文化智商（Cultural Intelligence，CQ）被視為能夠適應不熟悉的文化環境並與不同文化背景的人共事的能力，同時被視為跨文化管理的關鍵。在過去文獻中，著重在文化智商在跨文化適應上的表現，以及強調良好的跨文化適應所產生的正向工作績效，鮮少研究討論文化智商對工作行為上的影響。再加上，外派人員作為母國總公司與海外子公司間知識移轉過程的傳遞節點，因此本研究欲探討文化智商對知識移轉所造成的影響，還有文化智商對於處理與地主國主管支持的人際關係結果。除了探討文化智商在組織中的行為表現，考慮到在刺激文化智商的因素中，本研究以五大人格特質之觀點去探討人格特質對於文化智商的影響程度。同時，外派人員身處地主國的外部文化環境亦是影響文化智商的因素之一，據此引入外派人員與地主國之間的文化距離作為本研究的調節變數。希望研究能夠透過以上對文化智商與知識移轉、與知覺主管支持間關係的挖掘與探索，提供出對外派人員管理、組織行為和知識管理等方面的管理實務意涵。
本研究以台籍外派人員作為文化智商的研究對象，共蒐集357份有效問卷。研究結果顯示，「文化智商」與「知識移轉」、與「知覺主管支持」皆存在正向關係，五大人格特質中的「經驗開放性」、「親和性」與「文化智商」皆存在正向關係，「外向性」對文化智商之影響未達顯著水準。同時發現「文化距離」無法調節文化智商對知識移轉間和文化智商對知覺主管支持間之正向作用關係。

This study investigates the role of the Cultural Intelligence (CQ) from Taiwanese expatriates in the pratice of knowledge transfer in Multinational companies (MNCs) and acquiring the supervisor’s support in the host country. The Hierarchical regression analysis technique was supported to conduct on data from a sample of 357 Taiwanese expatriate managers around the world.
The study exposes how CQ operates as a knowledge interpreter, assisting managers during knowledge transferring and how CQ acquires supervisor’s support in host country. This study examines the CQ is positively related to both knowledge transfer and perceived supervisor’s support in host country. Further, empirical research connects the relationship between CQ and personality. This study chooses Openness to Experience, Extraversion and Agreeableness from Big-five Personality to demonstrate how personality to predict the performance of CQ.
This study examines that both Openness to experience and Agreeableness are positively related to CQ but Extraversion is not significantly related to CQ. Concerns external cross-cultural context might influence expatriate manager’s CQ on behavior, so the study also reveals that cultural distance between expatriate manager’s home country and host country does not moderate the positive effect of CQ on knowledge transfer and the perceived supervisor’s support, offering meaningful theoretical and practical understandings to strengthen MNCs in knowledge transfer process and expatriate management.

中文參考文獻
錢天真、鍾美君（2011）。外派人員組織承諾對知識移轉之影響－以組織距離與文化距離為調節變項。經營管理論叢，7（1），19-35。

英文參考文獻
Ang, S., Van Dyne, L., & Koh, C. (2006). Personality correlates of the four-factor model of cultural intelligence. Group and Organization Management, 31(1), 100-123.
Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and Organization review, 3(3), 335-371.
Ang, S., Van Dyne. (2008). Cultural Intelligence Scale (CQS)self-report. In Handbook of cultural intelligence: Theory, measurement, and applications, Appendix A, 389. England, Taylor & Francis..
Aryee, S., & Stone, R. J. (1996). Work experiences, work adjustment and psychological well-being of expatriate employees in Hong Kong. International Journal of Human Resource Management, 7(1), 150-164.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
Bhaskar-Shrinivas, P., Harrison, D. A., Shaffer, M. A., & Luk, D. M. (2005). Input-based and time-Based models of international adjustment: Meta-analytic evidence and theoretical extensions. Academy of Management Journal, 48(2), 257-281.
Bogilović, S., Černe, M., & Škerlavaj, M. (2017). Hiding behind a mask? Cultural intelligence, knowledge hiding, and individual and team creativity. European Journal of Work and Organizational Psychology, 26(5), 710-723.
