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- Emotional Intelligence (4)
- Book Reviews (3)
- Emotional intelligence (3)
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- Pay and Compensation (3)
- Training (3)
- Work-Life (3)
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- Leaders (2)
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- Work-Family Conflict (2)
- Workplace Discrimination; Non-Christian Religions (2)
- Africa (1)
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- Analogie (1)
- Articles (1)
- Biznes (1)
- Breaking the Silence Surrounding the Black British Caribbean Life Experience (1)
- Catherwood Library (1)
- Chancellor's Award for Excellence in Librarianship (1)
- Church and State; Secularism; Coerced Isomorphism (1)
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Articles 1 - 28 of 28
Full-Text Articles in Business
Can Emotional Intelligence Be Increased Through Training?: An Experimental Study, Jane Murray, Peter Jordan, S Hall-Thompson
Can Emotional Intelligence Be Increased Through Training?: An Experimental Study, Jane Murray, Peter Jordan, S Hall-Thompson
Jane Murray
The training of emotional intelligence in organizations continues to be the subject of much academic discussion. Since the emotional intelligence construct first began to gain attention in the early 1990's academics and practitioners alike have debated whether the skills and abilities associated with emotional intelligence can be learned. As the debate continues, organizations maintain their investment in emotional intelligence training programs that propose to increase the emotional intelligence of individuals, and also increase their overall workplace performance. In this paper we identify specific emotional intelligence skills and abilities that can be trained, and compare these skills to current emotional intelligence …
Does Training Increase Emotional Intelligence In Groups And Group Performance?, Peter Jordan, Jane Murray
Does Training Increase Emotional Intelligence In Groups And Group Performance?, Peter Jordan, Jane Murray
Jane Murray
In this presentation we will discuss the results of a study examining the efficacy of training emotional intelligence skills and abilities in groups. While performance differences have been found between groups with members that average high in emotional intelligence and groups with members with average low in emotional intelligence (Jordan & Troth, 2004), other longitudinal research suggests that these performance differences were minimized the longer the groups worked together (Jordan, Ashkanasy, Hartel, & Hooper, 2002). Thus, we present a field study that examines this question at a greater level of depth.
© Copyright Academy of Management, 2005
Work And Family Conflict: Does Home-Based Telework Make A Difference?, Susan R. Madsen
Work And Family Conflict: Does Home-Based Telework Make A Difference?, Susan R. Madsen
Susan R. Madsen
Organizations continually seek to find ways to improve the performance of individuals, groups, and the entire organization. Research has shown that, when employees’ work-family conflict levels are reduced, performance in the workplace can be increased. How to reduce these levels, however, is a complex task. One claim that has been made, but not thoroughly researched, is that teleworking can assist employees in reducing their work-family conflict. This empirical study researched the effects of home-based teleworking on work-family conflict. Its purpose was to investigate the differences in work and family conflict (i.e., overall, forms, directions) between full-time worksite employees and full-time …
Sorry, But It's The Law: The Westernization Of Islam, Gwendolyn Yvonne Alexis
Sorry, But It's The Law: The Westernization Of Islam, Gwendolyn Yvonne Alexis
Gwendolyn Yvonne Alexis
The last quartile of the 20th Century vastly changed the religio-cultural landscape of the West. Previously the stronghold of Christianity, the West has entered into a period of deep diversity as a result of the unprecedented level of migration of non-Western, non-Christian peoples to western destinations. These new immigrants, with their foreign cultures and unfamiliar religions, came westward with the full expectation that they--like the diverse array of Christian emigrants who migrated westward decades before--would fully enjoy religious liberty in nations long heralded for their commitment to democratic principles and respect for civil rights. How are these immigrants faring on …
Sorry, But It's The Law: The Westernization Of Islam, Gwendolyn Yvonne Alexis
Sorry, But It's The Law: The Westernization Of Islam, Gwendolyn Yvonne Alexis
Gwendolyn Yvonne Alexis
The last quartile of the 20th Century vastly changed the religio-cultural landscape of the West. Previously the stronghold of Christianity, the West has entered into a period of deep diversity as a result of the unprecedented level of migration of non-Western, non-Christian peoples to western destinations. These new immigrants, with their foreign cultures and unfamiliar religions, came westward with the full expectation that they--like the diverse array of Christian emigrants who migrated westward decades before--would fully enjoy religious liberty in nations long heralded for their commitment to democratic principles and respect for civil rights. How are these immigrants faring on …
Book Review 5 Confidence: How Winning Streaks And Losing Streaks Begin And End By Rosabeth Moss Kanter, William C. Mcpeck
Book Review 5 Confidence: How Winning Streaks And Losing Streaks Begin And End By Rosabeth Moss Kanter, William C. Mcpeck
William C. McPeck
This is my personal review of Confidence: How Winning Streaks and Losing Streaks Begin and End by Rosabeth Moss Kanter and published by Crown Business in 2004.
