جستجوی مقالات مرتبط با کلیدواژه "cultural intelligence" در نشریات گروه "مدیریت"

Today, export and effective presence in the global economy is a basic need for the economic growth of any country. Internationalization has been defined as a reflection of the interests and enthusiasm of entrepreneurs to operate based on the opportunities available in foreign markets. Taking advantage of the competitive advantage in the new market, increasing income, access to new technologies and shortening the communication channels between the customer and the market are among the advantages of internationalization, which, of course, require overcoming many existing obstacles, especially the existing cognitive distance between origin and destination countries. On the other hand, one of the important features of today's world is the cultural diversity in different nations and societies, which also affects different dimensions of business success. In such an environment, the presence of people who have the ability to deeply understand different cultures and communicate effectively is one of the most important requirements for the success of companies in the field of export. Among the necessary competencies of entrepreneurs to be present in the international arena is benefiting from the ability to understand the external environment, which is called “cultural intelligence”. The main goal of this research is to identify and conceptually explain the dimensions of cultural intelligence of international entrepreneurs and export managers, and as a result, to provide a solution to strengthen cultural intelligence in international business interactions. In fact, in this research, the process of strengthening the cultural intelligence of companies in the process of internationalization has been explored and conceptualized in order to determine how companies succeed in achieving more success in international business by exploiting the cultural intelligence of their employees. For this purpose, in-depth interviews were conducted with entrepreneurs and export experts with education and experience related to international interactions. Key points and points of view were obtained from each interview, and the content of each interview was a guide to improve the next interview. According to the analysis of the data obtained from the interviews with the method of grounded theory in this research, we managed to explain a concept suitable for the context of the country of the factors effective in cultural intelligence in international business. The results show that the cultural intelligence of people depends on several factors. It depends that identifying and understanding them is necessary to reach a suitable solution to strengthen cultural intelligence in Iranian individuals and companies. Meanwhile, some factors directly and some indirectly affect the central category of the research, which is the cultural intelligence of people. By analyzing the data based on the theory development method through three stages of coding keywords and screening from general sentences to concepts and then clarifying the categories, key categories were calculated. The final categories were separated in the form of three causal, contextual and environmental categories in order to better determine the impact of each on the cultural intelligence of people. The paradigm model shows the flow of processes and activities that happened in the context of the study. The purpose of the model extracted in this research is to strengthen cultural intelligence in international business interactions. The research model obtained using final categories shows that personality traits and family background as causal and contextual categories directly affect the central phenomenon (cultural intelligence and international interactions), as well as economic stability and the level of relationships. Iran's commercial and political relations with foreign countries as an environmental category affect the central phenomenon and the adopted strategies. It can be concluded that paying attention to the selection of suitable people with a high degree of cultural intelligence by companies and also providing necessary cultural training are two main strategies to strengthen cultural intelligence and strengthen the export power of each company. The structure of categories affecting cultural intelligence based on research findings is elaborated. Causal categories are conditions and individual characteristics that have a direct impact on the central phenomenon of the research. Creativity, extroversion, attention and follow-up, desire for adventure, are four elements that each lead a person to experience a new space and start a new job. Also, appropriate strategies to strengthen cultural intelligence in Iranian companies applying for export were explained. An important strategy to improve and enhance the level of cultural intelligence among Iranian entrepreneurs is to create an interactive and open environment for the presence of foreign companies in Iran. The second strategy is to hold training and counseling sessions for companies and entrepreneurs in the export phase to familiarize themselves with the categories and requirements needed in relations with other nations and cultures. The third strategy is specific to government managers and exporting companies who, in addition to improving their cultural intelligence, should pay special attention to their personality, knowledge and international experience in order to employ individuals in export and interactive fields.

