全球化以來，由於文化差異造成的衝突與管理上的問題，文化適應、文化衝突、海外派遣、多國籍企業管理、跨國團隊等跨文化議題普遍受到學者們的關注。做為跨文化議題的一環，2004年提出的文化智商(cultural intelligence)概念，代表個人能夠在跨文化環境下有效適應的能力，已被證實能有效預測如文化判斷、文化適應、決策制定及績效表現等跨文化結果變數，因此逐漸受到重視。先前研究集中於探討文化智商的影響，即後果變數的部分，而較少著墨於文化智商的前因。因此本研究整合過往之研究，以職務跨文化接觸(employment cross-cultural exposure)及五大人格特質(Big Five personality)做為自變數，試圖從外在及內在兩方面切入，探討兩者分別對文化智商四個因子(後設認知、認知、動機、行為)之影響；同時，亦探討人格特質對跨文化接觸之於文化智商的影響可能帶來的干擾效果。
本研究以62位高科技公司研發人員做為研究樣本，以Pearson相關分析、獨立樣本T檢定，及階層迴歸分析進行假設的驗證。研究結果發現，職務跨文化接觸對於文化智商的四個因子皆有正向影響；此外，人格特質中外向性與經驗開放性對於後設認知、動機及行為文化智商有正向影響；最後，人格特質中的盡責性會干擾職務跨文化接觸與行為文化智商的關係。

Since a few decades ago, world seems flat because of globalization, however, cultural diversity also creates challenges and problems for individuals and organizations. Cultural intelligence (CQ), defined as an individual’s capability to function and manage effectively in culturally diverse settings (Earley & Ang, 2003). CQ can explain why some individuals are more effective than others in culturally diverse situations; therefore, it’s important for everyone.
Until now, relatively researches mainly focuses on the influence of CQ. To know antecedents of CQ, this study developing and testing a model including external factor and internal factor, and posits differential relationships among the four CQ dimensions (metacognitive, cognitive, motivational and behavioural), employment cross-cultural exposure, and Big Five personality (Conscientiousness, Agreeableness, Emotional stability, Extraversion, and Openness to experience). The results demonstrate employment cross-cultural exposure predicted all of the four CQ dimensions; extraversion and openness to experience predicted metacognitive, motivational and behavioural CQ; and employment cross-cultural exposure has stronger effect on behavioural CQ through moderating effect of conscientiousness.

論文審定書....................................................................................................................i
誌謝...............................................................................................................................ii
中文摘要......................................................................................................................iii
英文摘要......................................................................................................................iv
目錄...............................................................................................................................v
表次.............................................................................................................................vii
圖次..............................................................................................................................ix
第一章 緒論...............................................................................................................1
第一節 研究背景與動機......................................................................................1
第二節 研究問題與目的......................................................................................3
第三節 研究流程..................................................................................................4
第二章 文獻探討與研究假設...................................................................................5
第一節 文化智商..................................................................................................5
第二節 文化智商與跨文化接觸........................................................................13
第三節 文化智商與人格特質............................................................................19
第四節 文化智商、跨文化接觸與人格特質....................................................28
第三章 研究方法.....................................................................................................31
第一節 研究架構................................................................................................31
第二節 變數操作型定義....................................................................................32
第三節 研究樣本及研究方法............................................................................36
第四節 資料分析方法........................................................................................39
第四章 資料分析.....................................................................................................43
第一節 問卷檢查及轉換....................................................................................43
第二節 敘述性統計分析....................................................................................44
第三節 因素分析與信度分析...........................................................................50
第四節 研究變數之相關性分析.......................................................................55
第五節 研究變數之差異分析...........................................................................59
第六節 階層迴歸分析.......................................................................................62
第七節 分析結果...............................................................................................69
第五章 結論與建議................................................................................................71
第一節 研究主要發現及討論...........................................................................71
第二節 管理意涵...............................................................................................75
第三節 研究限制...............................................................................................76
第四節 未來研究方向.......................................................................................77
參考文獻....................................................................................................................79
附錄................................................................. ..........................................................87

一、英文文獻
Allport, G. W. (1937). Personality: A Psychological Interpretation. New York: Henry Holt
Allport, G. W. (1961). Pattern and Growth in Personality. Oxford,England: Holt, Reinhart & Winston.
