, but also suggest significant implications for current EQ-CQ model theories.

The primary objective of this paper is to examine the relationship that national culture has with growth rates in environmental performance over a 10-year period. Given the global climate challenges touching virtually every continent, the urgency for countries to improve their environmental performance has never been greater. A country’s citizens, its organizations - both governmental and non-governmental - increasingly recognize the importance of finding ways to improve performance on a national basis. This study examines the potential role that national cultural values play in relation to improving a nation’s environmental performance over time. In this study, differences in a country’s environmental performance over the period of a decade are examined in relationship to a county’s cultural values. In addition, an economic component, a measure of gross domestic product, is also used in this study’s research model. Using a variety of statistical analysis procedures, including necessary condition analysis, the results of this study suggest national culture does make a significant difference in environmental growth rates. Results suggest that all but one of the cultural dimensions examined in a 69-country database are necessary for growth of environmental performance to take place. In addition, the results also suggest there is one specific cultural dimension which may be particularly significant in contributing specifically to the rate of growth in environmental performance over a 10-year period. Potential implications of this research for researchers, organizations, and governments are briefly discussed.

Previous empirical studies have either used a unidimensional or a multidimensional analytical approach to examine the consequences of emotional intelligence (EI). In this exploratory study we integrate and extend these two approaches, using a novel perspective to better understand the structure of the EI-job satisfaction and the EI-job performance relationship. Using commonality analysis and data from Germany, India, as well as the U.S. we partition the explained variance for job satisfaction, in- role performance, and extra-role performance into the variance that is uniquely explained by the individual EI dimensions and the variance that is common to sets of EI dimensions. We provide evidence that the EI dimensions are differently related to job satisfaction and job performance facets. Furthermore, the findings offer insights on how unique and common effects vary across countries. Partitioning the unique and commonly shared variance allows us to assess the true predictive power of individual EI dimensions and of sets of EI dimensions. Based on these findings, we discuss implications for theory development and provide future research directions.

Based on the person-entrepreneurship fit perspective, this study examines the role of personal factors, including broad personality traits (openness, extraversion, emotional stability, and conscientiousness), narrow traits (risk-taking propensity, innovativeness, and proactiveness), and personal ability (emotional intelligence) for entrepreneurial intention and status. In this study, two samples are used with entrepreneurial intentions being analyzed among university business students and entrepreneurial status being analyzed by surveying entrepreneurs versus employees. We analyze findings in three different institutional environments (Germany, Russia, and the USA) to also identify potential effects stemming from country context. Therefore, this study offers findings for a (i) comprehensive set of personal factors on (ii) different outcomes in the entrepreneurial process in (iii) different countries. The results suggest that the role of broad personality traits for entrepreneurial outcomes is highly contextual. Also, the role of narrow traits shows some contextuality for which further theorizing is promoted-for instance, while risk-taking propensity seems to be a trait of relevance in all contexts, innovativeness and proactiveness are of different relevance in the different institutional environments. Moreover, the narrow traits that impact entrepreneurial intention and status differ considerably-for instance, innovation is of special relevance for entrepreneurial status, but less important for entrepreneurial intentions. Hence, this study contributes to our understanding not only of individual personal factors contributing to entrepreneurial intention and status but also to understanding which factors overlap for individuals who intend to start a new business and those that do so.

The main objective of this study is to test the explanatory power of the expanded cultural intelligence (CQ) scale and its 11 sub-dimensions in predicting expatriation intention (EI) in comparison to the four primary CQ dimensions.We exemplarily outline the theoretical advancement that is possible when focusing on the associations between the CQ sub-dimensions with EI.Based on samples of business students from Germany, the USA and China and using regression analysis and necessary condition analysis, our results indicate that the CQ dimensions are relevant determinants of EI, explaining variance over and above established determinants.Moreover, the results show that the CQ sub-dimensions explain more variance in EI than the four primary dimensions and offer potential to advance theorising in the field.

The purpose of this study is to explore the relationships of social globalization, national culture, human freedom and education. The results suggest important direct and indirect roles of various cultural dimensions on human freedom, education and social globalization. Social Globalization was directly impacted by culture (Uncertainty Avoidance), and human freedom and indirectly impacted by the cultural dimensions of power distance, individuality and long-term orientation. Education had an indirect as well as a direct impact on social globalization. Importantly, a necessary condition analysis was conducted with results indicating 7 necessary conditional relationships. Implications, limitations, and suggestions for future research are discussed

In this study of 108 university students the impact of an instructor-developed digital multimedia program on student retention and satisfaction in the teaching of cross-cultural business practices was conducted. Results found that while test scores were statistically significantly higher in the group with which the multimedia program was used, satisfaction was not significantly higher. Financial and human production costs of producing the multimedia program utilized are reviewed and the cost-benefit is discussed. The overall results are discussed in terms of today's technology exposure of the students, especially to digital multimedia programs.

