摘要
文化智力和全球心智作为描述＂个体跨文化胜任力差异＂的典型概念,均引发了跨文化组织管理领域的大量实证研究。但很少有研究明确区分二者的概念差异及由此引致的研究分殊。通过比较显示：文化智力是基于能力的多维构念,能够作为中介变量解释跨文化情境下个体特质对跨文化绩效的作用机制;全球心智作为包含特质、态度与世界观和能力的混合型多维构念,其概念的综合性令其反而较难形成明确的研究定位,实证研究之间也缺乏可比性和继承性。比较结果提示研究者选择或发展概念时需把握精确性和概括性之间的平衡,尽量做到＂概念迁移＂并避免＂概念扩张＂。
As typical concepts depicting ＂individual differences in intercultural competence＂, cultural intelligence and global mindset both fire up a large number of empirical studies in the field of crosscultural management. However, few studies have clearly differentiated their concepts and research sequences. In this comparing review, it shows that cultural intelligence is a multidimensional construct based on capability, which can be used as mediating variables explaining the mechanism of individual characteristics＇ effect on intercultural performance under cross-cultural context. As a mixed multidimensional construct containing traits, attitude, and capability, global mindset fails to show a clear research orientation because of its too all-embracing concept. Thus the empirical studies about global mindset lack comparability or consistency. Researchers are so reminded to ensure the balance between concepts＇ denotation and connotation, so as to keep ＂concept traveling＂ and avoid ＂concept stretching＂.
出处
《南大商学评论》
CSSCI
2016年第3期140-158,共19页
Nanjing Business Review
基金
国家自然科学基金委员会“中国企业雇佣关系模式与人力资源管理创新研究”(编号:71332002)“中国企业专业化管理研究”(编号:71632005)、“制度环境、企业间网络与企业战略的互动机制:以乡镇企业集群为对象的研究”(编号:71272109)资助
