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Some studies assess impairments in emotional functioning of offenders using measures of emotional intelligence (EI). Such measures were developed for use in general populations, and may not be suitable for offender samples. This study explores the factor structure of a commonly used trait EI measure for a sample of adult male offenders, and comments on its usefulness as a measure of emotional functioning for this group. We find that, although the SSREI can be indicated to be multi‐dimensional, the exact nature of its factors remains unclear for forensic samples. We conclude by suggesting that the social contexts and encounters that provoke emotion may be different for offenders and non‐offenders, and that there is a need to develop a trait EI measure specific to forensic populations.

The purpose of this paper is to examine how negotiators’ self-evaluated emotion perception is related to value claiming under two incentive schemes. Adopting an ability-motivation interaction perspective, the authors hypothesize that the relationship will be stronger in the contingent (upon value-claiming performance) versus fixed (non-contingent upon value-claiming performance) pay condition.

Multi-level analysis of data (120 participants, 60 dyads) from a laboratory study provided evidence supporting the hypothesis proposed in this paper.

Emotional perception was indeed more strongly related to value claiming in the contingent pay condition than in the fixed pay condition. Negotiators’ emotion perception also had a direct, positive linkage with relationship satisfaction, regardless of the incentive scheme.

The limitations of the current paper include self-report measures of emotion perception, a US student sample and a focus on value claiming as the instrumental outcome. The authors urge future research to address these limitations in replicating and extending the current findings.

The present paper is the first to explicitly test the moderating role of incentive schemes on the linkage between negotiators’ emotion perception and performance. The findings not only show the context-dependent predictive value of negotiators’ emotion perception but also shed light on both negotiation and emotional intelligence (EI) research.

This paper deals with the relationship existing between the emotional aspect and decision‐making processes. More specifically, it examines the links between emotional intelligence, decision biases and effectiveness of the governance mechanisms. The primary purposes of this paper are to: consider emotional intelligence as new research ideas that make important contributions to society; offer suggestions for improving manuscripts submitted to Consortium for Research on Emotional Intelligence in Organizations; and discuss methods for enhancing the validity of inferences made from research.

The paper explains that the main cause of organization's problems is CEO emotional intelligence level. The authors use three models (linear regression and logistic binary regression) to examine this relation: every model treats the relationship between emotional intelligence and one of efficiency criteria of the board. Emotional intelligence has been measured according to Schutte et al.'s Shutte Self Report Emotional Intelligence Scale (SSREI), with a high internal validity level. The four cognitive biases have been measured by means of a questionnaire comprising several items and the selected sample was composed of some180 Tunisian executives (belonging to 60 firms).

The results revealed that the presence of a high emotional intelligence rate is not always positively correlated with the executives' suggestibility with respect to behavioural biases. They have also affirmed the existence of a complementarity relationship between emotional intelligence and the directors' board. Authors need to consider that emotion which minimizes CEO emotional biases and provides director's board effectiveness.

This article has implications for the development of CEO emotional intelligence capacity. Also, some psychological aspects of a theoretical nature could not be wholly approached in a complete empirical way.

The paper pushes organizations to select managers based on their levels of emotional intelligence (apply tests of emotional intelligence in place psychometric tests). Also, it increases the validity of inferences made from research in the field.

This paper incites governments to establish training programs aimed at the development of learning of emotional intelligence. Thus, it has important implications for enhancing the well‐being of individuals, organizations and society as a whole.

Actually, for the sake improving the explanatory power of a legal‐financial approach of governance, the behavioural dimension has been integrated for a more thorough analysis of the directors' board role. The authors' goal consists in highlighting the role played by emotional intelligence as a skill or tool available for the manager or controller to minimize the behavioural biases (bias of loss aversion, optimism, over‐confidence and lack of cognitive flexibility), and achieves an effective control.

Rainfall simulators are used on experimental hydrology, in areas such as, e.g., urban drainage and soil erosion, with important timesaving when compared to real scale hydrological monitoring. The purpose of this paper is to contribute to increase the quality of rainfall simulation, namely, for its use with scaled physical models.

Two pressurized rainfall simulators are considered. M1 uses three HH-W 1/4 FullJet nozzles under an operating pressure of 166.76 kPa and was tested over a 4.00 m length by 2.00 m width V-shaped surface. M2 was prepared to produce artificial rainfall over an area of 10.00 m length by 10.00 m width. The spatial distribution of rainfall produced from a single nozzle was characterized in order to theoretically find the best positioning for nozzles to cover the full 100 m² area with the best possible rainfall uniformity.

Experiments with M1 led to an average rainfall intensity of 76.77-82.25 mm h⁻¹ with a 24.88 per cent variation coefficient and a Christiansen Uniformity Coefficient (CUC) of 78.86 per cent. The best result with M2 was an average rainfall intensity of 75.12-76.83 mm h⁻¹ with a 21.23 per cent variation coefficient and a CUC of 83.05 per cent.

This study contributes to increase the quality of artificial rainfall produced by pressurized rainfall simulators.

M2 is the largest rainfall simulator known by the authors worldwide. Its use on rainfall-runoff studies (e.g. urban areas, erosion, pollutant transport) will allow for a better understanding of complex surface hydrology processes.

The present paper’s aim lies in providing an empirical analysis of whether the loan officers’ psychological traits display an explanation of their subjective prediction accuracy.