The purpose of this study was to examine the degree to which a specific time-based country experience outside of the subject’s native regional cultural cluster, would be able to explain the subject’s level of cultural intelligence. Using a sample of 143 subjects, the results suggest individuals who have identified the country within which they have spent the most total time to be a non-Anglo country had developed a higher level of cultural intelligence than demographically similar U.S. citizens in the sample who spent their most significant amount of time in an Anglo cluster country. In addition, it was found that those subjects within the Anglo culture cluster group who traveled internationally but spent the greater amount of time in a foreign Anglo culture country (i.e., non-USA), did not significantly differ in three of the four cultural dimensions from those who never traveled outside of the USA. These results suggest country choice can make a difference.

This study examines the role of cultural intelligence, perceived language fluency, and number of previous international experiences during a short-term international community service project in a foreign country. Based on a sample of 171 undergraduate and graduate students, the findings suggest that motivational cultural intelligence significantly impacted lowering cross-cultural adaptation stress levels experiences during short-term trips, while perceived language ability significantly increased stress levels. In addition, the control variables of age and gender were also found to significantly impact stress levels. Implications for research and practice are discussed.

The purpose of this study was to examine the utility of the theory of planned behaviour for understanding individuals' intention to accept an offer to work in a foreign country and to assess its generalisability across countries. Furthermore, we tested the direct effect of gender on expatriate intention and its determinants. To address these objectives, we used a survey sample of 896 business students in Croatia, Germany, Russia, Turkey and the USA. The theory of planned behaviour explained a substantial amount of variance in intentions to accept a foreign assignment. As proposed, attitude towards expatriation, subjective norms and perceived behavioural control significantly influence individuals' expatriation intention. Men showed stronger intentions to expatriate than women. Moreover, the theory of planned behaviour was shown to be an effective predictor of expatriation intention across countries. Implications of these results for theory and practice and directions for future research are discussed.

Previous research focused on the determinants of entrepreneurial intent, whereas little is known about the influence of triggers and barriers on the transformation of entrepreneurial intent into behaviour. Using a mixed-method approach, we explore the factors that hinder or foster the translation of intent into action. The results of our meta-analysis show that prior research focused on the direct influence of triggers and barriers on intent. The content analysis of semi-structured interviews of 215 entrepreneurs in Germany, Russia, and the USA shows that founders included both triggers and barriers in their entrepreneurial act of starting a new business.

INTRODUCTIONCompared with previous centuries, the 21st Century sees a proliferation of cars speeding across valleys, trains penetrating mountains, and planes defying the barriers formed by oceans. The world has been transformed by innovations in transportation and communication technologies, bringing people and nations closer together than ever before. Economies have been transformed by the sourcing of materials and competencies from where they are most abundant, and travel has increased in pursuit of lower costs and new markets. Revenues of the airline industry have more than doubled to an expected $830 million in 2014, from $370 million at the turn of the millennium (Euromonitor International, 2014), reflecting this boom. Geographic miles, however, are not the only distance between places as is quickly learned from time spent abroad, and success in international relations are not guaranteed simply by physically showing up in another country. Oneu0027s destination is never a place, but rather a new way of looking at things (Miller, 1957). One must be able to see through the eyes of those whom they are working and negotiating with.In the context of business, the ability of individuals to adapt to multicultural situations is of particular importance to multinational and global organizations. There are estimated to be over 900,000 global organizations, and over one million people working and living away from their home countries (Odell u0026 Spielman, 2009). There are steep risks and costs involved with expatriate failure including lost time (Yeaton u0026 Hall, 2008), damage to a companyu0027s image (e.g. internal and external) (Harzing u0026 Christensen, 2004) and premature return to home country due to assignment failure (Harvey, Napier, u0026 Moeller, 2011). The most commonly cited reasons for expatriate failure include the inability of managers or their families to adapt to the host country (Stone, 1991), and Selmer et al (2007) caution companies to be particularly diligent when selecting a candidate for an international assignment. Thus companies need to be able to determine the ability of the candidate to adapt and be successful in the challenging environment of cross-cultural assignments.One tool to make such determination that has emerged in relatively recent times has been that of (Earley u0026 Ang, 2003). Since its introduction, there has been active study to identify antecedents and outcomes of cultural intelligence, including its ability to positively impact cultural adaptability (Ward u0026 Fischer, 2008) and expatriate performance (Shaffer u0026 Miller, 2008), among others. One antecedent that has been examined in a limited manner is that of foreign travel experience (Crowne, 2008). However, little research has examined whether longer times in a foreign country really resulted in a greater impact on cultural intelligence than did visits of a shorter duration (Ang, Van Dyne, u0026 Tan, Cultural Intelligence, 2011). Other research has also suggested that the cultural distance (differences in cultural values) between the native country of the traveler and the country visited, may have an impact on the development of cultural intelligence which varies based on that distance (Ramsey, Leonel, Gomes, u0026 Reis-Monteiro, 2011). However, the many past attempts to measure the impact of cultural distance has come under criticism for a number of reasons including the prevalence of using only aggregated measures of distance between what is now six of Hofstedeu0027s cultural values (Shenkar, 2012).The objective of this study is to address these gaps in the literature by exploring the potential differences of the impacts of individual and aggregated cultural distance measures on each of the cultural intelligence dimensions, as well as to explore the potential interaction of each of the individual cultural distances and the time spent in a foreign country with regards to their impact on each of the dimensions of cultural intelligence. …

