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文化智力和全球心智作为描述“个体跨文化胜任力差异”的典型概念,均引发了跨文化组织管理领域的大量实证研究。但很少有研究明确区分二者的概念差异及由此引致的研究分殊。通过比较显示:文化智力是基于能力的多维构念,能够作为中介变量解释跨文化情境下个体特质对跨文化绩效的作用机制;全球心智作为包含特质、态度与世界观和能力的混合型多维构念,其概念的综合性令其反而较难形成明确的研究定位,实证研究之间也缺乏可比性和继承性。比较结果提示研究者选择或发展概念时需把握精确性和概括性之间的平衡,尽量做到“概念迁移”并避免“概念扩张”。
Cultural intelligence and global mind-set, as typical concepts that describe “differences in individual cross-cultural competencies,” have generated a wealth of empirical research in the field of cross-cultural organization management. However, few studies clearly distinguish between the conceptual differences and the resulting research differences. By comparison, cultural intelligence is a multidimensional, capacity-based conception that can be used as a mediating variable to explain the mechanism of individual traits in intercultural performance in intercultural performance. As a mixed multidimensional concept of structure, attitude and world view and abilities , The comprehensiveness of its concept makes it harder to form a clear research orientation, and the lack of comparability and inheritance between the empirical studies. The results of the comparisons suggest that researchers should choose the balance between precision and generalization when selecting or developing concepts, try their best to avoid “conceptual expansion”.