EL MUNDO hOy. GESTIÃN DE LA DIVERSIDAD. UN IMPERATIVO ...

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The Assessment of Intercultural Training Efficacy: The measurement of the development of intercultural sensitivity among expatriates using the personality inventory (NEO) 1 Flavio Rodrigues Soares PhD. Researcher ULB - Free University Brussels HR & Cross Cultural Management. Bayer 1. Introduction Intercultural training uses different techniques and methods based on cultural information to enable and improve the intercultural competence and consequently the efficiency with which expatriates should perform during their working time abroad (Herbrand, 2002). Calvez and Lee (2009) define competence as a set of knowledge, techniques, methods, attitude and behavior that can be applied in a work situation in order to attain a professional objective. The basic definition states that the intercultural competence includes both the cognitive (intercultural knowledge) and the emotio- 1 Artículo ganador del «Best Paper Award» en el 9th Workshop on International Strategy and Cross Cultural Management. Moscú, Octubre 2011. 203
INTERNAcionaLIZACIÓN Y CAPITAL HUMANO nal (intercultural sensibility), as well as the communicative-behavioral (operational competence) 2 dimension 3 . 1.1. The Personality Inventory This paper uses the Revised NEO Personality Inventory (NEO Five Factor Inventory-Neuroticism, Extraversion, Openness to Experience, Agreeableness and Conscientiousness - FFI; adapted for on-line version from the original version of Paul T. Costa, Jr. and Robert R. McCrae, 2004) to assess the influence of the training and the first six months of expatriation experience on the effectiveness outcomes concerning intercultural adjustment. We reported the results in form the of a two factor model —also named as Big Two and concentrated our analysis on the Plasticity factor, in order to better explain the traits accentuation (Digman, 1997). DeYoung, Peterson and Higgins (2001) labeled these two factors as Plasticity, composed of two NEO factors (Extraversion and Openness to Experience, and Stability, that is composed of the three other NEO factors (Emotional Stability or reversed Neuroticism, Agreeableness and Conscientiousness). According to Olson (2005) Extraversion and Openness to experience are the most appropriate factors to assert intercultural development levels. Therefore we concentrate our efforts on such factors resumed within the Plasticity factor. Based on this model we hypothesize that the increasing scores related with pre and post-test in the Plasticity factor predict at least the desire of intercultural adaptation, consequence of the positive effects of the training and six-month long expatriation experience. The primary research goals involved: (1) the evaluation of intercultural training effectiveness together with six-month expatriation experience —as already above mentioned, as measured by the NEO Five Factor Inventory, (2) the assessment of the impact of other variables, such as gender, age and previous expatriation experience. 2 Operational competence refers to the capacity to express one’s cognitive and affective experiences outwardly through specific behavior (Ruben, 1976). 3 For a broad description of the three dimensions see Earley & Ang (2003). *Correspondence to: PhD. Researcher Flavio Rodrigues Soares, Université Libre de Bruxelles, Avenue F. D. Roosevelt 50, CP 114/03, B-1050, Belgium. E-mail: Flavio.Rodrigues.Soares@ulb.ac.be 204
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Internacionalización y capital hum
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Marta Muñiz Ferrer Jesús Labrador
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ÍNDICE Prólogo ..................
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PRÓLOGO Matías Delgado-Ureña VP
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PRESENTACIÓN Dra. Marta Muñiz Fer
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PRESENTACIÓN internacionalización
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PRESENTACIÓN Internacionalización
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PRESENTACIÓN En cuanto a los retos
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PRESENTACIÓN ras internacionales.
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PRESENTACIÓN de la gestión de la
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BLOQUE I GLOBALIZACIÓN E INTERNACI
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INTERNAcionaLIZACIÓN Y CAPITAL HUM
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EL mundo hoy. Gestión de la divers
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los años ochenta, Iberoamérica co
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es que la crisis financiera está c
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BLOQUE II MOVILIDAD DE LOS RECURSOS
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The SucceSSful AdapTATion of ExpATr
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The Successful Adaptation of Expatr
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¿Internacionalización o no? Influ
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LA GESTIÓN DE LA DIVERSIDAD DEMOGR
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externos, requiere que la gestión
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GESTIÓN DE LA DIVERSIDAD EN L’OR
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Cuadro 6: Cuadro Impatriados 6. Imp
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objetivo: facilitar el acceso de lo
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La discriminación en los procesos
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