Cultural Inclusiveness Contributing to International Students' Intercultural Attitudes: Mediating Role of Intergroup Contact Variables

This study sought to examine the relationships among Asian‐born international students' perceived cultural inclusiveness and intercultural contact, along with the contributions these variables made to the students' attitudes towards culturally different domestic students. Based on Pettigrew's (1998) intergroup contact theory and previous research on educational cultural climate, we hypothesised that more positive intercultural attitudes would be associated with perceptions of a culturally inclusive educational environment and higher levels of intergroup contact as indicated by quantity of contact, quality of contact, and extent of intercultural friendships. Anonymous survey participants were 190 (76 male and 113 female) Asian‐born international university students at an Australian university. Results showed small to moderate relationships among perceived cultural inclusiveness, all the dimensions of intercultural contact, and intercultural attitudes, except for an unexpected insignificant association between intercultural friendship and attitudes. Hierarchical regression analysis showed that cultural inclusiveness and quality of contact were the only significant predictors of intercultural attitudes. Mediation analysis indicated that quality of contact partially mediated the relationship between cultural inclusiveness and intercultural attitudes. The importance of an inclusive educational environment on intergroup contact and attitudes, from international students' viewpoint, is discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Well‐being in cross‐cultural transitions: discrepancies between acculturation preferences and actual intergroup and intragroup contact

Two studies examined the effect of acculturation–contact discrepancies on well‐being. Specifically, we tested the prediction that well‐being will be compromised when cultural minorities' acculturation preferences are not met by the intergroup and intragroup contact in a new society. Study 1 found that for Polish immigrants (n = 55) acculturation–contact discrepancies were associated with compromised well‐being. Study 2 followed a cohort of international students (n = 106) for a period of two academic years. Results suggested that discrepancies in students' acculturation–contact in their first year had harmful consequences for their well‐being 1 year later. Overall, the two studies show that discrepancies between acculturation preferences and actual contact have negative implications for the psychological adaptation of acculturating individuals.     

Sub‐Dimensions of the Four Factor Model of Cultural Intelligence: Expanding the Conceptualization and Measurement of Cultural Intelligence

Cultural intelligence (CQ) – the capability to function effectively in intercultural settings – has gained increasing attention from researchers and practitioners due to its contemporary relevance to globalization, international management, and workforce diversification. Research‐to‐date demonstrates that CQ predicts a variety of important outcomes in intercultural contexts, such as cultural adaptation, expatriate performance, global leadership, intercultural negotiation, and multicultural team processes. Moving beyond past research that tends to focus on the four primary factors of CQ – metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ, we introduce an expanded conceptualization of CQ that delineates sub‐dimensions for each of the four factors. We briefly review psychometric evidence supporting the proposed second order 11‐factor structure and convergent/discriminant validity of the sub‐dimensions. We propose that the next wave of CQ research should be guided by a deeper understanding of each of four factors of CQ.     

Enhancing Cultural Intelligence: The Roles of Implicit Culture Beliefs and Adjustment

Although international experience has been proposed as an important factor contributing to the development of cultural intelligence (CQ), its effect on CQ has often been assumed. Through a contact hypothesis framework, this study advances our understanding of CQ. It examines the process through which CQ changes occur against the backdrop of international exchanges. University students who were enrolled in an international exchange program with partners worldwide participated in this study. Using a 3‐wave time‐lagged design, we found that implicit culture beliefs (the beliefs about fixedness or malleability of cultural attributes) influenced intercultural rejection sensitivity, which impacted the cross‐cultural adjustment of sojourning students and their subsequent CQ. Specifically, we found that cross‐cultural adjustment experiences, particularly in the social domain, play an important role in influencing CQ. Findings from this study raise novel research questions and underscore the need for more empirical work in this area. Theoretical and practical implications are discussed.     

Construct Validity Evidence for the Intercultural Readiness Check against the Multicultural Personality Questionnaire

The psychometric qualities of the intercultural readiness check (IRC) were evaluated against an existing instrument for multicultural effectiveness: the Multicultural Personality Questionnaire (MPQ). The IRC has scales for intercultural sensitivity, intercultural communication, intercultural relationship building, conflict management, leadership and tolerance of ambiguity. A sample of in majority employees who were trained for an international position (N=137) participated in the study. The IRC scales were moderately to sufficiently reliable. Correlations with the MPQ scales were in the expected direction. Both instruments were equally strongly related to international inspiration, with open‐mindedness (MPQ) and intercultural sensitivity (IRC) as most important predictors. The IRC scales explained more variance in international experience.     

