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Guzmán-Rodríguez LE, Arizkuren-Eleta A, Agarwala T, Bornay-Barrachina M. Individual characteristics on multicultural team performance: does the role played by leaders and team members matter? Front Psychol 2023; 14:1281422. [PMID: 38179490 PMCID: PMC10766013 DOI: 10.3389/fpsyg.2023.1281422] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/05/2023] [Accepted: 11/29/2023] [Indexed: 01/06/2024] Open
Abstract
The main purpose of this study was to analyze the impact of individual characteristics of cultural sensitivity, adaptability, cohesion, and cultural diversity on the multicultural team performance. Also, we analyzed the moderating effect of being a team member or a team leader on the relationships mentioned above. To test out hipotheses, data were collected from 415 members of multicultural teams specifically, from 304 team members and 111 leaders. The findings provided evidence to support a positive relationship between cultural sensitivity, adaptability, cohesion, and team performance. Cultural diversity did not show a significant impact on team performance. The study also showed that the leaders and members had different perceptions about the factors that influence team performance. For instance, team members consider that cohesion influences team performance, while leaders consider adaptability as the key factor to achieve performance. Main implications from findings are discussed.
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Affiliation(s)
| | | | - Tanuja Agarwala
- Faculty of Management Studies, University of Delhi, Delhi, India
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Schelfhout S, Derous E. Presenting the direct intercultural effectiveness simulation: an implicit trait policy on intercultural competence. Front Psychol 2023; 14:1137871. [PMID: 37457081 PMCID: PMC10342204 DOI: 10.3389/fpsyg.2023.1137871] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/04/2023] [Accepted: 06/06/2023] [Indexed: 07/18/2023] Open
Abstract
Background An implicit trait policy (ITP) represents the interaction between a personal disposition and general domain knowledge on how to effectively handle a specific (intercultural) situation. Such an ITP is a proven construct to create instruments that can predict future effective behavior. Moreover, such a simulation can provide valuable proxies for actual (future) behavior, as measures of (future) real life intercultural interactions are not always available. Methods In a series of three studies (N1 = 224, N2 = 291, N3 = 478), the present research introduces a "Direct Intercultural Effectiveness Simulation" or DIES, an instrument that simulates intercultural effectiveness by directly tapping into an ITP on intercultural competence. Results First and foremost, the present research demonstrates that the DIES instrument generates reliable and construct-valid measures of intercultural effectiveness. Second, the DIES instrument also shows expected converging and diverging patterns when correlated with a nomological network on intercultural effectiveness. And third, the DIES measure is further validated by integration into an ITP framework of intercultural effectiveness based on theoretical and empirical accounts from literature. Conclusion The DIES instrument generates a reliable and valid measure of intercultural effectiveness by tapping into an ITP on intercultural competence. Theoretically, the present research integrates the instrument into literature by empirically verifying an ITP framework of intercultural effectiveness. In practice, the DIES instrument can be used as an awareness or training proxy for actual behavior to tackle important problems like ethnic prejudice and discrimination.
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Affiliation(s)
- Stijn Schelfhout
- Vocational and Personnel Psychology Lab, Department of Work, Organisation and Society, Faculty of Psychology and Educational Sciences, Ghent University, Ghent, Belgium
- Department of Experimental Psychology, Faculty of Psychology and Educational Sciences, Ghent University, Ghent, Belgium
| | - Eva Derous
- Vocational and Personnel Psychology Lab, Department of Work, Organisation and Society, Faculty of Psychology and Educational Sciences, Ghent University, Ghent, Belgium
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Schelfhout S, Vandecasteele R, De Maesschalck S, D’hondt F, Willems S, Derous E. Intercultural Competence Predicts Intercultural Effectiveness: Test of an Integrative Framework. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19084490. [PMID: 35457357 PMCID: PMC9026297 DOI: 10.3390/ijerph19084490] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/19/2022] [Revised: 03/21/2022] [Accepted: 04/01/2022] [Indexed: 11/26/2022]
Abstract
Why does someone thrive in intercultural situations; while others seem to struggle? In 2014, Leung and colleagues summarized the literature on intercultural competence and intercultural effectiveness into a theoretical framework. This integrative framework hypothesizes that the interrelations between intercultural traits, intercultural attitudes and worldviews, and intercultural capabilities predict the effectiveness with which individuals respond to intercultural situations. An empirically verified framework can contribute to understanding intercultural competence and effectiveness in health care workers, thus contributing to more equity in health care. The present study sets out to test this integrative framework in a specific health care context. Future health care practitioners (N = 842) in Flanders (Belgium) were questioned on all multidimensional components of the framework. Structural equation modeling showed that our data were adequate to even a good fit with the theoretical framework, while providing at least partial evidence for all hypothesized relations. Results further showed that intercultural capabilities remain the major gateway toward more effective intercultural behavior. Especially the motivation and cognition dimensions of cultural intelligence seem to be key factors, making these dimensions an excellent target for training, practical interventions, and identifying best practices, ultimately supporting greater intercultural effectiveness and more equity in health care.
