Emotional and social intelligence competencies: cross cultural implications

The Effect of Secondary Education Teachers' Metacognitive Knowledge and Professional Development on Their Tacit Knowledge Strategies

The present study investigated the pattern of relations among the tacit knowledge of high school teachers, their professional development, and their metacognitive knowledge concerning their teaching practices. Two hundred and seventy-nine secondary school teachers of both sexes, between the ages of 30 and 59 years, with teaching experience of between 1 and 19 years, participated in the study. Teachers' tacit knowledge was evaluated through the hypothetical scenarios of the Tacit Knowledge Inventory for High School Teachers (TKI-HS), which has been developed for the estimation of teachers' practical strategies. For the evaluation of teachers' metacognitive knowledge and professional development, self-report questionnaires were administered to the participants. Path analysis indicated relationships between teachers' metacognitive knowledge regarding difficulties in classroom management and in the use of modern methods and technologies on the one hand, and the use of certain tacit knowledge strategies on the other. In addition, teachers' professional development, especially their ability to interact in socially heterogeneous groups, was also found to have an effect on their tacit knowledge strategies.

Social networks are shaped by culturally contingent assessments of social competence

Cultural outsiders, like immigrants or international students, often struggle to make friends. We propose that one barrier to social connection is not knowing what it means to be socially competent in the host culture. First-year students at a U.S. business school (N = 1328) completed a social network survey and rated their own social competence and that of several peers. International students were rated by peers as less socially competent than U.S. students, especially if they were from nations more culturally dissimilar to the U.S. International students' self-reported competence ratings were uncorrelated with peers' judgments. Social network analysis revealed international students were less central to their peer networks than U.S. students, although this gap was reduced if peers evaluated them as socially competent. Peer-reported competence mediated the effects of international student status on social network centrality. Since learning local norms takes time, we suggest inclusivity will require host communities to define social competence more broadly.

Effectiveness of the ELLA Training for the Promotion of Emotional and Social Competences in Lithuanian Preschool Children

By developing the emotional and social competences of children of preschool age, one can expect the prevention of emotional and behavioral problems and a better social and academic adaptation. The aim of this study was to evaluate the effectiveness of the ELLA training for the promotion of emotional and social competences in 3-6-year-old children in preschool education institutions in Lithuania. In total, 140 children aged 3-6 years participated in the quasi-experimental study, of which 86 children were assigned to the experimental group and 54 were assigned to the control group. Children of the experimental group were given a modified program-the ELLA training for the promotion of emotional and social competences. Children's emotional and social competences were assessed before and after the program. The EMK 3-6 inventory (germ. Inventar zur Erfassung Emotionaler Kompetenzen bei Drei-bis Sechsjährigen, EMK 3-6) was used to conduct a questionnaire survey of teachers and to carry out an individual assessment performed by psychologists in order to assess the children's competences. The ELLA training significantly improved children's emotional and social competences. Based on the teachers' assessment, the children's self-regulation abilities improved, and based on the children's individual assessment conducted by psychologists, the application of the program resulted in the improvement of the children's primary emotions, secondary emotions, and prosocial behavior competences.

The Emotional Machiavellian: Interactions Between Leaders and Employees

This paper examines the emotional processes in Machiavellian leadership. The leadership literature portrays Machiavellians as 'dark' individuals that engage in unethical actions, causing employee dissatisfaction, distress, emotional exhaustion and high turnover. However, research has seldom questioned the processes behind these unethical and negative outcomes. This study explores Machiavellian emotional processes at multiple levels-within-persons and relational levels (between-persons and interpersonal interactions in organisations). In this study, emotions and leadership are not explored in isolation but as social processes that occur in relationships between leaders and employees in evolving organisational settings. This study draws on 20 participants from four large multi-national construction firms in Sri Lanka. Open-ended semi-structured interviews were conducted to explore the emotions of Machiavellians in organisations. The findings suggest that Machiavellianism influences leader and employee emotional processes. Furthermore, the emotional processes, influenced by Machiavellianism, appear to facilitate the development of leader and employee relationships and emotional experiences at within-persons and relational levels in organisations.

