This chapter presents the results of data analysis and findings on the hypotheses in this study. First of all, the descriptive statistics analysis is presented. Second, the results of the reliability analysis and the correlation analysis (among cultural intelligence, political skill and job satisfaction) are demonstrated. Third, the results of confirmatory factor analysis are shown. The final part of this chapter presents the findings of hypotheses tested by the hierarchical multiple regression analysis.
Descriptive Statistics
The sample was collected from 269 white-collar expatriates located in Taiwan. A total of 302 questionnaires were distributed. Table 4.1 summarizes the frequency and percentage of the demographic information of the samples. In the initial stages of the survey, the majority were male (73.6%); 26.4% were female. Most of respondents were 21 to 30 years old (43.9%) and 31 to 40 years old (39.0%). The respondents mostly came from Asia (37.2%) and North America (26.4%). Only 10% of them were form Europe. Surprisingly, the majority of the respondents to the questionnaire indicated that they had work in their current company for more than one year (76.2%); only 23.8% of them had worked for less than one year.
Table 4.1.
Divorce /Separated /Widowed 11 4.1%
Total 269 100%
Correlation and Reliability Analysis
The reliability and Pearson correlation analyses were conducted to confirm the reliability of the measurement and to understand the relationship between variables. Table 4.2 presents the mean, standard deviation, reliability and correlation among variables. For the reliability analysis, the accepted value of Cronbach’s alpha has to be greater than 0.7 (Nunnally, 1978). Cronbach’s alpha for three measurements exceeded the accepted value (Cronbach’s alpha for the scale of political skill＝.81; Cronbach’s alpha for the scale of
cultural intelligence = .92; Cronbach’s alpha for the scale of job satisfaction = .82). The result of the Pearson correlation analysis presented that political skill had a significant and positive moderate correlation with cultural intelligence (r = .45, p< .001). Furthermore, job satisfaction had a significant and positive moderate correlation with political skill (r = .35, p< .001). Lastly, job satisfaction exhibited a significant and highly positive correlation with cultural intelligence (r = .23, p< .001).
Table 4.2.
Mean, Standard Deviation, Correlation, and Reliability (N=269)
Note. Two-tailed test. The Cronbach’s alpha estimates are in parentheses.
*p< .05. **p<.01. ***p< .001.
Mean S.D. 1 2 3 4 5
1. Age 33.73 9.55
2.Tenure in organization 4.05 5.43 .59**
3. Political Skill 3.86 .59 .02 -.00 (.81)
4. Cultural Intelligence 5.30 .76 .11 .02 .45*** (.92)
5. Job Satisfaction 3.96 .66 .21** .20** .35*** .23*** (.82)
Confirmatory Factory Analysis (CFA)
Confirmatory factor analysis (CFA) was performed to examine the appropriateness of measurements in the current population by AMOS 22.0. In this study, the number of respondents was 269. The number of observed variables of the cultural intelligence inventory was 20, the number of the political skill inventory was 6 and the number of job satisfaction inventory was 5.
As can be seen in Table 4.3, the fit indices of cultural intelligence indicated that the X2/df (2.82), IFI (.91), TLI (.89), CFI (.90) and RMSEA (.08) were all at an acceptable fit.
Second, the fit indices of political skill demonstrated that the X2/df (5.27), IFI (.92) and CFI (.92) were at acceptable fit. However, TLI (.87) and RMSEA (.12) need to be improved.
Lastly, the fit indices of job satisfaction showed that the X2/df (5.84), IFI (.95), TLI (.90) and CFI (.95) were at an acceptable fit. However, RMSEA (.13) needs to be improved.
Table 4.3.
Results of Confirmatory Factory Analysis (N=269)
Regression Analysis
Tables 4.4 and 4.5 demonstrate the regression analysis for Hypothesis 1 and 2.
Hierarchical linear regression analysis was performed to test the relationship between cultural intelligence and job satisfaction by SPSS. Two steps were conducted. In the first step, age and tenure in an organization were entered. In the second step, the cultural intelligence and
political skill were entered to test the effect of the variable on job satisfaction. Moreover, the moderating effect of political skill was also tested by hierarchical linear regression analysis. In order to reduce the multicollinearity problem, before calculating an interaction term (cultural intelligence x political skill), cultural intelligence and political skill were centered by subtracting the mean from the original ones (Aiken & West, 1991). Three steps were conducted to test the moderating effect of political skill. In the first step, age and tenure in an organization were entered. In the second step, cultural intelligence and political skill were entered to test the impact of the two variables on the Job Satisfaction. Above all, the third step was entering the interaction term (cultural intelligence x political skill) to test the interaction effect on job satisfaction. The beta coefficient and the significance of cultural intelligence were examined to test the relationship between cultural intelligence and job satisfaction. Furthermore, the beta coefficient and the significance of the interaction item were examined to realize the moderating effect.
Hierarchical Regression Analysis
Hypothesis 1 posited that high cultural intelligence is positively associated with job satisfaction. The result of Hierarchical regression analysis in Table 4.4 presents that cultural intelligence is significantly and positively associated with job satisfaction (β = .22, p< .001;
Model 2). Accordingly, Hypothesis 1 was supported. Hypothesis 2 stated that political skill positively moderates the relationship between cultural intelligence and job satisfaction;
specifically, the higher the political skill, the stronger the effect of cultural intelligence on job satisfaction. The results of hierarchical linear regression analysis in Table 4.5 indicates that the interaction term is significantly and negatively associated with job satisfaction (β = -1.05,
p < .05, Model 3). However, cultural intelligence was significantly and positively related to job satisfaction (β = .65, p< .05, Model 3) political skill was also significantly and positively associated with job satisfaction (β = .95, p < .01, Model 3). In regard to examining the moderating effect in detail, an interacting plot was drawn. Figure 4.1 indicates the moderating effects of political skill. Mean was used to recode political skill into two categories (below mean= low political skill; above mean= high political skill). Surprisingly, this figure presents that expatriates with higher levels of political skill and cultural intelligence reach the lowest levels of job satisfaction. On the contrary, expatriates with higher levels of cultural intelligence but lower levels of political skill tend to have the highest levels of job satisfaction. Hypothesis 2 was not supported.
Table 4.4.
Results of Hierarchical Regression Analysis for Hypothesis 1 (N=269)
Note. Two-tailed test. *p<.05. , **p< .01. , ***p< .001.
Job Satisfaction
Table 4.5.
Result of Hierarchical Regression Analysis for Hypothesis 2 (N=269)
Note. Two-tailed test. *p<.05 , **p< .01 , ***p< .001
Table 4.6.
H 1. CQ positively relates to job satisfaction.
H 2. Political skill moderates the positive relationship between CQ and job satisfaction; specifically, the higher the political skill, the stronger the effect of CQ on job satisfaction.
Supported
Not supported
Figure 4.1. The interaction of cultural intelligence and political skill on job satisfaction