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Article
Publication date: 23 October 2007

Ajay Goyal and K.B. Akhilesh

The paper seeks to highlight the key value changes in the current economy, which is shifting towards intangible assets such as innovativeness, cognitive intelligence

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5415

Abstract

Purpose

The paper seeks to highlight the key value changes in the current economy, which is shifting towards intangible assets such as innovativeness, cognitive intelligence, emotional intelligence, social capital, and also a shift from individual to team working.

Design/methodology/approach

The paper takes the form of an examination of the relevant literature and divergent thinking.

Findings

On the basis of a critical analysis of the literature it is found that the outcome of all factors (internal as well as external) influencing the functioning of a team/group would lead to a “general ability” which can be conceived as composed of three different and interrelated abilities, termed the “cognitive intelligence”, “emotional intelligence” and “social capital” of the team/group. These three abilities could explain a wide range of group behaviors. A conceptual model is developed to explain the innovativeness of work teams in terms of these three group abilities.

Research limitations/implications

The general and inclusive nature of the variables proposed in the model hold promise for proving more stable explanations, and thus a robust model, of highly complex phenomena of work team innovativeness. By associating with innovativeness this model brings the emerging concepts of group intelligence to the attention of management researchers. The underlining and classification of the fundamental abilities of groups into three basic categories (i.e. cognitive, emotional and social), provides a direction for future research in the under‐studied “cognitive” and “affective” dimensions of groups/teams. The model presented here is a conceptual model and needs to be validated empirically.

Practical implications

For intervention and practical purposes, the variables proposed in the model would provide a more comprehensive framework for the assessment of group functioning, and work as a guide for building effective teams and changing the function of the team in desired directions.

Originality/value

Although the relevant literature consists of many partial and indirect hints and indications in the direction as conceived by the model, the full model as such is original. The authors' primary contribution is in perceiving the holistic picture of the phenomena (i.e. basic abilities of groups) and relating them to innovativeness.

Details

Team Performance Management: An International Journal, vol. 13 no. 7/8
Type: Research Article
ISSN: 1352-7592

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Article
Publication date: 18 June 2021

Meghna Goswami

This study aims to investigate the influence of social intelligence and collective efficacy on the fearlessness of change. Furthermore, this study investigates the…

Abstract

Purpose

This study aims to investigate the influence of social intelligence and collective efficacy on the fearlessness of change. Furthermore, this study investigates the mediation effect of collective efficacy and moderating role of management commitment to change in the relationship between social intelligence and fearlessness of change.

Design/methodology/approach

The analysis is based on data collected from 296 members of information technology and Banking Financial Services Industry organisations using a survey questionnaire. Hypotheses have been tested using structural equation modelling.

Findings

The findings show that social intelligence and collective efficacy positively influence fearlessness of change. Social intelligence also impacts collective efficacy positively. Further, collective efficacy acts as a mediator and management commitment to change acts as a moderator in the relationship between social intelligence and fearlessness of change.

Research limitations/implications

This study highlights the relevance of social intelligence in fostering a fearless attitude towards change for easy transition from the current organisational state to a new or desired state.

Practical implications

Organisational leaders must strive to develop a climate of fearlessness in organisations undergoing change so that the employees acquire this attitude of fearlessness and face the hurdles that come with change with a positive mind set.

Originality/value

This study is amongst the few such studies that examined the relationship amongst variables of this study.

Details

Journal of Accounting & Organizational Change, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1832-5912

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Article
Publication date: 4 January 2008

Margaret M. Hopkins and Diana Bilimoria

The purpose of this paper is to explore three research questions. Are there gender differences in the demonstration of emotional and social intelligence competencies? What…

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7854

Abstract

Purpose

The purpose of this paper is to explore three research questions. Are there gender differences in the demonstration of emotional and social intelligence competencies? What is the relationship between emotional and social intelligence competencies and success, and does gender moderate that relationship? Are there differences between the most successful male and female leaders in their demonstration of these competencies?

Design/methodology/approach

This study used a 360‐degree instrument to measure the demonstration of emotional and social intelligence competencies by top‐level executives in one financial services organization. Annual performance and potential assessments measured the participants' success. Regression analyses and tests of mean differences were used to analyze the research questions.

Findings

The results indicated that there were no significant differences between male and female leaders in their demonstration of emotional and social intelligence competencies. The most successful men and women were also more similar than different in their competency demonstration. However, gender did moderate the relationship between the demonstration of these competencies and success. Male leaders were assessed as more successful even when the male and female leaders demonstrated an equivalent level of competencies. Finally, distinctions were found between the most successful males and females and their typical counterparts.

