Open AccessTHE EFFECTS OF CULTURAL INTELLIGENCE ON TASK PERFORMANCE AND CONTEXTUAL PERFORMANCE: AN EMPIRICAL STUDY ON PUBLIC SECTOR EMPLOYEES IN MALAYSIA
Author(s) -
H. Hartini,
A. Fakhrorazi,
Rabiul Islam
Publication year - 2019
Publication title -
humanities and social sciences reviews
Language(s) - English
Resource type - Journals
ISSN - 2395-6518
DOI - 10.18510/hssr.2019.7126
Subject(s) - cultural intelligence , public sector , knowledge management , context (archaeology) , government (linguistics) , performance appraisal , human resources , business , empirical research , contextual performance , task (project management) , psychology , human resource management , empirical evidence , job performance , marketing , public relations , job design , social psychology , management , political science , computer science , job satisfaction , linguistics , philosophy , epistemology , law , economics , paleontology , biology
Purpose of the Study: This paper investigates high performers as those who are highly competent and possess the necessary skills for a job. In conducting businesses globally, public employees are also exposed to diverse cultural situations. Due to cultural challenges and complexities, public sector employees in Malaysia need to embrace the right capabilities to deal effectively with global customers. One of the key managerial competencies needed for dealing effectively with people from different cultural backgrounds is cultural intelligence or cultural quotient (CQ). The purpose of this study is to investigate the relationship between CQ, task performance, and contextual performance in a cross-cultural context.
Methodology: The data used for this study is derived from the questionnaire survey distributed among Malaysian public service employees in two selected government agencies. A total number of 174 valid responses were successfully obtained. Data were analyzed using Partial Lease Square (PLS) and Structural Equation Modeling (SEM).
Results: The results showed that knowledge CQ and drive CQ have positive influence on employees’ task performance and contextual performance. The findings of this study have important implications for organizations. Our study provides empirical evidence that CQ can serve as a predictor for employee’s work performance in a cross-cultural situation.
Implications: This study implements a valuable contribution to the body of knowledge in the fields of human resource management and cross-cultural management studies in Malaysia. It also augments the growing corpus of literature related to the concept of CQ and individual work performance. Human resource management (HRM) should focus on developing employee’s CQ so that they are able to connect and adapt in any global business environment. CQ can be enhanced through proper guidance, training, and development programs.