| Abstract [eng] |
The paper consists of 81 pages, 20 tables, 7 figures, and 138 scientific references. The aim of the study is to determine whether work-related stress and work engagement influence the relationship between immigrants’ cultural adaptation and organizational commitment. The paper is divided into three main parts: a review of scientific literature, the methodology of the empirical study, and an analysis of the study results, including discussion, conclusions, and recommendations. The literature review examines aspects of cultural adaptation, work-related stress, work engagement and organizational commitment. It delves into the conceptualization of intercultural adaptation, the process of cultural adaptation and the role of cultural intelligence in navigating intercultural differences. It also analyzes the importance of work engagement, its classifications, and factors influencing motivation and outcomes. The analysis of work-related stress highlights its causes, impact on psychological well-being and organizational performance and coping strategies. Intercultural stressors and their management approaches are explored. The section on organizational commitment identifies its forms and significance. The literature review concludes by integrating the interrelations among these phenomena, based on previous empirical research findings and academic discussions, revealing their impact on organizational performance and employee well-being. A quantitative study was conducted, using a questionnaire composed of five constructs. The study involved 351 respondents. Data analysis employed various statistical tools: SPSS was used for comparing construct means and assessing data normality, while SmartPLS was applied to evaluate construct reliability, validity, model fit and structural equation modeling. Relationships between cultural intelligence and organizational commitment dimensions were identified, mediated by work-related stress and work engagement. The primary goal of the study was to assess the relationships between immigrants’ cultural intelligence and organizational commitment dimensions, considering the mediating effects of work-related stress and work engagement. The findings revealed that cultural intelligence significantly impacts emotional, continuance, and normative organizational commitments. Employees with high cultural intelligence adapt better to cultural diversity, feel a stronger emotional connection to the organization, perceive continuous benefits and experience a moral responsibility to achieve organizational goals. The study also showed that work-related stress serves as a mediating factor, reducing the impact of cultural intelligence on organizational commitment dimensions. Work engagement emerged as a significant mediating factor, enhancing the effect of cultural intelligence by promoting employee motivation and understanding of organizational cultural values. Mediation analysis indicated that work-related stress and work engagement form a mediating chain, where work engagement compensates for the effects of stress, thereby strengthening employees’ commitment to the organization. Considering the importance of cultural intelligence, work-related stress, and work engagement in organizational commitment, these aspects should be further examined in future research to deepen the understanding of their interconnections. Such analyses would benefit not only the academic community but also provide practical value for organizations. Managers could use these insights as a basis for strategies aimed at enhancing immigrant employees’ cultural adaptation, reducing work-related stress and fostering their engagement and commitment to the organization. |
