Search results

1 – 10 of over 47000
Book part
Publication date: 4 May 2020

Christos Boukalas

The sudden rise of the socio-political importance of security that has marked the twenty-first century entails a commensurate empowerment of the intelligence apparatus. This…

Abstract

The sudden rise of the socio-political importance of security that has marked the twenty-first century entails a commensurate empowerment of the intelligence apparatus. This chapter takes the Investigatory Powers Act 2016 as a vantage point from where to address the political significance of this development. It provides an account of the powers the Act grants intelligence agencies, concluding that it effectively legalizes their operational paradigm. Further, the socio-legal dynamics that informed the Act lead the chapter to conclude that Intelligence has become a dominant apparatus within the state. This chapter pivots at this point. It seeks to identify, first, the reasons of this empowerment; and, second, its effects on liberal-democratic forms, including the rule of law. The key reason for intelligence empowerment is the adoption of a pre-emptive security strategy, geared toward neutralizing threats that are yet unformed. Regarding its effects on liberal democracy, the chapter notes the incompatibility of the logic of intelligence with the rule of law. It further argues that the empowerment of intelligence pertains to the rise of a new threat-based governmental logic. It outlines the core premises of this logic to argue that they strengthen the anti-democratic elements in liberalism, but in a manner that liberalism is overcome.

Article
Publication date: 8 February 2021

James Rajasekar, Ahmed Al-Asfour and Efrem Kentiba

The purpose of this paper is to explore the relationship between cultural intelligence (CQ) and adult demographic profiles in the workplace.

Abstract

Purpose

The purpose of this paper is to explore the relationship between cultural intelligence (CQ) and adult demographic profiles in the workplace.

Design/methodology/approach

This cross-cultural study used a self-reported demographic and a 20-item CQ scale. The demographic and CQ level of 287 adults working in Oman from different countries was evaluated.

Findings

The mean total CQ score of adults working in Oman was 4.77 + 1.53. Out of the four dimensions, this study founds higher values relating to motivational CQ followed by metacognitive and behavioral CQ with mean scores 5.22 + 1.53, 5.13 + 1.57 and 4.59 + 1.54, respectively. Significance, between-group differences (gender, age, job level, sector type, education level, nationality and study abroad), were observed in metacognitive and motivational dimensions of CQ (p < 0.001). All the regression models are significant, indicating that they express a meaningful relationship between each of the dependent variables and the variables in the model. The total CQ model explains 10.7% of the variance.

Research limitations/implications

The results of this study provide additional insight to researchers in identifying the demographic profiles which predict the level of total CQ. The use of a longitudinal design to further confirm the results of this study is proposed.

Practical implications

The study helps practicing managers to understand the implications of cultural Intelligence and how it influences employee behavior from the perspectives of demographic perspectives.

Originality/value

The CQ levels of adults working in Oman vary according to their demographic profiles and the demographic profiles predict the CQ levels.

Details

Review of International Business and Strategy, vol. 31 no. 4
Type: Research Article
ISSN: 2059-6014

Keywords

Open Access
Article
Publication date: 9 May 2022

A. Jenifer Arokia Selvi and B. Aiswarya

The study aimed to assess the relationship between emotional intelligence and work engagement among employees of automobile sectors in Chennai, Tamil Nadu, South India, and also…

4500

Abstract

Purpose

The study aimed to assess the relationship between emotional intelligence and work engagement among employees of automobile sectors in Chennai, Tamil Nadu, South India, and also to find out various demographic factors of subordinates who are able to engage vigorously, meaningfully and committedly on their work through their emotional intelligence.

Design/methodology/approach

A descriptive cross-sectional study was conducted, and 184 employees were recruited through random sampling to take part in the study. A Google Forms questionnaire consisting of the demographic questionnaire Utrecht Work Engagement Scale (UWES) and Emotional Intelligence Scale (EIS) was constructed and sent via e-mail to the employees, and the data were collected; after the data cleaning process, it was analysed through SPSS Version 20 using independent t-test, ANOVA and Pearson's correlation.

Findings

The results showed that educational qualification and income significantly influenced work engagement in all dimensions, while gender, designation and work experience partially influenced work engagement. It showed a strong correlation between work engagement and emotional intelligence.

Research limitations/implications

This study assessed a small number of employees due to which the external validity reduces, and it assessed only the interplay between different dimensions of work engagement and emotional intelligence but not linked with any other mediating factors. The final sample size of the present study was relatively small due to the time constraint; hence, the study yielded less accurate results. Some linking variables, such as job security, motivation, knowledge management and transformational leadership, can be added to find out the association of emotional intelligence and work engagement and to understand how the factors influence each other.

Practical implications

For every output in the organisation, the work engagement or performance, there is an emotion behind each and every individual. The person cannot put his/her whole effort at work and concentrate without his/her self-awareness and management; at the same time, socialising is also very important to maintain good relationships at work; without these influences, one cannot have engagement in his/her work, which ultimately leads to  job satisfaction. It improves the strong attitude and behaviour that intend to be engaged at work.