Is the leadership performance of public service executive managers related to their emotional intelligence?

Orientation: Growing evidence indicates a positive relationship between emotional intelligence (EI) and leadership performance. However, in non-Western public service contexts, scholarship on the nature of this bivariate relationship trails behind.Research purpose: Using the behavioural EI model, this study examined the relationships between EI competencies and leadership performance of executive managers in the South African public service.Motivation for the study: A significant bivariate relationship using the behavioural EI model implies empirical significance and practical implications for policy and leadership development in the public service.Research approach/design and method: The multi-rater Emotional and Social Competence Inventory (ESCI) measured EI competencies of 35 executive managers rated by 230 respondents. Multi-source nominations from 371 respondents measured leadership performance. Five study hypotheses were tested using Spearman’s rank correlation coefficients and analysis of variance.Main findings: The results indicated significant positive correlations between leadership performance and all four EI clusters of competencies: self-awareness, self-management, social awareness and relationship management. Of the 12 EI competencies, adaptability, inspirational leadership, emotional self-awareness and positive outlook displayed the strongest correlations. Also, a significant negative relationship between the managers’ competency gap and (self-other agreement) their performance was observed.Practical/managerial implications: The results have implications for management and leadership development and recruitment in the public service.Contribution/value-add: Using the behavioural method, this quantitative study validated the positive relationship between EI and leadership performance in the South African public service.

Experiences That Matter: Unraveling the Link Between Extracurricular Activities and Emotional and Social Competencies

Emotional and social competencies have been shown to be extremely desirable in young people for their successful entry into the labor market. Their development has been studied primarily as a result of formal training in the educational and work domains, whereas relatively little is known about the role played by extracurricular activities in promoting these types of competencies. Non-working personal experiences are often used as proxies to assess the emotional and social competencies of candidates in recruitment and selection phases. However, this inference is not based on clear scientific evidence. Drawing on experiential learning theory, this study investigated empirically the relationship between a range of extracurricular activities (volunteering, cultural activities, experience abroad, sport) and the competency portfolio of graduates. Data were collected from a sample of 324 graduates through a structured survey and a multi-rater assessment of their emotional and social competencies. The results of the Partial Least Square-Path Modeling in general provide support for the positive association between experiential extracurricular activities and emotional and social competencies, although not all relationships are supported. The present study contributes to advance in the understanding of the determinants of emotional and social competencies by examining their relationship with a broad range of extracurricular activities. Moreover, it discusses implications for higher education and human resource management.

Impact of Emotional Intelligence on Organisational Performance: An Analysis in the Malaysian Public Administration

Organisations have shifted from traditional beliefs to the incorporation of agile methods for attaining high levels of performance through its established goals and objectives. Emotional intelligence (EI) is envisaged to contribute to the achievement of higher levels of performance. With the current global economic crisis and the pandemic situation, it has become very critical to achieve higher levels of performance with limited resources. Countries confront challenges by way of attaining a higher level of emotional maturity and realisation in order to sail through the current economic storm. The Administrative and Diplomatic Officers (ADOs) are seen to shoulder a heavy responsibility in materialising this shift. This study analyses the impact of EI on organisational performance (OP) in the Malaysian public sector. A survey instrumentation was distributed to 700 ADOs based in Putrajaya, within five selected ministries, obtaining 375 valid responses. The results attained, analysed using the SMART-PLS method, affirm the significant positive effect of EI on OP, suggesting the need for an increase in the EI of civil servants by including EI indicators and measures in the areas of recruitment, learning and development, workforce planning, succession planning, and organisational development. EI should actively be adopted to increase awareness and maturity, which would thus enable civil servants to embrace the current challenging agile environment.

