The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China

The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China by Barbara Joanna Diemer M.Ed, Masters in Education, Temple University, 2010 MBA, International Business & Marketing, La Salle University, 2003 BA, Economics & International Studies, La Salle University, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2015 Abstract International assignment failures cost an organization roughly 3 to 4 times an expatriate’s annual salary with the most expatriate failures cited for work assignments in China. Previous scholarly research identified cultural intelligence (CQ) as being influential to expatriate work outcomes. The purpose of this correlational study was to examine the relationships among a subset of CQ predictor variables and work outcome related dependent variables. Quantitative analysisInternational assignment failures cost an organization roughly 3 to 4 times an expatriate’s annual salary with the most expatriate failures cited for work assignments in China. Previous scholarly research identified cultural intelligence (CQ) as being influential to expatriate work outcomes. The purpose of this correlational study was to examine the relationships among a subset of CQ predictor variables and work outcome related dependent variables. Quantitative analysis regarding the relationship between CQ and work outcomes for U.S. nationals working in China does not currently exist in the scholarly research. Improvement of expatriate work outcomes and reduction of failed assignment costs is the intention. The study included self-reported measurements collected via online surveys from 88 U.S. nationals with work experience in China. Pearson correlation test results and multiple linear regression analysis indicated significant predictive relationships between CQ and work performance (F(4, 83) = 8.202, p < . 001, adjusted R = . 249) and between CQ and job satisfaction (F(4, 83) = 3.522, p < . 05, adjusted R = . 104). Motivational CQ had a statistically significant predictive power for work performance and job satisfaction. These findings suggest that the CQ construct may help to assess expatriate assignment readiness. The social change implications of this study include the utilization of CQ in better identification, selection, and training of employees for international assignments; improvement of expatriate work outcomes; reduction of expatriate turnover; and reduction of expatriate assignment costs. The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China by Barbara Joanna Diemer M.Ed, Masters in Education, Temple University, 2010 MBA, International Business & Marketing, La Salle University, 2003 BA, Economics & International Studies, La Salle University, 1999 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2015 Dedication To my husband, George, and two beautiful daughters, Mia and Allison. You motivate me on a daily basis to be a better wife, mother, and person. Obtaining this degree would not have been possible without all of the shared sacrifices we made. Thank you for your continued encouragement, love, support, hugs, and kisses. It helped to carry me through the most challenging times. I dedicate this to you, with all my love. Acknowledgments I would like to thank Dr. Godwin Igein, my doctoral study chair, for his continual support and guidance throughout this process. Your encouragement helped to keep me going when I wanted to stop. I would also like to thank the other members of my committee, Dr. Wilton Heyliger, Dr. Douglas Campbell, Dr. Reginald Taylor, Dr. Cheryl Lentz, and Dr. Freda Turner, as well as my various course peers at Walden, for their feedback and tireless pursuit of excellence. All of you encouraged me to continually demonstrate high scholarly standards and also taught me to have a lot of patience. I would also like to thank all of the expatriates that participated in my study. I have been genuinely humbled by the outpouring of support and participant feedback that helped to improve my study. As a previous expat, who had some challenging experiences, I am happy to be part of some data-driven recommendations that can identify ways to better support the greater expat community. I would also like to thank the researchers that gave me permission to use and modify their survey scales. Finally, I would like to thank my family and friends for their unwavering support and encouragement. Thanks for being there with me through the highs and lows of this process. I need to specifically recognize my husband, George; daughters, Mia and Allision; my mother, Danuta, late father, Miroslaw; sister, Lela; brother, Chris; my grandmother, Babcia Heronima; my uncle, Tolek; and my in-laws, Marianne and George. You have all provided me with varying levels of support along the way. I could not have accomplished this without all of your help. I love you all so very much! i Table of