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The purpose of this paper is to investigate how managers in technology‐intensive companies conceptualize and perceive “intelligence” variables in successful and unsuccessful new product development (NPD) projects, and explore the role that intelligence variables play in differentiating between successful and unsuccessful NPD outcomes. Limitations and future research directions are also discussed.

The most senior person responsible for NPD within a sample of Finnish technology‐intensive companies completed a self‐administered internet survey on the role of intelligence in successful and unsuccessful NPD projects. The JMP 1‐2‐3‐software package (version 8 for Mac) by SAS was used for statistical analysis.

The findings indicate that managers in technology‐intensive companies rely on two broad types of intelligence, technical production and market information, during the NPD process. Most intelligence variables are positively related to NPD success. In addition, it appears that managers attach lower importance to intelligence variables in successful NPD outcomes when comparisons are made with previous research.

Managers in Finnish technology‐intensive companies should carefully analyze both technical‐production information and market information in the NPD process although technical‐production information is the more important factor in the analysis of information requirements in successful NPD outcomes relative to market information.

Although market intelligence variables have been studied in the context of differentiating successful and unsuccessful industrial NPD, they have largely focused on the NPD process in broad‐based industrial and manufacturing companies. The paper examines the role of market intelligence in the NPD process of technology‐intensive companies using Finland as the study setting.

Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively.

This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution.

It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations.

Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being.

This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.

The purpose of this paper is to investigate the ways in which the geographical distance between headquarters and subsidiaries moderates the relationship between cultural intelligence and the knowledge transfer process.

A sample of 103 senior expatriate managers working in Croatia from several European and non-European countries was used to test the hypotheses. Data were collected using questionnaires, while the methodology employed to test the relationship between the variables was partial least square. Furthermore, interaction-moderation effect was utilized to test the impact of geographical distance and, for testing control variables, partial least square multigroup analysis was used.

Cultural intelligence plays a significant role in the knowledge transfer process performance. However, geographical distance has the power to moderate this relationship based on the direction of knowledge transfer. In conventional knowledge transfer, geographical distance has no significant impact. On the contrary, data have shown that, in reverse knowledge transfer, geographical distance has a moderately relevant effect. The authors supposed that these findings could be connected to the specific location of the knowledge produced by subsidiaries.

Multinational companies should take into consideration that the further away a subsidiary is from the headquarters, and the varying difference between cultures, cannot be completely mitigated by the ability of the manager to deal with cultural differences, namely cultural intelligence. Thus, multinational companies need to allocate resources to facilitate the knowledge transfer between subsidiaries.

The present study stresses the importance of cultural intelligence in the knowledge transfer process, opening up a new stream of research inside these two areas of research.

The purpose of the current study is to examine the effects of spiritual and emotional intelligences of managers in manufacturing industries on the ambiguous activities of tax avoidance and corporate disclosure quality.

Managers of 178 manufacturing companies have undergone a test regarding spiritual intelligence and emotional intelligence, of which 119 responded to the online questionnaire. Information on these two psychometric items was collected through King–Baron standard questionnaire, and quantitative data on tax avoidance, disclosure quality and performance were collected through the Rahavard Novin application, financial statements and Stock Exchange website. Obtained data were analyzed using factor analysis and structural equation modeling.

The results show that a relationship exists between the level of intellectual skills of managers (spiritual intelligence and emotional intelligence) and tax avoidance activities.

The current study is almost the first study in developing countries which focuses on the subject of the study.

This paper aims to explore the relationship between knowledge sharing factors, emotional intelligence and team conflict on the team performance during the inter-institutionalized collaboration work process.

This study was conducted in South Sulawesi and Central Sulawesi Province’s hospitals. The study lasted for six months in 2017. The sampling was done by using cluster method and stratified random sampling, which was based on Hospital Type, level of Health Officers. These characteristics were considered to have represented quite heterogeneous information about the characteristics of health workers. Data analysis approach used in this study was partial least square (PLS) using WarpPLS software.

Based on the results of data analysis, it can be concluded that there is a significant direct influence between emotional intelligence to knowledge management, emotional intelligence to team conflict, and emotional intelligence to team performance.

Some previous research studies that have been done are by Hasanyl et al. (2015), Othman (2010), Sathitsemakul (2005), Nóra. Obermayer-Kovács (2014), Troth (2009), Leung (2010) and Luca and Tarricone (2001). The novelty of this research is on the effort to see the mediation of knowledge sharing, team conflict and structure mechanism to other variables developed in the research model.

Investors’ decision-making is based on quantitative and rational analyses, and some other factors deriving from the market expectations are also contribute significantly on the shareholders’ response to market interactions. The present study aims to discover whether emotional intelligence and thinking style have a significant effect on the quality of investors’ decision-making.

To gather data, a questionnaire was designed and developed and distributed among the participants during the first half of 2015. Moreover, the SAS software and the log-linear method was used to test the hypotheses.

The results show that emotional intelligence, thinking style and quality of decision-making are not dependent and emotional intelligence and thinking style are not interdependent on each other.