Boh, W. F., Nguyen, T. T., & Xu, Y. (2013). Knowledge transfer across dissimilar cultures. Journal of Knowledge Management, 17(1), 29-46.
Caligiuri, P., & Bonache, J. (2016). Evolving and enduring challenges in global mobility. Journal of World Business, 51(1), 127-141.
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.
Caligiuri, P. M. (2017). Selecting expatriates for personality characteristics: A moderating effect of personality on the relationship between host national contact and cross-cultural adjustment. In International Human Resource Management, 33-52. England, Taylor & Francis..
Cao, W., Zhang, Y., & Bush, A. (2017). Effects of cultural intelligence and cultural distance on expatriates’ cross-cultural adjustment. 2nd international symposium on business corporation and development in South-East and South Asia under B&R Initiative (ISBCD 2017). Advances in Economics, Business and Management Research, ISBN 978-94-6252-385-2.
Che Rose, R., Sri Ramalu, S., Uli, J., & Kumar, N. (2010). Expatriate performance in international assignments: The role of cultural intelligence as dynamic intercultural competency. International Journal of Business and Management, 5(8), 76-85.
Chen, G., Gully, S. M., Whiteman, J.-A., & Kilcullen, R. N. (2000). Examination of relationships among trait-like individual differences, state-like individual differences, and learning performance. Journal of Applied Psychology, 85(6), 835-847.
Chen, G., Kirkman, B. L., Kim, K., Farh, C. I. C., & Tangirala, S. (2010). When does cross-cultural motivation enhance expatriate effectiveness? A multilevel investigation of the moderating roles of subsidiary support and cultural distance. Academy of Management Journal, 53(5), 1110-1130.
Cheng, C.-Y., Jiang, D.-Y., Cheng, B.-S., Riley, J. H., & Jen, C.-K. (2015). When do subordinates commit to their supervisors? Different effects of perceived supervisor integrity and support on Chinese and American employees. The Leadership Quarterly, 26(1), 81-97.
Dahms, S. (2019). Foreign-owned subsidiary knowledge sourcing: The role of location and expatriates. Journal of Business Research, 105, 178-188.
Earley, P. C., & Ang, S. (2003). A theory of cultural intelligence In Cultural intelligence: Individual interactions across cultures, 59-92. U.S.A., Stanford University Press.
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(4), 357-369.
Guang, X., & Charoensukmongkol, P. (2019). Effects of cross-cultural adjustment of Chinese expatriates in Thailand on perceived supervisor support and subordinates’ commitment. Human Behavior, Development and Society, 20(4), 52-61.
Hofstede, G. (2011). Dimensionalizing cultures: The Hofstede model in context. Online readings in psychology and culture, 2(1), 2307-0919.1014. Retrieved from http://scholarworks.gvsu.edu/orpc/vol2/iss1/8
Hofstede’s Globe dimension scores across the world (2022). Retrieved from https://exhibition.geerthofstede.com/hofstedes-globe/
Jyoti, J., Pereira, V., & Kour, S. (2019). Examining the impact of cultural intelligence on knowledge sharing: role of moderating and mediating variables. In Understanding the role of business analytics, 169-188. Singapore, Springer.
Kim, K., Kirkman, B. L., & Chen, G. (2008). Cultural intelligence and international assignment effectiveness. In Handbook of cultural intelligence: Theory, measurement, and applications, Chapter 5, 71-90. England, Taylor & Francis..
Kumar, N., Che Rose, R., & Sri Ramalu, S. (2008). The effects of personality and cultural intelligence on international assignment effectiveness: a review. Journal of Social Sciences, 4(4), 320-328.
Lee, L.-Y., & Sukoco, B. M. (2010). The effects of cultural intelligence on expatriate performance: The moderating effects of international experience. The International Journal of Human Resource Management, 21(7), 963-981.
Lin, C. Y.-Y., Lu, T.-C., & Lin, H.-W. (2012). A different perspective of expatriate management. Human Resource Management Review, 22(3), 189-207.
