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Most of the studies in entrepreneurship depend on single-source rating methods to collect data on both predictors and criteria. The threat to effect sizes as a result of using single-source ratings is particularly relevant to psychology-based entrepreneurship research. Therefore, the purpose of this paper is to explore the prospects of applying 360-degree feedback to the field of entrepreneurship and to discuss a set of cases regarding how 360-degree feedback may boost effect sizes in entrepreneurship research.

A qualitative review of current literature was performed.

The review indicated that the effect sizes in psychology-based entrepreneurship research are mostly small and the use of single-source ratings is prevalent; some preliminary findings supported the utility of 360-degree feedback in entrepreneurship research; entrepreneurial orientation (EO) research may benefit from 360-degree feedback; and members of top management teams, employees from research and product development, sales agents, retail buying agents, store sales clerks, and consumers are all valid informants to provide ratings of EO.

The present study provided theoretical explanations and used empirical evidence to elucidate how 360-degree feedback may benefit the field of entrepreneurship. In addition, recommendations for future research using 360-degree feedback in entrepreneurship research were offered and discussed. A sample research study on EO using 360-degree feedback was delineated.

Hospitality workers are emotional labor workers because they must display appropriate emotions to their customers to provide outstanding service. Emotional intelligence (EI) helps employees regulate their emotions and display appropriate emotions, and hence should help hospitality workers provide outstanding service. However, the strength of the relationship between EI and hospitality workers’ job performance substantially varied across studies. Hence, the purpose of the present study is to clarify the mixed findings and to examine if EI can improve hospitality workers’ job performance.

A meta-analysis was performed to investigate the relationship between EI and hospitality workers’ job performance as well as the moderators which condition this relationship.

The present meta-analysis indicated that EI is positively related to hospitality workers’ job performance (ρ̅̂ = 0.54); the relationship between EI and hospitality workers’ job performance is stronger when the percentage of married subjects is low and in feminine cultures; and this relationship does not differ between male-dominated and female-dominated studies, across educational levels, between collectivistic and individualistic cultures, between low and high power distance cultures and between low and high uncertainty avoidance cultures.

This study uncovers theoretically important moderators that contribute to cross-cultural research, work–family literature and gender-related literature in hospitality research.

The present study builds a theoretical foundation and performs a meta-analysis to elucidate the relationship between EI and hospitality workers’ job performance and to identify the moderators which condition this relationship.

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.

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.

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.

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

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.

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

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.

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.

The purpose of this paper is to evaluate the effect of internationalization on performance in family firms, as well as the potential impact of moderators on this relationship.

This paper is a meta-analysis of the impact of internationalization on performance in family firms, as well as the role of several moderators shaping this relationship, based on 29 studies.

The findings indicate a significant positive effect of internationalization on family firm performance. This relationship was stronger in family firms with lower family ownership. Several methodological moderators were significant, such as the means of measuring performance and internationalization. The results also point to several cultural moderators, such as individualism, masculinity, low uncertainty avoidance and short-term orientation, which positively influence the main effect.

The authors provide discussions of the results, their practical and theoretical implications, as well as avenues for future research.

After summarizing what has been learned so far, the purpose of this review is to suggest several promising avenues for future research on work-to-family enrichment (WFE) and family-to-work enrichment (FWE).

This is a literature review. After reviewing the existing research and searching for gaps in the literature, new areas of research will be proposed to fill these gaps.

While much has been learned about the antecedents and consequences of work–family enrichment in both directions, WFE and FWE, much remains to be learned.

Three important outcomes – job performance, organizational citizenship behavior, and counterproductive work behavior – need to be studied regarding WFE and FWE. Although supervisor support has been studied, the field needs to incorporate leadership theories and models to understand this phenomenon. Additional predictors of work outcomes – including emotional intelligence, leadership, emotional labor, social support, gender, and cross-cultural variables – need to be examined. Experience sampling methods and advanced research methodologies should also be used.

Although prior research has demonstrated the important effects of WFE and FWE, the practical effects on organizations in terms of job performance still need to be investigated.

The literature review conclusively demonstrates that WFE and FWE are both related to job satisfaction and family satisfaction.

This is the first review to summarize the existing meta-analytical research in this area and to propose the particular avenues of research advocated in this article.

To examine empathy as a trait that influences leadership behaviors, which, in turn, influence group decision-making.

This study uses an assessment center design to maximize internal validity.

The structural equation model shows that empathy strongly relates to both relationship leadership and task leadership, while cognitive ability only relates to task leadership. Both relationship leadership and task leadership exert influence over group task choice and group decisions. Thus, empathy has its major effects through influencing leader behaviors, which, in turn, have distal impacts on outcomes such as influence over decisions.

The study results should be further tested in field settings.

The findings suggest that organizations should recruit and promote leaders high in empathy.

This is the first study to test whether leader behaviors mediate the effects of leader empathy on group decision-making.

In this chapter, we outline the background to the present volume, including the history of the Emonet group and the origins of the book series. We argue that the volume subtitle “A coat of many colors” reflects the diversity of approaches to studying emotion in organizational settings. We then provide a summary of the 11 contributor chapters in the volume, which illustrates the wide range of emotion-related topics covered in the volume.

This chapter provides an overview of the chapters in the volume, and gives a brief summary of each chapter, explaining how each fits into the overall theme of the volume and listing the key contribution of each chapter.

The introduction concludes with a summary of main findings of the chapters, and how they shape the future of the field, concluding that, since emotion-related topics nowadays are so integrated into the mainstream literature in organizational behavior and organization theory, maybe there is no longer a need to address emotions as a stand-alone topic.

The chapters in this volume address a wide range of emotion-related topics in the fields of organizational behavior and organization theory and point to the future of research in this field.