Affective diversity and emotional intelligence in cross-functional sourcing teams

In cross-functional sourcing teams, differences in goals and personality traits can lead to tensions and reduced effectiveness. Diversity in teams can be conceptualized as surface-level diversity (e.g., gender, nationality) or as deep-level diversity (e.g., personality, attitudes). This study investigates the potentially negative effects of one category of deep-level diversity – namely, affective trait diversity – on sourcing team performance and how such negative effects might be mitigated through team members' emotional intelligence. The study analyzes a sample of 88 sourcing teams (234 team members) using moderated regression analyses. Sourcing team cohesion is found to fully mediate the relationship between affective diversity and team performance, while the collective emotional intelligence of the sourcing team positively moderates the diversity-cohesion relationship (moderated mediation). Thus, this study provides insights into both the mechanics of team diversity and the critical role of collective emotional intelligence in sourcing teams and thereby enables supply managers to better understand cross-functional team setups and effectiveness.     

When Do Employees Cyberloaf? An Interactionist Perspective Examining Personality,Justice, and Empowerment

Cyberloafing—using the Internet for non‐work‐related activities—is a prevalent counterproductive work behavior in the workplace, but researchers have not yet paid sufficient attention to this issue, especially related to the role of personality in cyberloafing. Recognizing such a research gap, and using a trait activation theory framework, this study examines whether conscientiousness and emotional stability negatively relate to cyberloafing. We further investigate how organizational justice perceptions and psychological empowerment moderate the negative relationship between these personality traits and cyberloafing. Based on a sample of 247 employees, we find that those high in conscientiousness cyberloaf less when they perceive greater levels of organizational justice. In addition, highly conscientious individuals cyberloaf less when they have low, rather than high, levels of psychological empowerment. Implications for research and practice as well as future research directions are discussed. © 2015 Wiley Periodicals, Inc.     

Personality and salary at early career: the mediating effect of emotional intelligence

Abstract

This paper examines the role of emotional intelligence (EI) as a mediator in the relationship between salary at early career and personality. The longitudinal data was collected from a selected sample of 130 university graduates, who were in the early stages of their professional careers. The results of a path analysis indicated that salary was indirectly predicted by personality traits, as measured by the Big Five model. Salary was predicted by neuroticism (both positively and negatively), extraversion (positively), and openness (positively) via the EI dimensions following the causal chain: perception, understanding and emotional regulation. Our findings have suggested the advantages of using EI measures as a complement to more dispositional measures, such as ability or personality measures, for personnel selection and people development in organizations and have provided real practice with clear suggestions for improving HRM.     

The joint effect of leader–member exchange and emotional intelligence on burnout and work performance in call centers in China

We examined the joint effect of LMX and emotional intelligence (EI) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that LMX was negatively related to burnout, yet was not significantly related to objective work performance. Moreover, we examined the effects of the four dimensions of EI (self-emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance, and found that burnout mediated the link between use of emotion and work performance. Results also showed that LMX was associated with burnout and work performance more strongly for service workers with lower levels of self-emotion appraisal. More surprisingly, the link between LMX and work performance was stronger for service workers with higher levels of use of emotion.     

Cross-cultural adjustment of expatriates in Japan

This study examines determinants of expatriate cross-cultural adjustment related to non-work- (interaction and general living adjustment) and work- (work adjustment and job satisfaction) aspects in Japan. It was hypothesized that cultural distance and expatriate gender, language proficiency, type (organizational or self-initiated expatriates), and stable personality traits (social initiative, emotional stability, cultural empathy, flexibility, and open-mindedness) have an influence on both non-work- and work-related adjustment. Hierarchical regression analyses, performed on data from 110 expatriates, indicate that expatriate language proficiency, type, and the personality traits of emotional stability and cultural empathy have a positive influence on both types of adjustment. Implications of these findings for practice are discussed.     

The effects of entrepreneurial personality, background and network activities on venture growth*

This study investigates the effects of entrepreneurial personality traits, background and networking activities on venture growth among 168 Chinese entrepreneurs in small and medium sized businesses in Singapore. Personality traits include need for achievement, internal locus of control, self-reliance and extroversion; background comprises education and experience; networking activities consist of size and frequency of communication networks. A structural equation modelling technique – partial least squares (PLS) – is used to estimate a path model with latent variables. The results indicate that experience, networking activities, and number of partners as well as internal locus of control and need for achievement all have positive impact on venture growth. Two other personality traits, self-reliance and extroversion have negative impact on number of partners and positive impact on networking activities, respectively. The impact of education on venture growth, however, is moderated by firm size, positive for larger firms and negative for smaller firms. Our findings indicate that among all the factors that we have considered, an entrepreneur's industrial and managerial experience is the dominating factor affecting venture growth.     

Antecedents of well-being: a study to examine the extent to which personality and emotional intelligence contribute to well-being

In the debate surrounding the relationships between HRM and performance, there is an argument suggesting that a focus on understanding the role of employee attitudes and behaviours may elicit valuable insights into performance drivers. In examining individual behaviour and performance links, there is evidence that well-being plays a significant role. Other notable performance antecedents are personality and emotional intelligence (EI). This paper explores the relationships between these variables and reports the findings from a study of 156 managers. Results show relationships between well-being and EI as well as with personality, although EI explained variance beyond personality dimensions. The implications for HR of these findings are discussed.     

