Akademik Məlumat İdarəetmə Sistemi
Dissertasiyanın növü: Doctorate
Dissertasiyanın aid olduğu qurum: Sakarya University, İşletme Enstitüsü, Yönetim ve Organizasyon Bilim Dalı, Turkey
Dissertasiyanın təsdiq tarixi: 2022
Dissertasiyanın dili: Turkish
Tələbə: Vjose HAJRULLAHU
MəsləhətçiHasan Tutar
Açıq Arxiv Kolleksiyası: Dissertasiya, Rəqəmsal Yaddaş Kolleksiyası
Qısa məlumat:
Cultural intelligence and cultural compatibility are of great importance in managing cultural differences in the global business environment, where business models and methods are changing rapidly. Cultural compatibility is one of the critical success factors in adapting to multicultural work environments and working conditions. In an extremely competitive business environment, various "cultural adaptation" problems can be experienced in adapting to the intercultural environments in which people from different cultures work. In a process where the global mobility of the workforce is high, intercultural harmony is of great importance. Competently managing cultural differences can only be possible through cultural intelligence. Cultural differences include language, ethnicity, religion, politics, social class, or many other characteristics. Managing cultural diversity and adapting to different cultures is of great importance. If intercultural differences are not managed successfully, conflicts and tension can negatively affect individual and organizational performance. This study examines the relationship between the perceptions of "cultural intelligence" and "cultural compatibility" of foreign employees working in multinational enterprises operating in Kosovo and the main reasons behind this people from every culture have different cultural goals that they create according to their cultural norms, and people develop different cultural norms to achieve these goals. The norms in question are not universal, and the behaviors that emerge depending on the norms are not universal either. Therefore, a special talent such as cultural intelligence is needed to manage cultural differences in a multinational and multicultural workplace where people who behave differently, depending on the norm, work. Adapting to cultural differences and learning to work with different cultures is an important competency in global job markets. They have advantages such as high cultural adaptability, learning differences easily, and establishing rich intercultural communication. A person with high cultural adaptability understands internal and external environmental factors more easily and overcomes the problems arising from cultural differences more easily. Otherwise, it is an important cultural problem to consider one's cultural codes as universal codes. This problem can only be overcome with the help of employees with a relatively high level of cultural intelligence and developed cultural adaptability. Here, cultural intelligence plays an important role in understanding culturespecific emotions, feelings emotions, desires, and the culture's norms and practices. There are cultural and individual differences based on the different perspectives of people from different cultures. In order to understand and explain all these differences based on both quantitative and qualitative data, the research was designed as mixed-method research. The data for the research was collected from foreign employees working in Kosovo. The quantitative data was gathered using cultural intelligence and intercultural compatibility scales, while the qualitative data was gathered through interviews with senior managers. Correlation and regression analyses were used to analyze the quantitative data, and descriptive and inductive content analysis techniques were used in the analysis of qualitative data. According to the analysis findings, there is a significant relationship between the cultural intelligence perceptions of foreign employees and their perceptions of cultural compatibility. While the managers stated that it is important to motivate people in this relationship, they shared that talented people and people with high cultural intelligence levels also have high perceptions of cultural compatibility and organizational socialization.