Intelligence culturelle en milieu de travail : facteur de succès pour l’immigré récent au Québec ?
Bibliographic record
Abstract
Pour s’adapter à l’étranger, immigrés et travailleurs expatriés font usage d’intelligence culturelle (IC). Mais si l’IC permet de s’adapter, permet-elle pour autant de réussir sa carrière ? La présente recherche répond à cette question en la ramenant dans la logique gestionnaire. Appliquée au contexte spécifique du Québec, elle explore le lien statistique entre le quotient culturel (QC) et le succès professionnel (SP) des travailleurs immigrés récents. Le SP est évalué à deux niveaux consécutifs : un niveau intermédiaire, soit la socialisation organisationnelle (SO) et un niveau ultime, soit le succès de carrière (SC). Ce dernier comprend quatre indicateurs : le niveau de salaire (NS), la progression salariale (PS), la mobilité interne (MI) et l’adéquation profil/poste (APP). Ces relations sont testées en considérant la SO comme médiatrice de la relation QC-SC. Un questionnaire multi-échelle a été administré en ligne à 103 immigrants ayant occupé un emploi à plein temps au Québec durant au moins 2 ans continus. Les résultats, analysés dans une démarche exploratoire critique, indiquent que le succès professionnel intermédiaire est prédit par le quotient culturel de l’immigré (r=0.316), mais aussi par la dynamique relationnelle de l’organisation (r=0.540), la région d’origine (r=0.246) et la distance culturelle entre le Québec et le pays d’origine (r= -0.211). En d’autres termes, les immigrés ayant les plus forts scores de QC mais aussi ceux provenant des pays les plus culturellement proches du Québec et ceux travaillant dans les climats organisationnels les plus aidants tendent à mieux réussir leur socialisation organisationnelle. Toutefois, le succès professionnel ultime (succès de carrière : SC), quant à lui, n’est prédit ni par le QC ni par la SO, ce qui infirme l’hypothèse du rôle médiateur de la SO entre le QC et le SC. Mais certaines dimensions du SC s’expliquent par divers facteurs. Ainsi les immigrés les plus qualifiés reçoivent les salaires (NS) les plus élevés, tandis que la proximité culturelle entre le Québec et le pays d’origine augmente les chances de se faire embaucher pour un emploi en adéquation avec le profil professionnel (APP). Quant à la mobilité interne (MI), elle est plus probable chez les employés se situant aux plus bas niveaux d’emploi, ce qui sous-entend un certain plafonnement structurel pour les postes les plus élevés. On remarque ainsi que seules les dimensions du SC exprimant un « état » (NS, APP) sont influencées par des caractéristiques individuelles (capital humain et culturel). Celles indiquant une progression (MI et PS) semblent plutôt affectées par des facteurs structurels, voire systémiques, exogènes au cadre conceptuel de cette recherche. Concluons que l’intelligence culturelle de l’immigré contribue à sa socialisation organisationnelle, sans pouvoir prédire son succès de carrière. La contribution fondamentale de l’étude est donc de reconsidérer le succès professionnel d’un immigré comme une responsabilité à la fois individuelle (déploiement de ressources culturelles personnelles dans un effort de socialisation organisationnelle) et systémique (volontarisme organisationnel et institutionnel en faveur de politiques de carrière justes et inclusives. \n \nPeople need cultural intelligence to adjust abroad, be they immigrants or expatriate workers. However, to what extent can this adjustment function of CI affect their career success? Our thesis provides answers to this question by bringing it into managerial logic. Based on recent immigrants’ working experience in Quebec, this research explores the statistical link between employee cultural quotient (CQ) and professional success (PS). The latter comprises two consecutive levels. Intermediate professional success is concerned with employee’s organizational socialization (OS) while ultimate professional success is about assessing employee’s career success (CS) via four sub-indicators such as salary level (SL), wage growth (WG), internal mobility (IM) and profile/job match index (PJM). These associations are tested by considering OS as mediator of the CQ-CS relationship. A sample of 103 participants answered a multi-scale online questionnaire. They all had continuously worked full time for at least 2 years as employees in Quebec. Critical exploratory analyses demonstrate that intermediate professional success is predicted not only by immigrant’s cultural quotient (r = 0.316), but also by organizational relational dynamics (r = 0.540), home region (r = 0.246) and cultural distance between Quebec and home country (r= -0.211). This means that immigrant workers with high CQ scores, those whose home countries are culturally close to Quebec, as well as those working in particularly supportive organizational settings tend to do better at organizational socialization. As for career success (CS), it is predicted neither by CQ nor by OS – the hypothesis of OS mediating CQ/CS relationship is therefore invalidated. However, some of its subindicators show significant correlations with various factors. For instance, immigrants with higher professional qualifications are paid higher wages (SL) and cultural proximity between Quebec and home country increases the likelihood of being hired for a job that matches their profile (PJM). In parallel, immigrant employees in lower positions tend to get more frequent internal mobility (IM), which seemingly indicates the existence of a structural glass ceiling for employees in higher positions. Overall, it’s easy to remark that only SC static dimensions (SL, PJM) are predicted by individual characteristics (human and cultural capital) while progressive ones such as IM and WG seem to be affected by structural and systemic factors. These are not covered by the conceptual framework of this research. In short, it can be concluded that cultural intelligence contributes to immigrant organizational socialization, yet not impacting their career success. The major contribution of this research thus resides in reconsidering immigrant professional success as both an individual and systemic responsibility. Professional success as individual responsibility will consider organizational socialization as an outcome of immigrant personal cultural background; while systemic responsibility will imply organizational and institutional voluntarism for fair and inclusive career policies.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.004 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.002 |
| Science and technology studies | 0.002 | 0.001 |
| Scholarly communication | 0.002 | 0.001 |
| Open science | 0.001 | 0.001 |
| Research integrity | 0.000 | 0.001 |
| Insufficient payload (model declined to judge) | 0.003 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".