The relationship between expatriates' personality traits and their adjustment to international assignments

This study investigates the relationship between personality traits of expatriates and their adjustment to international assignments. We focused in particular on the Big Five personality traits: extroversion, agreeableness, conscientiousness, neuroticism and openness to experience. We sampled eighty-three US expatriates in Taiwan and found statistically significant relationships between expatriate adjustment and three personality traits in theoretically reasonable directions. Specifically, our results showed that a US expatriate's general living adjustment in Taiwan is positively related to his or her degree of extroversion and openness to experience. We found that extroversion and agreeableness are both positively related to interaction adjustment (i.e. relationships with local people). Furthermore, a US expatriate's work adjustment is positively related to his or her openness to experience. Unlike prior research on expatriate adjustment, we have examined multiple traits rooted in personality theory, and we have derived hypotheses that are specific to a Chinese context.     

The returns to cognitive abilities and personality traits in Germany

We provide the first joint evidence on the relationship between individuals' cognitive abilities, their personality and earnings for Germany. Using data from the German Socio-Economic Panel Study, we employ scores from an ultra-short IQ-test and a set of measures of personality traits, namely locus of control, reciprocity and all basic items from the Five Factor Personality Inventory. Our estimates suggest a positive effect of so-called fluid intelligence or speed of cognition on males' wages only. Findings for personality traits are more heterogeneous. However, there is a robust wage penalty for an external locus of control for both men and women.     

负面人格特质对领导个体行为的影响

负面人格特质是指在压力或危机下个体表现出的趋向人格障碍的个性特质，这些负面人格特质会导致领导者做出不同的个体行为，进而影响领导者的绩效表现。本文从领导者的决策行为以及人际互动行为两方面回顾了国内外有关负面人格特质对领导个体行为影响的实证研究，并对研究方法、理论依据存在的不足进行评述，提出未来的研究应该：（1）基于具体情境，研究负面人格特质与领导个体行为之间的关系；（2）从组织一员工双向视角考察负面人格特质对双方影响的动态过程。     

An empirical study on the nexus between the emotional intelligence of top managers and their assessment of intellectual capital

This study considers intellectual capital based on the assumption that this capital, which possesses social aspects, is related to the emotional capacities (i.e., emotional intelligence) of an organization’s members. A literature review indicates that this relationship has been previously noted and studied, and researchers agree that the emotional intelligence of the members of an organization affects the organization’s intellectual capital. Based on this analysis, this relationship is examined in the Turkish business context. Data are collected from top managers, who can affect the intellectual capital oftheir businesses and who, as human beings, are emotional. Thus, in this study, the emotional intelligence of top managers and their opinions regarding the intellectual capital of their businesses are considered to be related, with interesting results. When all of the factors of emotional intelligence that are likely to affect opinions regarding intellectual capital are examined using a multivariate model, the effect of emotional intelligence is revealed. Primarily, three factors of the emotional intelligence—empathy and communication skill, self-awareness and sociability—affect the participants’ opinions regarding the intellectual capital of their businesses. Univariate models are used to evaluate the effect of each emotional intelligence factor on the participants’ opinions regarding the intellectual capitalof their businesses. Empathy and communication skills affect opinions about the quality of human capital. Self-awareness affects opinions about the organizational commitment of workers. Sociability can affect opinions about information technology and information sharing. In summary, emotional intelligence affects opinions about human capital quality, information technology and information sharing.     

Workgroup emotional intelligence: Scale development and relationship to team process effectiveness and goal focus

Over the last decade, ambitious claims have been made in the management literature about the contribution of emotional intelligence to success and performance. Writers in this genre have predicted that individuals with high emotional intelligence perform better in all aspects of management. This paper outlines the development of a new emotional intelligence measure, the Workgroup Emotional Intelligence Profile, Version 3 (WEIP-3), which was designed specifically to profile the emotional intelligence of individuals in work teams. We applied the scale in a study of the link between emotional intelligence and two measures of team performance: team process effectiveness and team goal focus. The results suggest that the average level of emotional intelligence of team members, as measured by the WEIP-3, is reflected in the initial performance of teams. In our study, low emotional intelligence teams initially performed at a lower level than the high emotional intelligence teams. Over time, however, teams with low average emotional intelligence raised their performance to match that of teams with high emotional intelligence.     

Emotional intelligence and its relationship to transformational leadership and key project manager competences

Key dimensions of project manager behaviors considered to be associated with successful project outcomes have included both appropriate collaborative behaviors and transformational leadership. More recently, emotional intelligence has been suggested as a unique area of individual differences that is likely to underpin sets of behaviors in this area. Based on a sample of 67 UK project managers, it was found that emotional intelligence ability measures and empathy explained additional variance in the project manager competences of teamwork, attentiveness, and managing conflict, and the transformational leadership behaviors of idealized influence and individualized consideration, after controlling for cognitive ability and personality.     

