Frye, M. C., Bennett, R., Caldwell, S. (2006). Team emotional intelligence and team interpersonal process effectiveness. Mid-American Journal of Business, 21(1), 49-56.

This study examined the relationships between EI of 33 work teams of an organization and two dimensions of team interpersonal process: task orientation (focus on performance of the task itself) and maintenance functions (focus on maintaining positive intragroup relations). Average team EI scores were calculated by aggregating the individual EQ-i scores of each team member and dividing the sum by the number of team members. Results suggest that teams comprised of members who on average are dependable, responsible, have good social skills (behaviors consistent with high interpersonal El) and who have a positive outlook on life (an attitude that reflects high general mood EI) may engage in more effective team interpersonal processes in terms of team task orientation (accomplishing tasks) than teams with lower team averaged interpersonal and general mood El scores.

Rego, A., Sousa, F., Cunha, M. P., Correia, A., & Saur, I. (2007). Leader self-reported emotional intelligence and perceived employee creativity: An exploratory study. Creativity and Innovation Management Journal, 16(3), 250-264.

This study examines the relationship between leaders' EI and creativity of their teams. A sample of 138 top and middle managers from 66 organizations operating in the European Union was analyzed. EI was assessed by a self-report scale consisting of six dimensions: understanding one's emotions, self-control against criticism, self-encouragement (use of emotions), emotional self-control (regulation of emotions), empathy and emotional contagion, understanding other people's emotions. Leaders reported the creativity of their team employees (in the aggregate) anonymously. Results revealed two main findings: (a) leaders' EI explains significant variance of employee creativity; (b) leader's EI dimensions with higher predictive power on employee creativity are self-control against criticism and empathy. The findings of this explanatory study suggest that emotionally intelligent leaders behave in ways that stimulate the creativity of their teams.

The First International Congress on Emotional Intelligence 2007 (September 19-21, 2007, Spain)

This congress has three main objectives: 1) reviewing already existing conceptual models of EI, together with theoretical aspects of the concept; 2) analyzing the latest achievements regarding the available approaches for the assessment of EI; 3) showing the impact of EI in the applied field especially those of health, education, and organizations. Click here for more information.

NEXUS EQ 2007 - 6th Emotional Intelligence World Summit (Sept. 10-12, 2007, near Johannesburg)

Leaders, Educators, HR professionals, EQ Practitioners, Psychologists, Researchers and Line Managers are invited to participate in Nexus EQ 2007 and learn about best practice, the latest science and renewed commitment in EI at the world's premier Emotional Intelligence Conference. There will be three tracks at the conference: (1) Business: The Heart of Performance - Tap the power of emotional intelligence to optimize leadership and organizational performance; (2) Education: The Inside Path to Learning - Apply emotional intelligence to enhance student success, safety, and reach optimal potential; (3) Practitioners: From Vision to Action - Enhance your assessment, training, coaching, and mentoring with the latest research and best practice. Click here for more information.

Job Announcement - Director of Social and Emotional Intelligence Initiatives (University of the Pacific)

The University of the Pacific, the first chartered institution of higher education in California invites applications and nominations for a unique opportunity to implement training, development, and research in social and emotional competencies throughout the University. The person hired in this newly created position will join a vibrant learning community involved in many exciting educational innovations. The Director of Social and Emotional Intelligence Initiatives will play a central part in integrating initiatives targeting whole person learning, including coaching a core group of faculty and staff who are developing initial projects aimed at making emotional intelligence a distinctive hallmark of education. For more information contact Dr. Elizabeth Griego, Vice President for Student Life, University of the Pacific, 3601 Pacific Avenue, Stockton, CA 95211. If interested, please send nominations or letter of application and resume to bkramer@pacific.edu. Review of applications will begin October 1, 2007, and continue until the position is filled. The University of the Pacific is an equal opportunity/affirmative action employer encouraging excellence through diversity.

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.

Call for Papers - Journal of Leadership Studies

The mission of the Journal of Leadership Studies is to publish leadership research and theoretical contributions that bridge the gap between scholarship and practice and that exemplify critical inquiry into contemporary organizational issues and paradigms. The audience for this journal includes scholars, business leaders, managers, administrators, and other individuals who seek to further their leadership understanding and competence. Click here for more information.

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

An EI-Based Theory of Performance (2001) by Daniel Goleman, Ph.D.

Given the value of the personal and organizational effectiveness of EI-based capabilities, there is a clear need to integrate that valuation into our organizations' functions. Organizations need to hire for emotional intelligence along with whatever other technical skills or business expertise they are seeking. When it comes to promotions and succession planning, EI should be a major criterion, particularly to the extent that a position requires leadership. When those with high potential are being selected and groomed, EI should be central. And in training and development, EI should again be a major focus. - excerpt