Dries, N., & Pepermans, R. (2007). Using emotional intelligence to identify high potential: A metacompetency perspective. Leadership and Organization Development Journal, 28(8), 749-770.
This study aims to demonstrate the utility of EI, as measured by the EQ-i, to identify high potential managers. Participants were 51 high potentials and 51 "regular" managers, matched onto one another by managerial level, gender and age. The EQ-i subscales of assertiveness, independence, optimism, flexibility and social responsibility appeared to be "covert" high-potential identification criteria, separating between high potentials and regular managers. The practical implication is that using EI - or at least some of its subscales - in identifying high potentials may well contribute to the validity of such processes.

Kafetsios, K., & Zampetakis, L. A. (2008). Emotional intelligence and job satisfaction: Testing the mediatory role of positive and negative affect at work. Personality and Individual Differences, 44(3), 710-720.
The present study extends an emerging body of research on affectivity in the workplace by testing for links between EI, affect at work and job satisfaction. Participants were 523 educators in Greece who completed the Wong Law Emotional Intelligence Scale. The results demonstrated that EI is an important predictor of work affectivity and job satisfaction. Results also indicated that positive and negative affect at work substantially mediate the relationship between EI and job satisfaction with positive affect exerting a stronger influence. Among the four EI dimensions, use of emotion and emotion regulation were significant predictors of affect at work whereas perceiving others' emotions was uniquely associated with job satisfaction.

The 5th Annual Institute for Emotional Intelligence

The 5th Annual Institute for Emotional Intelligence is scheduled for February 28-29, 2008 in South Padre Island, Texas. The conference theme Personal Excellence: Building Quality From Within, emphasizes excellent EI-centric programs K-12 Education, Higher Education, and Business & Government. Click here for conference and workshop flyers, call for papers, and registration 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.

Guidelines for Securing Organizational Support For Emotional Intelligence Efforts by Cary Cherniss, Ph.D.
1. Link emotional intelligence to a business need. Support for training and development in emotional intelligence will increase if it is clearly linked to a business need. People in the organization need to see it not as just a "nice" thing to do that makes people "feel good," though this may be important and desirable. In order to gain the level of support needed for successful implementation, emotional intelligence must be viewed as something that makes good business sense.

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