Personality traits as predictors of cultural intelligence : case study : employees in international NGO's in the Gaza Strip

العناوين الأخرى

السمات الشخصية كمتنبئات للذكاء الثقافي : دراسة حالة : موظفي المؤسسات الدولية غير الحكومية في قطاع غزة

مقدم أطروحة جامعية

Naim, Asma Jamal Naim

مشرف أطروحة جامعية

Abu al-Rus, Sami Ali

الجامعة

الجامعة الإسلامية

الكلية

كلية التجارة

القسم الأكاديمي

قسم إدارة الأعمال

دولة الجامعة

فلسطين (قطاع غزة)

الدرجة العلمية

ماجستير

تاريخ الدرجة العلمية

2018

الملخص الإنجليزي

This research investigates the relationship between the five traits of the Multicultural Personality Questionnaire (MPQ); cultural empathy, flexibility, social initiative, emotional stability and open mindedness and the four dimension of the Cultural Intelligence Model (CQ); metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ.

In particular, it examines whether the personality traits predict the level of cultural intelligence; denoted as the capability to interact effectively in a culturally diverse environment.

Following a descriptive analytical approach, statistical analyses were conducted on data collected from 123 employees out of 187 employees forming the study population, working in INGOs in the Gaza Strip, after controlling for age, gender, position type and tenure in interacting with others from multicultural backgrounds.

Overall, this research provides strong empirical evidence of the value of using a coherent organizing framework such as the MPQ model in linking traits of personality with CQ.

Results show significant positive impact of personality traits on all four factors of CQ, as they indicate that 63.9% of the variation in the level of CQ is explained by all of the independent variables together (personality traits).

The intriguing finding of this study is that emotional stability was the only traits that was insignificantly related to CQ.

Results show that personality traits are crucial characteristics that predict employees' capability to function effectively in diverse cultural work environments.

These results have implications for INGOs and businesses alike, as they seek to compete in the global marketplace.

In the light of the research conclusions, senior leaders at INGOs have to see CQ as a priority and define goals for its development.

Specified substrategies have to embrace tailored training programs to enhance employees' multicultural knowledge, emphasize social engagement to increase multicultural interaction, and appreciate highly culturally intelligent employees to enhance the organization's performance in international assignments.

Higher education institutions are encouraged to incorporate study abroad programs and internships to train prospective students to handle multicultural work environments.

Individuals could increase their CQ through international work experiences, learning other languages in addition to English, and/or obtaining an undergraduate degree from a foreign country.

التخصصات الرئيسية

إدارة الأعمال

الموضوعات

• الوكالات الدولية
• المنظمات غير الحكومية
• دراسات الحالة
• الشخصية
• قطاع غزة

عدد الصفحات

142

قائمة المحتويات

• APA
• MLA
• AMA

لغة النص

الإنجليزية

نوع البيانات

رسائل جامعية

رقم السجل

BIM-911346