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Prior work has established that analytic thinking is associated with disbelief in God, whereas religious and spiritual beliefs have been positively linked to social and emotional cognition. However, social and emotional cognition can be... more
Prior work has established that analytic thinking is associated with disbelief in God, whereas religious and spiritual beliefs have been positively linked to social and emotional cognition. However, social and emotional cognition can be subdivided into a number of distinct dimensions, and some work suggests that analytic thinking is in tension with some aspects of social-emotional cognition. This leaves open two questions. First, is belief linked to social and emotional cognition in general, or a specific dimension in particular? Second, does the negative relationship between belief and analytic thinking still hold after relationships with social and emotional cognition are taken into account? We report eight hypothesis-driven studies which examine these questions. These studies are guided by a theoretical model which focuses on the distinct social and emotional processing deficits associated with autism spectrum disorders (mentalizing) and psychopathy (moral concern). To our knowle...
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Research Interests: Psychology, Organizational Theory, Leadership, Complexity, Singularity Theory, and 13 moreEmotional Contagion, Medicine, Phase Transitions, Transformational Leadershp, Tipping Points, Bifurcation, Cusp Catastrophe Model, FRONTIERS, Attractors, Music Information Dynamics, Human Interaction Dynamics, Emotional States, and Frontiers in Psychology
All of us struggle from time to time with the question of personal meaning: "Am I living the way I want to live?" For millions of people, the attacks of September 11 put the issue front and center, but most of us periodically... more
All of us struggle from time to time with the question of personal meaning: "Am I living the way I want to live?" For millions of people, the attacks of September 11 put the issue front and center, but most of us periodically take stock of our lives under far less dramatic circumstances. This type of questioning is healthy; business leaders need to go through it every few years to replenish their energy, creativity, and commitment--and their passion for work. In this article, the authors describe the signals that it's time to reevaluate your choices and illuminate strategies for responding to those signals. Such wake-up calls come in various forms. Some people feel trapped or bored and may realize that they have adjusted to the frustrations of their work to such an extent that they barely recognize themselves. For others, the signal comes when they are faced with an ethical challenge or suddenly discover their true calling. Once you have realized that it's time to ...
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Implicit motives manifest themselves in patterns of behavior that we call competencies. Since 1970, the study of competencies and their predictive relationship to effectiveness in many occupations in many types of organizations, sectors,... more
Implicit motives manifest themselves in patterns of behavior that we call competencies. Since 1970, the study of competencies and their predictive relationship to effectiveness in many occupations in many types of organizations, sectors, and countries has allowed for the understanding of how functionally related clusters of behavior organized around a specific unconscious intent. Because of the behavioral nature of the competencies, measurement is more observable than projective tests, more holistic (i.e., incorporating physiological states as well as mental and emotional ones), and easier to use in applied settings. In this chapter, the history of research evidence is reviewed along with the theoretical distinctions and an empirically tested model for developing competencies in adults.
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Emotional and social intelligence competencies distinguish effective performance among managers, leaders, and professionals. People in power (i.e., leading and helping) roles infect others with their emotional state through the contagion... more
Emotional and social intelligence competencies distinguish effective performance among managers, leaders, and professionals. People in power (i.e., leading and helping) roles infect others with their emotional state through the contagion of emotion. The consequences of using emotional and social intelligence competencies are amplified in work and social settings. Although most attempts to develop these competencies at work and in graduate education fail, there is longitudinal evidence that they can be sustainably developed. Intentional Change Theory explains the physiological and psychological processes that result in significant improvement in these competencies. The three most distinctive aspects of this model, in contrast to typical approaches, include: (1) fostering the person’s ideal self, their personal vision, and their dream before exposing them to any data feedback; (2) using coaches to create relationships that help someone through the process; and (3) developing social id...
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With the desire of improving the effectiveness of helping relationships, which are so much a part of everyday life, this study is an attempt to increase the knowledge concerning the interaction of various elements in such relationships. A... more
With the desire of improving the effectiveness of helping relationships, which are so much a part of everyday life, this study is an attempt to increase the knowledge concerning the interaction of various elements in such relationships. A conceptual framework of helping relationships is presented which includes the nature of the task, the helper, the receiver of help, the environment and psychological climate of the relationship, and the information feedback which occurs during the relationship. The study focuses on the helper, his motivation, self-image, and style of communicating with the receiver of help. Effective helpers are found to have moderate levels of achievement, power, and affiliation motivation in contrast to ineffective helpers (those individuals who unsuccessfully try to help) and nonhelpers (those individuals who do not try to help). Effective helpers are found to have self-images which are somewhere between the self-images of ineffective helpers and nonhelpers on s...
