The concept of 'cultural intelligence' (CQ) has gained prominence in organizational psychology as a framework for understanding cross-cultural effectiveness. Unlike general intelligence, CQ emphasizes the capability to adapt one's behavior and cognition across diverse cultural contexts. Research by Earley and Mosakowski (2004) suggests that individuals with high CQ exhibit not only cognitive flexibility but also motivational drive to engage with unfamiliar cultural norms. Furthermore, a meta-analysis by Rockstuhl and Ng (2015) found that CQ predicts job performance in multicultural settings even after controlling for emotional intelligence and personality traits. However, critics argue that CQ measurements often rely on self-report questionnaires, which may be subject to social desirability bias. Despite these methodological concerns, the practical implications for global team management remain significant, as leaders with high CQ tend to foster more inclusive and innovative work environments.
❓ According to the passage, what is a key limitation of cultural intelligence assessments?
A. They fail to predict job performance in multicultural settings.
B. They are based on self-reported data that may be biased.
C. They do not account for emotional intelligence.
D. They are only applicable to leaders, not team members.
✅ Correct Answer
B. B) They are based on self-reported data that may be biased.