Job transfers within the country can lead to adjustment issues, similar to what expatriates face, especially in the case of highly diverse countries, where a host of sub-cultures exist with distinct cultural practices within a single national culture. Intra-national variations in terms of language, ethnicity, food, clothing, economic development, geographic regions or urban-rural differences can be as significant as cross-cultural differences and cause barriers to social integration. Thus, it becomes important to equip employees with cross-cultural capabilities when they are deployed to a culturally distinct part of the country. The purpose of this study is to investigate the role of cultural intelligence (CQ) as a critical capability that can enable the cross-cultural adjustment (CCA) of employees in a domestic context. Participants of this study consisted of employees from the information technology sector of India, who were transferred to a different state within the country in the past 1-month. They were further categorized into those working in culturally homogenous versus heterogeneous environments. Data were gathered using a structured questionnaire. The hypotheses under study were tested using structural equation modeling. The results indicated that CQ enabled the adjustment of employees within the domestic context. Furthermore, the CQ-CCA relationship was found to be positively moderated by intra-national diversity. While the ability of CQ to predict outcomes in cross-cultural scenarios has already been explored in employee mobility literature, this paper addresses the issues of intra-national diversity and domestic adjustment within the CQ framework, and establishes the usefulness of CQ to overcome the challenges put forth by intra-national differences and within-country cultural variations.

该国内部的工作转移可能会导致调整问题，这与外派人员面临的情况类似，尤其是在高度多样化的国家中，那里存在着许多亚文化，而在同一民族文化中却存在着截然不同的文化习俗。国家间在语言，种族，饮食，衣着，经济发展，地理区域或城乡差异方面的差异可能与跨文化差异一样重要，并给社会融合造成障碍。因此，当员工被部署到该国文化上不同的地区时，使其具备跨文化能力就变得很重要。这项研究的目的是调查文化情报（CQ）作为一项关键功能的作用，该能力可以使员工在家庭环境中进行跨文化调整（CCA）。这项研究的参与者包括来自印度信息技术领域的员工，这些员工在过去的1个月内被转移到该国的其他州。他们被进一步分类为在文化同质和异质环境中工作的人。使用结构化问卷收集数据。使用结构方程模型对所研究的假设进行了检验。结果表明，CQ能够在国内范围内调整员工。此外，发现CQ-CCA关系受到国家内部多样性的积极影响。虽然在员工流动性文献中已经探讨了CQ预测跨文化情景中的结果的能力，但本文还是探讨了CQ框架内的国家内部多样性和国内调整问题，