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The purpose of this study is to develop a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional organisation). Interaction between the cognitive and the affective personality is modelled.

James Gross’ (1988) model of Emotion Regulation is integrated with Normative Personality Theory in the context of Mindset Agency Theory: The agency has a “cognitive system” and an emotion regulating “affective system” which interact (Fink and Yolles, 2015).

Processes of emotion regulation pass through three stages: “Identification”, “Elaboration” and “Execution”. In a social environment, emotions are expressed through actions. The results of actions (feedback, goal achievement) are assessed through affective operative intelligence in the light of pursued goals.

The theory will provide guidance for analysis of cultural differentiation within social systems (e.g. societies or organisations), with reference to identification, elaboration and execution of “emotion knowledge”.

Understanding interdependencies between cognition and emotion regulation is a prerequisite of managerial intelligence and strategic cultural intelligence, in demand for interaction and integration processes across social systems.

The model provides a framework which links emotion expression and emotion regulation with cognition analysis. In part 2 of this paper, based on this theory a typology can be developed which for given contexts allows ex ante expectations of typical patterns of behaviour to be identified.

The purpose of this paper is to review the studies of personality and negotiation and argues that the relationship between personality and negotiation is worth re‐examination and more research attention should be devoted to this area.

A cognitive model of personality and negotiation is constructed by integrating cognitive and social factors into the exploration of negotiation processes. The mediating roles of negotiator cognitions are discussed within this framework and relationships between personality and three negotiator cognitions: win–lose orientation, face‐saving and trusting are proposed.

This study provides an integrative model for studying the relationship between personality, negotiator cognition, negotiation behaviors and outcomes, and thus has impotent implications for future studies on negotiation.

The knowledge of the relationship between personality and negotiation will help organizations use personality assessment for better decisions about selection, promotion and training for improvement in negotiation skills.

This study attempts a complete exploration on the framework that integrates personality factors and negotiation behavior and outcomes, and provides potential directions for future studies on personality and negotiation.

Missing in most of the research on selling has been an examination of the process from the point of view of the customer. When satisfaction in selling has been considered, researchers have focused on the satisfaction of the salesperson with his job and/or the impact of this job satisfaction on performance (e.g. Bluen, Barling & Burns, 1990; Churchill, Ford & Walker, 1979; Pruden & Peterson, 1971). To concentrate on salesperson performance while neglecting customers is to ignore the most important half of the relationship between buyers and sellers and entirely disregards the marketing concept and the streams of research in customer satisfaction. This research takes a different approach and examines customers’ satisfaction with salespeople.

This study aims to represent a first attempt to examine in a non-clinical population the interplay between social engagement, executive function (EF) and theory of mind (ToM) within a social motivation theory framework.

A total of 170 participants (135 female; mean age = 19.01 and standard deviation = 1.27) completed measures of ToM (Faux Pas task), autistic traits (Autism Spectrum Quotient), social engagement (reward dependence subscale of the Temperament and Character Inventory), sociability and EF (both subscales of the Adult Temperament Questionnaire).

Path analyses found that EF, sociability and social engagement were negatively associated with autistic traits both directly and indirectly. Results indicate that EF may impact sociability and social engagement and their interaction may relate to the degree of autistic traits shown in a typical sample. However, ToM (as measured by the Faux Pas test) was not related to any of the other variables.

Sociability, social engagement and effortful control deficits may be linked to higher levels of autistic traits. These factors appear to form a hierarchy of factors underpinning autism spectrum disorder, with EF contributing to all aspects, followed by sociability and social engagement at a higher level. Future research examining in clinical populations the utility of a more integrated model of social motivation that incorporates EF appears warranted.

The prevalence, correlates (child behaviour problems and negative parenting) and determinants (risk and protective factors) of parental need for support were examined in a community sample of 177 mothers with a child aged 1.5‐3.5 years, in order to draw a profile of families that need parenting support. A substantial number of the mothers reported needing support (40% reported need for information, 10% reported family and social support needs). This need was related to child behaviour problems and to negative parenting. Maternal depression, difficult temperament of the child and negative life events, as well as total number of risk factors, significantly predicted the need for support. Satisfaction with support (but not number of support sources) acted as a protective factor.

In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad as CEOs. Since we do not know much about these individuals, we direct our attention to: (1) who they are (demographics), (2) what they are like (personality), and (3) how they perform (job performance).

Data was sought from 93 assigned expatriate CEOs and 94 self-initiated expatriate CEOs in China.

