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Article
Publication date: 8 February 2008

Kevin S. Groves, Mary Pat McEnrue and Winny Shen

The purpose of this study is to empirically test whether it is possible to deliberately develop emotional intelligence (EI) as conceptualized in the Mayer and Salovey model.

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Abstract

Purpose

The purpose of this study is to empirically test whether it is possible to deliberately develop emotional intelligence (EI) as conceptualized in the Mayer and Salovey model.

Design/methodology/approach

This empirical study utilized a sample of 135 fully‐employed business students in a treatment/control group research design in which treatment group participants underwent an intensive 11‐week EI training program. Additional samples of 270 and 130 fully employed business students were utilized to develop an EI measure appropriate for EI development.

Findings

The results indicate that EI can be deliberately developed; the treatment group demonstrated statistically significant overall EI gains and across each EI dimension, while the control group did not show any significant pre‐/post‐test differences.

Practical implications

In addition to illustrating EI training best practices, a new EI measure is described that is appropriate for leadership development.

Research limitations/implications

Research implications are discussed for the role of EI training in leadership development programs and fertile research directions for EI training.

Originality/value

Emotional intelligence training has emerged into a popular and lucrative field, but empirical evidence on the deliberate development of EI has been substantially more elusive. This study provides an empirical EI training study that overcomes the conceptual and methodological limitations of extant research on the EI development process.

Details

Journal of Management Development, vol. 27 no. 2
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 January 1988

Mary Pat McEnrue

The purpose of this study is to investigate the extent to which women and minorities may refuse to actively pursue positions which provide the chance to exercise more authority…

89

Abstract

The purpose of this study is to investigate the extent to which women and minorities may refuse to actively pursue positions which provide the chance to exercise more authority and responsibility because they perceive that the opportunities are really phantom (that is, the officially announced openings have already unofficially been filled). It also examines the impact of this phenomenon and other factors on employees' attitudes towards affirmative action.

Details

Equal Opportunities International, vol. 7 no. 1
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 6 February 2009

Mary Pat McEnrue, Kevin S. Groves and Winny Shen

The purpose of this paper is to examine the separate and combined effects of three individual characteristics on training gains achieved in a leadership development program…

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Abstract

Purpose

The purpose of this paper is to examine the separate and combined effects of three individual characteristics on training gains achieved in a leadership development program designed to enhance participants' emotional intelligence (EI). The overall purpose was to test heretofore untested propositions advanced by various theorists concerning the impact of openness to experience (OE), self‐efficacy (SE), and receptivity to feedback (RF) on training outcomes.

Design/methodology/approach

This empirical study utilized a sample of 135 fully‐employed business students in a treatment/control group research design.

Findings

The findings suggest that leadership development professionals will likely derive differential EI training gains depending upon participants' status across several variables. Receptivity to feedback was directly associated with EI training gains while the SE‐RF and SE‐OE interactions were predictors of EI training gains.

Practical implications

The results hold implications for organizations that seek to enhance the EI of leaders both effectively and efficiently. The application of these findings to a range of leadership development practices and to training efforts that focus on other competencies are discussed.

Research implications

The paper connects EI to one of the major challenges facing leaders and leadership development professionals in the future: managing change and offers recommendations regarding research on other factors that are likely to optimize results achieved through efforts to develop the EI of leaders.

Originality/value

This is the first study to investigate the impact of these three individual characteristics on training gains achieved. The paper's findings suggest that some individuals are better candidates for EI training and presents a method to identify them.

Details

Journal of Management Development, vol. 28 no. 2
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 February 1987

Murray E. Cohen and Cynthia Fryer Cohen

A large earnings gap between men and women has persisted in the USA despite legislation intended to reduce it. One cause of this has been thought to be systematic marketplace…

54

Abstract

A large earnings gap between men and women has persisted in the USA despite legislation intended to reduce it. One cause of this has been thought to be systematic marketplace undervaluing of tasks performed by women. The Equal Employment Opportunity Commission sought to address this perceived inequity by reviving a 1940s concept, “comparable worth”. This article examines litigation that sought to enforce the legal requirement of “equal pay for comparable worth” and the implementation problems and controversies that ensue.

Details

Equal Opportunities International, vol. 6 no. 2
Type: Research Article
ISSN: 0261-0159

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