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RELEVANCE.

Organizational success in international business depends heavily on the individual’s ability to manage cross-cultural interaction. There is a growing organizational demand to assess and train individual’s cross-cultural flexibility and self-regulated learning ability in cross-cultural contexts. Individuals need to cope with unknown, unexpected, incomplete or unfamiliar information in cross -cultural interaction, with an increased level of cultural diversity, a decreased duration in one cultural context and a more frequent change of cultural contexts. Individuals are not able to develop adequate levels of culturespecific knowledge. Thus, there is an increased need to enhance the individual’s level of cross-cultural flexibility, not only for managers assigned to an international management task, but also for leaders directed to a culturally diverse team, and for employees working in a culturally diverse work environment or team.

MAJOR CONTRIBUTIONS.

The major contributions of this dissertation refer to four distinct aspects: First, this dissertation is the first that systematically investigates a qualitative structural-dimensional comparison of individual cultural intelligence and other individual models of intercultural success. The comprehensive, cross-disciplinary structural-dimensional overview of existing individual models of intercultural success provides evidence for a great variety of individual models explaining intercultural success. The qualitative, structural-dimensional comparison reveals that the individual’s metacognition is insufficiently considered in other individual models of intercultural success.

Second, this dissertation describes and illustrates the scientific anchoring of the individual cultural intelligence model by developing a nomological network of relationships to personality traits and other types of intelligences, antecedents, distal factors, moderators, individual and interpersonal…

Schlagworte

Kulturelle Intelligenz, Cultural Intelligence, Cross-cultural success, Interkulturelle Kommunikation, Intercultural communication, Interkulturelle Psychologie, Intercultural Psychology, Human Resources Development, Diversity