Bagaimana Kecerdasan Budaya Memengaruhi Keterikatan Kerja dan Retensi Karyawan dalam Tim Multikultural: Literature Review

Authors

  • Yuyun Ariyani Universitas Paramadina, Jakarta, Indonesia
  • Didin Hikmah Perkasa Universitas Paramadina, Jakarta, Indonesia

DOI:

https://doi.org/10.38035/jemsi.v6i3.3663

Keywords:

Kecerdasan Budaya, Keterikatan Kerja, Keinginan Bertahan, Tim Multikultural

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kecerdasan budaya karyawan terhadap keterikatan kerja dan keinginan untuk bertahan dalam tim multikultural. Selain itu, penelitian ini mengeksplorasi peran mediasi kecerdasan budaya atasan dalam hubungan tersebut. Data dikumpulkan melalui hasil pengumpulan penelitian sebelumnya sebanyak 11 artikel, yang membandingkan setiap hasil penelitian. Objek penelitian karyawan perusahaan freight forwarding multinasional di Jakarta. Menggunakan metode literature review kualitatif untuk membandingkan hasil penelitian sebelumnya. Hasil penelitian menunjukkan bahwa kecerdasan budaya karyawan berpengaruh positif dan signifikan terhadap keterikatan kerja dan keinginan untuk bertahan dalam tim multikultural. Selanjutnya, kecerdasan budaya atasan terbukti memediasi hubungan tersebut secara signifikan. Temuan ini memberikan implikasi penting bagi pengelolaan sumber daya manusia, khususnya dalam menciptakan lingkungan kerja yang inklusif dan mendukung keberagaman budaya.

References

Afsar, B., Al-Ghazali, B. M., Cheema, S., & Javed, F. (2020). Cultural intelligence and innovative work behavior: the role of work engagement and interpersonal trust. European Journal of Innovation Management, 24(4), 1082–1109. https://doi.org/10.1108/EJIM-01-2020-0008

Ahmad, S., & Saidalavi. (2019). Cultural Intelligence and Leadership Effectiveness in Global Workplaces. International Journal on Leadership, 7(1), 1–7. https://www.researchgate.net/publication/362182434_Cultural_Intelligence_and_Leadership_Effectiveness_in_Global_Workplaces

Ang, S., & Earley, P. (2003). Cultural intelligence?: Individual Interactions Across Cultures. Stanford Business Books An Imprint OfStanford University Press Stanford, California, 2003, 394. https://doi.org/10.1002/9781118970843.ch310

Ang, S., Van Dyne, L., Koh, C., ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance. Management and Organization Review, 3(3), 335–371. https://doi.org/10.1111/j.1740-8784.2007.00082.x

Bal, Y., & Kökalan, Ö. (2022). The Moderating Effect of Cultural Intelligence on the Relationship Between Emotional Intelligence and Job Satisfaction. Frontiers in Psychology, 13(May), 1–8. https://doi.org/10.3389/fpsyg.2022.900546

Bellamkonda, N., & Pattusamy, M. (2024). Intention to stay and happiness: a moderated mediation model of work engagement and hope. South Asian Journal of Business Studies, 13(1), 74–89. https://doi.org/10.1108/SAJBS-05-2021-0174

BPS. (2024). Perkembangan Ekspor dan Impor Indonesia. Berita Resmi Statistik No. 30/04/Th. XXII, 15 April 2019, 64, 1–8.

Busthomi, I. (2021). Strategi Interkultural dan Kebutuhan Pelatihan Kompetensi Komunikasi Antar Budaya Bagi Ekspatriat Untuk Pengembangan Sumber Daya Manusia. Jejaring Administrasi Publik, 13(2), 121–139. https://doi.org/10.20473/jap.v13i2.31831

Charoensukmongkol, P. (2021). How Chinese expatriates’ cultural intelligence promotes supervisor-subordinate Guanxi with Thai Employees: The mediating effect of expatriates’ benevolence. International Journal of Cross Cultural Management, 21(1), 9–30. https://doi.org/10.1177/1470595821996735