Personality traits and cross-cultural competence of Chinese expatriate managers: a socio-analytic and institutional perspective

Drawing from socio-analytic theory and institutional theory, this study investigates the influence of personality traits on cross-cultural competence (CCC) in Chinese expatriate managers' overseas managerial experiences. Given the growing importance of Chinese outward foreign direct investment to other economies, this study is timely as it expands our knowledge of expatriates from this large emerging ‘superpower’. In order to explore the impact of personality traits on CCC, multi-level in-depth interviews were conducted including interviews with 25 Chinese expatriate managers, 15 foreign colleagues and 10 cross-cultural experts or expatriate supervisors. The findings suggest that although conscientiousness and openness emerge as major traits that may contribute to CCC, their influences are considerably constrained by institutional differences between home and host countries. This study contributes to theory building by proposing a new conceptual model that incorporates institutional factors into socio-analytic theory to explain how personality traits contribute to CCC of expatriates. It also advances the field by examining the experiences of expatriates from an emerging economy and how their experiences differ from those previously researched.     

Correlates of Drug Testing Attitudes in a Sample of Blue Collar Workers

Using responses from 1429 workers employed in the wood products industry, we examine the relationship between drug testing (DT) attitudes and several demographic, organizational, job attitude, and job outcome variables. After controlling for age and marital status, analyses revealed moderate correlations between DT attitudes and alcohol and drug variables, DT program characteristics, organizational, and work attitude variables. DT attitudes were weakly but significantly related to absences, late work arrivals, accidents, and injuries. Implications of the findings and future research suggestions are discussed.     

Empirical evidence on occupation and industry specific human capital

This paper presents instrumental variables estimates of the effects of firm tenure, occupation specific work experience, industry specific work experience, and general work experience on wages using data from the 1979 Cohort of the National Longitudinal Survey of Youth. The estimates indicate that both occupation and industry specific human capital are key determinants of wages, and the importance of various types of human capital varies widely across one-digit occupations. Human capital is primarily occupation specific in occupations such as craftsmen, where workers realize a 14% increase in wages after five years of occupation specific experience but do not realize wage gains from industry specific experience. In contrast, human capital is primarily industry specific in other occupations such as managerial employment where workers realize a 23% wage increase after five years of industry specific work experience. In other occupations, such as professional employment, both occupation and industry specific human capital are key determinants of wages.     

英语学习中的非智力因素

在英语学习过程中,除了智力因素,年龄、动机、性格、情感等非智力因素对英语学习产生极大影响。在教学过程中,教师应当充分考虑这些因素的影响并作出相应处理以提高教学质量。     

Rallying the Troops or Beating the Horses? How Project‐Related Demands Can Lead to Either High‐Performance or Abusive Supervision

In today's high‐pressure work environment, project managers are often forced to “do more with less.” We argue that this imperative can lead project managers to engage in either high‐performance or abusive supervision behaviors. To understand this process, we develop a model and associated propositions linking a project manager's cognitive appraisal of project‐related demands to high‐performance work practices versus abusive supervision behaviors—both of which impact three project outcomes: stakeholder relationships, people‐related project success factors, and employee well‐being. We propose that the choice between high‐performance work practices and abusive supervision behaviors is moderated by a project manager's personal resources (psychological capital, emotional intelligence, and dark triad personality).     

The role of transformational leadership,emotional intelligence,and group cohesiveness on leadership emergence

The concept of emotional intelligence and its connections with other important psychological constructs have been the focus of a wide range of current research (see Mestre & Fernández‐Berrocal, 2007, and Salovey, Woolery, & Mayer, 2001, for reviews). Yet the relationship between emotional intelligence and transformational leadership, a leadership style that is highly correlated with efficiency and satisfaction of the leaders' followers, has scarcely been analyzed. We hypothesize that individuals who score high in emotional intelligence emerge as leaders more easily than low‐emotional‐intelligence individuals due to the fact that they are more transformational in their leadership style. We further suggest that this is especially the case in highly cohesive groups. In this study, we test these ideas and find empirical support for our hypotheses.     

Comparing motivating work characteristics,job satisfaction,and turnover intention of knowledge workers and blue-collar workers,and testing a structural model of the variables' relationships in China and Japan

This research examines motivating work characteristics, job satisfaction, and turnover intention of knowledge workers and blue-collar workers in China and Japan. The differences in these three variables were, respectively, compared between knowledge workers and blue-collar workers in China and Japan. A structural model of the relationships among the three variables was particularly proposed and investigated. Based on data from an international survey, the characteristics of knowledge workers were first compared with those of blue-collar workers in the same country, and then compared with those of knowledge workers in the other country. Finally, the structural model of the three variables' relationships was examined using a multi-sample analysis of the LISREL method across the countries. There were many significant differences found between knowledge workers and blue-collar workers and between China and Japan. As fundamentally predicted, knowledge workers were found to have higher motivating work characteristics than blue-collar workers in each country. More importantly, a similar structural model of the relationships among the variables was found across the countries.