Historical Migration Patterns Shape Contemporary Cultures of Emotion

Human emotional behavior varies across cultures. Smiling at a passing stranger on the street may seem perfectly normal in one culture and profoundly strange or even suspicious in another. What are the origins of cultural differences in emotional expression, communication, and regulation? We review new evidence in favor of one answer to this question. A socioecological factor, historical heterogeneity—defined as the ancestral diversity of the world’s regions based on human migration patterns over centuries—accounts for important cultural variations in emotional experience and expression. We summarize findings from studies of large global samples that link the migratory history of a country’s population with present-day cultural differences in how overtly and clearly emotions are expressed to others, in the frequency and meaning of smiles, and in associated character traits. New research also extends the analysis to the historical heterogeneity of the United States, and country-level findings are replicated at the level of the states. We suggest that enduring emotional behaviors and traits evolve from the opportunities and challenges posed by the commingling of people of diverse ancestries. We conclude by highlighting the questions and challenges for future research stemming from this approach.

The impact of emotional intelligence on creativity, the mediating role of worker attitudes and the moderating effects of individual success

The objective of this paper is to understand the influence of emotional intelligence on creativity, considering the mediating roles of job resourcefulness, self-motivation and organizational commitment moderated by individual success. The investigation is based on data from 519 questionnaires collected from a sample of Portuguese workers. Structural equation modeling was used with multigroup analysis.The results show a positive influence of emotional intelligence on creativity and other behavioral variables, and individual success appeared to moderate most of the presented relationships. The sample used in this study is not probabilistic, thus the results are difficult to generalize. This investigation identifies several work-related outcomes of emotional intelligence and highlights its importance and raises new ideas for training programs, namely in the field of soft skills. This investigation is innovative in that we analyze the mediating effects of different variables, like job resourcefulness, on emotional intelligence’s relationship with creativity, moderated by individual success.

Emotional intelligence and entrepreneurial intentions: an exploratory meta-analysis

Purpose

The topic of entrepreneurial intention, which refers to a person’s degree of interest in creating a new business venture, has received close scrutiny in the entrepreneurship literature. The empirical results regarding the relation between emotional intelligence (EI) and entrepreneurial intention were nevertheless mixed across studies. Based on fit theory and trait activation theory, the purpose of this paper is to explain the fundamental reason for the mixed findings in the extant literature thus far.

Design/methodology/approach

Random-effects meta-analyses, based on 12 studies (along with 12 effect sizes), were performed to not only investigate the overall relation between EI and entrepreneurial intention but also to examine the moderators (i.e. individualism (vs collectivism), masculinity (vs femininity), power distance, long-term orientation (vs short-term orientation), uncertainty avoidance, and indulgence (vs restraint)) that influence this relation.

Findings

The results of this meta-analysis demonstrated that EI is positively related to entrepreneurial intention; the positive relationship between EI and entrepreneurial intention is stronger in long-term-oriented cultures; and the positive relationship between EI and entrepreneurial intention does not significantly differ based on a culture’s level of collectivism, masculinity, power distance, uncertainty avoidance, and indulgence.

Originality/value

This meta-analysis advances the current understanding of the relation between EI and entrepreneurial intention from cross-cultural perspectives.

Emotional intelligence and authentic leadership: a meta-analysis

Purpose

Authentic leadership is a popular leadership construct that stimulates considerable scholarly interest and has received substantial attention from practitioners. Among different individual difference variables, there has been a growing interest in studying the connection between emotional intelligence (EI) and authentic leadership; nevertheless, most of the existing literature on this relation was atheoretical and the results for this relation were mixed. Thus, the purpose of this paper is to clarify the relation between EI and authentic leadership.

Design/methodology/approach

A meta-analysis was conducted to examine the relation between EI and authentic leadership and the moderators that affect this relation.