The current study used a unique model to test the hypotheses, and the results may be different from those of previous studies.

The purpose of this paper is to analyse the role of spirituality and emotional intelligence in understanding creativity, attitudes towards entrepreneurship, perceived behavioural control (PBC) and entrepreneurial intention of students of a Portuguese higher education institution. A conceptual model is proposed representing direct and indirect relationships among these constructs.

A quantitative approach was adopted in the form of a survey questionnaire applied to a sample of 345 university students. To test the hypothesised relationships between the constructs, the authors used the path analysis technique.

Results show that personal attitudes towards entrepreneurship and PBC have a positive effect on entrepreneurial intention, and mediate the effect of emotional intelligence on entrepreneurial intention. Emotional intelligence has a direct positive effect on creativity. The results reveal no or a tenuous influence of spirituality in the various concepts studied.

It is expected that the model can serve as a support for facilitating and promoting entrepreneurship in higher education environments. It could be of valuable use to furthering our understanding of the role of individual/psychological characteristics, motivational and attitudinal factors in fostering entrepreneurial intention of university students.

Some studies suggest that psychological factors play an essential role in developing alternative models to the entrepreneurial process. However, the studies that directly explore how individual differences in emotional intelligence, spirituality and creativity relate to entrepreneurial intention are relatively few.

The purpose of this study is to help teachers resolve the difficulties in assessing the students' characters through the development of valid, reliable, goodness-of-fit statistic instrument of emotional and social intelligence assessment for elementary school students.

This study used a research and development model from Plomp with five phases, such as investigation, design, realization, testing and implementation. The research subjects were 345 students of class IV amongst 20 elementary schools in Yogyakarta. Data collection used questionnaires, documentation, interviews, Forum Group Discussion and an observation. Data analysis used descriptive analysis, Aiken's V, exploratory factor analysis and confirmatory factor analysis formulae.

The research study helps solve the difficulties of teachers in assessing emotional and social intelligence, which have previously been in only one area of psychomotor. The design of emotional and social intelligence assessment instruments is made from three domains of character, namely, cognitive, affective and psychomotor. The form of the instrument is non-test in three variations. The construct of social and emotional intelligence assessment for a character reinforcement has met the validity, reliability and goodness-of-fit statistic.

This study explains that the Emotional and Social Intelligence (ESI) model is applied for measuring cognitive, affective and psychomotor in children. This study proves that the ESI model is a comprehensive assessment model for evaluating the children's soft skills, includes (1) personal abilities: the ability to make rational decisions, the ability to design the future and (2) social skills: the ability to work together and the ability to understand other people.

Teachers can measure and determine the condition of children's soft skills by operating the ESI model. Based on the knowledge of the correct soft skill conditions, the teacher can adjust the teaching materials and teaching methods that would improve the child's soft skills regarding to their respective conditions. Mastering these soft skills will affect the children's capability in facing the challenge in the upcoming society's life.

The novelty of this study is the design model of the emotional and social intelligence assessment instrument developed comprehensively and practically as it is created from three domains of character and three forms of non-test questions, so that the assessment is not mechanical, and easily practiced by users.

The literature suggests that managerial skills in general, and emotional intelligence in particular, play a significant role in the success of senior managers in the workplace. This argument, despite its popularity, remains elusive. This can be attributed to the fact that although a few studies have provided evidence to support this argument, it has not received an appropriate empirical investigation. This study attempts to narrow this gap by empirically examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations develop positive work attitudes, behavior and outcomes. The results indicate that emotional intelligence augments positive work attitudes, altruistic behavior and work outcomes, and moderates the effect of work‐family conflict on career commitment but not the effect on job satisfaction.

The purpose of this paper is to test the direct effects of emotional intelligence and trust in co-workers on knowledge sharing. Further, it aims to examine the moderating effect of trust in co-workers on the emotional intelligence-knowledge sharing relationship.

Data were collected from 121 employees working with 13 different service sector organizations in the northern region of India. The data were tested for validity and reliability. Hierarchical regression analysis was performed to test the proposed hypotheses.

The results indicated that both emotional intelligence and trust in co-workers had significant direct effects on knowledge sharing of organizational members. However, trust in co-workers did not moderate emotional intelligence-knowledge sharing relationship.

The limitations include the sample and cross-sectional design. Hence, future studies can be conducted using a longitudinal design covering other regions of India to increase the generalizability of findings.

The findings suggest that management should develop appropriate strategies for meliorating emotional intelligence level of employees because people with higher emotional intelligence are more likely to engage themselves in knowledge sharing. Additionally, organizations should adopt a culture that promotes trust among its members, thereby fostering knowledge sharing in organizations.

There is limited literature on the role of emotions in knowledge sharing. The study adds to the extant literature on emotional intelligence and knowledge sharing in the context of India. Besides, the study attempted to investigate the interaction effect of trust in co-workers on emotional intelligence-knowledge sharing relationship that has not been studied so far.