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Measuring Organizational Cultural In...

Lima, Joanna E.

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Measuring Organizational Cultural Intelligence: The Development and Validation of a Scale.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Measuring Organizational Cultural Intelligence: The Development and Validation of a Scale./
Author:	Lima, Joanna E.
Description:	141 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.
Contained By:	Dissertation Abstracts International75-11A(E).
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3583459
ISBN:	9781321169591

Measuring Organizational Cultural Intelligence: The Development and Validation of a Scale.
Lima, Joanna E.

Measuring Organizational Cultural Intelligence: The Development and Validation of a Scale. - 141 p.

Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.

Thesis (Ph.D.)--Regent University, 2014.

This item must not be sold to any third party vendors.

This dissertation reports the development of a five-factor, 21-item measure operationalizing cultural intelligence at the organizational level of analysis, building on the conceptual model espoused by Ang and Inkpen (2008). Organizational cultural intelligence is defined as the organization's capability to function effectively in culturally diverse environments. The development and validation of a scale to measure this phenomenon enables organizations to be able to assess the degree to which they are positioned to be able to function effectively in the global arena. The methodology for the study closely followed DeVellis' (2012) widely accepted steps for scale development. Items for the scale were elicited through a literature review and the use of the Delphi technique with a panel of experts and tested on full-time employees of 10 North American nonprofit organizations (N = 234). Factor analysis was performed through principal component analysis, and a five-factor model emerged. The five factors involved items related to leadership behavior, adaptability, training and development, organizational intentionality, and organizational inclusion. The findings of this study contribute to a small but growing body of literature on organizational cultural intelligence and provide the first measure for this phenomenon that is not based on aggregate individual-level data or referent-shift data. Additionally, the findings provide insight for both researchers and practitioners and have implications for leadership appointments and leadership development in organizations seeking to develop organizational cultural intelligence.

ISBN: 9781321169591Subjects--Topical Terms:

626628
Business Administration, Management.

Measuring Organizational Cultural Intelligence: The Development and Validation of a Scale.
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245 1 0 $a Measuring Organizational Cultural Intelligence: The Development and Validation of a Scale.
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500 $a Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.
502 $a Thesis (Ph.D.)--Regent University, 2014.
506 $a This item must not be sold to any third party vendors.
506 $a This item must not be added to any third party search indexes.
520 $a This dissertation reports the development of a five-factor, 21-item measure operationalizing cultural intelligence at the organizational level of analysis, building on the conceptual model espoused by Ang and Inkpen (2008). Organizational cultural intelligence is defined as the organization's capability to function effectively in culturally diverse environments. The development and validation of a scale to measure this phenomenon enables organizations to be able to assess the degree to which they are positioned to be able to function effectively in the global arena. The methodology for the study closely followed DeVellis' (2012) widely accepted steps for scale development. Items for the scale were elicited through a literature review and the use of the Delphi technique with a panel of experts and tested on full-time employees of 10 North American nonprofit organizations (N = 234). Factor analysis was performed through principal component analysis, and a five-factor model emerged. The five factors involved items related to leadership behavior, adaptability, training and development, organizational intentionality, and organizational inclusion. The findings of this study contribute to a small but growing body of literature on organizational cultural intelligence and provide the first measure for this phenomenon that is not based on aggregate individual-level data or referent-shift data. Additionally, the findings provide insight for both researchers and practitioners and have implications for leadership appointments and leadership development in organizations seeking to develop organizational cultural intelligence.
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