The aim of the present study was to investigate the effect of cultural intelligence on the psychological contract with the mediating role of occupational organizational trust. The statistical population of all primary teachers in Urmia District 2 was 1439 people, and based on Morgan's table, 304 people were selected as a statistical sample by two-stage cluster sampling method. In this research, three standard questionnaires of cultural intelligence, psychological contract and organizational trust were used. Validities were investigated using the validity theories, based on the perspective of the statistical community and the structure with the question factor analysis method. The reliability of the questionnaires was estimated by the combined reliability multiplication method for cultural intelligence 0.86, psychological contract 0.84 and organizational trust 0.86 respectively. Data analysis was done at two levels of descriptive statistics and inferential statistics. Thus, to test the research hypotheses, descriptive statistics and then structural techniques using LISREL software were used. The findings indicated a good fit of the model and showed that cultural intelligence has a positive and significant effect on psychological contract (path coefficient 0.62). The effect of cultural intelligence on organizational trust is positive and significant (path coefficient 0.93). Organizational trust has a positive and significant effect on psychological contract (path coefficient 0.68) and finally organizational trust has a mediating role in the relationship between cultural intelligence and psychological contract (path coefficient 0.42).

The purpose of this study was to investigate the relationship between cultural intelligence of managers and teachers with organizational effectiveness in bilingual elementary schools in Hamidieh. The present study is a descriptive and correlational study. The population of the study consisted of all teachers and managers of the bilingual element of Hamidyeh city in the academic year of 97-96. Therefore, the number of statistical population in this study was considered 100 teachers and school principals of Hamidyeh city and the required sample through method Simple random sampling was selected. To collect data, two questionnaires, the Cultural Intelligence Questionnaire (ARG) (2003) and Parsons Effectiveness Questionnaire (1368) were used. The results showed that there is a relationship between the Cultural Intelligence of Managers And teachers with an organizational effectiveness in the bilingual primary schools of Hamidieh. Also, there is a relationship between metacognitive, cognitive, motivational and behavioral factors of managers and teachers with organizational effectiveness.

The core goal of this research was to evaluate the impact of organizational support and perceived organizational justice on innovative work behavior with the mediating role of cultural intelligence in the vice presidency area of the library of Astan Quds Razavi libraries. This was a descriptive-correlation study in terms of nature and methodology and an applied one regarding its objective. The research statistical population included 300 employees of the deputy area of Astan Quds Razavi libraries. The statistical sample was determined as 169 subjects using Morgan's table. The content-face validity and construct validity (confirmatory factor analysis) of the research tool were examined and confirmed. The research reliability rate was also obtained higher than 0.832 using Cronbach's alpha coefficient test. The study results demonstrated that perceived organizational support has a positive and significant impact on innovative work behavior and cultural intelligence of employees (t = 3.486, t = 2.456). The perceived organizational justice was also found to have a positive and significant effect on innovative work behavior and cultural (intelligence) quotient (t = 2.910, t = 3.147). Moreover, the cultural (intelligence) quotient showed a positive and significant effect on innovative work behavior (t = 2.704). It was concluded that the cultural (intelligence) quotient mediates the relationship between perceived organizational support and innovative work behavior (t = 2.124). Finally, the cultural (intelligence) quotient was found not to mediate the relationship between perceived organizational justice and innovative work behavior (t = 1.175).

The purpose of this research is to investigate the effect of cultural intelligence on the special value of the tourist destination brand and its consequences regarding the attitude and intention to visit the destination. This research is applied in terms of purpose, descriptive-correlation in terms of method, and survey-cross-sectional in terms of data collection. The tool for collecting information was a questionnaire and the statistical population of tourists visiting Yazd city. The validity of the questionnaire has been confirmed using experts' opinions, convergent validity test and divergent validity test, and the reliability of the questionnaire has been confirmed using simple reliability test (Cronbach's alpha) and composite reliability test (McDonald's coefficient). The data extracted from 84 supplementary questionnaires were analyzed using structural equation modeling in SmartPLS software and the results showed that cultural intelligence has a significant effect on the specific value of the tourist destination brand, the specific value of the tourism destination brand has a significant effect on the attitude towards the destination brand, the attitude The destination brand has a significant effect on the intention to visit the destination, the performance of the destination brand moderates the effect of the attitude towards the destination brand on the intention to visit the destination, cultural intelligence influences the attitude towards the destination brand through the special value of the tourism destination brand and finally the brand special value The tourist destination determines the intention to visit the destination through the attitude towards the destination brand.