Findings

The results of the present study indicated that: EI is significantly and positively related to authentic leadership (overall EI: ρ ¯ ˆ = 0.49 ; ability EI: ρ ¯ ˆ = 0.08 ; self-report EI: ρ ¯ ˆ = 0.52 ; mixed EI: ρ ¯ ˆ = 0.49 ); self-report EI and mixed EI have larger associations with authentic leadership than ability EI has; and the relation between EI and authentic leadership does not differ between male-dominated and female-dominated studies.

Originality/value

The present study couches the relation between EI and authentic leadership in theories and identifies important moderators for this relation which explain the heterogeneity in effect sizes for this relation across studies.

Cross-Cultural Invariance of Emotional Skills and Competence Questionnaire between Portugal and Croatia

Emotional intelligence (EI) and its measures have been widespread across several countries and cultures and the need for valid and robust measures that could expand research on international settings is on the current agenda. This study aimed to assess the measurement invariance of a widely used self-report EI measure, Emotional Skills and Competence Questionnaire (ESCQ), in two cultural contexts (Portugal vs. Croatia). The ESCQ, a 42-item self-report EI scale which comprises three dimensions – Perceive and Understand Emotion, Express and Label Emotion and Manage and Regulate Emotion - was administered to 1,188 Portuguese and Croatian secondary students. The results showed that the ESCQ had satisfactory reliability and the three-factor structure was replicated on both country samples. Configural (χ2 = 308.71, df = 220, p < .01; RMSEA = .030, CFI = .956, TLI = .948) and partial metric (Δχ2 = 9.102, Δdf = 10, p = .522; ΔCFI = −.01, ΔRMSEA = .002) and scalar (Δχ2 = 15.290, Δdf = 21, p = .083; ΔCFI = .001, ΔRMSEA = .006) invariances were supported across groups. This EI measure invariance cross-cultural study highlighted cultural particularities related to emotional competence in Portugal and Croatia contexts and contributed to bring awareness to the validity of cross-cultural studies in the emotional abilities field.

Intelligence and its impact on managerial effectiveness and career success (evidence from insurance sector of Pakistan)

Purpose

– The purpose of this paper is to investigate the theoretical linear model on intelligence, i.e. emotional, social, cognitive, and cultural intelligence and its impact on managerial effectiveness and career success in the perspective of insurance sector of Pakistan.

Design/methodology/approach

– Data collected from 202 managers of insurance companies by using structured questionnaires’ and simple random sampling technique. Multiple regression analysis has used to check the simultaneous effect of multiple types of intelligence on managerial job outcomes.

Findings

– The results of research revealed that emotional, social, and cognitive intelligence have positive effect on managerial effectiveness and career success. Emotional intelligence is one of the strongest predictor that has significant impact of managerial effectiveness compared to other types of intelligence. Conversely, cultural intelligence has insignificant relation with managerial effectiveness and career success. There are very rare studies conducted to explore the role of multiple types of intelligence to improve managerial job outcomes in the context of insurance sector. This study proved that the transformation of business from production era to relationship-based era increases the importance of multiple types of intelligence to become an effective manager.

Research limitations/implications

– Moreover, this study contributes in theoretical literature and explores new dimensions for future researchers, practitioners’, and management consultants to recognize the effectiveness of intelligence especially in services sector organizations. Data collected from one sector and by using one point of time raised the issue of common method variance and causality.

Originality/value

– This study has examined the overarching model on intelligence. Researchers did not find a single study that has addressed the multiple types of intelligence and its impact on managerial outcomes in the perspective of insurance sector.