The Highs And Lows Of Emotional Intelligence: How Does Emotional Labour And Workplace Training Affect Emotional Intelligence, Peter Jordan, Jane Murray
The Highs And Lows Of Emotional Intelligence: How Does Emotional Labour And Workplace Training Affect Emotional Intelligence, Peter Jordan, Jane Murray
Jane Murray
The emotional intelligence construct continues to attract significant attention, research and investment from industrial and organisational psychologists, practitioners and organisations worldwide. This symposium presents some of the most recent academic and practitioner work being conducted in the area of emotional intelligence in Australia. Specifically, this symposium examines how these differing areas of research interrelate to increase our understanding of the affects emotional intelligence has on individuals in organisations. In total, three papers will be presented. The first presentation provides an overview of emotional intelligence from a practitioner perspective. In particular, this presentation focuses on some misconceptions that are currently impeding …
Emotions At Work: What Emotions Dominate Working Lives?, Peter Jordan, Jane Murray
Emotions At Work: What Emotions Dominate Working Lives?, Peter Jordan, Jane Murray
Jane Murray
There has been extensive research on peoples' experience of emotions at work. In particular, Weiss and Cropanzano's (1996) affective events theory has provided the research community with a model that enables emotions to be identified as influencing specific events in the workplace. While this model deals with the generation of emotion in response to specific events we are yet to understand what recent affective memories individuals have of their workplace. This is significant as these memories can contribute to an overall affective climate within organisations. In this study, data were collected from 365 individuals across 16 workplaces. Respondents were asked …
Increasing Emotional Intelligence: Presenting The Results Of A Training Intervention, Jane Murray, Peter Jordan, Neal Ashkanasy
Increasing Emotional Intelligence: Presenting The Results Of A Training Intervention, Jane Murray, Peter Jordan, Neal Ashkanasy
Jane Murray
This poster presents the results of an eighteen month study examining the impact of an emotions focused training intervention on emotional intelligence. In total 280 staff from a large Queensland public sector organisation attended a two-day training program that focused upon imparting the skills and abilities associated with Mayer and Salovey's (1997) four-branches of emotional intelligence (awareness, understanding, facilitation and management of emotions). Utilising an experimental methodology, the experimental group's emotional intelligence was tested prior to the commencement of training and again after the training had been completed using the Workgroup Emotional Intelligence Profile (WEIP-6; Jordan, Ashkanasy, Härtel, & Hooper, …
Book Review 4 Leadership And Self Deception: Getting Out Of The Box, William C. Mcpeck
Book Review 4 Leadership And Self Deception: Getting Out Of The Box, William C. Mcpeck
William C. McPeck
This is my personal review of Leadership and Self Deception: Getting Out of the Box by the Arbinger Institute and published by Berrett-Koehler Publishers in 2002.
When Age-Old Wisdom For Life-Long Learning Becomes Innovative, Gloria Gordon Phd
When Age-Old Wisdom For Life-Long Learning Becomes Innovative, Gloria Gordon Phd
Gloria Gordon PhD
The paper calls for a return to ancient knowledge left by our Kemetian ancestors about what it means to be human as well as the insights they gave about the purpose of human existence. The insights offered have the potential to provide a critical underpinning of educational processes designed for African leaders in the 21st century. The author shares her own vision for Africa, inherent in which are strategies for economic growth and poverty alleviation centred in the development of the African consciousness. The overall strategy for achieving this vision is identified as already laid out in the perennial wisdom …
Nomination Of Stuart M. Basefsky: Suny Chancellor's Award For Excellence In Librarianship, Edward J. Lawler, Gordon Law
Nomination Of Stuart M. Basefsky: Suny Chancellor's Award For Excellence In Librarianship, Edward J. Lawler, Gordon Law
Stuart Basefsky
[Excerpt] Enclosed are a summary presentation and vita in support of Stuart M. Basefsky as the nominee of the New York State School of Industrial and Labor Relations for the Chancellor's Award for Excellence in Librarianship. Stuart is our senior reference librarian at the Catherwood Library having assumed his responsibilities here at the school in 1993.
