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This article introduces a new, culturally intelligent model of collaboration for global teams that is intended to enhance the likelihood of such teams making creatively realistic decisions. The conceptualization for this new fusion model of global team collaboration draws on the culinary tradition of fusion cooking, current political theorizing about pluralistic societies, as well as theories of in formation processing and political decisionmaking. We describe how the fusion principle of coexistence facilitates information extraction and decision making, and we recommend formal interventions to counterbalance the unequal power relations among global team members. We contrast the fusion model to models of collaboration based on principles of the dominant coalition and of integration and/or identity, pointing out why fusion is a more culturally intelligent model for team collaboration, producing superior solutions to global problems.

Purpose– The purpose of this paper is to present a new instrument for measuring cultural intelligence in the business context (BCIQ).Design/methodology/approach– The paper describes the process of the conceptualization of the model and the development of the instrument, the sample, as well as the validation of the instrument. Directions on the use of the instrument and future research are discussed.Findings– The instrument shows good psychometric properties and good predictive power and outperforms other publicly available CQ measures on a number of dimensions.Originality/value– The unique features and advantages of the present instrument are as follows: first, a refined factor structure compared to existing CQ instruments; second, use of objective cultural knowledge measures; third, applicability in the business and workplace contexts, thus rendering the instrument suitable for assessing cultural intelligence among expatriates, employees, and global virtual team members; and fourth, improved reliability and validity as compared to other Cultural Intelligence Quotient measures.

1. Defining Fashion, Luxury, and Luxury Fashion -- 2. Established Methods of classifying Luxury Fashion Brands -- 3. A New Method for the Classification of Luxury Fashion Brands -- 4. The Producers of "Newness" in Luxury Fashion -- 5. What Do We Really Consume through Luxury Fashion? -- 6. How Do We Consume Luxury Fashion? -- 7. A Close Look at Cultural Intelligence -- 8. Tim Morton's Theory of Hyperobjects -- 9. Luxury Fashion Products Addressing Cultural Changes -- 10. Luxury Marketing Strategies Based on Cultural Intelligence -- 11. Conclusions.

The 21st century has brought global instability, and special operations forces are the logical force of choice for success. As a group that favours humans over hardware, it makes sense that their tool of choice is cultural intelligence. Spencer makes a convincing argument for the powerful union of the force of choice with the tool of choice

The potential for defining a reliable measure of a cross-cultural facet of intelligence has enormous implications for explaining and predicting the increasingly prevalent cross-cultural interactions that occur in business settings. In this article, the author presents a definition of cultural intelligence (CQ) that explicitly introduces the concept of mindfulness as a key component that links knowledge with behavioral capability. It builds on previous definitions by grounding the conceptualization in the cognitive domain and differentiating CQ as a capability that includes skilled behavior. However, alternatives to previous conceptualizations with regard to the constituent elements and their relationship to each other are presented with a view toward a tighter specification of the construct. Also, a developmental stage model of CQ is outlined. Implications for the assessment of CQ are discussed.

Student's listening comprehension could be affected by several factors, one of the factors is student's cultural intelligence. It is an ability to grasp and reason correctly any problem as education, government, business, and academic research. This study aimed to find out the correlation between students' cultural intelligence and their listening comprehension at first semester students of English Department Universitas Riau Kepulauan in the academic year of 2020/2021. The data of the research were students' cultural intelligence scores derived from cultural intelligence scale and student's listening comprehension from IELTS listening tests. The population of the research were 28 students of first semester of English Department of Universitas Riau Kepulauan. Before testing the hypothesis, a normality test was conducted by using saphiro wilk to ensure that the data were in normal distribution. The data of cultural intelligence had a significance value of 0.397 and 0.372 for listening comprehension which is bigger than 0.05 with the degree of freedom 28. Therefore, it can be concluded that the data of listening comprehension and cultural intelligence were normal. After conducting the hypothesis, it was found out that rcalculated(0.217) is lower than rtable(0.374). The finding of the study concluded that there was no significant correlation between students' cultural intelligence and students' listening comprehension. However, the positive correlation implied that possessing higher cultural intelligence might be beneficial for student's listening comprehension.

In this study we combined the organizational behavior literature with international human resource management theory to investigate expatriates in the context of the interrelationship of the Big Five personality traits, cultural intelligence, cross-cultural adjustment, and entrepreneurship.
We used a data sample of 230 individuals to empirically confirm that expatriates' personality, cultural intelligence, and cross-cultural adjustment are key factors in successful expatriate entrepreneurship in a cross-cultural context. Our results provide a deeper understanding of the antecedents
of entrepreneurship that affect expatriates' entrepreneurial performance in an overseas posting.

Purpose– Organizations in India are multicultural in nature. In this context, cultural intelligence is a tool, which can increase an individual's ability to interact with people outside his/her culture. The purpose of this paper is to analyze the impact of cultural intelligence on task performance as well as to investigate the mediating role of cultural adjustment between the two.Design/methodology/approach– Extensive review of literature was done to acknowledge the cultural intelligence and task performance concept. Data for the study has been collected from the 225 managers working in nationalized banks in Jammu province (J&K, India). Data collected has been validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling.Findings– The study reveals that cultural intelligence significantly contributes toward task performance. The findings further reveal full mediation of cultural adjustment between cultural intelligence and task performance.Research limitations/implications– The study has been conducted in Indian cultural context, which can be extended to other Asian countries. Further, more outcomes of cultural intelligence can be taken into consideration in future for better understanding of the concept.Practical implications– The study contributes toward cultural intelligence theory. Organization should provide cultural training to the managers before sending them to out of home state assignment, which helps to understand the culture of that state and effectively interact with people belonging to that place.Originality/value– The paper empirically identifies the relationship between cultural intelligence and task performance in Indian context. Further, this relationship has been explored by using cultural adjustment as a mediator between the two. The model developed can be used for future research keeping it as a base.