Design and Evaluation Process of a Personal and Motive-Based Competencies Questionnaire in Spanish-Speaking Contexts

Most questionnaires used for managerial purposes have been developed in Anglo-Saxon countries and then adapted for other cultures. However, this process is controversial. This paper fills the gap for more culturally sensitive assessment instruments in the specific field of human resources while also addressing the methodological issues that scientists and practitioners face in the development of questionnaires. First, we present the development process of a Personal and Motive-based competencies questionnaire targeted to Spanish-speaking countries. Second, we address the validation process by guiding the reader through testing the questionnaire construct validity. We performed two studies: a first study with 274 experts and practitioners of competency development and a definitive study with 482 members of the general public. Our results support a model of nineteen competencies grouped into four higher-order factors. To assure valid construct comparisons we have tested the factorial invariance of gender and work experience. Subsequent analysis have found that women self-rate themselves significantly higher than men on only two of the nineteen competencies, empathy (p < .001) and service orientation (p < .05). The effect of work experience was significant in twelve competencies (p < .001), in which less experienced workers self-rate higher than experienced workers. Finally, we derive theoretical and practical implications.

The development and validation of the Business Cultural Intelligence Quotient

Purpose

– The purpose of this paper is to present a new instrument for measuring cultural intelligence in the business context (BCIQ).

Design/methodology/approach

– The paper describes the process of the conceptualization of the model and the development of the instrument, the sample, as well as the validation of the instrument. Directions on the use of the instrument and future research are discussed.

Findings

– The instrument shows good psychometric properties and good predictive power and outperforms other publicly available CQ measures on a number of dimensions.

Originality/value

– The unique features and advantages of the present instrument are as follows: first, a refined factor structure compared to existing CQ instruments; second, use of objective cultural knowledge measures; third, applicability in the business and workplace contexts, thus rendering the instrument suitable for assessing cultural intelligence among expatriates, employees, and global virtual team members; and fourth, improved reliability and validity as compared to other Cultural Intelligence Quotient measures.

The interplay between experiential and traditional learning for competency development

Extensive research demonstrated that firms may pursue several advantages in hiring individuals with the set of emotional, social, and cognitive (ESC) competencies that are most critical for business success. Therefore, the role of education for competency development is becoming paramount. Prior studies have questioned the traditional methods, grounded in the lecture format, as a way to effectively develop ESC competencies. Alternatively, they propose experiential learning techniques that involve participants in dedicated courses or activities. Despite the insights provided by these studies, they do not take into account a comprehensive set of learning methods and their combined effect on the individual's competency portfolio within educational programs that aim to transfer primarily professional skills. Our study aims to fill these gaps by investigating the impact of the interplay between different learning methods on ESC competencies through a sample of students enrolled in the first year of a master's degree program. After providing a classification of three learning methods [traditional learning (TL), individual experiential learning (IEL), and social experiential learning (SEL)], the study delves into their combined influence on ESC competencies, adopting the Artificial Neural Network. Contrary to prior studies, our results provide counterintuitive evidence, suggesting that TL needs to be implemented together, on the one hand, with IEL to achieve a significant effect on emotional competencies and, on the other hand, with SEL to have an impact on social competencies. Moreover, IEL plays a prominent role in stimulating cognitive competencies. Our research contributes to educational literature by providing new insights on the effective combination of learning methods that can be adopted into programs that transfer technical knowledge and skills to promote behavioral competencies.

Boundaryless career and career success: the impact of emotional and social competencies

Even though, over the last two decades, the boundaryless career concept has stimulated a wide theoretical debate, scholars have recently claimed that research on the competencies that are necessary for managing a cross-boundary career is still incomplete. Similarly, the literature on emotional and social competencies has demonstrated how they predict work performance across industries and jobs but has neglected their influence in explaining the individual's mobility across boundaries and their impact on career success. This study aims to fill these gaps by examining the effects of emotional and social competencies on boundaryless career and on objective career success. By analyzing a sample of 142 managers over a period of 8 years, we found evidence that emotional competencies positively influence the propensity of an individual to undertake physical career mobility and that career advancements are related to the possession of social competencies and depend on the adoption of boundaryless career paths. This study also provides a contribution in terms of the evaluation of the emotional and social competencies demonstrated by an individual and of the operationalization of the measurement of boundaryless career paths, considering three facets of the physical mobility construct (organizational, industrial, and geographical boundaries).