Globalization and Diversity: How leader’s cultural intelligence amplifies perceived group inclusion, team creativity, and team performance in multicultural teams

This thesis examines the relationship between cultural intelligence (CQ) in leaders and perceived group inclusion (PGI) among employees in diverse teams. Further, it explores if virtual teams (VT) have a moderating effect on the relationship between CQ and PGI. It investigates the relationship between CQ and psychological safety (PS), the individual relationships between CQ and team performance (TP), team creativity (TC), and turnover intention (TI), and the individual relationships between PGI and TP, TC, and TI. We gathered data using a self-questionnaire on 300 participants who worked in diverse teams and were located in the United Kingdom (UK). To analyze the responses, we conducted nine separate OLS regression analyses. We used the hierarchical method in SPSS, where we entered the control variables before we entered the independent variable. The results of our regression analysis supported a positive relationship between CQ and PGI. We contribute to the literature by giving a nuanced understanding of cultural intelligence among leaders and how it can be used to enhance perceived group inclusion. Lastly, we discuss our findings in conjunction with prior theory and literature within the scientific fields, together with theoretical contributions, practical implications, limitations, and potential directions for future research