The Aim of the Present Research is to Investigate the Role of Cultural Intelligence of Education Instructors in an Organization and to Improve the Job Attitudes of Employees. In Terms of Practical Purpose, it is a Descriptive-Surveillance Method and Correlation Type. The Statistical Population Included Managers and Teachers of Education in Gilan, and the Sample Size of 92 People was Calculated Using Kerjesi-Morgan. In Order to Collect Data in this Research, a Researcher's Questionnaire Was Made. The Validity of the Questionnaire has Been Confirmed by Professors and Experts and its Reliability has Been Obtained by Measuring Cronbach's Alpha Coefficient for all Changes Above 0.7. Descriptive Statistical Methods (Prevalence, Percentage, Mean, Standard Deviation) and Inferential Statistical Tests have Been Used to Analyze the Data. All the Mentioned Calculations Were Analyzed by Software (SPSS). The Results of the Research Indicate that Cultural Intelligence and its Dimensions (Cognitive Intelligence, Motivational intelligence, behavioral intelligence) have a positive and meaningful relationship with improving organizational commitment and improving the job attitudes of employees.

The main purpose of this research is to investigate the impact of cultural diversity on innovative work behavior and psychological adaptation with regard to the role of cultural intelligence in senior domestic and foreign experts working in the South Pars Gas Complex Company of the country, and the main question in this research is designed as follows. Does cultural diversity have an effect on innovative work behavior and psychological adaptation regarding the mediating and moderating role of cultural intelligence in senior domestic and foreign experts working in the South Pars Gas Complex Company of the country?

The research method is applied in terms of purpose and correlation in terms of the relationship between variables. The statistical population in this research are senior domestic and foreign experts working in the South Pars Gas Complex Company of the country. The number of samples studied for domestic senior experts is 197 and foreign senior experts is 81. The sampling method in the current research is available in quota and non-probability type. After collecting data by means of standard questionnaires, structural equation modeling technique with partial least squares approach was used to evaluate the relationships between variables, and in general, all data analysis was done through SPSS and PLS software.

The results of the research hypotheses indicate the positive and significant effect of cultural diversity on cultural intelligence, as well as the impact of cultural diversity and cultural intelligence on innovative work behavior. Also, the mediating role of cultural intelligence in relation to cultural diversity and innovative work behavior was confirmed. In addition, the moderating role of cultural intelligence in relation to cultural diversity and psychological adaptation was confirmed.

The purpose of this research was to investigate the relationship between cultural intelligence and spiritual intelligence with the level of entrepreneurship of teachers of the literacy movement. The method of this research was descriptive-correlation. The statistical population of this research is the statistical population of all the teachers of the Literacy Movement of Marivan city in the academic year of 2001-2014, numbering about 290 people. A statistical sample of 200 teachers was selected based on random sampling and Cochran's formula. The tools used in this research are the cultural intelligence questionnaire of Ang et al. (2007), the spiritual intelligence of Abdulzadeh (2018) and the entrepreneurial behavior in the resident organization (2019). Findings using the method of Pearson's correlation coefficient and multiple regression showed that there is a positive and significant relationship between cultural intelligence and the level of entrepreneurship of teachers of the literacy movement (p=0.032 and r=0.41). There is a positive and significant relationship between spiritual intelligence and the level of entrepreneurship of teachers of the literacy movement (p=0.0001 and r=0.63). The variables of spiritual intelligence and cultural intelligence respectively predict teachers' entrepreneurship.

In this research, the impact of cultural intelligence on the intention to visit the destination was investigated, considering the mediating role of attitude towards the destination. This research is applied in terms of purpose and descriptive survey. The statistical population of this research was made up of all the tourists visiting Yazd city, based on Cochran's formula, 385 people were selected as a sample. A standard questionnaire was used to collect information in this research, and its validity and reliability were confirmed. In this research, partial least squares method and smartPLS software were used for data analysis. The results of this research showed that cultural intelligence has a positive and significant effect on the intention to visit the destination. Also, the attitude towards the destination mediates this relationship.

