Influence of Intercultural Competence on an Organisation’s Success and Personal Career: The Case Study of Lithuania

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F48135445%3A_____%2F22%3AN0000002" target="_blank" >RIV/48135445:_____/22:N0000002 - isvavai.cz</a>

Výsledek na webu

<a href="https://doi.org/10.2478/emj-2022-0024" target="_blank" >https://doi.org/10.2478/emj-2022-0024</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.2478/emj-2022-0024" target="_blank" >10.2478/emj-2022-0024</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Influence of Intercultural Competence on an Organisation’s Success and Personal Career: The Case Study of Lithuania

Popis výsledku v původním jazyce

This paper aims to identify the influence of intercultural competence on an organisation’s success and personal career in Lithuania. The study described in this paper is a part of international research on intercultural competence. An online questionnaire survey was conducted in Lithuania with non-probability convenience sampling to find out the views of employees working in different sector organisations. The survey was filled out by 1193 respondents from Lithuania. Employees’ intercultural competence (knowledge/cognitive dimension, skills/behavioural dimension, and attitudes/emotional dimension) was evaluated using 5-point Likert items and is elaborated elsewhere. The multivariate analysis was used to analyse the survey data and test three hypotheses stating that (1) employees support the notion that higher intercultural competence can foster an organisation’s success and personal career, (2) organisations tend to leave the development of intercultural competence to employees, and (3) current intercultural knowledge and skills are inadequate to operate in a multicultural work environment. The analysis showed that half of the respondents agreed with the statement that the development of intercultural competence (ICC) helped the personal career and an organisation’s success. The statement regarding organisations tending to leave the intercultural competence development to their employees was only supported by less than one-third of the respondents. Besides, the data did not fully support the statement that employees’ current intercultural knowledge and skills were inadequate to operate in a multicultural work environment, as no more than one-third of the respondents had frequent or very frequent issues when communicating with foreigners due to inadequate intercultural knowledge and skills in various sub-areas. The paper elaborates on detailed results.

Název v anglickém jazyce

Influence of Intercultural Competence on an Organisation’s Success and Personal Career: The Case Study of Lithuania

Popis výsledku anglicky

This paper aims to identify the influence of intercultural competence on an organisation’s success and personal career in Lithuania. The study described in this paper is a part of international research on intercultural competence. An online questionnaire survey was conducted in Lithuania with non-probability convenience sampling to find out the views of employees working in different sector organisations. The survey was filled out by 1193 respondents from Lithuania. Employees’ intercultural competence (knowledge/cognitive dimension, skills/behavioural dimension, and attitudes/emotional dimension) was evaluated using 5-point Likert items and is elaborated elsewhere. The multivariate analysis was used to analyse the survey data and test three hypotheses stating that (1) employees support the notion that higher intercultural competence can foster an organisation’s success and personal career, (2) organisations tend to leave the development of intercultural competence to employees, and (3) current intercultural knowledge and skills are inadequate to operate in a multicultural work environment. The analysis showed that half of the respondents agreed with the statement that the development of intercultural competence (ICC) helped the personal career and an organisation’s success. The statement regarding organisations tending to leave the intercultural competence development to their employees was only supported by less than one-third of the respondents. Besides, the data did not fully support the statement that employees’ current intercultural knowledge and skills were inadequate to operate in a multicultural work environment, as no more than one-third of the respondents had frequent or very frequent issues when communicating with foreigners due to inadequate intercultural knowledge and skills in various sub-areas. The paper elaborates on detailed results.

Druh

J_SC - Článek v periodiku v databázi SCOPUS

CEP obor

—

OECD FORD obor

50603 - Organisation theory

Projekt

—

Návaznosti

V - Vyzkumna aktivita podporovana z jinych verejnych zdroju

Rok uplatnění

2022

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Engineering Management in Production and Services

ISSN

2543-6597

e-ISSN

2543-912X

Svazek periodika

14

Číslo periodika v rámci svazku

3

Stát vydavatele periodika

PL - Polská republika

Počet stran výsledku

15

Strana od-do

28-42

Kód UT WoS článku

—

EID výsledku v databázi Scopus

2-s2.0-85141290717