Measuring Cultural Intelligence in the Turkish Context

The present article reports the results of two studies designed to evaluate the psychometric properties of the cultural intelligence (CI) scale in the Turkish context. The proposed four‐factor (cognitive, metacognitive, motivational, and behavioral) structure of CI was confirmed by confirmatory factor analysis. The results supported the discriminant validity of the four‐factor model of the CI scale in relation to the Big Five personality factors and the emotional intelligence factors. Furthermore, CI explained additional variance in intercultural task performance over and above that explained by demographic characteristics and emotional intelligence. With regard to internal consistency and test–retest reliability, the CI scale showed acceptable results and was in concordance with the prior studies. Taken together, these findings suggest that the Turkish version of CI scale is a reliable and valid measure that can be used to measure individual's intercultural capabilities.     

How Learning Goal Orientation Fosters Leadership Recognition in Self‐Managed Teams: A Two‐Stage Mediation Model

Defined as a mental framework for how individuals interpret and respond to achievement situations, learning goal orientation (LGO) has received increasing attention in organisational research. However, its effect on leadership, especially in contexts absent of formal leadership, remains understudied. Drawing on social exchange theory, we propose and test an individual‐level two‐stage process model of generalised exchange linking LGO and leadership recognition in self‐managed teams. Specifically, we posit that learning‐oriented individuals will tend to feel safer in self‐managed teams, which will enable and sustain their engagement in contextual role behavior. Such behavior, in turn, will be reciprocated with recognition of these individuals as leaders. We use a multiphase, multi‐informant approach (n = 287), and we find that felt safety mediates the effect of LGO on contextual role behavior, but that contextual role behavior alone does not mediate the effect of LGO on leadership recognition. LGO has an indirect effect on leadership recognition through the joint mediation of felt safety and contextual role behavior. Our results offer insight on the link between LGO and leadership, with practical implications for people working in self‐managed teams.     

Pseudo‐Transformational Leadership: Model Specification and Outcomes1

A model of pseudo‐transformational leadership was tested in 4 experiments. Pseudo‐transformational leadership is defined by self‐serving, yet highly inspirational leadership behaviors, unwillingness to encourage independent thought in subordinates, and little caring for one's subordinates more generally. Study 1 (N = 167) used vignettes to differentiate among transformational, pseudo‐transformational, and laissez‐faire leadership styles. Study 2 (N = 179) replicated this model using ratings of characters in the film 12 Angry Men ( Fonda, Rose, & Lumet, 1957 ). Study 3 (N = 120) tested the model, controlling for participant perceptions of leader affect and prototypical leadership behaviors. Study 4 (N = 127) extended the ecological validity of the model and range of outcomes. Across the studies, support was obtained for the model.     

The culture‐negotiation link.

Scholars have only recently begun to assess the strength with which culture affects negotiator communication, as compared with contextual or structural features of business negotiations. Although prior studies reveal important cross‐cultural differences in national negotiating style, they may not help us understand intercultural (mixed‐culture) settings. The crucial question is how heavily are international negotiators influenced by their own cultural values? When negotiating with a culturally disparate partner, what are the separate and cumulative effects of culture and contextual variables on negotiator communication? To answer these questions, the effect of culture (here, individualism‐collectivism) on integrative (information exchange) and distributive (fixed‐sum errors) negotiating is assessed in 32 intercultural dyads. In addition, the contextual effects of role (buyer vs. seller), preconceptions about negotiating (anticipated competition), and mutual adaptation (interdependence in information exchange) are examined. Preliminary results suggest that role requirements influence negotiators more heavily than culture. Supplemental analyses point to some potentially interesting buyer‐seller differences and suggest that information exchange is more a function of reciprocity than of cultural values.     

Extraversion,Openness to Experience,and Global Career Intention: The Mediating Role of Cultural Intelligence

Drawing from social cognitive career theory, this study asserts that the personality traits of extraversion and openness to experience are positively and significantly related to global career intention (GCI). Moreover, drawing from self‐efficacy theory, this study asserts that cultural intelligence mediates the relationship between these personality traits and GCI. Results from a study in Australia of 158 undergraduate students demonstrated that extraversion and openness to experience are positively and significantly related to GCI. Results also showed that cultural intelligence partially mediates the relationship between (a) extraversion and GCI and (b) openness to experience and GCI.     