Emotional intelligence skills play a vital role in employee success; Because, according to researchers, 20% of each person's success depends on IQ and 80% on emotional intelligence. On the other hand, the creative productivity of employees is essential for the effectiveness of the whole system in the service sector. This study investigates the effect of emotional intelligence on employees' creative productivity through the mediating role of environmental uncertainty and the moderating role of cultural intelligence. The population of the study population (staff of 5-star hotels in Mashhad) was estimated at 330 people, according to the Cochran's formula, 181 people were selected as a sample. A closed questionnaire with a Likert scale of 5 was distributed with 220 items, of which 181 questionnaires were analyzed and 29 questionnaires were returned. The research variables were tested using the data obtained through a questionnaire, the reliability of which was confirmed by Cronbach's alpha method and their combined reliability and validity were confirmed by experts. The role of mediator and moderator variables was investigated using PLS software and structural equations. The results show that emotional intelligence has a positive and significant effect on creative productivity in 5-star hotels in Mashhad. Emotional intelligence has a positive and significant effect on environmental uncertainty in 5-star hotels in Mashhad. Environmental uncertainty has a positive and significant effect on creative productivity in 5-star hotels in Mashhad. Environmental uncertainty mediates the effect of emotional intelligence on creative productivity in 5-star hotels in Mashhad, and cultural intelligence does not moderate the effect of emotional intelligence on creative productivity in 5-star hotels in Mashhad.

This article examines the relationship between general and specific human capital and their impacts on international performance, with the mediating role of opportunity beliefs and cultural intelligence. This study assumes that opportunity beliefs are an important factor in promoting international new ventures, and evaluates the concepts related to the qualitative characteristics of employees as human capital in the form of general and specific human capital, as well as considering the level of cultural intelligence of employees in firms.

Using 144 samples from international firms and Partial Least Squares Structural Equation Modeling (PLS-SEM), the research hypotheses were investigated.

It was found that the mediating relationship of cultural intelligence as well as opportunity beliefs between human capital and international performance were confirmed. Therefore, international firms should focus on their human capital and clarify and enhance the cultural intelligence of employees. This is because this study showed that human capital has a positive effect on cultural intelligence, and investigating other mechanisms that measure the role of cultural intelligence can be considered in future research.

For the first time, this study focuses on the relationship between general human capital, specific human capital, cultural intelligence, opportunity beliefs, and international performance. The results indicate that the skills, abilities, attitudes, and beliefs of employees are critical factors in their success in diverse cultural environments. The positive correlation between human capital and opportunity beliefs emphasizes the importance of investing in employee skills and training to increase their readiness to pursue global market opportunities. Additionally, the relationship between cultural intelligence and opportunity beliefs shows that cultural intelligence can play a significant interactive role in employees' preparedness to pursue global opportunities. Future research should further investigate these findings and examine the role of other intermediaries in behavioral domains.

The purpose of this research is to investigate the effect of cultural intelligence on employee job satisfaction, with the mediating role of organizational citizenship behavior in the South Aluminum Industries Complex. This research is in the category of quantitative-survey research, and the required data has been collected using a questionnaire. The statistical population of the study includes all the employees of the South Aluminum Industries Complex (SALCO) in the number of 2300 people, using stratified random sampling method, 340 people were investigated as a statistical sample. In order to analyze the research data, structural equation modeling methods and Smart PLS software were used. The results show that cultural intelligence significantly affects the job satisfaction of employees of the South Aluminum Industries Complex. Also, organizational citizenship behavior has a significant effect on job satisfaction. In addition, organizational citizenship behavior as a mediating variable significantly affects the relationship between cultural intelligence and the job satisfaction of employees of South Aluminum Industries Complex.

