Cultural intelligence in the choice of international assignments

Gahye Hong1, Eunmi Kim2
1Department of Business Administration, Pusan National University, Republic of Korea
2Graduate School of International Studies, Pusan National University, Republic of Korea
Cite this article:  Hong, G., & Kim, E. (2022). Cultural intelligence in the choice of international assignments. Social Behavior and Personality: An international journal, 50(5), e10218.

Volume 50 Issue 5 | e10218 | Published: May 2022 | DOI: https://doi.org/10.2224/sbp.10218

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We investigated the relationship between expatriate candidates’ cultural intelligence (CQ) and organizational attractiveness, and examined the moderating role of the host location as a boundary condition of this relationship. Korean participants (N = 407) randomly took one of two assignment locations (Vietnam or US) and answered questions on individual ability in acceptance of cultures, and willingness to be assigned to an expatriate position in each location. Results show that CQ was positively related to organizational attractiveness, and applicants with high CQ were more positive in their choice of an assignment in Vietnam (vs. US). Therefore, to recruit talented expatriates to emerging countries, in particular, managers should consider the CQ of expatriate candidates.

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Article highlights

  • Employees with high cultural intelligence were found to be more likely to accept foreign assignments as expatriates.
  • The higher their cultural intelligence, the more potential expatriates were attracted to destinations in emerging (vs. developed) countries.
  • Future researchers can establish if cultural intelligence is crucial for achieving expatriate success.

Keywords

cultural intelligence; organizational attractiveness; emerging countries; developed countries; international assignments; multinational enterprises