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Affiliation(s)
- Stijn Schelfhout
- Research Group Vocational and Personnel Psychology, Department of Work, Organisation and Society, Faculty of Psychology and Educational Sciences, Ghent University, H. Dunantlaan 2, 9000 Ghent, Belgium;
- Department of Experimental Psychology, Faculty of Psychology and Educational Sciences, Ghent University, Henri Dunantlaan 2, 9000 Ghent, Belgium
- Interdepartmental Research Group Vocational and Personnel Psychology, Faculty of Psychology and Educational Sciences, Ghent University, Henri Dunantlaan 2, 9000 Ghent, Belgium
- Correspondence:
| | - Robin Vandecasteele
- Research Group Equity in Health Care, Quality & Safety, Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, University Hospital Campus Entrance 42, C. Heymanslaan 10, 9000 Ghent, Belgium; (R.V.); (S.D.M.); (S.W.)
| | - Stéphanie De Maesschalck
- Research Group Equity in Health Care, Quality & Safety, Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, University Hospital Campus Entrance 42, C. Heymanslaan 10, 9000 Ghent, Belgium; (R.V.); (S.D.M.); (S.W.)
| | - Fanny D’hondt
- Department of Sociology, Faculty of Political and Social Sciences, Ghent University, Sint-Pietersnieuwstraat 41, 9000 Ghent, Belgium;
| | - Sara Willems
- Research Group Equity in Health Care, Quality & Safety, Department of Public Health and Primary Care, Faculty of Medicine and Health Sciences, Ghent University, University Hospital Campus Entrance 42, C. Heymanslaan 10, 9000 Ghent, Belgium; (R.V.); (S.D.M.); (S.W.)
- Centre for the Social Study of Migration and Refugees, Ghent University, H. Dunantlaan 2, 9000 Ghent, Belgium
| | - Eva Derous
- Research Group Vocational and Personnel Psychology, Department of Work, Organisation and Society, Faculty of Psychology and Educational Sciences, Ghent University, H. Dunantlaan 2, 9000 Ghent, Belgium;
- Interdepartmental Research Group Vocational and Personnel Psychology, Faculty of Psychology and Educational Sciences, Ghent University, Henri Dunantlaan 2, 9000 Ghent, Belgium
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Summerfield LP, Prado-Gascó V, Giménez-Espert MDC, Mesa-Gresa P. The Multicultural Personality Questionnaire (SF-40): Adaptation and Validation of the Spanish Version. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:2426. [PMID: 33801340 PMCID: PMC7967561 DOI: 10.3390/ijerph18052426] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 02/02/2021] [Accepted: 02/23/2021] [Indexed: 11/18/2022]
Abstract
The coexistence of diverse cultures in our society indicates the need to examine the factors related to the success of multicultural interactions. The study aims were to examine the psychometric characteristics of the Spanish version of the Multicultural Personality Questionnaire short form (MPQ-SF40), in a convenience sample of 392 university students. Then, the effect of sex and age was assessed, and finally, the levels and percentiles of multicultural personality were measured. The scale's validity was assessed with exploratory and confirmatory factor analysis (EFA and CFA). Reliability was evaluated with Cronbach's alpha, composite reliability (CR), and average variance extracted (AVE). The final structure of the MPQ-SF40 consisted of 18 items grouped into five factors that present adequate psychometric properties. Sex-specific differences in MPQ-SF40 were statistically significant for factor 1, cultural empathy, and for factor 5, flexibility; women showed greater values. When age was analyzed, significant low correlations were obtained. The students showed medium to high levels of multicultural personality. The highest levels correspond to the personality factors of cultural empathy and open-mindedness. The use of the Spanish version of the MPQ-SF40 seems justified to determine students' multicultural personality traits, developing intervention programs to improve social support and the interpersonal relations between students.
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Affiliation(s)
- Lynn Patricia Summerfield
- Social Sciences Department, European University of Valencia, Paseo de la Alameda, 7, 46010 Valencia, Spain;
| | - Vicente Prado-Gascó
- Social Psychology Department, Faculty of Psychology, University of Valencia, Avda. Blasco Ibañez 21, 46010 Valencia, Spain;
| | | | - Patricia Mesa-Gresa
- Psychobiology Department, Faculty of Psychology, University of Valencia, Avda. Blasco Ibañez 21, 46010 Valencia, Spain;
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Validation of the Multicultural Personality Questionnaire Short Form (MPQ-SF) for use in the context of international education. PLoS One 2020; 15:e0244425. [PMID: 33370395 PMCID: PMC7769263 DOI: 10.1371/journal.pone.0244425] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/12/2020] [Accepted: 12/09/2020] [Indexed: 11/24/2022] Open
Abstract
The Multicultural Personality Questionnaire (MPQ) is one of the most widely used instruments for measuring individuals’ intercultural competences. The original version consists of 91 items, divided into five subscales, and has been shown to predict attitudes, behavior, and outcomes in a variety of intercultural contexts. Recently, a 40-item short form of the MPQ was developed (MPQ-SF), which may be particularly useful in settings in which time or survey space are limited, or where respondent drop-out is likely to occur. For example, the MPQ-SF would be a valuable tool for assessing longitudinal development of multicultural personality traits in training or educational settings. A prerequisite for such research is to establish measurement invariance of the MPQ-SF between different respondent groups, as well as across time points. Using a sample of students in an international university program (n = 519), the present study examines how the scales perform among male and female respondents, between students of Western and Non-Western background, and across two time points, five months apart. Based on our findings, we conclude that all five subscales of the MPQ-SF display sufficient measurement invariance to be reliably used in this and similar contexts, in comparative as well as longitudinal study designs.