Research limitations/implications

A field sample from one organization limits the generalizability of the results.

Practical implications

Implications for organizations and their leadership are discussed including the importance of a broad range of competencies used in assessments, the awareness of gender stereotypes and gender‐stereotypical behavior, and the acknowledgement of multiple measures of success.

Originality/value

This study highlights the moderating influence of gender between the demonstration of emotional and social intelligence competencies and success. Distinctions in competency demonstration between the most successful top‐level executives and the typical executives contribute to the literature and to leadership development practice.

Details

Journal of Management Development, vol. 27 no. 1
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 15 March 2021

Akif Khilmiyah and Giri Wiyono

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…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Practical implications

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.

Originality/value

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.

Details

International Journal of Educational Management, vol. 35 no. 4
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 1 April 2005

M. Afzalur Rahim and Clement Psenicka

This study investigated the relationships of emotional intelligence—empathy and social skills—of supervisors to the effectiveness of their leader role. Questionnaire data…

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1524

Abstract

This study investigated the relationships of emotional intelligence—empathy and social skills—of supervisors to the effectiveness of their leader role. Questionnaire data on emotional intelligence were collected in four countries (U.S., Greece, China, and Bangladesh, N = 1,184 dyads) from employed MBA students (observers), but the data on the effectiveness of leader role were collected from the colleagues of MBA students who had the same supervisor. Responses from each dyad were matched. Data analysis showed that empathy was a mediator of the relationship between social skills and the effectiveness of leader role in the U.S., Greece, and Bangladesh, but not in China. Implications for management, directions for future research, and limitations of the study are discussed.

Details

International Journal of Organizational Analysis, vol. 13 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 1 January 2003

L. Melita Prati, Ceasar Douglas, Gerald R. Ferris, Anthony P. Ammeter and M. Ronald Buckley

Emotional intelligence reflects the ability to read and understand others in social contexts, to detect the nuances of emotional reactions, and to utilize such knowledge…

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6821

Abstract

Emotional intelligence reflects the ability to read and understand others in social contexts, to detect the nuances of emotional reactions, and to utilize such knowledge to influence others through emotional regulation and control. As such, it represents a critically important competency for effective leadership and team performance in organizations today. In this paper, we develop a conceptual model that brings together theory and research on emotional intelligence, leadership, and team process and outcomes. Additionally, we formulate testable propositions, propose directions for future research, and discuss implications for practice.

Details

The International Journal of Organizational Analysis, vol. 11 no. 1
Type: Research Article
ISSN: 1055-3185

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Book part
Publication date: 8 August 2017

Terri Summey

To explore the feasibility of utilizing the Bar-On mixed model of emotional–social intelligence as a framework for the competencies and traits needed for reference and…

Abstract

To explore the feasibility of utilizing the Bar-On mixed model of emotional–social intelligence as a framework for the competencies and traits needed for reference and information services librarians. Through a survey of the literature, the author created a baseline list of competencies, which was compared and contrasted with the abilities, traits, and competencies that comprise the Bar-On model of emotional–social intelligence. The author conducted a pilot study with a small group (n = 10) of reference and user services librarians who took the EQ-i 2.0. The competencies and traits of reference and user services librarians identified in the literature compare favorably with those measured by the EQ-i 2.0. Overall, a majority of the participants (70%) obtained a total score on the EQ-i 2.0 in the mid or high range. Composite scales with the highest overall mean scores were decision-making and self-perception. Subscales with the highest scores included the following: impulse control, self-actualization, social responsibility, problem solving, and reality testing. As a pilot study, it was conducted using a small population of academic reference and user services librarians. Further research should be conducted utilizing a larger population of reference and user services librarians or librarians who have been recognized as exemplary in reference librarianship. The findings of this study could assist pre-service and in-service reference and user services librarians in further developing their emotional–social intelligence competencies and abilities by identifying areas where improvements could occur.

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Article
Publication date: 6 July 2020

Naval Garg, Anuradha Jain and B.K. Punia

The purpose of this study is to investigate the linkage between gratitude and leadership among university teachers. It also tended to examine mediating and moderating…

Abstract

Purpose

The purpose of this study is to investigate the linkage between gratitude and leadership among university teachers. It also tended to examine mediating and moderating effect of social intelligence amidst the relationship between gratitude and leadership. As social intelligence is a multi-dimensional concept, this paper explored mediating and moderating effect of three dimensions of social intelligence, i.e. social awareness, social skills and social information processing.