Dispositional and Psychosocial Variables as Longitudinal Predictors of Acculturative Stress

As societies become more multicultural, citizens need to develop self‐regulatory mechanisms in order to successfully cope with the increasing levels of psychosocial stress related to acculturation. In this study, a longitudinal theoretical model was tested in order to evaluate the role of implicit theories of cultural intelligence, causal attributions, perceived social support, and cultural identity as predictors of acculturative stress. The research was carried out in Spain across three consecutive years with a multicultural sample of 292 students (natives and immigrants). The results confirm the proposed theoretical model using multi‐group structural equation modelling to test the equivalence of the longitudinal causal structure in immigrants and natives. Moreover, mediation analyses confirmed the mediating effect of cultural identity between the implicit theories of cultural intelligence and acculturative stress, as well as the mediating effect of perceived social support between causal attributions and acculturative stress. The model indicates the relevance of promoting psychosocial interventions with native and immigrant adolescents in intercultural contexts. In those interventions, it will be relevant to promote incremental implicit theories of cultural intelligence and internal causal attributions, as well as to highlight a more intercultural identity and to encourage greater social support networks.     

Cross‐Cultural Contact in Counseling Training

Cross‐cultural contact was found to be important in the development of multicultural counseling competencies (MCCs). The greater the prior cross‐cultural life experience, the higher were students' MCCs measured at the beginning of a multicultural counseling course. MCCs measured at the end of the course were significantly higher than MCCs measured at the beginning of the course. Theme analysis of students' journals suggested that cross‐cultural contact, a major component of the course, was important in MCCs's development. Este estudio explora la relación entre el contacto intercultural y el desarrollo de competencias de consejería multicultural en un curso basado en este entrenamiento. El contacto intercultural resultó ser importante en el desarrollo de las Competencias de Consejería Multicultural (CCMs). Estudiantes con altos niveles de experiencias interculturales en sus vidas previas al curso, tuvieron altos resultados en las CCMs medidas al fin del curso. Las CCMs medidas al fin del curso fueron significativamente más altas que las CCMs medidas al principio del curso. Análisis de los temas en los diarios de los estudiantes sugiere que el contacto intercultural, un componente principal de este curso, fue importante en el desarrollo de las CCMs.     

Working memory and fluid intelligence as predictors of work engagement—Testing preliminary models

This study aimed to investigate the relationships between working memory capacity, fluid intelligence (Gf), and work engagement within the framework of the job demands–resources theory. Multioccupational employees (N = 175 in Study 1 and N = 383 in Study 2) completed sets of Gf, complex span, and n‐back tests, along with job resources and work engagement surveys. Structural equation modeling with latent variables and bootstrapping procedures revealed that complex span was indirectly positively related to work engagement via job resources, and n‐back was indirectly positively related to work engagement via job complexity. Moreover, the one common factor g composed of Gf, n‐back, and complex span was positively indirectly related to work engagement via job resources and job complexity. These results highlight that the cognitive capacities of employees should be given greater consideration as cognitive personal resources in models aimed at accounting for employee work engagement.     

When does priming justice promote forgiveness? On the importance of distributive and procedural justice for self and others

Two studies show that thinking about justice can both enhance and impede forgiveness, depending on whether thoughts about distributive and procedural justice for self and others are activated. In Study 1 (n = 197), participants expressed more forgiveness towards a prior transgressor when primed to think about justice for self or procedural justice for others, and less forgiveness when primed to think about distributive justice for others. Study 2 (n = 231) used an alternate priming method and replicated these effects by inducing an interpersonal transgression and measuring forgiveness intentions, emotions and behavior. Study 2 also showed that priming justice influences forgiveness especially when the perceived severity of an interpersonal offense is high. The current research shows that activating justice cognitions can enhance or impinge on forgiveness in predictable ways. We discuss contributions to emerging justice theory, potential implications, and future directions.     

Mass communication,social influence,and consumer behavior: two field experiments

The present article connects advertising by means of mass communication with social influence processes. Predictions derived from a theoretical model on the impact of mass communication on consumers who were not directly exposed to the message (distant consumers) were tested with two field experiments (Experiment 1: n = 77 participants, n = 261 peers; Experiment 2: n = 97 participants, n = 289 peers). Both studies addressed consumer behavior in the media sector. The results suggest that mass communication changes the behavior of distant consumers, that recipients' opinion leadership enhances the indirect impact of mass communication, and that recipients' consumer behavior mediates the influence of mass communicated messages on distant consumers. The role of word‐of‐mouth is also examined.     