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PurposeDevelopment of competencies needed to be effective managers and leaders requires research and theory that can drive future scholarship and application. This introductory essay to this special issue of JMD seeks to focus on... more
PurposeDevelopment of competencies needed to be effective managers and leaders requires research and theory that can drive future scholarship and application. This introductory essay to this special issue of JMD seeks to focus on competencies in organizations in Europe and a broader conceptualization of emotional intelligence.Design/methodology/approachCompetencies are defined and an overview is provided for the papers that will follow with original research on competencies, their link to performance in various occupations, and their development.FindingsEmotional, social and cognitive intelligence competencies predict effectiveness in professional, management and leadership roles in many sectors of society. It addition, these competencies can be developed in adults.Research limitations/implicationsAs an introductory essay, the paper lays the foundation for the following papers in this issue.Practical implicationsCompetencies needed in order to be effective can be developed.Originali...
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The New Leaders Transforming the art of leadership into the science of results. By Daniel Goleman, Richard Boyatzio and Annie Mckee. ... Values play an important role in uncovering the ideal self. A person's philosophy... more
The New Leaders Transforming the art of leadership into the science of results. By Daniel Goleman, Richard Boyatzio and Annie Mckee. ... Values play an important role in uncovering the ideal self. A person's philosophy influences the way she determines values. ...
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... George F. j;arris October, 1969 426-69 (First printing November, 1962) Page 6. ' M0\/ 3 1969 M. IT LIBRARIES Page 7. ... stylo of work, and porformanco hr-3 boon a question of contr&l importance to... more
... George F. j;arris October, 1969 426-69 (First printing November, 1962) Page 6. ' M0\/ 3 1969 M. IT LIBRARIES Page 7. ... stylo of work, and porformanco hr-3 boon a question of contr&l importance to those concerned with tho launson aid© of entorpriso. ...
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PurposeThe purpose of this research is to examine the relationships among team leader emotional intelligence competencies, team level emotional intelligence, and team performance.Design/methodology/approachIt is argued here that the team... more
PurposeThe purpose of this research is to examine the relationships among team leader emotional intelligence competencies, team level emotional intelligence, and team performance.Design/methodology/approachIt is argued here that the team leader's emotional intelligence (EI) will influence the development of group level emotional intelligence (GEI), which was measured by a team's emotionally competent group norms (ECGN). Second, it is hypothesized that the presence of ECGNs will positively influence group effectiveness. Data were collected from 422 respondents representing 81 teams in a military organization.FindingsResults show that team leader emotional intelligence is significantly related to the presence of emotionally competent group norms on the teams they lead, and that emotionally competent group norms are related to team performance.Research limitations/implicationsLimitations of this research include a narrow sample with the teams not being highly interdependent.Pra...
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This study explores the efficacy of a specific tool – the articulation of the ideal self – in job engagement, psychological well-being, and organizational citizenship behavior. We hypothesized that employees who can visualize their jobs... more
This study explores the efficacy of a specific tool – the articulation of the ideal self – in job engagement, psychological well-being, and organizational citizenship behavior. We hypothesized that employees who can visualize their jobs as part of their ideal self – in particular how it helps in its development and realization – would feel higher levels of engagement and fulfillment in their lives, as well as engage in greater amounts of helping and voice OCB. A total of 239 full time employees from five companies in Costa Rica filled out the ideal self questionnaire, the job engagement, and psychological well-being surveys, and were evaluated by their peers on task behavior and helping and voice OCB. Results of the SEM model showed that the ideal self was positively related to job engagement, psychological well-being and helping and voice. These findings contribute to the research on the impact and importance for organizations to help employees find meaningfulness in their work.
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Emotional intelligence has emerged as a key factor in differentiating average from outstanding performers in managerial and leadership positions across multiple business settings, but relatively few studies have examined the role of... more
Emotional intelligence has emerged as a key factor in differentiating average from outstanding performers in managerial and leadership positions across multiple business settings, but relatively few studies have examined the role of emotional intelligence in the health care professions. The purpose of this study was to examine the relationship between emotional intelligence (EI) and dental student clinical performance. All third‐ and fourth‐year students at a single U.S. dental school were invited to participate. Participation rate was 74 percent (100/136). Dental students’ EI was assessed using the Emotional Competence Inventory‐University version (ECI‐U), a seventy‐two‐item, 360‐degree questionnaire completed by both self and other raters. The ECI‐U measured twenty‐two EI competencies grouped into four clusters (Self‐Awareness, Self‐Management, Social Awareness, and Relationship Management). Clinical performance was assessed using the mean grade assigned by clinical preceptors. Th...