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Work-Family Conflict And Health: A Study Of The Workplace, Psychological, And Behavioral Correlates, Susan R. Madsen, Cameron John, Duane Miller
Susan R. Madsen
Quantitative methods are used to shed light on the relationships among work-family conflict, health, and other workplace, psychological, and behavioral constructs, i.e., organizational commitment, management/leadership relations, job knowledge and skills, job demands, workplace social relations, and readiness for change. A survey questionnaire was used to collect data regarding the perceptions of 464 employees in four organizations. Negative correlations were found between work-family conflict and all variables except job knowledge and skills. Significant relationships were also discovered between health and all study variables. Multiple regressions were used to explore the relationships between the demographic variables and work-family conflict and health.
The Integration Of Human Resource Development And Work-Life Research (Food N' Thought Session), Susan R. Madsen, M. Lane Morris, Vicki Stout
The Integration Of Human Resource Development And Work-Life Research (Food N' Thought Session), Susan R. Madsen, M. Lane Morris, Vicki Stout
Susan R. Madsen
Some of the most important topics of research in human resource development (HRD) today revolve around specific issues, policies, practices, programs, or interventions that appear to influence the performance of employees in all types of organizations. Although research in the work/life arena has been published for the last three decades in related fields (e.g., management, psychology, and family sciences), HRD literature reporting the exploration and investigation of the HRD-work/life connection is relatively new. However, it is clear that work/life issues are essential considerations with regard to the performance at the individual, group, and organizational levels. Hence, it is important that …
Book Review 3 What Is Lean Six Sigma By Michael L. George, William C. Mcpeck
Book Review 3 What Is Lean Six Sigma By Michael L. George, William C. Mcpeck
William C. McPeck
This is my personal review of What is Lean Six Sigma by Michael L. George and published by McGraw-Hill in 2003.
Analogie I Metafory Źródłem Nowych Idei W Praktyce Biznesowej, Anna Ujwary-Gil
Analogie I Metafory Źródłem Nowych Idei W Praktyce Biznesowej, Anna Ujwary-Gil
Anna Ujwary-Gil
Analogie i metafory stanowią ważne, jakkolwiek mało doceniane, źródło poszukiwania idei. Zwykle wykorzystanie metafor i analogii następuje spontanicznie, w trakcie komunikacji międzyludzkiej, podczas której przy użyciu metafor bądź analogii opisujemy zdarzenia, które miały miejsce, odwołując się do podobieństwa lub przenośni. Przedmiotem niniejszego artykułu jest myślenie przez analogie oraz metaforyzowanie (myślenie metaforyczne), rozumiane jako zdolności twórczego myślenia, które można wykorzystać w praktyce biznesowej i rozwijać na drodze mniej lub bardziej systematycznego ćwiczenia.
Destiny - The Reflections Of A Surfing Professor, Dave Robinson Dr.
Destiny - The Reflections Of A Surfing Professor, Dave Robinson Dr.
Dave Robinson Dr.
No abstract provided.
The Role Of Age In The Perceptions Of Politics-Job Performance Relationship: A Three-Study Constructive Replication
L. A. Witt
No abstract provided.
An Examination Of The Curvilinear Relationship Between Leader-Member Exchange And Intent To Turnover
An Examination Of The Curvilinear Relationship Between Leader-Member Exchange And Intent To Turnover
L. A. Witt
No abstract provided.
Dimensions Of Interpersonal Relationships And Safety In The Steel Industry, G W. Watson, Dow Scott, J W. Bishop, T Turnbeaugh
Dimensions Of Interpersonal Relationships And Safety In The Steel Industry, G W. Watson, Dow Scott, J W. Bishop, T Turnbeaugh
Dow Scott
This paper extends theories explaining the influence of social determinants on workplace safety. Specifically, we applied social capital theory’s emphasis of trust, shared norms, and faithfulness to obligations to the outcomes of at-risk behavior and perceptions of a safe work environment. Data provided by 395 employees of a major steel company supported the hypothesis that shared employee norms predicted both perceptions of work environment safety and at-risk behavior, trust in supervisor predicted perceptions of a safe work environment, and belief in management’s safety values predicted at-risk behaviors.