Purpose - The study addresses the mechanism of how cultural dimensions influence the different dimensions of emotional intelligence. Building on the cascading model described by Joseph and Newman (2010), we extend our previous findings (Gunkel, Schlaegel, & Engle, 2014) by exploring the influence of cultural dimensions on a cascading model of emotional intelligence.Methodology - We use survey data from 2,067 business students in nine countries (China, Colombia, Germany, India, Italy, Russia, Spain, Turkey, and the United States), representing 8 of the 11 cultural clusters identified by Ronen and Shenkar (2013).Findings - We find that uncertainty avoidance and long-term orientation have a positive influence on self-emotional appraisal, which in turn influence regulation of emotion, which then has a positive influence on the use of emotion. At the same time, others' emotional appraisal mediates the relationship between all cultural dimensions except power distance and use of emotion. We also find that uncertainty avoidance, masculinity, and long-term orientation directly influence the use of emotion, suggesting a partial mediation effect.Research limitations - Our findings have to be interpreted in the light of the limitations of our approach owing to the cross-sectional study design and the limited generalizability of the sample.Originality - We contribute to the existing literature by examining the mechanism through which culture influences the different facets of emotional intelligence and whether and how the different facets affect each other. The proposed influence of culture on a cascading model of emotional intelligence provides a more detailed and nuanced understanding of the mechanism and the pathways in which culture affects emotional intelligence.

IntroductionNegotiation is one of the most common human activities in business as well as in the normal activities of everyday life. We engage in negotiation on a daily basis for creating, maintaining, strengthening, and even terminating relationships. In fact, no business transaction can occur without being preceded by some form of negotiation. Because of its omnipresence in our everyday life, negotiation is one of the most widely studied human phenomena, as can be evidenced by the prevalence of a voluminous literature on negotiation.Negotiation has been studied from various disciplinary perspectives such as business, communications, conflict resolution, diplomacy, global environment, law, world peace, etc. One common theme that we find in different genres of negotiation literature is that negotiation behavior can be broadly categorized in two principal forms: competitive or win-lose and cooperative or win-win negotiation, which is also known as problem-solving behavior (e.g., Lewicki et al., 2008). While we find a plethora of deductive and inductive work on these two types of negotiation behavior, there is hardly any empirical work that investigates what leads to, or influences, such behavior. This paper is an attempt to partially address this gap in the literature by identifying the antecedents to problem solving behavior in cross-cultural negotiations. In so doing, we focus on cultural intelligence and various individual characteristics.Based on the premise that our negotiation behavior is influenced to a significant extent by our level of cultural intelligence and individual characteristics, this paper specifically attempts to:1) present a conceptual model depicting the relationship among cultural intelligence, certain personality factors, and cooperative negotiation behavior;2) empirically test the relationship depicted in the model by analyzing data from Turkey and the United States (US)- two countries that represent very different cultures; and.3) examine the differences, if any, between US and Turkish negotiation behavior and what factors may cause such differences.We draw from the literature on psychology, cross-cultural communication, conflict resolution, and management to develop the conceptual model that is explicated in the following section. Following the example of Hofstede (2001), we use the term in this paper in the sense of national It is well established that negotiation is, by nature, a very complex process as different negotiating parties have different priorities and they pursue different interests, objectives, and communication style. In a cross-national context, negotiation is even more difficult since the negotiators, in addition to all the complexities of domestic negotiations, encounter the added component of cultural diversity (Adler, 1997) that often make people to perceive and interpret the reality differently.The impact of culture on negotiations is well documented (e.g., Hofstede & Usinier, 1989; Elahee, Kirby & Nasif, 2002; Adler & Graham, 1989). Culture has been found to have influenced our negotiation behavior in myriad ways such as the exercise of power (Brett, 2000), the pattern of concession making (Hendon, Roy & Ahmed, 2003), the propensity to engage in unethical behavior (Volkema, 1999), etc. While commenting on the influence of culture on negotiations, Janosik, (1987) identified four distinct possibilities. First, culture as a learned behavior affects negotiation in that it shapes one's notion of reciprocity and justice, attitude about acceptable outcomes, or concepts about the appropriate timing for certain bargaining behaviors. Second, culture as shared produces a common bargaining style among the people of a particular culture. Third, culture, in addition to representing shared values, also represents dialectic (i.e., the tensions that exist among values embedded in a given culture). …