New theories about human intelligence have mentioned different types of intelligence, although some types have a weak or moderate correlation with each other, but some types should also be considered uncorrelated or independent from each other. In this, we can mention different types of intelligence including social intelligence, cultural intelligence, emotional or emotional intelligence, physical intelligence, musical intelligence and linguistic intelligence. The purpose of this article is to investigate the relationship between social capital and cultural intelligence and organizational intelligence of employees in the General Directorate of Kerman Medical Services Insurance. The statistical population of this research is all the employees and managers of the General Department of Kerman Medical Services Insurance, whose number is 300. In order to measure these variables, questionnaires of social capital, cultural intelligence and organizational intelligence of employees were used. The results of this research have shown that there is a relationship between social capital and all its dimensions with the cultural intelligence of employees, and there is also a relationship between social capital and all its dimensions with the organizational intelligence of employees.

Today, with the increasing speed, complexity, and extent of environmental changes, we are witnessing a continuing decline in the accuracy of traditional forecasts in the organization. Since people interact with each other and different organizations in a completely dynamic and culturally diverse environment, a deep understanding of possible futures can lead to greater productivity. This research has been compiled with the aim of studying the future of cultural intelligence with a scenario-building approach. The research method is qualitative research and is in accordance with the quasi-numerical or judgmental approach in the field of futures research methods. In addition to articles, the assessment tool was the compilation of questionnaires in two stages using the Delphi technique. In this Delphi panel study, 17 experts in the field of communication and organizational behavior were selected by researchers. For structural analysis, the matrix method of cross-sectional analysis coefficients using Mick Mac software has been used. The findings showed that cultural, environmental, educational, and media factors have the greatest impact on cultural intelligence, based on which four scenarios called cultural intelligence, the cradle of cultural empathy, cultural intelligence free of prejudice (free-thinking), cultural intelligence Underlying Cultural Shock and Cultural Intelligence is written unrealistic media representation feedback. Predicting the future of cultural intelligence can reduce communication barriers between different cultures and give people the power to manage culture.

The purpose of this study was to investigate the role of communication competence in the cultural intelligence of Tehran province Agricultural Bank managers. The study was applied in terms of purpose and mixed-methods in terms of data collection and analysis. Thematic analysis and structural equation modeling were used in the qualitative and quantitative phases, respectively. In the thematic analysis phase, 15 participants were interviewed who had been selected through snowball sampling. The dependability of the interviews was 77 percent in interviewee reviews, and test-retest reliability was 75. In the quantitative phase, a researcher-made questionnaire was distributed among 200 managers and high-ranking officials of Tehran province Agricultural Banks who had been selected through systematic random sampling. The content validity of the questionnaire was found to be 89%, while Cronbach’s alpha showed 82 percent of internal reliability. The results revealed that in order to put their communication competence into practice, managers paid special attention to individual factors such as communication skills, optimism, and respecting addressees’ values as well as organizational factors such as support from top managers, organizational capacity, organizational culture, and organizational structure. In order to put into practice their cultural intelligence, managers should pay attention to motivational factors such as the ability to interact with different cultures and behavioral factors such as behavioral intelligence. Finally, structural equation modeling showed that the communication competence of managers has a positive effect on their cultural intelligence.

Undoubtedly, in the current dynamic environment of organizations, the role of ethical leaders in organizational change is crucial. The purpose of this study is to determine the effect of ethical leadership on organizational change through the mediating role of political and cultural intelligence. The population includes all the managers and employees of Meshgin Shahr municipality in Iran with 517 persons. According to Morgan table, 220 persons of them were surveyed using convenience sampling method. Data were collected using standard questionnaires of ethical leadership of Kalshoven et al. (2011); organizational change of Mill (2003), political intelligence of Ferris et al. (2005) and cultural intelligence of Ang et al. (2007). Structural equation modeling and Lisrel8 software were also used to analyze the data. Findings showed that ethical leadership has a significant effect on organizational change and cultural intelligence, but this effect on political intelligence is not confirmed. The significant effect of cultural intelligence on organizational change is confirmed. Political intelligence has no significant effect on organizational change. Cultural intelligence has a mediating role in the relationship between ethical leadership and organizational change. Finally, the mediating role of political intelligence in the relationship between ethical leadership and organizational change is not confirmed.