Enwereuzor, I. K., & Ugwu, L. E. (2020). Clarifying the interface between respectful leadership and intention to stay. Journal of Health Organization and Management, 35(4), 443–457. https://doi.org/10.1108/JHOM-06-2020-0258

Faliza, N., & Fahrizal, E. (2022). Kecerdasan Budaya Dan Penyesuaian Lintas Budaya Pada Expatriate. Jurnal Ekonomi Dan Bisnis, 9(1), 146–156. https://caritulisan.com/media/394513-none-a7372c04.pdf

Garrad, L., & Chamorro-Premuzic, T. (2016, August). The Dark Side of High Sensation-Seeking. Harvard Business Review. https://hbr.org/2016/08/the-dark-side-of-high-employee-engagement

Haryanto, H., Suharman, H., Koeswayo, P. S., & Umar, H. (2022). Enhancing Employee Engagement in Indonesian Logistics and Forwarders Industry: The Moderating Role of a Democratic Leadership Style. Economies, 10(11). https://doi.org/10.3390/economies10110284

Iskhakova, M., & Ott, D. L. (2020). Working in culturally diverse teams: Team-level cultural intelligence (CQ) development and team performance. Journal of International Education in Business, 13(1), 37–54. https://doi.org/10.1108/JIEB-11-2019-0052

Kilduff, E., & Cormican, K. (2021). Do you really understand me? An analysis of cultural intelligence in global projects. Procedia Computer Science, 196, 824–831. https://doi.org/10.1016/j.procs.2021.12.081

Knap-Stefaniuk, A. (2023). The skills members of multicultural teams need to succeed in Industry 5.0 - the opinion of managers from Portugal, France, and Greece. Procedia Computer Science, 225, 1478–1485. https://doi.org/10.1016/j.procs.2023.10.136

Le, H., Jiang, Z., & Radford, K. (2021). Leader-member exchange and subjective well-being: the moderating role of metacognitive cultural intelligence. Personnel Review, 50(3), 954–970. https://doi.org/10.1108/PR-02-2020-0065

Lilis Kurniasih, & Perkasa, D. H. (2024). LITERATURE REVIEW: ANALISIS ADAPTASI LINTAS BUDAYA PADA EKSPATRIAT. Jurnal Ilmu Hukum, Sosial, Dan Humaniora, 2(7), 1–14. https://jurnal.kolibi.org/index.php/kultura/article/view/1657

Lisa M. Moynihan, R. S. P. and P. C. E. (2015). National Culture and Groups Cultural Intelligence and the Multinational Team Experience: Does the Experience of Working in a Multinational Team Improve Cultural Intelligence? The Eletronic Library, 34(1), 1–5.

Logistik, M. 2024. (2024). Memahami Freight Forwarding?: Https://Mgt-Logistik.Com/Freight-Forwarding-Adalah/. https://mgt-logistik.com/freight-forwarding-adalah/

Neslon, A., Revyani, D., & Setyawan, A. (2022). the Effect of Multiculturalism and Cultural Diversity on Innovative Work Behavior With Cultural Intelligence As Mediation. Ecobisma (Jurnal Ekonomi, Bisnis Dan Manajemen), 9(2), 59–68. https://doi.org/10.36987/ecobi.v9i2.2676

Ng, K.-Y., Van Dyne, L., & Ang, S. (2012). Cultural intelligence: A review, reflections, and recommendations for future research. Conducting Multinational Research: Applying Organizational Psychology in the Workplace., 29–58. https://doi.org/10.1037/13743-002

Paiuc, D. (2021). Cultural intelligence as a core competence of inclusive leadership. Management Dynamics in the Knowledge Economy. https://doi.org/10.2478/mdke-2021-0024

Permenhub. (2021). PERATURAN MENTERI PERHUBUNGAN REPUBLIK INDONESIA NOMOR PM 59 TAHUN 2021. In PENYELENGGARAAN USAHA JASA TERKAIT DENGAN ANGKUTAN DI PERAIRAN (Vol. 75, Issue 17, pp. 399–405). https://jdih.kemenhub.go.id/peraturan/detail?data=EidgglwPvpb7feM5kViNfb4ObMNQE8ssi4OZpCcFr8bK4jqsfOZpRWq8lwsj5zdxwp4UtjCS7SsWC4ZCaZRkbt5y8n1vLbD2qRf4PUZDVYRip46nAo91hAlc5EebNQpypl7vH8zWO2Y6AMf8huGkARCG95

