Дисертації: "Competency intelligence"

1

Torres, Russell. "Organizational Competency Through Information: Business Intelligence and Analytics as a Tool for Process Dynamization." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804918/.

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The data produced and collected by organizations represents both challenges and opportunities for the modern firm. Business intelligence and analytics (BI&A) comprises a wide variety of information management technologies and information seeking activities designed to exploit these information resources. As a result, BI&A has been heralded as a source of improved organizational outcomes in both the academic and practitioner literature, and these technologies are among the largest continuous IT expenditures made over the last decade.Despite the interest in BI&A, there is not enough theorizing about its role in improving firm performance. Scholarly investigations of the link between BI&A and organizational benefits are scarce and primarily exploratory in nature. Further, the majority of the extant research on BI&A is techno-centric, conceptualizing BI&A primarily an organizational technical asset. This study seeks to explicate the relationship between BI&A and improved organizational outcomes by viewing this phenomenon through the lens of dynamic capabilities, a promising theoretical perspective from the strategic management discipline. In so doing, this research reframes BI&A as an organizational capability, rather than simply a technical resource. Guided by a comprehensive review of the BI&A and dynamic capabilities literature, as well as a series of semi-structured focus groups with senior-level business practitioners with BI&A experience, this study develops and tests a model of BI&A enabled firm performance. Using a snowball sample, an online survey was administered to 137 business professionals in 24 industries. The data were analyzed using partial least squares (PLS) structural equation modeling (SEM). The findings support the contention that BI&A serve as the sensing and seizing components of an organizational dynamic capability, while transformation is achieved through business process change capability. These factors influence firm financial performance through their impact on the functional performance of the firm’s business processes. Further, this study demonstrates that traditional BI&A success factors are positively associated with BI&A sensing capability. This study makes several important contributions to BI&A research. First, this study addresses a gap in the scholarly literature by establishing a theoretical framework for the role of BI&A in achieving firm performance which is grounded in an established strategic management theory. Second, by drawing on the sense-seize-transform view of dynamic capabilities, this dissertation proposes a new conceptualization of BI&A as sensing and seizing organizational capabilities. Third, this research links the use of BI&A to improved organizational outcomes through the transformation of business processes, consistent with the view that the value of IT is derived from its impact on the value generating processes of the firm. Fourth, by viewing BI&A and business process change as distinct but inter-related components of dynamic capabilities, this research clarifies the role of BI&A in the dynamization of organizational processes, providing insight into the relationship between BI&A and business agility. Finally, this dissertation shows how BI&A capabilities are related to BI&A success factors identified in prior research.

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2

Khan, Rifat Abbas. "The Effects of an Emotional Competency Program on the Development of Emotional Capital in Primary School Children." Thesis, Montpellier 3, 2012. http://www.theses.fr/2012MON30020.

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Pour développer le capital émotionnel, le domaine de l'éducation a besoin des programmes globaux qui pourraient former des individus sains, équilibrés, compétitifs, et capables à apporter le progrès, la paix et la prospérité à la société. Il y a aujourd’hui un besoin urgent de former des individus sains, équilibrés et équipés de compétences émotionnelles, personnelles et sociales pour faire face, dans un premier temps à des problèmes émotionnels, personnels, psychologiques, et socio-économiques, et afin de répondre, dans un deuxième temps, aux exigences du contexte social tout en prenant en compte les futurs défis. Le but de cette recherche était d'étudier les effets d'un programme de formation des compétences émotionnelles sur le développement du capital émotionnel des enfants des écoles primaires au Pakistan
The purpose of this research was to study the effects of an Emotional Competency Training Program, based on two conceptual models of Mayer & Salovey Model of EI and Goleman model of EI and one action model of Six Seconds Model of EI, on the development of emotional capital of primary school children in Pakistan. The sample of the study was the 4th class students from Amanat Memorial High School in Lahore, Pakistan. The class of 32 students was randomly divided into 16 students for experimental group and 16 for the control group. Different students from both groups could not participate in post-test or follow up and finally the 9 students for each group were included in the final data analysis of this research. The research had a pretest-posttest design with a control group and a follow up after the two month from posttest phase. The data was analyzed statistically by using the multivariate repeated measures analysis of variance technique with SPSS software. The results of the research demonstrate that the experimental group significantly increased the emotional capital scores at post-test phase as compared to the control group’s mean scores. While the experimental group, compared to control group, sustained this development up to the follow-up phase two months after the post-program phase

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3

Adams, Nasheeta. "Emotional intelligence amongst undergraduate students at a higher education institution." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7446_1319114087.

