Does cultural intelligence increase work engagement? The role of idiocentrism-allocentrism and organizational culture in MNCs

Rachel Gabel-Shemueli, Mina Westman, Shoshi Chen, Danae Bahamonde

Resultado de la investigación: Contribución a una revistaArtículo de revista revisión exhaustiva

3 Citas (Scopus)

Resumen

Purpose: The purpose of this paper is to examine the effects of cultural intelligence (CQ), idiocentrism-allocentrism and organizational culture on work engagement in a multinational organization from the perspective of conservation of resources theory. Design/methodology/approach: The sample consisted of 219 employees of a multinational company (MNC). Partial least squares–structural equation modeling was used to test the research model. Findings: The results suggest that CQ is positively related to work engagement and that this relationship is moderated by employees’ idiocentrism-allocentrism, as well as by the adaptability dimension of organizational culture. Research limitations/implications: Greater generalizability of the findings could be achieved with a more geographically dispersed sample. Other cultural dimensions, as well as personal and organizational characteristics, should be considered in order to more clearly ascertain the relationships between these variables. Practical implications: The findings suggest that CQ is a powerful tool for developing employee engagement within MNCs. Furthermore, a highly adaptive organizational culture and consideration of employees’ cultural values are important in order to enhance the effect of CQ on engagement. Originality/value: This study identifies relevant resources that can aid in managing a diverse workforce and increasing employee engagement in companies that operate across national borders.
Idioma originalInglés
Páginas (desde-hasta)46-66
Número de páginas21
PublicaciónCross Cultural and Strategic Management
Volumen26
N.º1
DOI
EstadoPublicada - 18 abr. 2019

Palabras clave

  • Cultural intelligence
  • Engagement
  • Idiocentrism-allocentrism
  • Organizational culture

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