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(Cooke et al., 2013, Joy et al., 2018), the following five types
of selection and appraisal criteria for immigrant workers are
identified: (1) human capital, (2) language proficiency, (3) cul-
tural capital, (4) social capital, and (5) competencies.

Conclusion.

The results above highlight several recommendations for con-
sideration. First, it is important to strengthen the management
of cultural diversity in organizations. The diversity of organiza-
tional culture is an important intangible resource of an enter-
prise, and has a profound impact on knowledge management
and sustainable innovation. However, organizational cultu-
re diversity is a double-edged sword. Some managers hold
that diversity brings innovation and high performance (Avery,
2020; Gardner, 1983), and maximize cultural diversity in ma-
nagement practices (such as human resource recruitment).
Some studies have shown that cultural diversity can lead to
discrimination, conflicts, and differences, and eventually may
become a cultural barrier to sustainable development of or-
ganizations, therefore, consistency of organizational culture
should be advocated in management practice.
This study argues that it is more meaningful to discuss
how to do a good job in managing cultural diversity, rather than
arguing about the pros and cons of cultural diversity. Therefo-
re, this paper discusses the influence of individual cross-cul-
tural management ability (CQ) on sustainable innovation be-
haviors, and calls on managers to strengthen cross-cultural
management. More and less recent studies argue that the
organizational culture of some small and medium-sized enter-
prises is somewhat spontaneous and fuzzy, and some of the
newest generation of employees are personalized (Warner,
Zhu, 2018; Sternbreg, 1986). This can lead to more cultural
diversity within the organization. However, the lack of mana-
gement of cultural diversity in the enterprise has formed cultu-
ral barriers, affecting employee innovation and development.

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