Inclusion is an important consideration for international firms to fully realize their strategic human resources, yet there is limited research on how international business competencies relate to perceived inclusion. This study proposes and tests a social identity-based framework about how cultural intelligence relates to perceived inclusion through the mediating effects of synchrony preference and perceived workgroup similarity (in work styles and cultures/ethnicities). Support was found for this model based on data from a three-wave time-lagged study of working professionals. These findings offer theoretical contributions to several literatures and provide international organizations with practical knowledge about perceived inclusion in diverse workgroups.

包容性是国际企业充分实现其战略人力资源的一个重要考虑因素，但关于国际商业能力与感知包容性之间的关系的研究有限。本研究提出并测试了一个基于社会身份的框架，该框架涉及文化智力如何通过同步偏好和感知工作组相似性（工作风格和文化/种族）的中介效应与感知包容性相关。该模型的支持基于针对职业人士的三波时滞研究的数据。这些发现为一些文献提供了理论贡献，并为国际组织提供了关于不同工作组中感知包容性的实践知识。