Can emotional intelligence be trained? A meta-analytical investigation

Human resource practitioners place value on selecting and training a more emotionally intelligent workforce. Despite this, research has yet to systematically investigate whether emotional intelligence can in fact be trained. This study addresses this question by conducting a meta-analysis to assess the effect of training on emotional intelligence, and whether effects are moderated by substantive and methodological moderators. We identified a total of 58 published and unpublished studies that included an emotional intelligence training program using either a pre-post or treatment-control design. We calculated Cohen's d to estimate the effect of formal training on emotional intelligence scores. The results showed a moderate positive effect for training, regardless of design. Effect sizes were larger for published studies than dissertations. Effect sizes were relatively robust over gender of participants, and type of EI measure (ability v. mixedmodel). Further, our effect sizes are in line with other meta-analytic studies of competency-based training programs. Implications for practice and future research on EI training are discussed.     

Can Students' Academic Integrity Be Improved? Attitudes and Behaviors Before and After Implementation of an Academic Integrity Policy

This study compares survey results administered before the implementation of a culture change and the adoption of an academic integrity policy with results of a second administration of the instrument six years later. Data collected reveal significant changes in attitudes towards academic integrity issues by undergraduate business school students. Progress, in terms of reducing students' participation in various forms of academic dishonesty, has been uneven. The most notable shift occurred in behaviors over which instructors enjoy some measure of control.     

Bank presence in firm equity: A diversification based approach

This study analyses the possible reasons for banks deciding to invest in firm equity, based on the fundamentals of the strategic diversification literature. Those fundamentals suggest that it may be in response to the negative evolution of other aspects of banking business, namely, credit business, fixed interest business and services, as well as the bank's level of efficiency. The results confirm the hypotheses that the decision to hold equity in other firms is related to the evolution of the bank's other businesses. However, the results for savings banks differed from those for banks.     

Measuring resource scarcity in non-renewable resource with an application to oil and natural gas in Alberta

In this paper annual Canadian exploration data are used to estimate a multiple-output translog exploration cost function. A new definition of depletion is introduced and its estimated coefficient is found to be statistically significant. The fitted cost function parameters are then used to obtain estimates of the marginal costs of exploration for oil and gas. Our estimated marginal exploration costs are smaller than in previour studies because we have allowed for technical progress which offsets the depletion effects. These marginal cost estimates are employed, along with previous estimates of exploration rents, to measure resource scarcity. We find some evidence for the increased scarcity of oil and gas in Alberta. For oil there is a 10.1% per year increase in scarcity along the trend line while for natural gas there is a 2.4% per year increase in scarcity along the trend line.     

Assessing shared understanding of economic exchange among children and adults

Research into children's understanding of economic exchanges has been conducted within two major purviews. Psychologists and sociologists have examined children's understanding via age‐related developmental theories, and economists have focused upon measures of economic literacy. Anthropologists and sociologists have included noneconomic factors in examining the economic‐exchange practices of adults, but the role of such social or moral influences has not been examined within the context of children as consumers. With the use of this research foundation, the current research is one of the first reported attempts to include children and adults in the same study to determine if there is a shared understanding of economic exchanges. As such, the role of noneconomic factors as a part of the everyday economic‐exchange behavior of children was also examined. Study findings suggest that past research has underestimated children's understanding of the economic world, as the current research found that children, ages 7–12 years, exhibited many of the same facets of intuitive economic understanding as adults from their own community group. The findings also suggested that the influence of noneconomic variables becomes greater as children grow into adulthood. © 2005 Wiley Periodicals, Inc.     

Human resource practices and discrimination in South Africa: overcoming the apartheid legacy

While there is some level of isomorphism and convergence in HRM practices, country-specific differences remain, notwithstanding globalization and the influence of increasingly powerful multinationals. Much work has occurred on diversity management and cultural aspects of management in South Africa (SA). This analysis finds that local institutional context in labour relations and particularism in practices remain important, although the influence of convergent forces such as globalization, information technology and increased competition has become much more prominent in post-apartheid SA. Human resource practitioners in SA see the most important workplace challenges as performance improvement, employment equity, training and development and managing trade union expectations. This article critically evaluates the effects of recent legislative measures, particularly labour court and arbitration awards aimed at addressing the adverse impact of past unfair discrimination on pay practices and skills development. The latter are found to be interrelated, sensitive and difficult areas of discrimination in respect of legal proof.     

Exploring civic virtue and turnover intention during organizational changes

Mergers and acquisitions (M&A) are probably the most common strategic manoeuvres in business. Given the critical importance of human factors for their success, this study aims to enhance understanding of employee reactions to such projects. This article looks into the way that psychological contract breach affects employee turnover intention and civic virtue, after taking into consideration the mediating role of organizational commitment and the moderating role of coping with changes. Data were obtained from employees at a recently acquired restaurant chain in Athens, Greece. Statistical analyses confirmed all hypotheses, with one exception.