Social implications

This study would benefit in focusing more on rewards and recognition, empowering employees and building a bond between the organisation and employees in a strategic manner. The management can utilise the employee's engagement and make various financial outcomes, such as profitability and growth, increasing the share value and the turnover of the productivity. It improves the communication between business leaders and the organisation that benefits the business practices to be more effective which leads to a positive social change. Employee engagement strategies could fill the gap between employees' job involvement and the productive outcome. On the whole, employees' work engagement makes them to invest themselves wholeheartedly into cognitively, physically and emotionally on the job.

Originality/value

Work engagement and emotional intelligence, as well as their dimensions, illustrate a clear relationship and are also shown to be predictive of each other in the workplace.

Details

Rajagiri Management Journal, vol. 17 no. 2
Type: Research Article
ISSN: 0972-9968

Keywords

Article
Publication date: 14 February 2020

Çağrı Peköz and Ayşe Işık Gürşimşek

The purpose of this paper is to investigate the preschool teachers’ cultural intelligence, their attitudes towards multicultural education and the correlation between these two…

Abstract

Purpose

The purpose of this paper is to investigate the preschool teachers’ cultural intelligence, their attitudes towards multicultural education and the correlation between these two variables.

Design/methodology/approach

The sample consisted of 203 preschool teachers working in preschool classes within primary schools administrated by the Ministry of Education in Turkish Republic of Northern Cyprus (TRNC). Data were collected from the teachers by cultural intelligence scale (CQS), teacher multicultural attitude survey (TMAS) and demographic information form.

Findings

The analysis revealed that cultural intelligence and attitudes towards multicultural education did not differ according to teaching experience in a foreign country. Significant differences were found in metacognition, motivation and behaviour sub-dimension scores, cultural intelligence total scores and multicultural education attitude scores because of having a friend in foreign country, cognition sub-dimension scores because of having a non-Turkish-speaking student (NTSS) in class and cultural intelligence total scores because of knowing a foreign language. Significant relation was found between cultural intelligence scores and multicultural education attitude scores of the participants.

Originality/value

Despite the increasing cultural diversity in the country, there are no official regulations or efforts to establish arrangements for multicultural education in TRNC. Thus, this research is valuable for clarifying the situation in TRNC, determining the requirements and providing insights for future scientific work and implications.

Details

Journal for Multicultural Education, vol. 14 no. 1
Type: Research Article
ISSN: 2053-535X

Keywords

Article
Publication date: 19 September 2022

Ankita Mishra and Parwinder Singh

Entrepreneurship is one of the significant drivers of economic growth, development and job generation in several countries worldwide. Realizing its significant contribution to the…

Abstract

Purpose

Entrepreneurship is one of the significant drivers of economic growth, development and job generation in several countries worldwide. Realizing its significant contribution to the nation’s development, policymakers and educators have also drawn attention to fostering entrepreneurship among the youth. Researchers attempted to comprehend the dynamics and investigate the factors influencing entrepreneurial intention (EI). As is true for other abilities and response tendencies, individual differences exist for EI also. This study aims to explore the relationship of emotional intelligence (EIn) and cognitive flexibility (CF) with EI and mediating effect of entrepreneurial self-efficacy (ESE) in the relationship between CF, EIn and EI.

Design/methodology/approach

The cross-sectional survey was conducted to gather responses from 635 individuals aged 17–26 years (M = 19.2, SD = 1.49). The hypotheses were tested using correlation, regression and mediation analysis.

Findings

The findings indicated that EIn and CF were significantly and positively related to EI. Furthermore, ESE was found to be a partial mediator between EIn and EI and a full mediator between CF and EI.

Research limitations/implications

Results reflected the critical significance of ESE and implied that EI might be strengthened by intervening in ESE through various sources.

Originality/value

This study adds to the existing literature by incorporating less studied individual factors (EIn and CF) to better understand EI by explaining the mediation mechanism through ESE.

Details

Journal of Entrepreneurship in Emerging Economies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2053-4604

Keywords

Article
Publication date: 1 September 1999

Victor Dulewicz and Malcolm Higgs

Emotional intelligence (EI) is a topic of growing interest. This article describes the design of a new tailored instrument to measure emotional intelligence, which was piloted on…

14624

Abstract

Emotional intelligence (EI) is a topic of growing interest. This article describes the design of a new tailored instrument to measure emotional intelligence, which was piloted on 201 managers. Data are presented showing its high reliability and validity. In particular, construct validity is demonstrated using the 16PF, Belbin team roles, Myers‐Briggs type inventory and Type A behaviour. Seven elements (sub‐scales) make up the total questionnaire – self‐awareness; influence; decisive; interpersonal sensitivity; motivation; integrity; and resilience. These are defined in detail, and guidance is given on administration, and reporting which is done through an expert system. Advice on how the results can be used for personal development is also given. Finally, suggestions are put forward for further work on appropriate organisational cultures to reinforce emotional intelligence, and the issue of emotional intelligence and leadership.

