Matsumoto David, Hwang Hyisung C
Psychology Department, San Francisco State University, San Francisco, CA, United States.
Humintell, El Cerrito, CA, United States.
Front Psychol. 2020 Sep 24;11:529737. doi: 10.3389/fpsyg.2020.529737. eCollection 2020.
A major issue facing many businesses today, both large and small, concerns intercultural adaptation, and more broadly, diversity. Many businesses struggle with their employees sent to different countries and cultures to adapt effectively in host cultures, as well as for their home culture employees to adapt effectively to changing environments brought on by visitors from other cultures and other sources of diversity. To address this issue, many tests and measures have been developed to identify the core psychological skills, competencies, and aptitudes underlying intercultural adaptation. Elucidation of such skills and competencies would have multiple theoretical and practical ramifications. A recent review of this literature indicated that three tests - the Multicultural Personality Questionnaire, the Cultural Intelligence Scale, and the Intercultural Adjustment Potential Scale - had the best psychometric evidence for validity to date. No study, however, has examined the statistical overlap among these tests; which scales or combination of scales best predict adaptation; and most importantly, what are possible, yet unassessed, constructs underlying them. The purpose of this study was to examine these three questions initially. Non-immigrant, non-sojourner convenience samples from four countries/language groups completed all three tests and a measure of life satisfaction as a proxy for adaptation. Scales from the three tests were moderately - highly intercorrelated and predicted adaptation. A combination of scales from the tests best predicted adaptation, better than scales from any one test. Analyses examining the latent structures underlying the combined tests suggested several psychological constructs new to the intercultural adaptation literature. We discuss the implications of these findings for theory and application in international business.
如今，许多企业，无论大小，都面临着一个重大问题，即跨文化适应，更广泛地说，是多样性问题。许多企业难以让派往不同国家和文化地区的员工有效地适应东道国文化，也难以让本土员工有效地适应来自其他文化的访客以及其他多样性来源所带来的不断变化的环境。为了解决这个问题，人们开发了许多测试和措施，以确定跨文化适应背后的核心心理技能、能力和天资。阐明这些技能和能力将产生多重理论和实际影响。最近对这方面文献的综述表明，三项测试——多元文化人格问卷、文化智力量表和跨文化适应潜力量表——是目前效度方面心理测量证据最佳的测试。然而，尚无研究考察这些测试之间的统计重叠情况；哪些量表或量表组合能最好地预测适应情况；最重要的是，这些测试背后可能存在但尚未评估的构念是什么。本研究的目的就是初步考察这三个问题。来自四个国家/语言群体的非移民、非旅居者便利样本完成了所有这三项测试以及一项生活满意度测量，将其作为适应情况的替代指标。这三项测试的量表之间存在中度到高度的相互关联，并能预测适应情况。测试量表的组合比任何一项测试的量表都能更好地预测适应情况。对综合测试背后潜在结构的分析表明了跨文化适应文献中一些新的心理构念。我们讨论了这些发现对国际商务理论和应用的影响。
