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Corporate planning has recently been faced with extreme changes in methodology and scope. Planners report that more variables than ever before must now be considered in both long‐ and short‐term projections. Alternative sets of plans are becoming the mode, partly in recognition of the unpredictable aspects of many of these variables. Protectionism, environmentalism, consumerism, and social concern are all impacting on plans already confounded by severe changes in economic conditions, balance of trade, energy usage, and foreign affairs. Planners are increasingly turning to computer systems for assistance in manipulating these large numbers of complex variables.

The processes that underlie ability emotional intelligence (EI) are barely understood, despite decades of management research. Furthermore, the outcomes of these processes have been narrowly and prescriptively defined. To address this deficiency, I conducted a phenomenological study (n = 26). Findings from a public sector sample suggest that the underlying emotional processes of meaningful life events are – at least for now – better defined through the construct of emotion regulation. While it is part of the ability EI model, the emotional processing that occurs prior to emotion regulation being initiated is likely to be less consistent with current EI theory. Likewise, these processes lead to outcomes considerably more nuanced than currently appreciated in the EI literature. Consequently, what started as a gap-filling approach to research eventually turned into a problematization of what scholars seem to know about EI. I outline the theoretical and practical implications of this study for management, and offer suggestions for future research.

On April 2, 1987, IBM unveiled a series of long‐awaited new hardware and software products. The new computer line, dubbed the Personal Systems 30, 50, 60, and 80, seems destined to replace the XT and AT models that are the mainstay of the firm's current personal computer offerings. The numerous changes in hardware and software, while representing improvements on previous IBM technology, will require users purchasing additional computers to make difficult choices as to which of the two IBM architectures to adopt.

The paper aims to examine the mediating role of emotional exhaustion and job satisfaction in the emotional intelligence (EI) and job performance (JP) relationship.

The data have been collected using a structured questionnaire from 527 females working in education, health and IT/BPO sectors across three cities of Punjab, India. A serial multiple-mediated regression has been used to estimate EI's direct and indirect effects on JP mediated through emotional exhaustion and job satisfaction.

The findings reveal that EI has an indirect positive effect on JP through its influence on emotional exhaustion and job satisfaction in serial. The results also suggest that the control variables (namely age, qualification, experience and income) have a limited effect on EI, JP, emotional exhaustion and job satisfaction of female employees.

The present study asserts that organizations should seek employees with high EI to have high employee performance. The study assists supervisors and human resource (HR) managers in their different functions like recruitment and selection decisions, training and development activities, and designing high-performance work systems. Enhanced EI will improve mental health and well-being, which further drives positive work behaviors.

This study attempts to examine the EI–JP relationship for working females in more depth. Since the study is based on an Indian sample, it adds to the growing literature on EI and JP of females in the context of non-Western countries. The results are of great value to HR managers and practitioners who aim to develop practices that would increase the performance of females in the workplace.