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Besides small- and medium-sized enterprises' (SMEs) constraints, there is a lack of critical observations of the human capital model naturally inspiring themselves from within. Therefore this paper exposes the factors of emotional intelligence (EI) that make entrepreneurs gain sustainable competitiveness.

A data of self-administered survey from 397 SMEs in Malaysia was investigated using regression analysis.

The results reveal factors of EI comprised of self-confidence, self-innovation, self-inspiration and self-vision that have significant positive impacts on entrepreneurial performance. Amazingly, EI contributes almost 30% of the success, where self-vision and self-innovation are the robust EI to strengthen and sustain entrepreneurial performance. In contrast, self-confidence and self-inspiration are generic EI of human capital and easy to be applied by rivals.

The study provides a comparative benchmark model for SMEs, managers and entrepreneurs inspiring themselves from within that they can emulate and attain the same success. SMEs can obtain success by investing and culturing EI factors within themselves.

The study provides a comparative benchmark model for SMEs and managers inspiring themselves from within and expands the theory of heterogeneous SMEs and the human capital to sustainable business and competitiveness. SMEs can obtain success through capitalizing human capital attributes within themselves.

The study is the first providing the viable model for SMEs or entrepreneurs leading themselves from within, to their action, behaviour, decision and achievement or the performance mechanism with a benchmark model of entrepreneur EI as a booster.

Academic engagement is considered to be a hallmark of an optimal studying experience and a key to academic success for all students, including those from abroad. Accordingly, creating an engaging learning environment for higher education students is among the most pressing issues currently facing universities. This essay first summarises authors’ research perspectives focussing on international students’ engagement in university studies. The authors especially have attempted to understand to what extent international students from different backgrounds engage in their studies and whether the impacts of factors in students’ learning environment on their academic engagement vary between different international student cohorts. Second, we introduce three emerging perspectives: students’ academic engagement in relation to their future self-visions, doctoral education and short-term study abroad programs, which are all closely tied with international education. Third, the essay proposes several gaps in the literature that the authors find important for future investigation to contribute to students’ academic engagement in globalising higher educational institutions.

The purpose of this paper is to present a case study of leadership religiosity in a local non-profit organizational setting, from a larger program evaluation project, and to problematize prevailing theoretical assumptions in the leadership religiosity literature about the nature of religion in organizational settings.

Methods of data collection consisted primarily of in-depth interviewing, observations, and document content analysis of organizational publications, web sites, and social media. The larger program evaluation project also utilized social network analysis and surveys.

The data highlights several important manifestations of leadership religiosity that serve to legitimate potentially unhealthy leadership tendencies and organizational processes: unrealistic future goals in strategic planning and dogmatic decision making. Both stem from the perceived divine origination of the organization in question, and from the perceived divine authority placed upon the leader of the organization.

This research challenges prevailing theoretical assumptions about religion in the workplace that characterize “religion” as wholly distinct from other social, political, and organizational processes and inherently positive or beneficial. Conclusions about the potential benefits of religion for organizational life should therefore be made with caution and with a more robust and balanced understanding of the constructed nature of religion.

This paper adds much-needed nuance to the extant literature on leadership religiosity, the vast majority of which assumes certain a priori qualities and values in religion and considers only the positive manifestations and functions of religion. While religiosity is often associated with certain organizational benefits, more robust discussion must examine the potential for religion to be manifested or used in the service of more negative or harmful purposes and ends.

Invention arises from creativity, while innovation arises from invention. Innovation is not the last step in this sequence; innovations must be implemented through small and large changes in organizational practices before they can become operationally successful. The comparatively higher frequency and wider distribution of this process defines an innovation society and its economy. This article proposes a focus on the individual as the first beneficiary of preparatory and on‐the‐job‐services to help evolve innovation societies for coping with five major “divides” currently driving the unequal distribution of global opportunity. To this end, the article proposes developing personal capital through role evolution, rehearsal, and assessment processes supported by “virtual” selves.

To discuss the mission statement for the Institute of Library and Information Sciences at Humboldt University in Berlin.

The article examines other i‐school mission statements to find the key common elements.

Connections between people, technology, and information represent common themes of i‐school missions.

The Institute's mission statement is still being discussed. This analysis offers one viewpoint for the final conception.

This paper aims to describe mind–body infused coaching and to explain four distinct effects it can have on organizational executives and employees.

A review of theory and research on mind–body practices, emotional intelligence and work performance was conducted. A case study from the author’s experience also is included.

Mind–body infused coaching activates employees’ awareness, ignites a strengths-based approach, improves inner workings of the brain, boosts emotional intelligence and promotes curiosity.

HR professionals and managers are encouraged to obtain training in evidence-based mind–body principles to improve and sustain outcomes when coaching organizational executives and employees.

Conventional coaching approaches tend to be highly reductionistic by focusing solely on employees’ personality types, soft skills or achievement of specific goals. This paper discusses a holistic approach to coaching the whole person and outlines four specific benefits that could be anticipated as a result.

This study compares multi-rater leadership evaluations of 1,748 executives in 10 national clusters to determine whether leaders in the East and West display different global leadership behavioral patterns. Data were collected via the Global Executive Leadership Inventory (GELI), which measures 12 dimensions of global leadership behaviors. The 360-degree GELI also provided feedback data from the executives’ 13,166 superiors, peers, and subordinates. Based on multilevel modeling analysis of self-ratings and observer ratings, findings indicated that the executives generally display similar patterns of global leadership behavior, but there are significant cultural differences on some leadership dimensions.