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One hundred and fifty senior students (comprising of second and third year undergraduate students) completed a biographical questionnaire and the BarOn Emotional Quotient-Inventory questionnaire. The results indicate that there are statistically significant differences in total EQ based on gender and age, although there were no statistically significant differences based on race. Conclusions are drawn about the importance of emotional intelligence in students and recommendations for future research are provided.

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4

Hughes, Roger, and n/a. "Public Health Nutrition Workforce Development: An Intelligence-Based Blueprint for Australia." Griffith University. School of Health Science, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040615.120233.

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Public health nutrition workforce development is a capacity building strategy identified as a priority in the Australian National Public Health Nutrition Strategy (Eat Well Australia). Systematic and scholarly approaches to workforce development that enhance the capacity of the health system and the broader community to effectively address public health nutrition issues, are limited in Australia. The associated lack of intelligence and a range of methodological difficulties similar to those encountered in broader public health workforce research, provide the need for, and motivation for, this study. The specific objectives of this study relate to the development of workforce development intelligence that: Fills gaps in the knowledge base to inform effective workforce development ; Provides baseline data (benchmarks) for ongoing workforce development planning, evaluation, monitoring and surveillance ; and, Contributes to international scholarship regarding public health nutrition workforce development ; and, Enables the development of a strategic framework for workforce development planning in the national context. The case study research strategy used in this study involved an emergent, multi-method design involving methodological triangulation of data and consensus development. The focus of inquiry was based on a problem-based conceptual framework developed to identify intelligence needs for workforce development strategy planning. Quantitative and qualitative data were collected using five different methods including literature review, interviews with advanced-level public health nutritionists in Australia, a national public health nutrition workforce survey, an analysis of position descriptions and consensus assessment and development via a Delphi survey of an international expert panel. The collection, analysis and interpretation of data in this study focused on developing an intelligence base on six main issues pertinent to public health nutrition workforce development, including: Definitions of public health nutrition; Workforce size and composition; Workforce practices; Core workforce functions needed; Competencies required for effective public health nutrition practice; and, Continuing competency development needs. Data from these multiple methods were used to describe and interpret the determinants of workforce capacity, assisted by triangular analysis. This analysis identified a range of determinants limiting the capacity of the Australian public health nutrition workforce including; A small designated specialist public health nutrition workforce; Workforce instability associated with unsecured funding and staff turnover; Limited collaboration and partnership building practices by the existing workforce; Disorganisation of the workforce in terms of location, accountability, service mandates and support; Workforce practices are not consistent with the required work; Limited access to, and use of, public health nutrition intelligence; A workforce practice culture that does not promote research and dissemination; A lack of practice improvement and learning systems; Limited access to public health nutrition mentors; Limited incentives for practice excellence; An absence of consensus about the required work and competencies required for effective public health nutrition practice; Barriers to continuing competency development; and, Inadequate workforce preparation. This interpretive analysis provided the basis for developing a strategic framework that addresses workforce quantity, quality and performance concerns, based on workforce development strategy categories including: Building human resource infrastructure (quantity); Organisational systems and policy (performance); Intelligence support (performance); Learning systems (quality) and; Workforce preparation. This research has also provided data that can for the basis of tools such as definitions, core function statements, position descriptions and competency standards to assist public health nutrition workforce development in Australia and internationally.

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5

Newlon, Kelly Ann. "Cultural Competency of Short-Term Education Abroad Student Participants." The Ohio State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1555429050879666.

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6

Williams, Augustus. "Using emotional intelligence interpersonal competency of empathy as a frame to combat xenophobia in schools: a case study." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13507.

