Cultural Intelligence and Employee Well-Being at Intercultural Environment; Intergovernmental and Nongovernmental Organizations (NGO & IGO) context.

The aim of this study is to explore relationship between Cultural intelligence CQ and Employee well-being, using cultural intelligence and employee well-being questionnarie.The research survey sampling to target is Intergovernmental and Nongovernmental organizations‟ (NGO & IGO) employees and expatries that operating in Gaziantep,Turkey.These kind of organizations has providing social,economic,logistics development for both public and private business sector even in developed country,also emergency natural disaster and humanatarian aid around the globe.That is obvious we can not ignore that contributions of their international and national staff experience from different nationalities.Main outcome of our researche, there is a significant positive correlation between motivational CQ and employee well-beign. You can find details on the results of research.


INTRODUCTION
Borders are almost obsolete in today's global world situation.Many people are going to work abroad and they are willing to interact different culture. Basicially we can say culture is be formed in many years that in a society lifestyle includings beliefs, language,unwritten law etc. Competitive conditions in the world is forcing that people have gone for work in other countries.Thats why we did this study in Cultural intelligence contex.The reason of the work done in Gaziantep close to Syria border so many NGO and UN agencies are operating in Gaziantep,Turkey based on current situation in Syria and armed conflict in it.

PREVIEW OF NGO & IGO
Non-governmental organizationsare non-profit organizations, which are they organized on a local, national or international level. Some of them are organized for specific context, such as human rights,economic development, environment or health (ngo.org).Fallowing the breifly six of NGO roles can be identified as important(gdrc.org). The number of NGO is expressed in today millions two million in the United States, more than one million registered NGO in India (mfa.gov.tr). Intergovernmental organizations are supranational organizations, that have only states as member like European Union (Berg,M;.Turkey is also member of some IGO organization such as; United Nations,International Monetary Fund,World Bank.Briefly and generally NGO "s are normally getting their funds from IGO and,or other states.

CULTURAL INTELLIGENCE ( CQ )
Intelligence as term contains variety of wide-range definitions and type of intelligence such as ; cultural intelligence,emotional intelligence,artificial intelligenceSome aspects of intelligence definitions are listed below (Legg & M.Hutter:2007).

Artificial Intelligence researchers definitions;
 "Intelligence measures an agent"s ability to achieve goals in a wide range of environments." S. Legg and M. Hutter  "Intelligence is the ability to use optimally limited resourcesincluding timeto achieve goals." R.
Kurzweil  "Intelligence is the ability for an information processing system to adapt to its environment with insufficient knowledge and resources." P. Wang   Schematically veiw four dimension of CQ on figure 1.Ang and Dyne draw the nomological network and they explained CQ relationship between personal characteristics.CQ is not specific,private or personal for one culture,thus there are widerange of personality in particular culture and every culture is uniqe in their own athmosphere (Ang&Dyne:2008).

EMPLOYEE WELL-BEING
In the world, modern technology and intense competition are overwhelming and affecting both employee and emplooyers.I want to focus on more employee aspect,because if employeer can motivate and satisfide to employee consequently employeer might minimize the risk which is based on employee performance and cultural awareness.Based on ranking business magazines (e.g.Fortune,Forbes, Business insider) best companies for work in the world, mostly manufacturing and technology companies.These companies are also multinational companies that competing around the globe.

Employee Well-Beings;Definitions & Conceptions and Measurement;
According to Oxfor English Ditionary the term of well-being come to English from French be 'be-an etra' means "goodbeing".Base on definitons of OED (revised 2nd.edition on 2005 On other hand it is obvious cultural differanties is effecting to emplooyee well-being aspects of working hours and conditions,traditions,habits,norms,values, e.g. so these conditions are may vary across the cultures. Base on Ang and Dyne explaniation that CQ is not specific for one culture or personality and as we discussed and reviewed employee wellbeing that is not specific for only one dimension and one culture.Thus we can make a propositions that does cultural intelligence has directly positive effect on employee well-being.
H1.Behavioral CQ has significantly positive affect on employee well-being.
H2.Motivational CQ has significantly positive affect on employee well-being.
H3.Cognative CQ has significantly positive affect on employee well-being.
H4.Metacognative CQ has significantly positive affect on employee well-being.
H5.CQ significant positive effects on employee well-being.
In terms of cultural aspects, CQ affects employability, while well-being also affects employability psychologically. There is no direct study or researche has evaluated this CQ and EWB.Most recent research was done by Shan-Hua Chen (2015) from Taiwan wich is ralated our researche.The researche topic was Cultural intelligence,Psychological wellbeing,Employability of Taiwan"s Indigenous college students and three finding was; There is no direct study has been employed this topic, not to mention the intensity of the interraleted of CQ and employee well-being. To support the related research, this study defines the effects of CQ and psychological well-being on employability, with a focus on local college students. The article intentions to explore whether CQ positively affectscollege students" psychological well-being.

