Semadar, A., Robinsand, G., & Ferris, G. R. (2006). Comparing the validity of multiple social effectiveness constructs in the prediction of managerial job performance. Journal of Organizational Behaviour, 27(4), 443-461.

This study examined four social effectiveness constructs (i.e., EI, self-monitoring, leadership self-efficacy, and political skill) in the prediction of managerial job performance, as determined by annual performance appraisals, within an Australian division of a global automobile manufacturer. Bivariate correlations showed that performance was predicted by social effectiveness constructs with the exception of self-monitoring. Multiple regression analyses, using gender and seniority as control variables, found political skill to be the strongest predictor. EI, as measured by the SUIET, exhibited a significant correlation with job performance (r=.25), but it was not a significant predictor of performance in the context of the other social effectiveness predictors. The present results question the value of the SUIET as a predictor of managerial job performance in the presence of other measurements.

Wong, C, Wong, P. M., & Law, K. S. (2007). Evidence on the practical utility of Wong's emotional intelligence scale in Hong Kong and Mainland China. Asia Pacific Journal of Management, 24, 43-60.

This paper highlights 3 studies that examined the validity and applicability of WEIS (Wong's Emotional Intelligence Scale). The results of the hospitality sample in Study 1 in Hong Kong indicate that EI-job satisfaction and EI-organizational commitment correlations are both significant for high emotional labor jobs (i.e., wait staff), but they are not significant for low emotional labor jobs (i.e., housekeeping staff). It appears that WEIS has practical value for jobs with moderate to high levels of emotional labor. The results of the undergraduate student sample in Study 2 indicate that WEIS is valid and useful in a job selection context. Finally, the results of the nurse sample in Study 3 in China indicate that WEIS has incremental predictive power even for mainland Chinese incumbents on job satisfaction and organizational commitment after controlling for age, job tenure, marital status, and the Big-Five personality dimensions.

The International Society for Research on Emotions (ISRE) Conference (July 11-15, 2007, Queensland, Australia)

Twenty-three years of ISRE conferences, with their emphasis on multi-disciplinarity and showcasing emerging areas of research, have done much to integrate what once were a dozen pockets of research interest tucked away in the corners of various disciplines into a prominent research field. Interest in the emotions continues to grow in disciplines including philosophy, anthropology, linguistics, and cognitive neuroscience, as well as several fields of psychology, and ISRE conferences continue to perform this vital integrative function. ISRE conferences attract not only established leaders in emotion research, but many promising early-career researchers. Click here for more information.

Call for papers - International Journal of Human Resources Development and Management (IJHRDM): Special Issue on Cross-Cultural Leadership

As the speed of globalisation increases, and as companies become flatter, there is a corresponding increase in the need for cross-cultural leadership. The goal of this publication is to explore cross-cultural leadership in the 21st century. Among the themes to be explored in this publication is "EI and cross-cultural leadership." The goal is to seek out theory, practice and research on cross-cultural leadership. Click here for more information.

Call for papers - The Journal of Business Perspectives: Special Issue on Emotional Intelligence

VISION - The Journal of Business Perspectives - is a quarterly, peer-reviewed international journal published by Management Development Institute, Gurgaon, India and is listed with EBSCO database. It publishes research papers, articles, and management cases on contemporary topics in all the areas of management, economics and social science issues affecting the business environment. This is a call for original and unpublished papers, articles, and case studies on EI for its January - March 2008 special issue on EI. Click here for more information.

Call for papers - Sixth International Conference on Emotions and Organizational Life 'EMONET VI'

Researchers interested in studying emotions in organizational settings are invited to submit papers for the Sixth Conference on Emotions and Organizational Life ('Emonet VI'), to be held in Fontainebleau, France, July 17-19, 2008. Papers are invited on any topic of relevance to the study of emotions at work, including the determinants of emotion; the nature and description of emotion; processes and effects of emotion at the organizational, team, and individual levels. Both theoretical and empirical papers are welcome. Papers that take a multidisciplinary perspective will be especially welcome. Click here for more information.

Educating People to Be Emotionally Intelligent (Hardcover) (2007) Editors: Reuven Bar-On, J.G. Mare, & Maurice Jesse Elias

Some of the best known researchers, professors and practitioners worldwide team up in this work to recognize and reflect the rapidly growing global interest in scientifically-based applications of emotional intelligence in education, to show readers the diverse applications of EI, and to guide them in applying what is known about this topic. The breadth of coverage, array of experts, international scope and clear, practical tone of this book will appeal to parents, educators, psychologists, counselors, trainers, and corporate coaches, mental health and human resource practitioners and healthcare providers. - from publisher's description

Technical Report on Developing EI

In an effort to encourage high practice standards related to the training and development of social and emotional competence in the workplace the Consortium conducted an exhaustive review of the literature. This report presents 22 guidelines for developing emotional intelligence in organizations based on years of research on behavior change, training, and development. These guidelines offer the practitioner practical guidance in developing social and emotional competencies at work. The authors estimated that American business each year loses between 5.6 and 16.8 billion dollars by not consistently following these guidelines. The basis for this estimate can be found in the last section of the report....Full-Text.