In organizations today, employees are expected to be involved and creative in their work and to show initiative. Achieving such a situation requires organizations to create conditions in the workplace where there are sufficient sources of motivation and energy. These motivational resources are considered as job resources. The main purpose of this study was to determine the effect of job resources and cultural intelligence on meeting basic job needs, work involvement and job performance of Karafarin Bank employees. Therefore, in this study, the effect of established factors on the job performance of Karafarin Bank employees, including job resources and cultural intelligence on basic job needs, work conflict and job performance of Karafarin Bank employees has been investigated. The present research is applied in terms of purpose, in terms of data collection is descriptive (non-experimental) research and field studies. . Data were collected using a questionnaire. In this study, in order to analyze the data, the structural equation modeling method was used to investigate the significance of the assumed effect of the variables on each other. work conflict has the highest positive and significant effect on task performance and also cultural intelligence has the lowest positive and significant effect on work conflict.

The purpose of this study was to develop a communication model of emotional and cultural intelligence and organizational commitment of secondary school teachers in Kermanshah. The present study was a correlational study. The statistical population of the study included all secondary school teachers in Kermanshah. Sampling was done by simple random method. The sample size includes 270 teachers. Data collection tools also included the Allen and Mir Organizational Commitment Questionnaire (1944), Bar-On (2000) Emotional Intelligence Questionnaire, and Ang et al. (2004) Cultural Intelligence, which assessed the validity and reliability of the researcher's involvement and possession. Cronbach's alpha and test halving methods for emotional intelligence, cultural intelligence and organizational commitment were calculated to be 92% and 82%, 0.81 and 0.86, 86% and 82%, respectively, all of which were higher than 0.7. The reliability of the questionnaire was appropriate. In order to analyze the data, correlation coefficient and regression analysis methods were used. The results showed that there is a relationship between cultural intelligence and emotional intelligence with organizational commitment of teachers and meaningful relationships. There is a relationship between the dimensions of emotional intelligence and organizational commitment. There is a significant relationship between the dimensions of cultural intelligence and organizational commitment of managers. Dimensions Emotional intelligence and dimensions of cultural intelligence.

Psychological factors have become one of the most important factors in organizations and achieving success and better performance. Employees who have the ability to deal with various issues in the organization and their work environment and increase their decision-making power, will certainly be effective in the performance of the organization. The purpose of this study was to investigate the effect of emotional intelligence on the creative performance of employees considering the role of environmental uncertainty and cultural intelligence. This study is categorized as a descriptive and correlational research and applied in the nature. The library and field study were used to collect data through the questionnaire. According to the research purpose and the subject, this research includes a sample of managers and employees of Urmia veterinary organization with number of 270. The proposed model and the data obtained from the questionnaire were analyzed through SMART PLS software. Finally, the results showed that emotional intelligence and environmental uncertainty have a significant effect on creative performance. Also, the effect of emotional intelligence on environmental uncertainty is significant. Also, the results of this study showed that cultural intelligence moderates the relationship between emotional intelligence and creative performance.

Extended Abstract

Cultural intelligence defines the ability of an individual to succeed in diverse tasks and cultural settings (institutional, ethnic, national, and international). In this regard, this factor is considered an obstacle to the prevention of cultural contradictions. This study investigates the relationship of cultural intelligence with the perceived value of sustainable tourism in foreign tourists entering Yazd.
 

 The present study is descriptive- correlation concerning the purpose, and according to the data collection method. The study population consisted of all foreign tourists coming to Yazd in April and November 2018 that 260 people were selected as a sample (138 males and 122 females) using the non-probabilistic sampling method. Two questionnaires of cultural intelligence and the perceived value of sustainable tourism have been used to collect data. Cultural intelligence questionnaire consists of 11 items and cognitive, metacognitive, motivational, and behavioural subscales; and perceived value of sustainable tourism questionnaire consists of 19 items and performance, emotional, and epistemic subscales which both questionnaires are graded with a 5-point Likert scale from strongly disagree (1) to strongly agree (5). The total number of questionnaires distributed in this study was 270, of which 260 were usable after the questionnaires were collected and reviewed by the researchers. In order to measure reliability, a prototype consisted of 30 pre-test questionnaires, and then using the data obtained from the questionnaire, the reliability coefficient was calculated by Cronbach's alpha test, which for the variables (0.858) for cultural intelligence and (0.873) was obtained for the perceived value of sustainable tourism. These numbers indicate that the questionnaires are reliable and, in other words, have the necessary reliability.
 