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Retirement is a time of life that has grown ever longer in the developed world, and the number of pensioners has increased accordingly, questioning the strength of Social Security systems and the social safety net in general. Financial... more
Retirement is a time of life that has grown ever longer in the developed world, and the number of pensioners has increased accordingly, questioning the strength of Social Security systems and the social safety net in general. Financial Planning for Retirement (FRP) consists of the series of activities involved in the accumulation of wealth to cover needs in the post-retirement stage of life. The negative short-, mid-, and long-term consequences of inadequate Financial Planning for Retirement do not only affect individuals, but also their extended families, homes, eventually producing an unwanted impact on the entire society. The Capacity-Willingness-Opportunity Model has been proposed to understand FPR, combined with Intentional Change Theory, a framework for understanding the process, antecedents and consequences of FPR. From this perspective, we propose this promising model, but there are a large number of variables that have not been included that offer novel ways to deepen our u...
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Personal and shared vision have a long history in management and organizational practices yet only recently have we begun to build a systematic body of empirical knowledge about the role of personal and shared vision in organizations. As... more
Personal and shared vision have a long history in management and organizational practices yet only recently have we begun to build a systematic body of empirical knowledge about the role of personal and shared vision in organizations. As the introductory paper for this special topic in Frontiers in Psychology, we present a theoretical argument as to the existence and critical role of two states in which a person, dyad, team, or organization may find themselves when engaging in the creation of a personal or shared vision: the positive emotional attractor (PEA) and the negative emotional attractor (NEA). These two primary states are strange attractors, each characterized by three dimensions: (1) positive versus negative emotional arousal; (2) endocrine arousal of the parasympathetic nervous system versus sympathetic nervous system; and (3) neurological activation of the default mode network versus the task positive network. We argue that arousing the PEA is critical when creating or a...
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Amid the swarm of debate about emotional intelligence (EI) among academics are claims that cognitive intelligence, or general mental ability (g), is a stronger predictor of life and work outcomes as well as the counter claims that EI is... more
Amid the swarm of debate about emotional intelligence (EI) among academics are claims that cognitive intelligence, or general mental ability (g), is a stronger predictor of life and work outcomes as well as the counter claims that EI is their strongest predictor. Nested within the tempest in a teapot are scientific questions as to what the relationship is between g and EI. Using a behavioral approach to EI, we examined the relationship of a parametric measure of g as the person's GMAT scores and collected observations from others who live and work with the person as to the frequency of his or her EI behavior, as well as the person's self-assessment. The results show that EI, as seen by others, is slightly related to g, especially for males with assessment from professional relations. Further, we found that cognitive competencies are more strongly related to GMAT than EI competencies. For observations from personal relationships or self-assessment, there is no relationship be...
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A decade ago in these pages, Goleman published his highly influential article on emotional intelligence and leadership. Now he, a cochair of the Consortium for Research on Emotional Intelligence in Organizations, and Boyatzis, a professor... more
A decade ago in these pages, Goleman published his highly influential article on emotional intelligence and leadership. Now he, a cochair of the Consortium for Research on Emotional Intelligence in Organizations, and Boyatzis, a professor at Case Western, extend Goleman's original concept using emerging research about what happens in the brain when people interact. Social intelligence, they say, is a set of interpersonal competencies, built on specific neural circuits, that inspire people to be effective. The authors describe how the brain's mirror neurons enable a person to reproduce the emotions she detects in others and, thereby, have an instant sense of shared experience. Organizational studies document this phenomenon in contexts ranging from face-to-face performance reviews to the daily personal interactions that help a leader retain prized talent. Other social neurons include spindle cells, which allow leaders to quickly choose the best way to respond to someone, and ...
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PurposeThe purpose of this paper is to show that development of competencies needed to be effective managers and leaders requires program design and teaching methods focused on learning. This is the introductory essay to this special... more
PurposeThe purpose of this paper is to show that development of competencies needed to be effective managers and leaders requires program design and teaching methods focused on learning. This is the introductory essay to this special issue of JMD.Design/methodology/approachCompetencies are defined and an overview is provided for the eight papers that will follow with original research on competencies, their link to performance in various occupations, and their development.FindingsEmotional, social and cognitive intelligence competencies predict effectiveness in professional, management and leadership roles in many sectors of society. In addition, these competencies can be developed in adults.Research limitations/implicationsAs an introductory essay, this lays the foundation for the papers in this issue.Practical implicationsCompetencies needed to be effective can be developed.Originality/valueDespite widespread application, there are few published studies of the empirical link betwe...