Situational variations in ethnic identity across immigration generations: Implications for acculturative change and cross‐cultural adaptation

This study examined whether the acculturation of ethnic identity is first evident in more public situations with greater opportunity for intercultural interaction and eventually penetrates more intimate situations. It also investigated whether situational variations in identity are associated with cross‐cultural adaptation. First‐generation (G1), second‐generation (G2) and mixed‐parentage second‐generation (G2.5) young adult Canadians (n = 137, n = 169, and n = 91, respectively) completed a questionnaire assessing their heritage and Canadian identities across four situational domains (family, friends, university and community), global heritage identity and cross‐cultural adaptation. Consistent with the acculturation penetration hypothesis, the results showed Canadian identity was stronger than heritage identity in public domains, but the converse was true in the family domain; moreover, the difference between the identities in the family domain was attenuated in later generations. Situational variability indicated better adaptation for the G1 cohort, but poorer adaptation for the G2.5 cohort. For the G2 cohort, facets of global identity moderated the relation, such that those with a weaker global identity experienced greater difficulties and hassles with greater identity variability but those with a stronger identity did not. These results are interpreted in light of potential interpersonal issues implied by situational variation for each generation cohort.     

Limits of authenticity: How organizational politics bound the positive effects of authentic leadership on follower satisfaction and performance

The authentic leadership paradigm has been widely advocated as an effective leadership approach for organizations interested in promoting positive and ethical leader—member relations. Despite accumulating evidence concerning the positive follower effects of authentic leadership, research examining potential boundary conditions remains limited. The political influence theoretical perspective promises to shed new light on the effects of authentic leadership by proposing that authentic leadership may be less effective in political contexts, bounding its positive operation on followers. Specifically, we anticipate that organizational politics will erode the motivational power of authentic leaders on followers, reducing their ability to engender positive performance contributions in followers. We also predict that organizational politics will weaken the positive relationship between authentic leadership and job satisfaction by reducing the ability of employees to realize their goals at work. To explore these theoretical assertions, we incorporated a two-study functional replication (n₁ = 265; n₂ = 175) to ascertain how authentic leadership and organizational politics impact follower job satisfaction, organizational citizenship behavior (OCB), and task performance. We find that organizational politics consistently weaken the positive effects of authentic leadership on follower OCB across two studies. Furthermore, in Study 2, our findings suggest that organizational politics attenuate the positive impact of authentic leadership on follower job satisfaction and task performance. We discuss theoretical and practical implications.     

Culturally intelligent supervisors: Inclusion,intercultural cooperation,and psychological safety

By integrating the cultural intelligence (CQ) and diversity/inclusion literature, we attempt to make a dual contribution to the literature by understanding how subordinates' perceptions of their supervisors' CQ may enhance their intercultural cooperation via their individual psychological climate for inclusion. We further examine the role of minority members' psychological safety as a result of perceived supervisor CQ and psychological climate for inclusion. To explore these processes, we conducted three studies. Based on social processing and social learning theories, we empirically tested the relationship between perceived supervisor CQ and subordinates' intercultural cooperation and initially determined the role of one of the three dimensions of psychological climate for inclusion (i.e. integration of differences) (Study 1: two-waves; N = 316). To address the data limitation and to expand the framework (i.e. adding in the other dimensions of psychological climate), we conducted Study 2 (two-waves; N = 173). We further extended the framework to include psychological safety and obtained two-waves of data from ethnic minority members in Study 3 (N = 155). Our results supported our predictions offering novel insights into why CQ matters for supervisors of culturally diverse work units and clarify the various mechanisms on how supervisors' CQ influences intercultural cooperation in those units.     

The Effects of Contact with Asians and Asian Americans on White American College Students: Attitudes, Awareness of Racial Discrimination, and Psychological Adjustment

On the basis of acculturation theory, explicating mutual influences between different cultural or ethnic groups coming into contact, this study focused "on the other side of acculturation" theory by examining the effects of intercultural contact with Asians and Asian Americans on the psychosocial experiences of White American college students. Participants (N = 315), undergraduates attending a public university located within the state of Massachusetts, completed a survey that assessed demographic and personal characteristics, acculturation (extent of intercultural contact with Asian people and Asian cultures), attitudes towards Asians and Asian Americans, awareness of institutional discrimination and blatant racial issues, and psychological distress. Results indicated that White American students' intercultural contact with Asians and Asian Americans contributed significant variance to the prediction of their attitudes towards this ethnic group and awareness of discrimination and racial issues, but not to psychological distress. This study provides implications for understanding mutual acculturative influences between different ethnic groups in the United States.