The findings indicate that cognitive cultural intelligence on the perceived functional value of sustainable tourism (γ 11= 0.81, t= 6.19, p< 0.05); cognitive cultural intelligence on the perceived emotional value of sustainable tourism (γ 12= 0.95, t= 6.24, p< 0.05); and cognitive cultural intelligence on the perceived epistemic value of sustainable tourism (γ 13= 0.70, t= 6.39, p< 0.05) have a positive and significant effect. This finding means that cultural cognitive intelligence has a greater effect on perceived emotional value than perceived functional and epistemic value, and can affect their perceived value, which can affect the development of sustainable tourism. Metacognitive cultural intelligence on the perceived functional value of sustainable tourism (γ 11= 0.78, t= 6.35, p< 0.05); metacognitive cultural intelligence on the perceived emotional value of sustainable tourism (γ 12= 0.87, t= 6.12, p< 0.05); and cultural metacognitive intelligence on the perceived epistemic value of sustainable tourism (γ 13= 0.70, t= 6.39, p< 0.05), have a positive and significant effect. This finding means that metacognitive cultural intelligence has a greater effect on perceived emotional value than perceived functional and epistemic value. The metacognitive intelligence of tourists from the visited area can affect their perceived value, which can affect the development of sustainable tourism. Motivational cultural intelligence on the perceived functional value of sustainable tourism (γ 11= 0.89, t= 7.21, p< 0.05); motivational cultural intelligence on the perceived emotional value of sustainable tourism (γ 12= 0.81, t =5.85, p< 0.05); and motivational cultural intelligence on the perceived epistemic value of sustainable tourism (γ 13= 0.66, t= 6.90, p< 0.05) have a positive and significant effect. This finding means that motivational cultural intelligence has a greater effect on perceived emotional value than perceived functional and epistemic value and can affect their perceived value, which can affect the development of sustainable tourism. Behavioural cultural intelligence on the perceived functional value of sustainable tourism (γ 11= 0.95, t= 7.28, p< 0.05); behavioural cultural intelligence on the perceived emotional value of sustainable tourism (γ 12= 0.81, t= 6.02, p< 0.05); and behavioural cultural intelligence on the perceived epistemic value of sustainable tourism (γ 13= 0.71, t= 6/83, p< 0.05) have a positive and significant effect. This finding means that behavioural cultural intelligence has a greater effect on perceived emotional value than perceived functional and epistemic value and can affect their perceived value, which can affect the development of sustainable tourism. The results of the sub-findings also show that the highest level of cultural intelligence belongs to American tourists (M= 3.88), and the lowest level of cultural intelligence belongs to Asian tourists (M= 3.49).
 

 Findings showed that motivational and behavioural metacognitive intelligence directly and significantly affect the perceived value of cognitive and emotional function. Also, their effect on the emotional dimension of perceived value is greater than the functional and epistemological dimensions. The sub-findings of the study also showed that among the classification of tourists in the study sample (European, Asian, American, and Australian Oceanic), American tourists have the highest cultural intelligence and Asian tourists have the lowest level of cultural intelligence. What results from the study of the hypotheses is that familiarity with the culture, customs, taboos and political, and economic rules of the destination country. And even the origin of other tourists, has facilitated communication with other tourists and residents, and subsequently, the pleasure of interaction, socialization in a foreign culture and satisfaction with this, according to the results of the present study, is directly related to the emotional dimension of perceived value, which ultimately has a positive effect on tourism destination and finally, intercultural communication between the host community and tourists makes a satisfying trip for tourists. In general, the study of the effect of variables such as cultural intelligence in all its dimensions on the perceived value variable and increase the satisfaction of foreign tourists and confirmation of this direct and significant effect by statistical results, is a practical and new finding, which can be very effective in the development of peaceful and sustainable tourism in Iran with foreign countries and reduce the context of cultural conflicts.