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Leaders of sales organizations must recruit and inspire salespeople to grow the organization. Skepticism remains about the role of emotional and social intelligence (ESI) in effective leadership. ESI is criticized as not providing... more
Leaders of sales organizations must recruit and inspire salespeople to grow the organization. Skepticism remains about the role of emotional and social intelligence (ESI) in effective leadership. ESI is criticized as not providing distinctive variance in leadership performance beyond general intelligence and personality. This study assessed the role of the behavioral level of ESI competencies on leader performance. The number of new recruits was shown to predict new cash invested 6 years later. ESI significantly predicted leader performance (i.e., recruitment) whereas measures of generalized intelligence and personality did not. Adaptability and influence were two competencies distinctively predicting sales leadership performance.
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PurposeContinued research on the assessment and development of emotional and social intelligence competencies represents an opportunity to further both theoretical and applied applications of behavioral science to the management of human... more
PurposeContinued research on the assessment and development of emotional and social intelligence competencies represents an opportunity to further both theoretical and applied applications of behavioral science to the management of human capital. While the field has continued to expand over the preceding decades, research has often trailed application, especially as it relates to cross‐cultural validity. The purpose of this introductory essay to this special issue of CCM serves to focus on cultural issues related to applied use of competencies in diverse cultures.Design/methodology/approachEmotional and social intelligence competencies are defined and an overview provided for the papers that will follow, with original research linking these constructs to performance in various occupations and cultures, as well as issues related to their development.FindingsEmotional and social intelligence competencies are found to represent a practical and theoretically coherent, reliable and valid...
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Previous research on learning styles has focused on conditions of extreme learning specialization, leaving many questions about integrated learning largely unanswered. This study introduces new measures of balanced learning profiles and... more
Previous research on learning styles has focused on conditions of extreme learning specialization, leaving many questions about integrated learning largely unanswered. This study introduces new measures of balanced learning profiles and adaptive flexibility and test several hypotheses with regard to integrated and specialized learning on a sample of 314 MBA students. The basic prediction of the study was that, the more balanced individuals are on the dual dialectics of learning, the more they will show adaptive flexibility. It was confirmed for both dimensions of the learning process, but the results were stronger for the Conceptualizing/ Experiencing dimension than the Acting / Reflecting dimension. Unpredicted corollary results showed that individuals specializing in abstract learning styles are less flexible learners than those specializing in concrete styles. Other hypotheses about the relation between learning styles and level of skill development were tested and produced mixed...
This research investigates what skills, behaviors and traits characterize an effective senior leader within information technology (IT) organizations. We explore specifically IT executives (a leader of leaders) who report directly to the... more
This research investigates what skills, behaviors and traits characterize an effective senior leader within information technology (IT) organizations. We explore specifically IT executives (a leader of leaders) who report directly to the Chief Information Officer. We conducted a qualitative study by interviewing 36 IT professionals using 360 approach to distill which competencies define an effective IT leader. We draw upon emotional and social competencies index (ESCI) as a means to code for existing social leadership competencies and conduct an open thematic analysis to discover new themes related to technical leadership. Seven well established ESCI competencies and four competencies related to technical domain leadership, Technical Credibility, Relate to Technical People, Guide and Deliver Technology Solutions, and Technical Aptitude, are identified as key factors that promote effective IT leadership. Our analysis suggests that a heretofore unknown blend of competencies forms nece...
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Purpose Little research has explored the importance of interpersonal skills, and more specifically, emotional and social intelligence (ESI) competencies for an engineer’s effectiveness or engagement. Furthermore, to the knowledge, no... more
Purpose Little research has explored the importance of interpersonal skills, and more specifically, emotional and social intelligence (ESI) competencies for an engineer’s effectiveness or engagement. Furthermore, to the knowledge, no studies have explored the explanatory power of ESI over and above general mental ability and personality for engineers. The paper aims to discuss these issues. Design/methodology/approach In this study the authors gathered multi-source data for 40 engineers in a multi-national manufacturing company. Findings The authors found that ESI as observed by their peers significantly predicted engineer effectiveness (ΔR2=0.313), while general mental ability (g) and personality did not. In the same study, an engineer’s engagement in their work was significantly predicted by the degree of shared vision within their teams, while g, personality and ESI did not predict engagement. Research limitations/implications The authors explore the implications of the findings ...