To Explore And Confirm The Structure Dimensions Of Global Leaders' Cultural Integration Competence

Today,with the development of economic globalization and regional integration,more and more companies have embarked on the road to internationalization.Especially in the past two or three decades,the amount and quantity of global trade cooperation have grown rapidly.In order to have and maintain the competitive advantage in the new round of globalization,and to make up for the abilities of managers lagging behind the development of the market,together with nurturing global leaders and developing corresponding global leadership have become a key issue for international companies.At the same time,whether conducting cross-border investment and mergers and acquisitions,or intercultural cooperation and exchange with different cultures,or absorbing employees from different cultural backgrounds for cross-cultural management,global leaders ininternational companies inevitably have to deal with cultural conflicts,and carry out cultural integration effectively.Therefore,as an important decision-maker and influencer for corporate culture construction and development,how globalleaders cultivate the effective cultural integration competence,integrate different cultural differences and enhance their capabilities of intercultural business cooperation and management have become an important realistic issue to be solved urgently for international enterprises in the increasingly fierce globalization process.Based on the existing research results,and the in-depth analysis of the theories of global leaders,global leadership,cross-cultural leadership,and cultural integration competence,and developing the ability of global leaders to integrate cultures in a cross-cultural environmentas the main line,this paper explores the structure dimensions model of global leaders' cultural integration competence by using grounded theory research method and validates it with the structural equation model method.This study mainly includes the following sections:(1)The concept definition of the global leaders' cultural integration competence.This article provides an in-depth analysis of the concepts of global leaders,global leadership,and cultural integration competence.Based on the analysis of relevant literature,this paper defines the concept of global leaders' cultural integration competence: The ability for most leaders and managers at all levels who are responsible for cross-cultural work or international business cooperation and management,i.e.global leaders in the company,to respond to different cultural environments and cross-cultural differences correctly and integrate corporate(or team)culture dynamically,thus effectively promoting the cross-cultural cooperation and operational capabilities of the company or team through certain leadership behaviors and methods.This competence is a concrete manifestation of global leadership in terms of cross-cultural considerations in the scope of the overview.It not only covers the ability for global leaders integrate cultures of different nationalities and regions in the process of cross-cultural cooperation and business activities between corporate or cross-cultural work teams and foreign cultural partners,but also the ability to integrate differences of cultural behaviors and values within a company or team.In addition,the global leaders' cultural integration competence should reflect the three-level structural characteristics of culture in the content level and development process: the level of the behavioral andinstitutional layer(Artifacts),the spirit and the value layer(Espoused values),and the integration of basic underlying assumptions.(2)Research on the structure dimensions of global leaders' cultural integration competence.Based on the analysis of the status quo of the development of the global leaders' cultural integration competence,this paper uses the semi-structured interview method and grounded theory research method to arrive at the five content structural factors of the global leaders' cultural integration competence.They are: cultural adaptability,cultural communication ability,cultural learning ability,cultural influence ability and cultural execution ability.(3)Exploratory factor analysis and confirmatory factor analysis of the structure dimensions model of global leaders' cultural integration competence.First,based on the results of the grounded theory approach,it developed an initial survey of the structure dimensions of global leaders' cultural integration competence,and conducted a questionnaire survey of the target companies in line with the definition of the “global leader” concept and collected valid data with exploratory factor analysis.Second,a revised questionnaire was developed based on the analysis results and new samples were selected for measurement.Through the structural equation modeling,the structure dimensions model of global leaders' cultural integration competence,which identified above,is verified.Finally,the structure dimensions of global leaders' cultural integration competence are second-order single-factor model.This study contributes to both theory and practice: in theory,it develops a three-stage theoretical model of cross-cultural leadership for global leaders,which entails cultural cognition competence,cultural adapatation competence and cultural integration competence,and for the first time proposes and confirms that the cultural integration competence of global leaders is a multidimensional construct with five components: cultural adaptability,cultural communication ability,cultural learning ability,cultural influence ability and cultural execution ability,therefore extends the theory of cross-cultural leadership thus global leadership theory;in practice,it can help leaders and managers enhance and expand global leadership and thestandardof cross-cultural cooperation and management,deepens the understanding of cultural connotation and effectively overcomes cultural barriers and cultural inadequacies in a cross-cultural environment for leaders and managers in international companies,hencepromotescultural integration within companies or with foreign cultural partners,and enhance international competitiveness for companies.