Details

Leadership & Organization Development Journal, vol. 20 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 March 2002

Lisa Gardner and Con Stough

Investigates whether emotional intelligence measured by the Swinburne University Emotional Intelligence Test predicted transformational, transactional and laissez‐faire leadership…

28859

Abstract

Investigates whether emotional intelligence measured by the Swinburne University Emotional Intelligence Test predicted transformational, transactional and laissez‐faire leadership styles measured by the multifactor leadership questionnaire in 110 senior level managers. Effective leaders were identified as those who reported transformational rather than transactional behaviours. Emotional intelligence correlated highly with all components of transformational leadership, with the components of understanding of emotions (external) and emotional management the best predictors of this type of leadership style. The utility of emotional intelligence testing in leadership selection and development is discussed.

Details

Leadership & Organization Development Journal, vol. 23 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 November 2002

Sheila Wright, David W. Pickton and Joanne Callow

There is a danger of allowing competitive analysis to receive less than adequate attention in the marketing‐planning process as it is subordinated to a customer‐driven focus…

5146

Abstract

There is a danger of allowing competitive analysis to receive less than adequate attention in the marketing‐planning process as it is subordinated to a customer‐driven focus. Clearly important though customers are, they should not dominate marketing strategy and planning to the exclusion of other influential groups, one of these being competitors. With this in mind, a pilot research project was undertaken to gain a better understanding of how UK companies conduct competitive intelligence. From this pilot, a tentative typology of companies was developed to reflect four attributes of competitive intelligence activity: attitude, gathering, use, and location. Further research was subsequently undertaken to corroborate the findings of the pilot study, test the appropriateness of the typology and further develop the classification definitions. The research has resulted in a typology that illustrates a continuum of behaviour on the four strands of investigation. From this, an understanding of CI best practice can be deduced.

Details

Marketing Intelligence & Planning, vol. 20 no. 6
Type: Research Article
ISSN: 0263-4503

Keywords

Article
Publication date: 9 March 2010

Nicholas Clarke

This paper aims to identify whether relationships exist between emotional intelligence (EI) and specific teamwork behaviours that are associated with transition, action and…

6789

Abstract

Purpose

This paper aims to identify whether relationships exist between emotional intelligence (EI) and specific teamwork behaviours that are associated with transition, action and interpersonal team processes using the ability model of EI.

Design/methodology/approach

A total of 68 MBA students comprising 13 randomly assigned teams completed a pencil and paper performance‐based test of emotional intelligence. Some 14 weeks later a score reflecting the extent team members engaged in a number of teamwork behaviours consistent with transition, action and interpersonal team processes was obtained from peer ratings.

Findings

Emotional intelligence was found to explain direct and unique variance in transition and interpersonal team processes. However, only three individual branches of EI were found to be of any significance, and these differed in each instance.

Practical implications

These findings add to the growing body of literature suggesting emotional intelligence may be an important aspect of individual difference amongst team members that can contribute to team effectiveness. Individuals with differing EI abilities may be particularly important to teams dependent upon the team's activity phase.

Originality/value

The paper shows that blanket assertions regarding the significance of emotional intelligence for team effectiveness are far too simplistic. Differing EI abilities are associated with particular teamwork behaviours, which in turn become important during different phases of team activity. The findings suggest a need for more sophisticated frameworks regarding how EI relates to specific cognitive, verbal and behavioural teamwork activities.

Details

Team Performance Management: An International Journal, vol. 16 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 9 November 2010

Hui‐Wen Vivian Tang, Mu‐Shang Yin and Darwin B. Nelson

This paper seeks to explore the relationship between the emotional intelligence (EI) and transformational leadership practices of academic leaders in Taiwan and the USA. It aims…

11702

Abstract

Purpose

This paper seeks to explore the relationship between the emotional intelligence (EI) and transformational leadership practices of academic leaders in Taiwan and the USA. It aims to investigate whether cross‐cultural differences exist in academic leaders' EI, leadership practices, and the relationship between them.

Design/methodology/approach

The study employs a casual‐comparative approach to draw cross‐cultural comparisons. Convenience samples of 50 academic leaders in Taiwan and 50 in the USA were selected as two comparison sample groups. Two instruments were selected to measure emotional intelligence and leadership effectiveness.

Findings

Results of the correlational analyses indicate that Taiwanese participants' overall EI was found to be positively correlated in a statistically significant manner with all five areas of leadership practice. The US participants were found to have statistically significant positive relationships between overall emotional intelligence and all areas of leadership practice except Challenging the process, and Inspiring a shared vision. ANOVA results reveal that significant differences exist in distinct areas of EI and distinct areas of leadership practice as a function of cultural difference.

Research limitations/implications

An important limitation of the present study is the probability of response bias resulting from self‐reported data.

Originality/value

The study has significance in three aspects. First, it investigates a less understood and explored issue: cross‐cultural differences in the relationship between emotional intelligence and leadership practices. Second, findings of the study make contributions to the body of research in a number of related disciplines, such as leadership effectiveness, emotional intelligence, cross‐cultural research on leadership, and cross‐cultural studies of emotional intelligence. Third, the results of the study bring significant insights into the field of cross‐cultural leadership development in the academic context.

Details

Journal of Managerial Psychology, vol. 25 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

1 – 10 of over 47000