Authors: Sheeja Selestine, Dr. Vishal Vinayak
Abstract: Purpose – The healthcare sector in United Arab Emirates (UAE) puts together one of the world's most culturally diverse clinical workforces with very quick digital transformation. This study explores and learns how cultural intelligence (CQ) and human resource (HR) practices moulds healthcare professional’s technological adaptation (TA) and, with the help of it, their job performance (JP). Design/methodology/approach – Among 400 nurses, doctors and allied health professionals who work in Dubai and Abu Dhabi, a cross-sectional survey was conducted, they were selected through proportionate and stratified sampling. HR practices (18 items), job performance (12 items), technological adaptation grounded in UTAUT (16 items), and Validated scales for CQ (20 items) were used. Data were analysed using regression and partial least squares structural equation modelling (PLS-SEM) with 5,000 bootstrap resamples. This was followed by mediation and multi-group analysis. Findings – CQ (β = 0.345) and HR practices (β = 0.259) predicted technological adaptation, which was the strongest predictor of job performance (β = 0.457). Technological adaptation mediated the effects of both CQ (indirect effect = 0.158) and HR practices (indirect effect = 0.118) on performance. Wholly, the model explained 24.0% of the variance in TA and 36.8% in JP, and the structural relationships were invariant across the two Emirates. Originality/value – The study merges cultural intelligence theory, the ability–motivation–opportunity (AMO) view of HRM and the Unified Theory of Acceptance and Use of Technology (UTAUT) in a single model, positioning technological adaptation as the mechanism through which individual cultural capabilities and organisational HR systems translate into clinical performance in a multicultural setting.
DOI: https://zenodo.org/records/22958819