Popescu, R. N., Fistung, D. F., Popescu, T., & Popescu, A. M. (2018). Is the Organizational Citizenship Behavior (OCB) a predictor for the Cultural Intelligence (CQ)? Procedia - Social and Behavioral Sciences, 238, 638–646. https://doi.org/10.1016/j.sbspro.2018.04.045

Presbitero, A., Fujimoto, Y., & Marc, W. (2024). Employee engagement and retention in multicultural work groups?: The interplay of employee and supervisory cultural intelligence. Journal of Business Research, 186(August 2023), 115012. https://doi.org/10.1016/j.jbusres.2024.115012

Presbitero, A., & Teng-Calleja, M. (2019). Ethical leadership, team leader’s cultural intelligence and ethical behavior of team members: Implications for managing human resources in global teams. Personnel Review, 48(5), 1381–1392. https://doi.org/10.1108/PR-01-2018-0016

Rockstuhl, T., Seiler, S., Ang, S., Van Dyne, L., & Annen, H. (2011). Beyond general intelligence (IQ) and emotional intelligence (EQ): The role of cultural intelligence (CQ) on cross-border leadership effectiveness in a globalized world. Journal of Social Issues, 67(4), 825–840. https://doi.org/10.1111/j.1540-4560.2011.01730.x

Shaik, F. F., Makhecha, U. P., & Gouda, S. K. (2021). Work and non-work identities in global virtual teams: Role of cultural intelligence in employee engagement. International Journal of Manpower, 42(1), 51–78. https://doi.org/10.1108/IJM-03-2019-0118

Sharma, K., & Makhija, T. K. (2024). Bridging the Cultural Divides: The Transformative Power of Cultural Intelligence in Global Business Leadership and Negotiation. Journal of Global Research in Education and Social Science, 18(2), 15–24. https://doi.org/10.56557/jogress/2024/v18i28647

Sishuwa, Y., & Phiri, J. (2020). Factors Influencing Employee Retention in the Transport and Logistics Industry. Open Journal of Social Sciences, 08(06), 145–160. https://doi.org/10.4236/jss.2020.86013

Yue, J., & Wei, S. (2023). The Influence and Application of Cultural Intelligence on Cross-Cultural Communication. International Journal of Education and Humanities, 11(1), 159–163. https://doi.org/10.54097/ijeh.v11i1.13088

Downloads

Published

2025-01-23

How to Cite

Ariyani, Y., & Perkasa, D. H. (2025). Bagaimana Kecerdasan Budaya Memengaruhi Keterikatan Kerja dan Retensi Karyawan dalam Tim Multikultural: Literature Review. Jurnal Ekonomi Manajemen Sistem Informasi, 6(3), 1411–1422. https://doi.org/10.38035/jemsi.v6i3.3663

Issue

Vol. 6 No. 3 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Januari - Februari 2025)

Section

Articles

License

Copyright (c) 2025 Yuyun Ariyani, Didin H Perkasa

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Hak cipta :

Penulis yang mempublikasikan manuskripnya di jurnal ini menyetujui ketentuan berikut:

  1. Hak cipta pada setiap artikel adalah milik penulis.
  2. Penulis mengakui bahwa Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) berhak menjadi yang pertama menerbitkan dengan lisensi Creative Commons Attribution 4.0 International (Attribution 4.0 International CC BY 4.0) .
  3. Penulis dapat mengirimkan artikel secara terpisah, mengatur distribusi non-eksklusif manuskrip yang telah diterbitkan dalam jurnal ini ke versi lain (misalnya, dikirim ke repositori institusi penulis, publikasi ke dalam buku, dll.), dengan mengakui bahwa manuskrip telah diterbitkan pertama kali di Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI).