The role of supervisor cultural intelligence in the feedback process

Abstract

IntroductionSupervisors are often asked to coach and mentor employees, and while research on supervisor coaching capability is not new, cross-cultural factors in coaching are understudied. As the workplace becomes more diverse, supervisor cultural intelligence, the capability to function effectively in culturally diverse settings, is becoming more critical.MethodThe current study examined the role of supervisor cultural intelligence in the feedback process through a cross-sectional study with participants from the United States and India.ResultsResults revealed that supervisor cultural intelligence was associated with a more favorable feedback environment, trust in the supervisor, an improved coaching relationship between the supervisor and subordinate, and greater subordinate feedback seeking frequency. Cultural tightness – looseness was a moderator, such that there was a stronger relationship between supervisor cultural intelligence and the feedback environment in cultures perceived to be looser (higher tolerance for deviation from social norms and deviation less rigorously enforced in general) compared to cultures perceived to be tighter (low tolerance for deviations from social norms and deviation more rigorously enforced).DiscussionResults suggest that cultural intelligence can facilitate supervisors in developing a constructive feedback environment that fosters trust and meaningful coaching relationships, especially in cultures that are perceived to be looser where there is potentially more behavioral flexibility.ConclusionSupervisors can leverage cultural intelligence to better foster a quality feedback environment and navigate coaching relationships with diverse employees.