Our findings demonstrate that in terms of demography, self-initiated CEOs were more experienced than assigned CEOs. With regard to personality, we found difference in self-control and dispositional anger: Assigned expatriate CEOs had more self-control and less angry temperament than their self-initiated counterparts. Finally, we found assigned expatriate CEOs to rate their job performance higher than self-initiated CEOs.

Although there may not always be immediate benefits, career consideration often plays a role when individuals choose whether to become an expatriate. For many years, organizations have used expatriation to develop talented managers for high-level positions in the home country. Recently, however, a new trend has emerged. Talented top managers are no longer expatriated only from within parent companies to subsidiaries. Self-initiated expatriates with no prior affiliation in the parent company are increasingly used to fill top management positions in subsidiaries.

Pluralities of personality schemas reside across different Maruyama universes suggesting incommensurability and isolation. Schemas may migrate across Maruyama universes given appropriate means. As illustration, the Myers Briggs Type Indicator (MBTI) schema for personality temperament is migrated into a sociocognitive schema through the intermediary of knowledge cybernetics (KC). MBTI is a type approach that operates with polar opposites; however, conceptually there is no reason for it not to be associated with a trait space. Supposing that MBTI has traits at some horizon of meaning, then since traits are responsible for the creation of enduring states, sociocognitive explanations should be able to explain the stable states consistent with a variation of the McCrae and Costa proposition. As a result this paper aims to formulate for the first time a link between the MBTI type schema, a trait space, and a capacity for sociocultural descriptions.

The paper uses the meta‐framework of KC, part of the relevantial universe identified by Maruyama, to formulate a representation of MBTI. This also appears to be the first serious use of the Maruyama universe concept, and the first time that MBTI has been explored from a relevantial perspective. A consequence is the possible development of a more sophisticated trait theory that is capable of providing more complex information about personality.

The findings indicate that a more complex form of type theory is possible than has been provided by MBTI.

This paper is limited to the investigation of MBTI. However, it offers a generic approach that can be applied to other solitary theories like MBTI. It also postulates a trait basis for the MBTI type approach.

The paper leads to the possibility of improved explanatory power for a type theory than is currently possible.

The paper adopts for the first time a relevantial meta‐framework approach to explore a development of MBTI. It has value to those researchers who may wish to explore the potential of more complex forms of type personality theory than are currently available.

Inhibitory control (IC) is a central executive function that shows significant development throughout the preschool years. IC is known as a factor that underlies the ability to self-regulate in daily situations. This ability is challenged when a child faces negative emotions; a challenge that is seen in children’s IC performance and brain activity. This chapter elaborates on the effects that negative emotional experiences have on children’s IC functioning. Moreover, previous studies regarding the way emotional experiences are reflected in brain activity are included. Additionally, this chapter will offer a comprehensive review of the factors affecting individual differences in IC, including the role of children’s temperamental effortful control and negative affectivity. Further, the role of parenting behaviors will be discussed, focusing on the way in which maternal self-regulation influences child inhibitory control, including related educational implications.

A typology of basic affective and cognitive orientations is developed within a generic cultural socio-cognitive trait theory of a “plural affect agency” (the emotional organisation).

Affective personality is defined in terms of a set of affect traits. These are defined in terms of epistemically independent bipolar affect types, which in turn coalesce into a set of mindset types that can be related to the classical four temperaments.

Different affect types are supposed to differently regulate the three stages of emotion management. Affect types and cognitive types provide mutual contexts, and foster reciprocal affect and cognitive orientations.

The theory provides guidance for analysis of cultural differentiation within social systems (societies/organisations), with reference to identification, elaboration and execution of “emotion knowledge” and “cognitive knowledge”.

Understanding interdependencies between cognition and emotion regulation is a prerequisite of managerial intelligence and strategic cultural intelligence, which is in demand for interaction and integration processes across social systems.

From the framework model linking emotion expression and emotion regulation with cognition analysis, a typology arises allowing ex-ante expectation of typical patterns of behaviour.

Suggests that theories of organization structure since mid‐century have been dominated by a systems view that emphasizes macro‐economics. The potential for further contribution to theory at that level appears sharply limited. Role analysis and the theory of organization as interaction of internal and external roles offers opportunity for expanded depth of theoretical development in the domain of organization structure. Limited application of role analysis at the level of leadership that has progressed must now be carried down into the organization and over into the operating environment, to permit the established disciplines of individual differences, social psychology and psychodynamics to lead in revitalizing theory of organization structure.