Ang, S., Van Dyne, L., & Koh, C. (2006). Personality correlates of four-factor model of cultural intelligence. Group Organization Management, 31(1), 100-123.
Ang, S., Van Dyne, L., Koh, C., Yee Ng, K., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Culture intelligence: its measurement and effects on cultural judgment and decision making,cultural adaptation and task performance. Management and Organization Review, 3(3), 335–371.
Bandura, A. (1997). Self-efficacy: toward a unifying theory of behavioral change. Psychological Review, 84(2), 191-215.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: a meta-analysis. Personnel Psychology, 44, 1-26.
Bennett, M. J. (1998). Intercultural communication: a current perspective. In m. J. Bennett (ed.), Basic Concepts of Intercultural Communication: Selected Readings (Pp. 1-34). Yarmouth, ME: Intercultural Press.
Botwin, M. D., & Buss, D. M. (1989). Structure of act-report data: is the five -factor model of personality recaptured? Journal of Personality & Social Psychology, 56, 988-1001.
Brislin, R., Worthley, R., & Macnab, B. (2006). Cultural intelligence: understanding behaviors that serve people's goals. Group and Organization Management, 31, 40-55.
Caligiuri, P. M. (2000). The big five personality characteristics as predictors of expatriate's desire to terminate the assignment and supervisor-rated performance. Personnel Psychology, 53(1), 67-88.
Campinha-Bacote, J. (2002). The process of cultural competence in the delivery of healthcare services: a model of care. Journal of Transcultural Nursing, 13(3), 181-184.
Carpenter, M. A., Sanders, G., & Gregersen, H. B. (2001). Bundling human capital with organizational context: the impact of international assignment experience on multinational firm performance and CEO pay. The Academy of Management Journal 44(3),493-512.
Costa, P. T., Jr, & Mccrae, R. R. (1985). Revised NEO Personality Inventory: Personality Manual. Odessa,Florida: Psychological Assessment Resources.
Costa, P. T., Jr., & Mccrae, R. R. (1992). Revised NEO Personality Inventory (NEO PI-R) And Neo Five-Factor Inventory (NEO-FFI): Psychological Assessment Resources.
Costa, P. T., Jr., Terracciano, A., & Mccrae, R. R. (2001). Gender differences in personality traits across cultures: robust and surprising findings. Journal of Personality & Social Psychology, 81(2), 322-331.
Crowne, K. A. (2006). Examining the antecedents of cultural intelligence. Paper presented at The Academy of International Business,SE(USA) 2006 Annual Meeting, Clearwater Beach, Fl.
Crowne, K. A. (2008). What leads to cultural intelligence? Business Horizons, 51, 391-399.
Dawes, J. (2008). Do data characteristics change according to the number of scale points used? An experiment using 5-point, 7-point and 10-point scales. International Journal of Market Research, 50(1), 61-77.
Deardorff, D. K. (2004). The identification and assessment of intercultural competence as a student outcome of internationalization at institutions of higher education in the united states. Doctoral, North Carolina State University North Carolina.
Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. New York: Plenum.
Digman, J. M. (1990). Personality structure: emergence of the five-factor model. Annual Review Of Psychology, 41, 417-440.
Digman, J. M., & Inouye, J. (1986). Further specification of five robust factors of personality. Journal of Personality & Social Psychology, 16, 149-170.
Earley, P. C., & Ang, S. (2003). Cultural Intelligence: Individual Interactions. Stanford, CA: Stanford University Press.
