From Experience to Experiential Learning: Cultural Intelligence as a Learning Capability for Global Leader Development

By Kok-Yee Ng, Linn van Dyne, Soon Ang. 2009

596 citations recorded by the source corpus.

Subfields: Communication, Management of Technology and Innovation, Social Psychology

View Paper: https://www.semanticscholar.org/paper/a29b9d745a8121e3c977420c04f7cab1f8d0c45d

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Citations in the corpus

Individual characteristics as predictors of cultural intelligence development: The relevance of self-efficacy ☆ (2012, unknown): “…experts in the field of cross-cultural training have suggested that individual attributes and traits are potentially important in cultural intelligence development (Brislin et al., 2006; Ng et al., 2009) and more generally to multi-cultural performance (Burke, Watkins, & Guzman, 2009).”
Identifying and Training Adaptive Cross-Cultural Management Skills: The Crucial Role of Cultural Metacognition (2013, background): “Evidence suggests that cultural metacognition develops through reflection during intercultural experiences (Ng et al., 2009), consistent with evidence that reflection helps people fine-tune their assumptions after experiences (Kolb & Kolb, 2005).”
The Culturally Intelligent Team (2013, background): “It has been argued that in MCTs, leader and team member CQ should facilitate team learning, knowledge sharing, sense-making, and interpretation (Ang & Inkpen, 2008; Groves & Feyerherm, 2011; Ng et al., 2009).”
Hiding behind a mask? Cultural intelligence, knowledge hiding, and individual and team creativity (2017, background): “…begin to improve their cultural intelligence by taking advantage of formal education and training, cross-cultural coaching, concrete international experience, overseas work experience, and experiential learning, as recent research suggests (Erez et al., 2013; Li et al., 2013; Ng et al., 2009).”
Expatriates managers’ cultural intelligence as promoter of knowledge transfer in multinational companies (2018, methodology): “In the absence of moderation from previous international experience, we can confirm that, even if a manger is on his or her first assignment, a prediction of his or her success can be based on CQ as CQ is a trait that can be assessed and learned (Earley & Peterson, 2004; Eisenberg et al., 2013; Ng e”