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The purpose of this paper is to present and provide a critical review of most recent studies inquiring into brain abnormalities in psychopathy.

The authors provide an overview of the findings of neurobiological studies conducted in the last five years. Publications chosen for review were found using Web of Science, PsycINFO and Scopus search engines.

Data in the literature reveal that psychopathy is associated with brain abnormalities in frontal and temporo-limbic regions, i.e. regions responsible for moral decision making, emotional processing and learning. Additionally, interactions between the brain areas have been identified as crucial for the development of psychopathic personality traits. Research findings suggest that the flow of impulses between the frontal cortex and temporo-limbic structures in psychopaths is significantly hindered.

The current paper provides an in-depth review of most recent neurobiological studies inquiring into brain abnormalities associated with psychopathic personality traits. Moreover, a particular attention has been paid to identifying abnormalities in brain structures not previously studied in relation to psychopathy (e.g. mirror neuron system, white matter connections).

Marketers often assume that functional, hedonic and socially conspicuous utilities in choosing a brand differ for men and women, thus different marketing strategies are required for each gender. To date, most of the research studies have used self-reported measures when shopping in general or in regard to a single product. The purpose of this research is to examine this question using two different contexts of brand choice: single choice evaluation (SCE) and brand selection context (BSC). This assessment will clarify whether male and female utilities when choosing a brand are indeed inherent and consistent.

Data were collected using surveys in three studies (N = 923). Conjoint analysis and ICLV (integrated choice and latent variables) models were examined.

BSC analysis that more closely mimics real-life contexts revealed that the consideration of these utilities is generally similar for men and women, while the SCE analysis showed significant gender differences.

In the context of choosing between brands, stereotypical gender targeting may be ineffective and might not be the best allocation of resources for marketers.

Gender stereotypes in advertising seem to reconstruct differences that are not significant in a realistic brand selection context.

The context of choice was found to be a condition boundary for gender differences in brand choice considerations. Gender differences are not evolutionary or inherent.

Few organizational change studies identified the aspects of change that are salient to individuals and gender in specific and that influence their work outcomes. This paper aims to assess the potential mediating effect of emotional intelligence and the moderating effect of gender in the relationship of perceived change-related uncertainty and work outcomes.

The study analyzes the measurement model and the structural model using SmartPLS (v 3.2.7) on a sample of 413 employees working in the telecom sector collected through a non-experimental face-to-face method.

The findings support that emotional intelligence mediates the negative relationship between perceived change-related uncertainty and work outcomes. Moreover, emotional intelligence and gender have a significant interaction effect on work outcomes.

The study uses the ability-based model of emotional intelligence to assess its impact on the proposed theoretical framework.

The findings suggest that organizations should hire more females at the workplace as they are less in number although they are more emotionally intelligent. As well as, females should be given equal opportunities to reach the top managerial positions by breaking the glass ceiling.

The study adds insights into existing knowledge; for instance, the study reveals that emotional intelligence competency is a sine qua non to personal control that delivers exceptional results in the context of perceived change-related uncertainty. The study also investigates the interaction effect of gender with emotional intelligence to scaffold the emotional intelligence competency over gender differences.

This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender.

Survey data were collected from 193 employees working in different organizations in Pakistan.

Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men.

Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB.

This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.