Earley, P. C., & Mosakowski, E. (2004). Cultural Intelligence. Harvard Business Review, 82, 139-146.
Earley, P. C., & Peterson, R. S. (2004). The elusive cultural chameleon: cultural intelligence as a new approach to intercultural training for the global manager. Academy of Management Learning & Education, 3(1), 100-115.
Elenkov, D. S., & Manev, I. M. (2009). Senior expatriate leadership's effects on innovation and the role of cultural intelligence. Journal of World Business, 44, 357-369.
Gosling, S. D., Rentfrow, P. J., & Swann, W. B., Jr. (2003). A very brief measure of the big-five personality domains. Journal of Research In Personality, 37(6).
Helmreich, R. L. (1984). Cockpit management attitudes. Human Factors, 26, 583-589.
Huang, Y., Rayner, C., & Zhuang, L. (2003). Does intercultural competence matter in intercultural business relationship development? International Journal of Logistics: Research and Application, 6(4), 277-288.
Jassawalla，A., Truglia，C., & Garvey，J. (2000). Cross-cultural conflict and expatriate manager adjustment. Management Decision, 42, 837-849.
John, O. P., & Srivastava, S. (2008). The Big-Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives (2nd Ed.). New York: Guilford.
Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology, 87, 530-541.
Kaiser, H. F. (1974). An index of factorial simplicity. Behavioral Science, 39(1), 31-36.
Kaushal, R., & Kwantes, C. T. (2006). The role of culture and personality in choice of conflict management strategy. International Journal of Intercultural Relations, 30(5), 579-603.
Kolb, D. A. (1984). Experiential Learning: Experience as the Source of Learning and Development. NJ: Prentice Hall.
Lam, H., & Selmer, J. (2004). Are former “third-culture kids” the ideal business expatriates? Career Development International, 9(2), 109 - 122.
Lee, D. C., & Quintana, S. M. (2005). Benefits of cultural exposure and development of korean perspective-taking ability for transracially adopted korean children. Cultural Diversity and Ethnic Minority Psychology, 11(2), 130-143.
Lepine, J. A., & Van Dyne, L. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: evidence of differential relationships with big five personality characteristics and cognitive ability. Journal of Applied Psychology, 86, 325-336.
Lin, N. P., & Chiu, H. C. (1999). A study of service quality-the effects and applications of service providers' personality traits. Journal of Management, 16(2), 175-200.
Livermore, D. (2010). CQ: the test of your potential for cross-cultural success. Forbes.
Mccrae, R. R., & Costa, P. C., Jr. (1987). Validation of the five-factor model across instruments and observers. Journal of Personality and Social Psychology, 52, 81–90.
Mcdougall, W. (1932). Of the words character and personality. Journal of Personality, 1(1), 3-16.
Mischel, W. (1968). Personality and Assessment. New York: Wiley.
Mischel, W., & Shoda, Y. (1998). Reconciling processing dynamics and personality dispositions. Annual Review of Psychology, 49, 229-258.
Ng, K. Y., & Earley, P. C. (2006). Culture plus Intelligence: Old Constructs, New Frontiers. Group & Organization Management, 31(1), 4-19.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: replicated factor structure in peer nomination personality ratings. The Journal of Abnormal And Social Psychology, 66(6), 574-583.
Nunnally, J. C. (1978). Psychometric Theory (2nd Ed.). New York: Mcgraw-Hill.
Peabody, D., & Goldberg, L. R. (1989). Some determinants of factor structures from personality-trait descriptors, Journal of Personality & Social Psychology, 57, 552-567.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: problems and prospects. Journal of Management, 12(4), 531-544.
Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85, 612-624.
Reuber, A. R., & Fischer, E. (1997). The influence of the management team's international experience on the internationalization behavior of smes. Journal of International Business Studies, 28(4), 807-825.
Salovey, P., & Mayer, J. D. (1990). Emotional Intelligence. Imagination, Cognition, And Personality, 9, 185-211.