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Hofhuis J, Schilderman MF, Verdooren A. Multicultural personality and effectiveness in an intercultural training simulation: The role of stress and pro-active communication. INTERNATIONAL JOURNAL OF PSYCHOLOGY 2020; 55:812-821. [PMID: 31912489 PMCID: PMC7540453 DOI: 10.1002/ijop.12647] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/18/2019] [Accepted: 12/07/2019] [Indexed: 11/08/2022]
Abstract
Multicultural personality traits have been shown to predict intercultural outcomes in a range of settings. However, how these traits affect behaviour during intercultural interactions remains an understudied area. A study was conducted among participants in intercultural training sessions, to examine whether scores on the five dimensions of the Multicultural Personality Questionnaire (MPQ) could predict how they performed in the intercultural simulation game “Barnga.” Both a self‐rating and other‐rating of intercultural effectiveness were included. Furthermore, we examined whether perceived stress and pro‐active communication played a mediating role. Results of Latent Growth Curve Modelling (LGCM) show that emotional stability has a positive effect on mean scores (intercept) of both self‐rated and other‐rated outcomes, mediated through perceived stress. Social Initiative has a positive effect on the rate of improvement (slope) in other‐rated outcomes during the simulation, mediated through pro‐active communication.
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Affiliation(s)
- Joep Hofhuis
- Erasmus Research Centre for Media, Communication, and Culture (ERMeCC), Erasmus University Rotterdam, Rotterdam, The Netherlands
| | - Marike F Schilderman
- Graduate School of Communication, University of Amsterdam, Amsterdam, The Netherlands
| | - Arjan Verdooren
- Koninklijk Instituut voor de Tropen (KIT, Royal Tropical Institute), Amsterdam, The Netherlands
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Farashah AD, Blomquist T. Exploring employer attitude towards migrant workers. EVIDENCE-BASED HRM: A GLOBAL FORUM FOR EMPIRICAL SCHOLARSHIP 2019. [DOI: 10.1108/ebhrm-04-2019-0040] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants.
Design/methodology/approach
This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data.
Findings
For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified.
Practical implications
The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour.
Originality/value
Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.
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Shirmohammadi M, Beigi M, Stewart J. Understanding skilled migrants’ employment in the host country: a multidisciplinary review and a conceptual model. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1080/09585192.2018.1511615] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Melika Shirmohammadi
- Department of Organizational Learning and Performance, College of Education, Idaho State University, ID, USA
| | - Mina Beigi
- Southampton Business School, University of Southampton, Southampton, UK
| | - Jim Stewart
- Liverpool Business School, Liverpool John Moores University, Liverpool, UK
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Korol LD. Is the Association Between Multicultural Personality and Ethnic Tolerance Explained by Cross-Group Friendship? The Journal of General Psychology 2017; 144:264-282. [PMID: 28980883 DOI: 10.1080/00221309.2017.1374118] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Abstract
The present study reports on the relations between multicultural personality and ethnic tolerance via associations with cross-group friendship in a sample of Portuguese university students (n = 270). It was found that the multicultural personality dimensions, particularly cultural empathy, open-mindedness, social initiative, and flexibility, were significantly correlated with ethnic tolerance. At the same time, a mediation model demonstrated that the relationship between open-mindedness and ethnic tolerance was partially mediated by cross-group friendship. In addition, emotional stability was found to be indirectly related to ethnic tolerance via its association with cross-group friendship. These findings highlight the importance of considering individual and contact variables in promoting tolerance toward representatives of diverse ethnic and cultural groups.
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Fasbender U, Wang M. Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers' Core Self-Evaluations. Front Psychol 2017; 7:2057. [PMID: 28127291 PMCID: PMC5226937 DOI: 10.3389/fpsyg.2016.02057] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/08/2016] [Accepted: 12/19/2016] [Indexed: 11/13/2022] Open
Abstract
Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers' core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers' core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.
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Affiliation(s)
- Ulrike Fasbender
- Centre for Diversity Policy Research and Practice, Oxford Brookes University Oxford, UK
| | - Mo Wang
- Department of Management, Warrington College of Business Administration, University of Florida, Gainesville FL, USA
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