Leeds School of Business, Division of Organizational Leadership and Information Analytics, University of Colorado Boulder.
College of Business Administration, Department of Management Sciences, Abilene Christian University.
J Appl Psychol. 2018 Mar;103(3):249-269. doi: 10.1037/apl0000273. Epub 2017 Nov 2.
Culturally savvy organizations recognize that selecting and developing people who can be effective in a global workforce is important in today's business environment. Nevertheless, many companies struggle to identify and develop talent who are happy and successful working and living outside their home country. We examine 1 factor that may foster success in a host country-minority status in 1's home country-as a predictor of change in acculturation over time. Specifically, we draw on the conservation of resources model to suggest that international students who have been a member of more minority groups in their home country have unique experiences working with dissimilar others that offer advantages when acculturating to new cultures and novel situations. Then, change in host country acculturation is explored as a mechanism to explain how minority status in the home country relates to intentions to leave the host country and psychological well-being 6 months after entry. Two moderators (cultural intelligence, perceived diversity climate of the host institution) of these relationships are also examined. Results revealed that the relationship between minority status in the home country and change in host country acculturation was positive and stronger for those with higher cultural intelligence. Further, the relationship between change in host country acculturation and psychological well-being was positive when perceived diversity climate of the host institution was high, but was not significant when perceived diversity climate was low. (PsycINFO Database Record
具有文化意识的组织认识到，在当今的商业环境中，选择和培养能够在全球劳动力中发挥作用的人才非常重要。然而，许多公司在识别和培养能够在自己的祖国以外的国家快乐和成功地工作和生活的人才方面存在困难。我们研究了一个因素，即在原籍国作为少数群体的地位，作为随着时间的推移在文化适应方面变化的预测因素，可能会促进在东道国取得成功。具体来说，我们借鉴资源保护模型，认为在原籍国属于更多少数群体的留学生在与不同的人一起工作方面具有独特的经验，这在适应新文化和新情况时提供了优势。然后，探讨了东道国文化适应的变化，以解释原籍国的少数群体地位如何与离开东道国的意图以及进入后 6 个月的心理健康相关。还研究了这两个关系的两个调节因素（跨文化智力、东道机构的感知多样性氛围）。研究结果表明，原籍国的少数群体地位与东道国文化适应变化之间的关系是积极的，对于那些具有较高跨文化智力的人来说，这种关系更为强烈。此外，当东道机构的感知多样性氛围较高时，东道国文化适应变化与心理健康之间的关系是积极的，但当感知多样性氛围较低时，这种关系不显著。