Data collection
In this researche we used questionnarie survey form based on two scale as mentioned above CQ and EW.Survey form designed in two section ; first section is for demographic information and second section for survey questions, according to 7-item likert scale.The study population is employee of the Intergovernmental and Non-Governmental organizations which is operation in Gaziantep provience in Turkey.Survey forms hard copies are distributed to offices and collected by on appointment.Some of the survey forms soft copies sent by e-mail for abroad staffs which are working home base or short term travel on duty and responded same way.Total responded was 128 and 11 of the survey forms removed beacause of missing important data or incompletion.Total analyzed survey forms was 117.

Measurement
In our study, we benefit from these two scales cultural intelligence and employee-wellbeing.

Analysis and Results
Research  The sample size is adequate for factor analysis.Data comes from a multivariate normal distribution and is suitable for factor analysis.The question number LWB_26 is removed because of low factor loading. Normality of the variables test result was assessed by examining the skewness and kurtosis -1+1 so all data were normall distributed (Gürbüz S.Şahin F,2014).
On step four ,reliability of variables analyzed and the analysis results are presented in Table 3.  I S S N 2 2 7 8 -5 6 1 2 V o l u m e 1 1 N u m b e r 3 I n t e r n a t i o n a l J o u r n a l o f M a n a g e m e n t a n d I The correlation analysis performed on the third stage variables and analysis results are presented in Table4 . Sig.
There are positive and significant relationships between the CQ and EWB dimensions as shown in the table.Except ; BEHV and PWB,BEHV and WWB,BEHV and MC.Regression analayse results indicates there are direct relevant implications between dependent and undependent variables..CQ motivation dimensions" significant value =Sig.000,.So regression model was statistically significant.Thus employee well-being can be explained by the CQ dimension of motivation statistically.
In the next step with the aim to test the effect on the dependent variable argument multiple regression analysis was performed and results are given in Table 5.   Final step is determination of CQ interaction on employee wellbeing and result indicated ont Table 9. In this study we tried to show that is there significant affect on employee well-being by cultural intelligence perspective.Based on analayse results that the most important evidence is CQ to significantly positive affect on employee well-being ( β,513 ) .so H5 is supported based on analyse result that indicated on Table 9. I S S N 2 2 7 8 -5 6 1 2 V o l u m e 1 1 N u m b e r 3 I n t e r n a t i o n a l J o u r n a l o f M a n a g e m e n t a n d I All dimension of employee well-beings (WWB,LWB,PWB) has direct significant affect on motivational CQ thus H2 is supported.Motivation has been affect high level of cultural intelligence in positively (Aslan,S.Ö;2015). But analyse results indicated that H1,H3 and H4 was not supported.

DISCUSSION
There are limitations to this study, as in many other studies.In this study, investigating the relationship between cultural intelligence and employee well being, it was aimed to contribute to human resources and management departments of intergovernmental and nongovernmental(IGO&NGO) organizations"management.We can make suggestion to these kind of organizations.While they are making job interwiev they has to be focused on candidate motivational cultural intelligence.For this purpose they must design and prepare the interview quesitons based on motivation dimension of CQ.Going one step further recommend to top management for hiring department managers of supervisors they might check candidate motivational CQ.Motivational CQ refers,individuals to interact with people from different cultures and something about intercultural situations is related to the willingness to learn(İ,M,B Çetin;2014). If they pay attention to this MCQ factor the staff in a multicultural environment would be a better fit to organization goals.For further studies we recommend to researchers to do in same contexts for African base intergovernmental and nongovernmental organizations for discovering is that will become same results or not.Detailed in cultural intelligence and well-being content in IGO and NGO field and is almost no comprehensive studies,based on this context, it is thought that an important contribution to the literature.