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The aim of this study was to explore how the perceptions of teachers on their emotional intelligence interpersonal competency of empathy that could be used as a frame to combat xenophobia in schools. The three objectives of this study was to explore and describe: teachers’ perceptions and experiences of xenophobic violence in schools in Port Elizabeth’s Northern Areas; teachers’ responses to xenophobic violence from the emotional intelligence interpersonal competency of empathy; and how emotional intelligence interpersonal competency of empathy could be used as a tool to combat xenophobia in schools. Foreign national learners in Port Elizabeth’s Northern Areas are subjected to xenophobic incidences by some teachers at these schools. This impacts negatively into these learners’ learning environment in these schools. It is behind this backdrop that this study sought to explore how the emotional intelligence interpersonal competency of empathy could be used by teachers as a frame to combat xenophobia in schools. The argument of this study therefore stems from the fact that teachers could use their EI interpersonal competency of empathy to combat xenophobia in their schools. Focus group and mini-focus group interviews was employed to get an explorative, descriptive and interpretive revelation, which was utilised to enhance validity and triangulation for this qualitative study.

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7

Glad, Therese. "Informationsförvaltning inom en stor organisation : En fallstudie på Trafikverket." Thesis, Högskolan Dalarna, Informatik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-22520.

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Denna studie syftar till att undersöka hur en stor organisation arbetar med förvaltning av information genom att undersöka dess nuvarande informationsförvaltning, samt undersöka eventuella förslag till framtida informationsförvaltning. Vidare syftar studien också till att undersöka hur en stor organisation kan etablera en tydlig styrning, samverkan, hantering och ansvars- och rollfördelning kring informationsförvaltning. Denna studie är kvalitativ, där datainsamlingen sker genom dokumentstudier och intervjuer. Studien bedrivs med abduktion och är en normativ fallstudie då studiens mål är att ge vägledning och föreslå åtgärder till det fall som uppdragsgivaren har bett mig att studera. Fallet i denna studie är ett typiskt fall, då studiens resultat kan vara i intresse för fler än studiens uppdragsgivare, exempelvis organisationer med liknande informationsmiljö. För att samla teori till studien så har jag genomfört litteraturstudier om ämnen som är relevanta för studiens syfte: Informationsförvaltning, Business Intelligence, Data Warehouse och dess arkitektur, samt Business Intelligence Competency Center. Denna studie bidrar med praktiskt kunskapsbidrag, då studien ger svar på praktiska problem. Uppdragsgivaren har haft praktiska problem i och med en icke fungerade informationsförvaltning, och denna studie har bidragit med förslag på framtida informationsförvaltning. Förslaget på framtida informationsförvaltning involverar ett centraliserat Data Warehouse, samt utvecklingen utav en verksamhet som hanterar informationsförvaltning och styrningen kring informationsförvaltningen inom hela organisationen.
This study aims to investigate how large organizations can work with information management by examining an organization's existing information management, and investigate possible future proposals to information management. Furthermore, the study aims to investigate how an organization can establish a clear direction, collaboration, management and responsibilities and roles regarding information management. This study is qualitative, where data collection occurs through document studies and interviews. The study is conducted by an abductive research approach and the study is a normative case study as the study's goal is to provide guidance and propose measures to the case that the collaboration partner has asked me to study. The case in this study is a typical instance, because the result will be representative of more than the study's collaboration partner, such as other large organizations with similar cases concerning information management. To collect theory to the study I conducted literature reviews on topics that are relevant to the purpose of the study: Information management, Business Intelligence, Data Warehouse and its architecture, as well as Business Intelligence Competency Center. This study contributes with practical knowledge, because the study provides answers to practical problems the collaboration partner has expressed within the non-operated information management, and this study contributes with suggestions for future information management. The suggestions involve a centralized Data Warehouse and the development of a function that handles information management, and disseminate the governance of information management throughout the organization.

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8

Trüninger, Albuquerque Margarida. "Unveiling the Catalyzing Power of Emotional Intelligence over General Intelligence and Learning Performance." Doctoral thesis, Universitat Ramon Llull, 2016. http://hdl.handle.net/10803/360582.