Chapter1: The Police and Social Media -- Chapter2: Brave New Apps - An Essay on Community Policing and Social Media -- Chapter3: Cultural Intelligence and Community Policing -- Chapter4: How to make Community Oriented Policing as Customer Oriented - Service Design Concept for Policing in the Social Media -- Chapter5: The Future of Crime Reporting: Can Anonymity be delivered in the Digital Age? -- Chapter6: Community Policing - Case Study from Bavaria within the Framework of Unity -- Chapter7: From Vigilantism to Digilantism -- Chapter8: A Framework for Trust - Building a Bedrock of trust between Citizens, Law Enforcement and other stakeholders -- Chapter9: Multimedia Analysis on User Generated Content for Safety Oriented Applications -- Chapter10: Mobile App with Big Data Analysis to Report and Prevent Crimes -- Chapter11: Contextual Visualization of Crime Matching Through Interactive Clustering and Bayesian Theory -- Chapter12: All-in-one Next Generation Community Policing Solution -- Chapter13: Multimedia analysis in police citizen communication supporting daily policing tasks

The present explores inter-cultural sensitivity, cultural intelligence and conflict-handling style preferences of employees engaged in inter-cultural interactions. It further tests the influence of inter-cultural sensitivity, cultural intelligence on conflict-handling style preferences. Using self-report instruments, data was collected from respondents from India (N=103) and Kuwait (N=71) involved in work-related interactions with each other. Findings reveal that Indian and Kuwait respondents significantly differ on the three dimensions studied. The results also reveal that influence of cultural intelligence and inter-cultural sensitivity dimensions on conflict-handling style preferences vary for Indian and Kuwait employees. The present work contributes to the largely limited work in the area and offers valuable information facilitating better understanding and application of effective conflict handling styles in India–Kuwait cross-cultural work interactions. Keywords: Conflict, inter-cultural sensitivity, cultural intelligence, conflict handling styles, India, Kuwait, cross-cultural interaction, effective conflict handling, cross-cultural conflict

The purpose of this article is to investigate the role of cultural intelligence (CQ) in contributing to the socialization of recent immigrant newcomers (RINs). Drawing on relevant literatures, a conceptual model is developed, highlighting the role of RINs' CQ in helping them choose the appropriate adjustment strategies that in turn allow them to better perform their job and to socially integrate into their workplace. The article also examines the impact of the social context of the organization, namely the level of diversity, specifically focusing on how RINs may choose different adjustment strategies depending on the type of organizational context and according to the variance in their CQ. Thus, the article makes three important contributions. First, the article integrates CQ literature with immigrant and socialization literatures by exploring the process through which RINs' CQ can enhance their role performance and social integration during socialization. Second, at the individual level, RINs may find the analysis useful in comprehending the role of CQ for understanding cultural nuances and developing relationships with their new work colleagues, and this may motivate them to further develop their CQ. Third, organizations may consider providing RINs—as well as other employees—with cross-cultural training incorporating CQ modules to enhance and improve their CQ and thereby optimize RINs' organizational socialization.

We examine relationships between Big Five personality and the four-factor model of cultural intelligence (CQ)—metacognitive CQ, cognitive CQ, motivational CQ, and behavioral CQ. Hierarchical regression analyses conducted on data from 338 business undergraduates—after controlling for age, gender, and years of experience in interacting with people from other cultures—show significant links between (a) conscientiousness and metacognitive CQ; (b) agreeableness and emotional stability with behavioral CQ; (c) extra version with cognitive, motivational, and behavioral CQ; and (d) openness with all four factors of CQ. The intriguing finding of this study is that openness was the only Big Five that was significantly related to all four aspects of CQ. This differs from prior research on openness that found few significant relationships. Our results show that openness to experience is a crucial personality characteristic that is related to a person's capability to function effectively in diverse cultural settings (CQ).

PurposeDrawing on the resource-advantage theory, the authors examine the effect of import managers' cultural intelligence (CQ) on their foreign counterpart's psychic distance and relational performance.Design/methodology/approachSurvey data collected from 228 Nigerian automobile import managers were analyzed using structural equation modelling (SEM) to examine the relationship among the study variables. The measure of CQ in this study comprises metacognitive and motivational CQs to examine the relations between metacognitive and motivational CQs on psychic distance and their ultimate effect on relational performance.FindingsThis study suggests that metacognitive CQ reduces the effect of psychic distance in buyer–seller exchange relationships, and in the presence of a low-level psychic distance, relational performance increases. Confirming the intervening role of CQ on performance relationship, the study highlights the role of CQ and its influence on psychic distance in facilitating (or impeding) relational exchanges in international buyer–seller transactions.Originality/valueThe authors present the concept of CQ as a human capital that has the potential to improve managerial relational performance. The authors go further to advance the potential significance and relevance of CQ in improving international buyer–seller exchanges.