Design/methodology/approach

Mediation effect was examined with help of Baron and Kenny’s (1986) technique, Sobel test and bootstrapping estimates. Significance of interaction between independent variable (gratitude) and moderator (social intelligence) was investigated for moderation analysis.

Findings

The findings reported partial mediating effect of all three dimensions of social intelligence. No significant moderation effect was observed.

Originality/value

This is one of the pioneer studies that explored interrelationship between gratitude, social intelligence and leadership among Indian University teachers.

Details

International Journal of Organizational Analysis, vol. 29 no. 2
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 11 July 2018

Usman Aslam, Farwa Muqadas, Muhammad Kashif Imran and Abdul Saboor

The purpose of this paper is to investigate new emerging organizational parameters and their roles in successful change implementation. These organizational parameters are…

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2018

Abstract

Purpose

The purpose of this paper is to investigate new emerging organizational parameters and their roles in successful change implementation. These organizational parameters are rarely investigated especially in the context of organizational change (OC) in private and public sector organizations.

Design/methodology/approach

In cumulative, 403 valid responses have been obtained randomly from public sector workers by using self-administered questionnaires.

Findings

The results reveal that knowledge sharing regarding incremental and radical changes can helpful for effective OC implementation. Findings highlight the significant role of emotional and social intelligence in managing resistance and bringing openness to change in these organizations. It is also found that social media has become an important emerging organizational parameter to foster effective communication and knowledge sharing during OC implementation. Apart from the direct effects, readiness to change has multiple effects coupled with emerging organizational parameters to implement change successfully.

Research limitations/implications

The results of the current study offer diversified implications for theory, practice and global society. The theoretical base is taken from the well-known theories of management (i.e. Lewin’s three-step model, field theory, intelligence theory, cost-effective theory, social exchange theory, social network theory and social penetration theory). Emerging organizational parameters that have a potential impact on effective change implementation are identified. The findings suggest that global organizations should have to initiate effective networking structure using social media applications and social intelligence skills to remain connected and get positive responses about change formulation and implementation decision.

Originality/value

A majority of studies have presented the research model on OC implementation in the context of developed countries, which form 30 percent of the world’s population, mostly the Americas and Europe. It is observed that a developing country, such as Pakistan, has a culture that is based on power distance, collectivism and more political influence as compared to developed countries. Triandis et al. (1980) argued that any theoretical contribution without considering the cultural aspect can lead to bias findings. There is limited research available in the world that is conducted to examine the interactive effects of readiness to change on the relationship between effective change implementation, knowledge sharing, intelligence and social media. These findings are useful to plan and execute OC using new emerging organizational parameters.

Details

Journal of Organizational Change Management, vol. 31 no. 5
Type: Research Article
ISSN: 0953-4814

Keywords

Content available
Article
Publication date: 20 January 2021

Elsayed Sobhy Ahmed Mohamed

The purpose of this study is to examine the direct impact of social intelligence and collective self- efficacy on two components of service providers’ performance…

Abstract

Purpose

The purpose of this study is to examine the direct impact of social intelligence and collective self- efficacy on two components of service providers’ performance: extra-role performance and intra-role one. The study also investigates the indirect effect of social intelligence on service providers’ performance and its components via the mediating role of collective self-efficacy.

Design/methodology/approach

This study was undertaken to develop a conceptual framework that integrates social intelligence, collective self-efficacy and service provider’s performance constructs in one framework. Data was collected from 220 physicians in the Egyptian governmental hospitals. Confirmatory factor analysis explored the latent structure of the research constructs. The current study used structural equation modelling to test the research model hypotheses.

Findings

The study finds that social intelligence was positively associated with service providers’ performance. The results also support the significant effect of social intelligence on the two main dimensions of service provider’s performance: extra-role (contextual) performance and intra-role (task) performance. Moreover, the results indicate that social intelligence competences provide a basis for collective self-efficacy and service providers’ performance for physicians in the Egyptian governmental hospitals.

Research limitations/implications

This study collected data based on a cross-sectional design, so further studies could test the theoretical model by using longitudinal studies’ data, which give the study results more accuracy of results and support generalizing the results. This study considers the synergistic effects between social intelligence and collective self-efficacy on service providers’ performance and sheds new light on bringing new drivers for developing extra- and intra-role dimensions of service provider performance in service literature.

Originality/value

This study is one of the first studies that integrate social intelligence and collective self-efficacy with service providers’ performance and its dimensions in one framework. This study contributes to knowledge by integrating the social exchange theory with the cognitive theory in one study.

Details

International Journal of Disruptive Innovation in Government, vol. 1 no. 1
Type: Research Article
ISSN: 2516-4392

Keywords

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