From cultural intelligence to workgroup inclusion through synchrony preference and perceived workgroup similarity

Inclusion is an important consideration for international firms to fully realize their strategic human resources, yet there is limited research on how international business competencies relate to perceived inclusion. This study proposes and tests a social identity-based framework about how cultural intelligence relates to perceived inclusion through the mediating effects of synchrony preference and perceived workgroup similarity (in work styles and cultures/ethnicities). Support was found for this model based on data from a three-wave time-lagged study of working professionals. These findings offer theoretical contributions to several literatures and provide international organizations with practical knowledge about perceived inclusion in diverse workgroups.

Automated summary

This study examines the relationship between international business competencies and perceived inclusion, and finds that cultural intelligence mediates this relationship through synchrony preference and perceived workgroup similarity. These findings contribute to the literature and provide practical knowledge for international organizations on promoting perceived inclusion in diverse workgroups.