Journal ArticleDOI
Emotional intelligence, management of subordinate’s emotions, and leadership effectiveness
TLDR
In this paper, the authors address two of the major questions in the relationship between emotional intelligence and leadership effectiveness: does EI conceptualized and assessed as an ability influence leadership effectiveness when controlling for cognitive intelligence and Big Five personality traits? And, what are mediating processes in this relationship?Abstract:
The purpose of this paper is to address two of the major questions in the relationship between emotional intelligence (EI) and leadership effectiveness: does EI conceptualized and assessed as an ability influence leadership effectiveness when controlling for cognitive intelligence and Big Five personality traits? And, what are mediating processes in this relationship?,Ability test data for EI for 84 leaders in an assessment center were used to predict unobtrusive observations of leader responses to subordinate’s emotions in a role play, and expert ratings of leadership effectiveness, controlling for cognitive ability and Big Five personality traits.,EI predicted the appropriateness of leader responses to subordinate’s emotions, and these responses mediated the relationships of EI and leadership effectiveness, controlling for cognitive ability and Big Five personality traits.,The assessment center context represents a relatively artificial environment and follow-up research in field settings would be particularly valuable.,EI can be assessed as a selection tool for leadership positions. Leadership development programs can also focus on developing the skills associated with EI.,The study provides stronger evidence for the relationship between EI and leadership effectiveness than previous research, bolstering the confidence in conclusions regarding this relationship. The study also contributes to the development of process models of the influence of EI on leadership effectiveness by providing evidence regarding mediation.read more
Citations
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The effect of knowledge management, e-learning systems and organizational learning on organizational intelligence
TL;DR: Findings from the study verify the validity of the design for an organizational intelligence assessment and show that the influence of knowledge management and organizational learning on organizational intelligence is important.
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Paternalistic Leadership and Employee Organizational Attitudes: The Role of Positive/Negative Affectivity:
Ela Ünler,Bülent Kiliç +1 more
TL;DR: In this article, the authors examine the relationship between paternalistic leadership and organizational attitudes, namely, job satisfaction and organizational commitment, and examine the effect of such leadership on organizational commitment.
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Employees versus implementing controlling to the business practice
TL;DR: In this article, the authors identify the key psychological factors, emotions and barriers which affect employees during implementing controlling into the business practice and propose a support tool for company owners and managers to eliminate negative emotions and evoke positive emotions in employees during the process of implementing and enforcement of controlling into enterprise, ensuring that controlling is fully functional and accepted by all internal stakeholders.
Exploring team cohesion and engagement in long-term care teams
TL;DR: In this article, the Delta View project utilized an action research engagement approach to inquire about cohesion and engagement in cross-functional teams of front-line staff in one long-term care organization.
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Recovery emotions on perceived justice
TL;DR: In this article, the effect of pre-recovery emotions and post-covery in services was examined using a questionnaire distributed to 216 respondents who have used the services retail market and experienced a service failure followed by a recovery service.
References
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The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
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TL;DR: In this paper, the authors summarized the practical and theoretical implications of 85 years of research in personnel selection and concluded that the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job related learning (such as amount of learning in training and development programs), and other criteria.
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