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The purpose of this article is to recognize emotional intelligence (EI) as a specific emotional competency possessed by entrepreneurs that facilitates their coping with stressors that arise in their day-to-day work. Highlighting the problem-focused and emotion-focused coping strategies employed by entrepreneurs, the paper establishes that EI in entrepreneurs enables the onset of acceptance of the existence of a stressful situation and that of optimism that a stressful situation can be solved.

The paper reviews literature on the topics related to links between EI, entrepreneurial behaviors and entrepreneurial coping. Subsequently, acceptance-avoidance motivation theory is used to posit that entrepreneurs' EI serves as an antecedent that (1) guides the selection of their coping strategies through onset of optimism and acceptance of stressful situation, (2) assists in perceiving those situations as either controllable or uncontrollable and (3) shapes the actual process through which entrepreneurs cope.

The proposed conceptual model asserts that entrepreneurs' EI as reflected in their abilities to perceive, use, understand and regulate emotions is key to their coping. EI in entrepreneurs assists them in being optimistic about solving a stressful situation and accepting of such situations as well. Thereafter, selection of a problem-focused or emotion-focused coping strategy or both ensues.

The current work offers a conceptual model that highlights the role of entrepreneurs' EI in coping, integrates both the cognitive and affective components of coping and suggests a variety of avenues for future research. This model extends models of coping that categorize coping types to specify the process thought to be involved. Understanding the role of emotional intelligence in coping with stress by entrepreneurs has theoretical and practical implications which are discussed as well.

The purpose of this paper is to investigate the effects of the process of strategic planning on cohesiveness and performance in cognitively diverse units.

This study uses structural equation modeling (SEM) to analyze an original dataset collected from employees working in healthcare organizations in the United Sates.

This study finds the negative effects of cognitive differences among employees on a unit's cohesiveness and performance and the positive moderating effects of the process of strategic planning on such relationships. Consequently, revealing the cohesiveness enhancing function of the process of strategic planning.

The study contributes to past research by revealing that business organizations could use the process of strategic planning to enhance their internal cohesiveness, in turn improving their business performance. This study explains that when the process of planning clearly defines an organization's mission, goals and implementation plans, employees working in highly diverse units will be more likely to better understand, accept and in turn also support their organization as a whole and its critical strategic goals. This should increase internal cohesiveness and lead leading to better performance.

The purpose of this paper is to provide a review of literatures and previous studies on the relationship between strategic planning and performance and propose conceptual designs and hypotheses using multidimensional constructs to advance the understanding of this relationship, contribute to existing debates in the extant literature and make recommendations.

A semi-systematic literature and previous studies (studied by various groups of researchers within diverse disciplines) review approach has been used in this paper to contribute to the debate on whether strategic planning affects performance and how. Using more recent knowledge about the strategic planning concept, the semi-systematic review looked at how research within strategic planning has progressed over the past five decades and its relationship with performance.

In the past, the strategic planning performance relationship has been treated as a black box and this paper proposes that the conceptualisation of a number of constructs and the inclusion of strategy implementation will help converting the black box into a white box. To strengthen support for the debate regarding the relationship between strategic planning and performance this paper proposes a further conceptual/operational design, mathematical expressions and hypotheses to be tested empirically in further studies. The proposal provides a conceptualisation of the major constructs (strategy development; strategy implementation; and performance), and the use of strategy implementation as a mediator and/or as a moderator in the planning performance relationship.

This study is limited due to fact that the findings have not been tested empirically, it is not a cross-sectional and/or a longitudinal research and only a limited number of dimensions of strategy development and strategy implementation have been used. In addition, the approach used is a semi-systematic review followed by quantitative thinking, which, in turn, typically assumes the relevance of and a warrant mainly from a positivist epistemology.

The proposed design developed in this paper ensures that core issues in planning performance relationships research are addressed. Furthermore, the inclusion of strategy implementation in planning performance relationship studies means that the whole chain of activities in the strategy process is being considered, drawing a complete and comprehensive conclusion on how strategic planning affects an organisation’s performance. In addition, by separating strategy implementation and by not combining it with formulation/formation activities will theoretically and analytically help to evaluate the importance or role of each stage of the strategy process. Moreover, the conceptualisation and operationalisation of the key concepts as multidimensional constructs contribute to past research gaps. Finally, this paper provides some clarity to many contradictory findings concerning the strategic planning and performance relationship.

A collection of essays by a social economist seeking to balance economics as a science of means with the values deemed necessary to man′s finding the good life and society enduring as a civilized instrumentality. Looks for authority to great men of the past and to today′s moral philosopher: man is an ethical animal. The 13 essays are: 1. Evolutionary Economics: The End of It All? which challenges the view that Darwinism destroyed belief in a universe of purpose and design; 2. Schmoller′s Political Economy: Its Psychic, Moral and Legal Foundations, which centres on the belief that time‐honoured ethical values prevail in an economy formed by ties of common sentiment, ideas, customs and laws; 3. Adam Smith by Gustav von Schmoller – Schmoller rejects Smith′s natural law and sees him as simply spreading the message of Calvinism; 4. Pierre‐Joseph Proudhon, Socialist – Karl Marx, Communist: A Comparison; 5. Marxism and the Instauration of Man, which raises the question for Marx: is the flowering of the new man in Communist society the ultimate end to the dialectical movement of history?; 6. Ethical Progress and Economic Growth in Western Civilization; 7. Ethical Principles in American Society: An Appraisal; 8. The Ugent Need for a Consensus on Moral Values, which focuses on the real dangers inherent in there being no consensus on moral values; 9. Human Resources and the Good Society – man is not to be treated as an economic resource; man′s moral and material wellbeing is the goal; 10. The Social Economist on the Modern Dilemma: Ethical Dwarfs and Nuclear Giants, which argues that it is imperative to distinguish good from evil and to act accordingly: existentialism, situation ethics and evolutionary ethics savour of nihilism; 11. Ethical Principles: The Economist′s Quandary, which is the difficulty of balancing the claims of disinterested science and of the urge to better the human condition; 12. The Role of Government in the Advancement of Cultural Values, which discusses censorship and the funding of art against the background of the US Helms Amendment; 13. Man at the Crossroads draws earlier themes together; the author makes the case for rejecting determinism and the “operant conditioning” of the Skinner school in favour of the moral progress of autonomous man through adherence to traditional ethical values.

Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely, innovative thought structures and attitudes have almost always forced economic institutions and modes of behaviour to adjust. We learn from the history of economic doctrines how a particular theory emerged and whether, and in which environment, it could take root. We can see how a school evolves out of a common methodological perception and similar techniques of analysis, and how it has to establish itself. The interaction between unresolved problems on the one hand, and the search for better solutions or explanations on the other, leads to a change in paradigma and to the formation of new lines of reasoning. As long as the real world is subject to progress and change scientific search for explanation must out of necessity continue.

The purpose of this paper is to examine the human costs of innovation – the personal difficulties, aside from economic ones, experienced by persons whose jobs are permanently eliminated by innovations.

A conceptual analysis of the negative personal effects (i.e. intra-individual) resulting from job loss due to innovation was used. These include reduced self-esteem, hope for the future, increased stress and increased and disturbing cognitive inconsistencies.

Proposals are developed concerning the harmful effects experienced by whose jobs are made unnecessary by innovation.

The paper, being conceptual, does not involve empirical research; rather it offers suggestions for future research.

Attention is called to the potential “downside” of innovation in terms of the persons whose jobs it renders superfluous. Reasons why entrepreneurship may be especially attractive to these persons are reviewed.

Innovation generates many economic benefits but also makes many jobs unnecessary. As a resut, a growing number of persons lose jobs they can never hope to regain. These personal costs adversely affect both their psychological and physical well-being. Further, job loss due to innovation can add to income inequality and so be a source of conflict in society. Efforts to reduce these problems are essential for the continued well-being of both individuals and the societies in which they live.

Past research concerning innovation has focused primarily on its economic effects. This paper extends this research by examining innovations' potentially harmful effects on persons it makes unemployed.

Two distinct literatures have investigated the impact of negotiator frames. Both literatures demonstrate that negotiator frames significantly influence both bargaining behavior and negotiated outcomes. These two literatures, however, offer completely different conceptualizations of what negotiator frames actually are. In this article we classify these two conceptualizations as reference frames, the referent‐dependent perception of outcomes, and conflict frames, a multi‐dimensional orientation toward conflict. We report results from an experiment that links these two types of frames. We find that loss‐framed negotiators adopt conflict frames that are more win‐oriented and task‐oriented than the conflict frames gain‐framed negotiators adopt. Our results offer insight into the frame adoption process and have implications for dispute resolution and negotiation practice.

We investigated the role of task and relationship conflict as mediators of the relationship between information sharing and group performance. We suggest that, in addition to the commonly studied effect of conflict on information sharing, the reverse causal direction is theoretically likely and relevant in today's business climate. Specifically, we hypothesize that information sharing will reduce both task and relationship conflict with beneficial effects on team performance in established groups. We also explore boundary conditions to these conflict‐reducing effects of information sharing, suggesting that the lower a group's task interdependence, the more information sharing reduces task conflict, and the lower a group's average general mental ability, the more information sharing reduces relationship conflict. Analysis of data from 38 groups supported our expectations, revealing the expected negative relationships between information sharing and both task and relationship conflict, as well as the expected moderating effects of task interdependence and general mental ability.

This study extends previous literature on social exchange by investigating the mediating effects of leader‐member exchange on the relationship between procedural justice, job attitudes and turnover in a unionized setting. Past research has shown that procedural justice and subordinate/supervisor exchanges are related to job attitudes and turnover. These relationships have normally been studied in non‐union settings, in which union contextual variables are not considered. The current study uses hierarchical linear modeling to test theoretical models of these relationships in a unionized setting, where procedures and managerial treatment are more clearly defined and regulated. Results reveal that both procedural justice and leader‐member exchange are related to organizational commitment and job satisfaction and leader‐member exchange is related to actual turnover. Leadermember exchange partially mediates the relationship between procedural justice and these job attitudes after accounting for the effects of union commitment (at the individual level) and union‐management relations (at the store level). From a managerial perspective, our results emphasize the importance of proper selection, training and performance appraisal of supervisors, with treatment and support of employees as a main focus.

In the present paper direct as well as indirect relationships between organizational changes and exposure to bullying at work are investigated. Interpersonal conflicts are hypothesized to mediate changes on bullying. Data from a sample of 2408 Norwegian employees confirmed that different organizational changes were moderately associated with task-related bullying at work, and that exposure to more changes increased the likelihood of being bullied. Structural equation modelling supported the assumption that changes were directly related to bullying. However, the hypothesis that changes were mediated on bullying through interpersonal conflicts was not supported. Results indicate that organizational changes and interpersonal conflicts are separate, and mainly independent, precursors of bullying at work.