Minimizing Cross-Cultural Maladaptation: How Minority Status Facilitates Change in International Acculturation

• 成果类型: Article
• 署名作者: Volpone, Sabrina D.; Marquardt, Dennis J.; Casper, Wendy J.; Avery, Derek R.
• 署名单位: University of Colorado System; University of Colorado Boulder; Abilene Christian University; University of Texas System; University of Texas Arlington; Wake Forest University
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/apl0000273
• 发表日期: 2018
• 页码: 249-269
• 关键词: minority status; cultural intelligence; Well-being; perceived diversity climate; international students

摘要

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.