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This paper aims at exploring, for the first time in the Arab World, the role of emotional intelligence (EI) in affecting work outcomes.

A self‐administered questionnaire was used to survey 500 employees from 19 organizations in the United Arab Emirates. The findings are discussed in the paper along with some recommendations for managers and researchers.

The results revealed significant differences between employees' perceptions of emotional intelligence, conflict and readiness to create and innovate.

The sample represented only financial and service sectors. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

The paper provides practitioners with some advice about understanding and managing climate and conflict.

The paper is the first study in the Middle Eastern context that explores the link between the multifaceted concepts of EI, satisfaction and performance.

This paper aims at exploring the mediating role of organizational commitment that continues to be one of the most controversial issues in HRM. Using a self‐administered questionnaire, 1,000 employees from 20 industrial companies were randomly selected and surveyed in order to examine this mediating role. The results revealed that organizational commitment and its two factors (normative and continuance commitment) play different roles in mediating the relationship between perceived work climate and performance, as rated by the employees themselves and their immediate supervisors. The implications of the results for both managers and researchers are also discussed in the paper.

Examines the validity and reliability of affective, continuance and normative commitment in the Jordanian context. Using a self‐administered questionnaire, 1,000 employees were surveyed. The study questionnaire was piloted in three industrial firms before being used in the main study. The results from the pilot and main studies reveal that of the three dimensions mentioned above, two are prevalent in the Jordanian work environment, namely: the affective and continuance commitments. The existence of normative commitment in the Jordanian work setting is not supported by the findings of the study. Implications for our understanding of commitment’s role in Jordan and other Arab countries are also discussed in the paper.

The purpose of this paper is to examine the nature, strength and significance of the links between organizational climate and employee turnover.

Using a self‐administered questionnaire, 70 employees from an Islamic bank were surveyed in order to examine the five main hypotheses of the study.

The study results revealed that employees' perceptions of corporate climate plays a significant role in the rate of staff turnover. Organizational justice, as a component of corporate climate, found to be the most important factor in explaining the variance in employee turnover.

The theoretical and managerial implications of the findings are discussed in the paper, together with some recommendations for managing corporate climate and turnover in today's diverse work teams and environments.

The paper examines the links between organizational climate and employee turnover for the first time, to the authors' knowledge, in the UAE and the Arabic context.

The purpose of this paper is to examine the role of personality traits in affecting employees' work performance.

Using a self‐administered questionnaire, 582 employees from a duty‐free organization are surveyed in order to examine the hypotheses of the study.

Some personality traits are found to be significant in predicting employees' work performance. Some demographic factors such as gender are found to be mediating the links between traits and performance.

The theoretical and managerial implications of the results are discussed in the paper, together with some recommendations for practitioners and researchers.

The paper examines the above‐mentioned links for the first time in the duty‐free industry in the United Arab Emirates and the Middle Eastern context.

This paper aims to explore the role of work climate in influencing employees’ perceptions of intra‐individual conflict in a Middle Eastern context.

A self‐administered questionnaire in which 600 employees were surveyed. The co‐opted participants were selected from 17 companies and represented top‐, middle‐ and bottom‐level management.

The findings revealed that feelings of frustration and perceptions of role and goal conflict among participants were largely determined by the factors of work climate.

The sample represented only industrial and service sectors. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

The paper provides practitioners with some advice about understanding and managing climate and conflict.

The paper is the first study in the Middle Eastern context that explores the link between the multifaceted concepts of climate and conflict.

Various research studies have been carried out to study Chief Executive Officers’ (CEOs’) transformational leadership in driving organizational performance and success. Evidence shows that few studies were carried out on CEO transformational leadership and top management team (TMT) performance in Gulf Cooperation Council (GCC) region. Thus, this study aims to provide a unique contribution and the first of its kind to examine the CEO leadership–TMT performance link across GCC countries.

In this study, the researchers approached 500 employees and 30 CEOs working in 30 different organizations operating in the GCC countries. The firms were selected conveniently from different industries located in the UAE, Saudi Arabia, Kuwait, Oman and Bahrain. The researchers used the PASW (SPSS) program to analyze the data.

The findings show that psychological empowerment has no significant role in moderating the transformational leadership – TMT performance relationship. Internal support for innovation plays a significant role in mediating the relationship between transformational leadership and TMT performance.

The present study has not examined the behavioral aspects of CEO followers. Future research may study behavioral characteristics of the entire TMT.

This study contributes to body of research that identifies CEO transactional leadership as perceived by the followers was found to be more important in predicting TMT performance than transformational leadership in the context of organizations located in GCC countries. Managerial implications and future research areas are further discussed.

This paper explores the multifaceted nature of commitment in three industrial firms in Jordan. Furthermore, the study investigates the nature of organizational commitment using employees’ job performance and five demographic variables. The results confirm that organizational commitment is a three‐dimensional concept. The findings also uncover positive relationships between the global form of commitment and its three components on one hand, and job performance on the other hand. Moreover, organizational commitment and its three dimensions present positive and negative relationships with age, sex, education, job status, and organizational tenure variables. Implications for our understanding of the role of organizational commitment in the Middle East are also discussed.

The purpose of this paper to aim at exploring the links between employees’ perceptions of distributive, procedural and interactional justice on one hand and innovation climate and readiness to innovate on the other hand. The role of innovation climate in predicting readiness to innovate is also examined. Further, the study attempts to test the mediating role of innovation climate in justice-readiness to innovate relationship.

This paper aims at exploring the links between employees’ perceptions of distributive, procedural and interactional justice on one hand and innovation climate and readiness to innovate on the other hand. The role of innovation climate in predicting readiness to innovate is also examined. Further, the study attempts to test the mediating role of innovation climate in justice-readiness to innovate relationship.

The findings revealed that perception of justice played a key role in employees’ perception of innovation climate. Innovation climate was found to be positively and significantly related to readiness to innovate. Employees’ readiness to try new ways of doing things and question the existing habits of the work tended to show significant and positive relationship to organizational justice. Innovation climate played a significant yet a partial role in mediating the link between justice and readiness to innovate.

The sample represented only governmental sector and only one emirate of the UAE's seven emirates. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

The paper provides practitioners with some advice about understanding and managing justice and innovation.

The paper is the first study in the UAE and the Middle East that examines the links between justice, innovation climate and readiness to innovate.