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La present tesi investiga el paper catalitzador de la intel·ligència emocional (IE) comportamental, sobre la relació entre la intel·ligència general, o g, i l'acompliment en la aprenentatge. La tesi comprèn tres articles empírics, encapçalats per una introducció global - on es presenta el marc teòric general - i un últim capítol dedicat a la discussió general dels resultats, limitacions, implicacions pràctiques i recomanacions per a la investigació futura. Tots els estudis es basen en la població de graduats de gestió en una escola de negocis líder a Europa. El primer article verifica la validesa i la fiabilitat de la mesura de múltiples avaluadors de comportament de la IE, l'Inventari de Competències Emocionals i Socials (ESCI), i qüestiona si hi ha certs tipus d'avaluadors (per exemple, en els contextos personals i professionals ), que són més aptes per avaluar determinades competències. Mentre verifica la hipòtesi que hi ha un ordre sistemàtic en les avaluacions, també mostra com algunes competències com la consciència de l'organització o l'autocontrol emocional són millor assessorats pels avaluadors amb una relació simètrica amb la persona (per exemple, amics, col·legues de treball). El segon article mou l'enfocament per a la relació entre la conducta de l'IE i una mesura d'intel·ligència general, el Graduate Management Admission Test (GMAT), per preguntar si aquests constructes són prou divergents per assegurar la validesa discriminant de l'IE comportamental. La contribució més important d'aquesta tesi es presenta en el tercer article. Desenvolupem i vam provar un model d'interacció tasca-dependent per inspeccionar el paper moderador de la IE sobre la relació entre la intel·ligència general i l'acompliment en la aprenentatge quan dos tipus diferents de tasques, relacionades amb dos dominis cognitius antagònics – social i no social (o material) –, son realitzats. Amb base en una mostra de 864 candidats internacionals de MBA, els resultats revelen que, a part d'un efecte positiu de les competències emocionals i socials en l'exercici de professionals executius a l'aula, aquestes competències moderen la relació entre g i l’acompliment en la aprenentatge. Mentre trobem evidències que en tasques no socials, l'IE comportamental té un efecte més fort en l'acompliment en la aprenentatge dels alumnes que estan caracteritzats per un baix nivell de g, les nostres dades dan poc suport a la hipòtesi principal per la qual, en les tasques socials, la IE té un efecte catalitzador o promotor de la relació entre les capacitats cognitives i l'acompliment en l'aprenentatge. Per facilitar la discussió d'aquests resultats hem realitzat entrevistes ex-post en grups d'enfocament amb tres equips de candidats d'MBA. En aquestes entrevistes hem descobert un problema més profund relacionat amb la naturalesa individualista dels sofisticats sistemes de treball, amb els quals els candidats MBA realitzen les seves tasques d'equip. De fet, per forma a gestionar múltiples treballs, els MBA intenten minimitzar el temps d'interacció i discussió en els seus equips, i no arriben a experimentar una efectiva col·laboració entre tots, amb diàleg i intercanvi d'idees, ajudant-se uns als altres, junts en un propòsit comú d'aprenentatge. El capítol final ofereix un debat general sobre els resultats dels tres articles empírics, reconeixent les seves limitacions i debatent idees de fructíferes oportunitats per a futures investigacions. En concret, presentem implicacions pràctiques dels nostres resultats, i suggerim dissenys específics d'investigació i certs contextos en què el model d'interacció tasca-dependent podrà reunir més evidències i estimular la futura creació d'investigació innovadora.
La presente tesis investiga el papel catalizador de la inteligencia emocional (IE) comportamental, sobre la relación entre la inteligencia general, o g, y el desempeño en la aprendizaje. La tesis comprende tres artículos empíricos, encabezados por una introducción global – donde se presenta el marco teórico general- y un último capítulo dedicado a la discusión general de los resultados, limitaciones, implicaciones prácticas y recomendaciones para la investigación futura. Todos los estudios se basan en la población de graduados de gestión en una escuela de negocios líder en Europa. El primer artículo verifica la validez y la fiabilidad de la medida de múltiples evaluadores de comportamiento de la IE, el Inventario de Competencias Emocionales y Sociales (ESCI), y cuestiona si hay algunos tipos de evaluadores (ej., en los contextos personales y profesionales), que son más aptos que otros para evaluar ciertas competencias. Mientras se verifica la hipótesis de que hay un orden sistemático