Makela, K., Kalla, H. K., & Piekkari, R. (2007). Interpersonal similarity as a driver of knowledge sharing within multinational corporations. International Business Review, 16(1), 1-22.
Mol, S. T., Born, M. P., Willemsen, M. E., & Van Der Molen, H. T. (2005). Predicting expatriate job performance for selection purposes: A quantitative review. Journal of Cross-Cultural Psychology, 36(5), 590-620.
Morosini, P., Shane, S., & Singh, H. (1998). National cultural distance and cross-border acquisition performance. Journal of International Business Studies, 29(1), 137-158.
Naithani, D., & Jha, A. (2009). Model of expatriate adjustment and framework for organisational support. The Alternative: Journal of Mgmt. Studies and Research, 8(1), 34-41.
Najafi-Tavani, Z., Giroud, A., & Sinkovics, R. R. (2012). Mediating Effects in Reverse Knowledge Transfer Processes. Management International Review, 52(3), 461-488.
Ott, D. L., & Michailova, S. (2018). Cultural intelligence: A review and new research avenues. International Journal of Management Reviews, 20(1), 99-119.
Shaffer, M. A., Harrison, D. A., Gregersen, H., Black, J. S., & Ferzandi, L. A. (2006). You can take it with you: Individual differences and expatriate effectiveness. Journal of Applied Psychology, 91(1), 109.
Stahl, G. K., & Caligiuri, P. (2005). The effectiveness of expatriate coping strategies: the moderating role of cultural distance, position level, and time on the international assignment. Journal of Applied Psychology, 90(4), 603.
Stoermer, S., Davies, S., & Froese, F. J. (2021). The influence of expatriate cultural intelligence on organizational embeddedness and knowledge sharing: The moderating effects of host country context. Journal of International Business Studies, 52(3), 432-453.
Szulanski, G. (2000). The process of knowledge transfer: A diachronic analysis of stickiness. Organizational Behavior and Human Decision Processes, 82(1), 9-27.
Takeuchi, R., Tesluk, P. E., Yun, S., & Lepak, D. P. (2005). An integrative view of international experience. Academy of Management Journal, 48(1), 85-100.
Templer, K. J., Tay, C., & Chandrasekar, N. A. (2006). Motivational cultural intelligence, realistic job preview, realistic living conditions preview, and cross-cultural adjustment. Group and Organization Management, 31(1), 154-173.
Thomas, D. C., Liao, Y., Aycan, Z., Cerdin, J.-L., Pekerti, A. A., Ravlin, E. C., Stahl, G. K., Lazarova, M. B., Fock, H., Arli, D., Moeller, M., Okimoto, T. G., & Van De Vijver, F. (2015). Cultural intelligence: A theory-based, short form measure. Journal of International Business Studies, 46(9), 1099-1118.
Varma, A., Toh, S. M., & Budhwar, P. (2006). A new perspective on the female expatriate experience: The role of host country national categorization. Journal of World Business, 41(2), 112-120.
Vlajčić, D., Caputo, A., Marzi, G., & Dabić, M. (2019). Expatriates managers’ cultural intelligence as promoter of knowledge transfer in multinational companies. Journal of Business Research, 94, 367-377.
Vlajčić, D., Marzi, G., Caputo, A., & Dabic, M. (2018). The role of geographical distance on the relationship between cultural intelligence and knowledge transfer. Business Process Management Journal, 25(1), 104-125.
Ward, C., & Fischer, R. (2008). Personality, cultural intelligence, and cross-cultural adaptation. In Handbook of cultural intelligence: Theory, measurement, and applications, chapter 10, 159-173. England, Taylor & Francis.
Witt, L., Burke, L. A., Barrick, M. R., & Mount, M. K. (2002). The interactive effects of conscientiousness and agreeableness on job performance. Journal of Applied Psychology, 87(1), 164-169.
Wu, P.-C., & Ang, S. H. (2011). The impact of expatriate supporting practices and cultural intelligence on cross-cultural adjustment and performance of expatriates in Singapore. The International Journal of Human Resource Management, 22(13), 2683-2702.