Article2023

Motivational cultural intelligence and well-being in cross-cultural workplaces: a study of migrant workers in Taiwan

16 citations0/0 files storedEmployee Relations

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International Student and Expatriate Challenges Job Satisfaction and Organizational Behavior Global and Cross-Cultural Management

Abstract

Purpose This study sought to advance understandings of migrant worker labor outcomes by examining (1) the relationship between migrant employees’ motivational cultural intelligence (CQ) and employee well-being and (2) whether voice behavior at work mediates this relationship. Design/methodology/approach Working with leader–member exchange (LMX) theory and conservation of resources theory, the author proposed a multiple mediation model to explain the relationship between motivational CQ and employee outcomes and how employee voice may mediate this relationship. LMX and voice behavior were tested for the mediating effects in a cross-cultural context. To test the model, a questionnaire was conducted with Vietnamese migrants working in Taiwan (343 valid responses were collected). The results were analyzed using regression and bootstrapping. Findings Higher motivational CQ was associated with higher levels of work engagement and lower levels of job burnout. Strong employee voice mediated this relationship: high motivational CQ enabled workers to learn cultural nuances that helped them speak up in appropriate ways (in part by building strong relationships with leaders), which positively influenced work engagement and job burnout. Originality/value This study is one of the first to clarify and contribute to the research domain of cross-cultural management and motivational CQ among Vietnamese migrant workers living in Asian cultures. Past studies regarding CQ have seldom studied Southeast Asian migrant workers and the impact of motivational CQ on job burnout and work engagement. This study fills this gap and provides empirical evidence that may prove helpful for international human resources and organizational leaders.

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References

1989Conservation of resources: A new attempt at conceptualizing stress.2011Sources of Method Bias in Social Science Research and Recommendations on How to Control It 1982Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models 2002The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach 2004Confidence Limits for the Indirect Effect: Distribution of the Product and Resampling Methods 1995Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective 2001The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory 1991Assessing Construct Validity in Organizational Research

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