While a large body of research has examined the outcomes of emotional intelligence, relatively little is known about the antecedents of emotional intelligence. Prior research suggests that emotional intelligence has different effects on management outcomes in different cultural contexts, but lacks a systematic analysis of the effect of cultural values in the development of emotional intelligence. Utilizing a sample of 2067 individuals in nine countries, the present study explores the influence of cultural dimensions on emotional intelligence. Our results show that especially collectivism, uncertainty avoidance, and long-term orientation have a positive influence on the different dimensions of emotional intelligence. Theoretical and practical implications of these findings are discussed and future research directions are provided.

While the entrepreneurship literature theoretically and empirically finds that national culture influences different components of the entrepreneurial process, there remains considerable debate as to whether national culture influences individuals' intent to start an own business. Drawing on the theory of planned behavior, this study examines the influence of national cultural dimensions on entrepreneurial intent. Combining primary survey data of 2,063 university business students from 14 countries with secondary cultural dimension scores our structural equation analysis shows that national culture directly and indirectly affects entrepreneurial intent. The determinants of entrepreneurial intent partially mediate the relationship between entrepreneurial intent and the cultural dimensions. Our results indicate that individuals in countries characterized by low individualism, high uncertainty avoidance, low masculinity, and low power distance tend to have higher entrepreneurial intent. The findings support the view that entrepreneurship is a process that is influenced by individual dissatisfaction with existing conditions in organizations and society. The results as well as their implications are discussed and further research directions are outlined.IntroductionThe economic decisions of individuals are influenced not only by cognitive processes, but also by the national institutional environment. Following North (1990) the institutional framework consists of a country's cultural beliefs, norms, and values (informal institutions), which are shared by most individuals in a society, and a country's set of laws, rules, and regulations (formal institutions) within which individuals operate. The rate of entrepreneurship at the societal level depends upon the opportunities provided by the environment and as well as the capabilities and preferences of the individuals, which are influenced by the informal and formal environment (Hofstede et al., 2004). Research on the influences of the informal and formal institutional environment on entrepreneurial activity and behavior has examined a wide array of potential determinants which foster or hinder entrepreneurship. While much attention has been given to intent models to examine the individual antecedents of entrepreneurial intent in single-country studies only a limited number of studies systematically compare entrepreneurial intent and its determinants across several countries (e.g., Griffiths, Kickul, and Carsrud, 2009; Moriano et al. 201 1 ; Iakovleva, Kolvereid, and Stephan, 201 1). Therefore, it remains unclear at which stage of the entrepreneurial process cultural norms and values are effective. Toward a better understanding of the way in which national culture influences entrepreneurship, it is necessary to examine which stages of the entrepreneurial process are affected by informal institutional conditions. The objective of this study is to investigate the role of the informal institutional environment in the development of entrepreneurial intent. Thereby, we examine the influence of national cultural dimensions on entrepreneurial intent and the social-cognitive intentional determinants proposed by the theory of planned behavior.Theoretical Framework and HypothesesEntrepreneurial intent refers to the intention of an individual to start a new business. Several studies (e.g., Krueger and Carsrud, 1993) have recognized the important role played by entrepreneurial intent. Previous research has proven that Ajzen's (1 99 1) theory of planned behavior (hereafter TPB) successfully predicts entrepreneurial intent in a variety of countries (e.g., Krueger, Reilly, and Carsrud, 2000). Ajzen (1991) identified three conceptually independent determinants of intention, namely attitude toward the behavior, subjective norm, and perceived behavioral control. Attitude towards the behavior is defined as the evaluative affect of the individual towards performing the behavior. …

The objective of this study is to examine the impact of a short-term international experience, which is designed to address the conditions outlined in Allport’s (Allport, G.W. 1954. The Nature of Prejudice. New York: Perseus Book Group) contact hypothesis, on each of the four factors which make up cultural intelligence (CQ). A sample of 135 university students was broken up into test and control groups. The results for the test group suggest that the short-term experience ranging from 7 to 12 days within a structured study abroad service programme, including modest pre-trip preparation, found a significant increase in each of the four factors of CQ. At the same time, there was no significant change in the control group. Implications for human research development research and practice as well as limitations and suggested areas for future research are discussed.