Articles & Books


Thomas Rockstuhl & Van Dyne, L. (2018). A bi-factor theory of the four-factor model of cultural intelligence: Meta-analysis and theoretical extensions. In Francesca Gina (Ed.), Organizational Behavior and Human Decision Processes 148 (2018)  124-144. Boston, Massachusetts, USA: Elsevier Press.

Applying meta-analytic techniques, we harness the recent explosion of research on the four-factor model of CQ to address three fundamental, yet unresolved theoretical issues.

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Raver, J.L. & Van Dyne, L. (2018). Developing Cultural Intelligence. In K.G. Brown (Ed.), The Cambridge Handbook of Workplace Training and Employee Development (407-440). Cambridge, UK: Cambridge University Press.

The chapter provides a critical and integrative review of ways to enhance CQ through training and development. Studies are organized based on their research design and the type of intervention (training vs. intercultural experience).

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Ang, S., & Van Dyne, L. (Eds.) (2008). Handbook of Cultural Intelligence: Theory, Measurement and Applications. Armonk, NY: M.E. Sharpe.

With contributions from scholars around the world, this book provides the most comprehensive review of cultural intelligence research to date.

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Ang, S., Van Dyne, L., Koh, C., Ng, K-Y., Templer, K.J., Tay, C., & Chandrasekar, N.A. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation, and Task Performance. Management and Organization Review, 3: 335-371.

Provides rigorous construct validity evidence for the 20-item, four factor, cultural intelligence scale (CQS). The only peer-reviewed, published scale with statistical evidence of predictive validity based on multiple sources of data. Demonstrates motivational CQ and behavioral CQ predict cultural adaptation (controlling for general mental ability, Big Five personality traits, cross-cultural experience, and demographics). Also demonstrate positive relationships for motivational CQ and behavioral CQ with supervisor assessment of cultural adaptation. Finally, shows positive relationships for metacognitive CQ and behavioral CQ with task performance (rated by supervisors and peers), above and beyond the effects of control variables, including prior cross-cultural experience.

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Van Dyne, L., Ang, S., & Koh, C. (2008). Development and Validation of the CQS: The Cultural Intelligence Scale. In S. Ang, & L. Van Dyne, L. (Eds.), Handbook of Cultural Intelligence: Theory, Measurement and Applications (pp. 16-38). Armonk, NY: M.E. Sharpe.

Provides additional validity evidence for the 20-item CQS based on an observer version of the CQS. Demonstrates convergent validity for the self and observer measures. Introduces a 9-item Mini-CQS for studies that focus on more distal research relationships. Demonstrate significant increases in cognitive CQ and behavioral CQ over four months based on college course materials on cultural values (cognitive) and experiential role-play exercises (behavioral).

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Imai, L. & Gelfand, M.J. (2010). The Culturally Intelligent Negotiator: The Impact of Cultural Intelligence (CQ) on Negotiation Sequences and Outcomes. Organizational Behavior and Human Decision Processes, 112: 83–98.

Experimental results demonstrated higher quality negotiation outcomes for intercultural dyads with high motivational. Also highlights the importace of minimum CQ, suggesting that both parties need motivational CQ for negotiation effectiveness.

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Van Dyne, L., Ang, S., Ng, K-Y., Rockstuhl, T., Tan, M.L., & Koh, C. (2012). Sub-Dimensions of the Four Factor Model of Cultural Intelligence: Expanding the Conceptualization and Measurement of Cultural Intelligence (CQ). Social and Personal Psychology: Compass, 6/4: 295-313.

Expands the conceptualization of CQ by delineating sub-dimensions for each of the four CQ capabilities. Describes psychometric properties of the scale, including support for the second-order model of the 37-item Expanded Cultural Intelligence Scale (E-CQS).

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Rockstuhl, T., Ang, S., Ng, K-Y., Lievens, F., & Van Dyne, L. (2015). Putting Judging Situations into Situational Judgment Tests: Evidence from Intercultural Multimedia SJTs. Journal of Applied Psychology, 100: 464-480.

Describes development and validation of a video-based intercultural situational judgment test (iSJT) and a performance-based assessment of CQ. Demonstrates the value of the iSJT as well as the self-report version of the CQS and concludes the two approaches are complementary. The performance-based measure of CQ predicts task performance and interpersonal OCB in multicultural teams.

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Ang, S., Van Dyne, L., & Koh, C.S.K. (2006). Personality Correlates of the Four Factor Model of Cultural IntelligenceGroup and Organization Management, 31: 100-123.

Demonstrates that the Big Five personality trait of openness to experience predicts all four CQ capabilities. Extraversion predicts cognitive CQ, motivational CQ, and behavioral CQ. Conscientiousness predicts metacognitive CQ. Agreeableness and emotional stability predict behavioral CQ.

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Moynihan, L. M., Peterson, R. S., & Earley, P. C. (2006). Cultural Intelligence and the Multinational Team Experience: Does the Experience of Working in a Multinational Team Improve Cultural Intelligence? In Y. Chen, (Ed.), Research on Managing Groups and Teams (pp.299-323). Bingley. England: Emerald Group Publishing Limited.

Multinational MBA teams that crafted strong hybrid norms showed the largest increase in CQ during a four month project. Overall group CQ was positively related to group cohesion, efficacy, trust, and learning.

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