The Silent Language

Our goals in writing this editorial are to encourage more contextualization in organizational research and to signal that the Journal of Organizational Behavior gives a sympathetic reception to submissions incorporating context into their research methods and reporting

Location, location, location: contextualizing organizational research*

Thank you very much for downloading cultures and organizations software of the mind intercultural cooperation and its importance for survival. As you may know, people have look numerous times for their chosen readings like this cultures and organizations software of the mind intercultural cooperation and its importance for survival, but end up in infectious downloads. Rather than reading a good book with a cup of coffee in the afternoon, instead they juggled with some infectious bugs inside their desktop computer.

Cultures And Organizations Software Of The Mind Intercultural Cooperation And Its Importance For Survival

Literature on the psychological contract has blossomed progressively over the last ten years to the extent that it is now firmly located within the lexicon of the Human Resource Management (HRM) discipline. Yet as this review indicates, the theoretical assumptions that seem to pervade the psychological contract literature are not without major deficiencies, which in turn pose serious questions around the continued sustainability of the construct as currently constituted. This paper addresses some of the central problems presently confronting the theoretical side of the psychological contract literature. In seeking to advance knowledge and understanding, this review calls for an alternative approach to studying the psychological contract on the basis of a more critical and discursive literature analysis. From this, the authors unpick the construct of the psychological contract as portrayed in much of the extant literature and argue that, in its present form, it symbolizes an ideologically biased formula designed for a particular managerialist interpretation of contemporary work and employment.

/pdf/the-psychological-contract-a-critical-review-2jzipwmt0r.pdf

The psychological contract: a critical review

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. Cultural intelligence (CQ) has gained increasing attention from researchers in the area of intercultural management studies (Ng & Earley, 2006). With the increasing globalization of organizations and diversification of domestic workforces, understanding why some individuals function more effectively than others in culturally diverse situations has become more important than ever (Gelfand, Erez, & Aycan, 2007). Earley and Ang (2003) introduced the concept of CQ – defined as the capability of an individual to function effectively in culturally diverse settings. Drawing upon Sternberg and Detterman’s (1986) multi-loci theory of intelligence, Ang and Van Dyne (2008) conceptualized CQ as a four-factor construct that includes metacognitive, cognitive, motivational, and behavioral dimensions. To date, most CQ theory and empirical research has focused on the four factors of CQ and has relied on the 20-item Cultural Intelligence Scale (CQS) (Ang et al., 2007). This measure has gone through an extensive validation process, and research demonstrates that it is generalizable across a) multiple student and executive samples (Ang et al., 2007; Van Dyne, Ang, & Koh, 2008), b) time intervals ranging from four weeks (Shokef &

/pdf/sub-dimensions-of-the-four-factor-model-of-cultural-1laazpi0xh.pdf

Sub-dimensions of the four factor model of cultural intelligence : expanding the conceptualization and measurement of cultural intelligence

The Cambridge Handbook of Intelligence: Cultural Intelligence

With the continuing globalization of the workplace, it is critical to understand why some people excel in intercultural contexts whereas others do not. Cultural intelligence is a person's capability to function effectively in intercultural contexts. In this article, we take stock of the growing stream of research on cultural intelligence. In particular, we review the conceptualization, measurement, and empirical evidence for the nomological network of cultural intelligence. We conclude with an eye toward the future and suggest several exciting research directions to further advance our understanding of cultural intelligence.

Cultural Intelligence and Competencies

This study proposes that IT professionalsâ€™ behavioral orientation towards IT knowledge and skills updating demands can take on two contrasting forms: updating-as-play or updating-as-work. Drawing on threat-rigidity theory (Staw, Sandelands, & Dutton, 1981), the authors hypothesize that IT professionals who feel threatened by professional obsolescence are more likely to approach updating-as-work more than as play. Results from a sample of IT professionals are consistent with threat-rigidity theory (Staw et al., 1981) in that the threat of professional obsolescence is negatively related to updating-as-play and is positively related to updating-as-work. The authors also find that updating-as-play is negatively related to turnaway intentions and that updating-as-work is positively related to turnover intentions; these findings are consistent with IT theories of job mobility. The authors conclude this study with a discussion of these results and propose future research directions.

Mei Ling Tan

Papers

Sub-dimensions of the four factor model of cultural intelligence : expanding the conceptualization and measurement of cultural intelligence

The Cambridge Handbook of Intelligence: Cultural Intelligence

Cultural Intelligence and Competencies

Is Updating Play or Work?: The Mediating Role of Updating Orientation in Linking Threat of Professional Obsolescence to Turnover/Turnaway Intentions

Psychological Contracts in Singapore