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Readiness For Organizational Change, Susan R. Madsen, Duane Miller, Cameron John
Susan R. Madsen
Today’s businesses are confronting continuous and unparalleled changes. For organizations to assist employees in being motivated and prepared for change, it is essential that managers, leaders, and organization development professionals understand factors that may influence individual change readiness. The purpose of this research study was to investigate the relationship between readiness for change and two of these possible factors: organizational commitment and social relationships in the workplace. Four hundred and sixty-four usable surveys were returned from full-time employees in four companies within two northern Utah counties. The findings indicate that there are significant relationships between readiness for change, organizational commitment, …
Back To Basics: Learning About Employee Energy And Motivation From Running On My Treadmill, Theresa Welbourne
Back To Basics: Learning About Employee Energy And Motivation From Running On My Treadmill, Theresa Welbourne
Theresa M. Welbourne, PhD
In an effort to understand how to optimize employee energy at work, we borrow from the sports physiology literature to develop and test several concepts that have now been used in more than 75 large and small organizations (e.g., automobile firms, banks, hospitals, manufacturing, high technology, service businesses, financial services, and more). Our focus on employee energy led us to develop new measures and processes for our research. The resulting studies presented in this article test two hypotheses focusing on the link between employee energy, turnover, job performance, and job satisfaction. Consistent with what we know about athletic performance, we …
Existing Knowledge, Knowledge Creation Capability, And The Rate Of New Product Introduction In High-Technology Firms, Ken G. Smith, Christopher J. Collins, Kevin D. Clark
Existing Knowledge, Knowledge Creation Capability, And The Rate Of New Product Introduction In High-Technology Firms, Ken G. Smith, Christopher J. Collins, Kevin D. Clark
Christopher J Collins
[Excerpt] A field study of top management teams and knowledge workers from 72 technology firms demonstrated that the rate of new product and service introduction was a function of organization members' ability to combine and exchange knowledge. We tested the following as bases of that ability: the existing knowledge of employees (their education levels and functional heterogeneity), knowledge from member ego networks (number of direct contacts and strength of ties), and organizational climates for risk taking and teamwork.
An Inside Look At Compensation Committees, M Reilly, Dow Scott
An Inside Look At Compensation Committees, M Reilly, Dow Scott
Dow Scott
No abstract provided.
The Fiscal Management Of Compensation Programs, Dow Scott, T D. Mcmullen, R S. Sperling
The Fiscal Management Of Compensation Programs, Dow Scott, T D. Mcmullen, R S. Sperling
Dow Scott
No abstract provided.
A Construct Validity Study Of Commitment And Perceived Support Variables: A Multi-Foci Approach Across Different Team Environments, J W. Bishop, Dow Scott, M G. Goldsby, R L. Cropanzano
A Construct Validity Study Of Commitment And Perceived Support Variables: A Multi-Foci Approach Across Different Team Environments, J W. Bishop, Dow Scott, M G. Goldsby, R L. Cropanzano
Dow Scott
Social exchange theory suggests that employees feel commitment toward both their employing organizations and their work teams, while also experiencing varying levels of support from these same entities. Unfortunately, previous work has neither fully explored this possibility nor tested the capacity of currently available instruments to adequately measure the distinctiveness of the associated constructs. To address this need, we collected data from 902 employees in four diverse organizations. As predicted, respondents distinguished among organizational commitment, team commitment, organizational support, and team support. Furthermore, as predicted, perceived support from an entity predicted commitment to that same entity.
Employee Opinion Surveys In The Internet Age: Remember The Fundamentals, Dow Scott, D Morajda, J W. Bishop
Employee Opinion Surveys In The Internet Age: Remember The Fundamentals, Dow Scott, D Morajda, J W. Bishop
Dow Scott
No abstract provided.
Taking Control Of Your Counter-Offer Environment, Dow Scott, T D. Mcmullen, J Nolan
Taking Control Of Your Counter-Offer Environment, Dow Scott, T D. Mcmullen, J Nolan
Dow Scott
No abstract provided.