Schmit, M. J., & Ryan, A. M. (1993). The big five in personnel selection: factor structure in applicant and nonapplicant populations. Journal of Applied Psychology, 78(6), 966-974.
Smith, G. M. (1967). Usefulness of peer ratings of personality in educational research. Educational and Psychological Measurement, 27(967-984).
Takeuchi, R., Tesluk, P. E., Yun, S., & Lepak, D. P. (2005). An integrative view of international experience. The Academy of Management Journal, 48(1), 85-100.
Takeuchi, R., Tesluk, P. E., Yun, S., & Lepak, D. P. (2005). An integrative view of international experiences. Academy of Management Journal, 48, 85-100.
Tan, J.-S. (2004). Cultural intelligence and the global economy. Leadership in Action, 24(5), 19-21.
Templer, K., Tay, C., & Chandrasekar, N. A. (2006). Motivational cultural intelligence, realistic job preview, realistic living conditions preview, and cross-cultural adjustment. Group & Organization Management, 31(1), 154-173.
Thomas, D. C. (2006). Domain and development of cultural intelligence: the importance of mindfulness. Group & Organization Management 31(1), 78-99.
Thomas, D. C., & Inkson, K. (2004). Cultural Intelligence People Skills for Global Business. San Francisc, CA: Berrett-Koehler.
Triandis, H. C. (2006). Cultural intelligence in organizations. Group and Organization Management, 31, 20-26.
Tupes, E. C., & Christal, R. E. (1961). Recurrent personality factors based on trait ratings. USAF Technical Report 61-97.
Verghese, T., & D'Netto, B. (2011). Cultural intelligence and openness: essential elements of effective global leadership. International Review of Business Research Papers, 7(1), 191-200.
Wang, Y. (2010). Young Chinese Students’ Teamwork Experiences in AUK Business School ─ From A Cultural Perspective. Phd, University of Westminster.
Yamazaki, Y., & Kayes, D. C. (2004). An experiential approach to cross-cultural learning: a review and integration of success factors in expatriate adaptation. Academy of Management Learning and Education, 3(4), 354-379.
 
二、中文文獻
張小海、尹甯寧譯(2004)。跨文化競爭力 文化智商：教你輕鬆縱橫世界職場。(原作者：Brooks Peterson)，良品文化。
王琦琪、唐寧玉、孟慧(2008)。文化智力量表在我國大學生中的結構效度。心理測量與評估，22(9)，654-657。
池進通、李鴻文、陳芬儀(2008)。五大人格特質與工作績效關係之研究。經營管理論叢，4(2)，1-9。
余鑑、于俊傑、廖珮妏(2008)。連鎖餐飲業員工人格特質、工作特性、工作滿意度之研究－以美式星期五餐廳為例。臺北科技大學學報，41(2)，83-110。
李朱慧、林孟鋒(2008)。以人格特質與組織文化探討高科技產業內知識分享與組織績效之研究。致遠管理論叢，3(1), 18-37。
李宜菁(2009)。跨文化團隊成員文化智力對個體和團隊績效的影響研究。上海交通大學碩士論文，未出版，上海。
洪媛媛、唐寧玉(2006)。培育跨文化管理人員的文化智力。科技進步與對策，2， 167-169。
張洪烈、潘雪冬(2010)。跨國公司外派人員跨文化管理有效性研究述評及啟示。職業時空，6(3)，145-148。
彭台光、高月慈、林鉦棽(2006)。量化研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23(1)，77-98。
黃家齊、許雅婷(2006)。團隊成員人格特質對知識分享及創新績效的之影響─個人與團隊層次的分析。管理學報，23(2)，149-170。
魏文欽、朱聖和(2008)。人格特質、工作態度、服務品質、工作績效及顧客滿意度關連性之實證研究－以國內金融控股公司爲例。中華理論結構模式學會，1(2)，1-24。