A qualitative and qualitative analysis has also been applied.

The reached results reveal that, with respect to microfinance institutions, the loan officers’ accurate subjective judgment crucially relies on the principle of learning-through-experience so as to construct a special type of relevant skills and competences. Learning is both an intellectual and an emotional process, whereby loan officers acquire certain specific experience likely to enhance their cognitive skills and shape their emotional intelligence, which would, in turn, sharpen their forecasting accuracy. In fact, the higher emotional intelligence is, the easier it makes it for loan officer to adjust or reduce their judgmental errors and make a more effective application of the pertinent heuristics. Conversely, however, the lack or absence of emotions and feelings of novice loan officer is likely to hinder and inhibit the cognitive as well as the learning processes.

The paper considers the role of individual psychological traits on the decisions of experienced and inexperienced individuals when deciding on the default risk in the context of loan decisions. Learning is both an intellectual and an emotional process, whereby loan officers acquire certain specific experience likely to enhance their cognitive skills and shape their emotional intelligence, which would, in turn, sharpen their forecasting accuracy.

The purpose of this study is to examine the role of emotional intelligence (EI) in explaining high-tech entrepreneurs' psychological ownership (PO) and, in turn, how their PO influences venture growth.

This study is based on data collected from 106 high-tech Israeli entrepreneurs.

The findings indicate that using emotions for problem-solving is positively associated with PO sense of efficacy, and that appraisal of emotions of others is negatively associated with PO sense of territoriality. Moreover, PO sense of efficacy is positively associated with growth, whereas sense of territoriality is negatively associated with growth. Finally, sense of territoriality has a curvilinear effect on venture growth.

Understanding of the antecedents of entrepreneurs' PO and its influence on firms' growth is scant. The findings contribute to the psychology of entrepreneurship and PO literature by showing the influence of affective-based processes on high-tech start-up growth.

The findings of this study suggest the entrepreneurs' EI indirectly affects other affective behaviors such as PO, which in turn influence venture growth. It highlights the need of entrepreneur to regulate their emotions and manage the emotional- and cognitive-based processes for the sake of firms' growth.

The findings expand the knowledge pertaining to the psychology of entrepreneurship by showing how EI as an affective dimension is interrelated with affective-based process and entrepreneurial firms' growth.

In recent years, business companies are challenged with various difficulties in connection to human resources (HR), for example, adapting to one’s sentiments, managing debates, developing collaboration, affecting leadership, addressing motives, interpersonal susceptibility, dealing with capabilities and also individual emotional intelligence (EI) or inward characteristics (e.g. moral qualities). Expanding on and reaching out earlier and ongoing work, the scope of this research is to experimentally look at the connection between the components of EI and ethics in contemporary organizations and their resulting impact on employees’ motives and performance. A quantitative method was utilized, and an entirety of 386 questionnaires was collected from three diverse high-tech new businesses based in Greece and analyzed with SPSS programing. For triangulation reasons, auxiliary information from the organizations’ sites were gathered and a meeting with each organization’s executive of the HR division was held. The outcomes propose that ethical values add to motives and thus employee motives add to employee performance. Helpful administrative ramifications resulted from this research.

The purpose of this paper is to examine the reliability and factor structure of the Arabic translation of the Emotional Intelligence Scale (EIS‐41‐A), a popular trait‐based emotional intelligence test in Arab countries.

A sample of 453 professionals from Egypt, Kuwait, Saudi Arabia and the UAE completed the EIS‐41‐A.

Findings show that the Arabic scale did have acceptable reliability and demonstrated the same factor structure as the original English language scale.

Limitations of the study include the small sample size from some of the countries included.

This is the first paper to investigate the characteristics of an Arabic language emotional intelligence scale and opens the door to further research on emotional intelligence in the Arab world.

This study aims to focus on the important role of chief executive directors (CEOs’) emotional intelligence to explain the interactive relationship between research and development (R&D) investment and environmental performance in the energy sector and also to explain how the diversification into new energy technology provides explanations for environmental problems.

This research was realised through the completion of a questionnaire-type inquiry structured around table-based analysis. Two five-scale questionnaires were completed by CEOs relating to oil and gas industry. The first instrument reflects the level of emotional intelligence. The second instrument indicates elements of environmental performance. A total of 158 firms were approached using a questionnaire, where 112 responses were received and 108 valid responses were used for analysis. The data were analyzed by the partial least squares method.

The results confirm the positive effect of CEOs’ emotional intelligence on the interaction between R&D, energy and recycling. In addition, the diversification strategy further influences the role of CEOs’ emotional intelligence to provide explanations into a R&D investment for the environmental problems in the Tunisian energy sector. The findings reveal challenges and opportunities for Tunisia’s energy industry to increase R&D investment that will enable the economy to use more environment-friendly devices and technologies that will be reducing pollution.

First, this study indicates the important role of managerial emotional intelligence to explain the impact of R&D investment and help Tunisian energy enterprises look for means to minimise their environmental expenses through raising energy efficiencies, reducing pollution and encouraging reuse and recycling. Second, this study explains how a diversification strategy can mediate the interaction effect of CEO emotional intelligence. The Tunisia oil and gas sector has not been subjected to extensive research and this paper, to the best of the authors’ knowledge, represents a first attempt to provide an overview of the sector.