en las evaluaciones, también se muestra cómo algunas competencias tales como la conciencia de la organización o el autocontrol emocional son mejor asesoradas por los evaluadores con una relación simétrica con la persona (ej., amigos, colegas de trabajo). El segundo artículo mueve el enfoque sobre la relación entre la IE comportamental y una medida de inteligencia general, el Graduate Management Admission Test (GMAT), para cuestionar si estos constructos son lo suficientemente divergentes como para asegurar la validez discriminante de la IE comportamental. La contribución más importante de esta tesis se presenta en el tercero artículo. Desarrollamos y probamos un modelo de interacción tarea-dependiente para inspeccionar el papel moderador de la IE sobre la relación entre la inteligencia general y el desempeño en la aprendizaje cuando dos tipos distintos de tareas, relacionados con dos dominios cognitivos antagónicos – social y no social (o material) –, son realizados. Con base en una muestra de 864 candidatos internacionales de MBA, los resultados revelan que, aparte de un efecto positivo de las competencias emocionales y sociales en el desempeño de profesionales ejecutivos en el aula, estas competencias moderan la relación entre g y el desempeño en la aprendizaje. Mientras encontramos evidencias de que en tareas no sociales, el IE comportamental tiene un efecto más fuerte en el desempeño en la aprendizaje cuando los alumnos están caracterizados por un bajo nivel de g, nuestros datos dan poco suporte a la hipótesis principal por la cual, en las tareas sociales, la IE tiene un efecto catalizador o promotor de la relación entre las capacidades cognitivas y el desempeño en el aprendizaje. Para facilitar la discusión de los resultados hemos realizado entrevistas ex-post en grupos de enfoque con tres equipos de candidatos de MBA. En estas entrevistas hemos descubierto un problema más profundo relacionado con la naturaleza individualista de los sofisticados sistemas de trabajo, con los cuales los candidatos MBA realizan sus tareas de equipo. De hecho, por forma a gestionar múltiplos trabajos, los MBA intentan minimizar el tiempo de interacción y discusión en sus equipos, y no llegan a experimentar una efectiva colaboración entre todos, con dialogo y intercambio de ideas, ayudándose unos a los otros, juntos en un propósito común de aprendizaje. El capítulo final ofrece un debate general sobre los resultados de los tres artículos empíricos, reconociendo sus limitaciones y debatiendo ideas de fructíferas oportunidades para futuras investigaciones. En concreto, presentamos implicaciones prácticas de nuestros resultados, y sugerimos diseños específicos de investigación y ciertos contextos en el que el modelo de interacción tarea-dependiente podrá reunir más evidencias y estimular la futura creación de investigación novedosa.
The present thesis investigates the catalyzing role of behavioral emotional intelligence (EI) over the relationship between general intelligence, or g, and learning performance. It comprises three empirical articles embedded within an overarching introduction - including an overall theoretical framework - and a final chapter dedicated to the general discussion of findings, limitations, practical implications and avenues for future research. All studies are based on the population of management graduates at a leading European business school. The first article verifies the validity and reliability of a multi-rater measure of behavioral EI, the Emotional and Social Competencies Inventory (ESCI), and inquires whether certain types of raters (e.g., in the personal and professional contexts), are relatively more apt than others, to assess specific competencies. While it confirms the hypothesis that there is a systematic order in ratings, whereby personal raters observe a higher degree of leniency bias than professional ones, it also shows how some competencies such as organizational awareness or emotional self control are best assessed by raters with a symmetric relationship with the person (e.g., friends, work peers). The second article shifts the focus onto the relationship between behavioral EI and a measure of general intelligence, the Graduate Management Admission Test (GMAT), to inquire whether these different but related constructs are divergent enough to assure the discriminant validity of behavioral EI. The most important contribution of this thesis is presented in the third article. We develop and test a task-dependent interaction model to inspect the moderating role of EI over the relationship between general intelligence and learning performance when two distinct types of tasks, engaging two antagonistic cognitive domains – social and non-social (or material) tasks –, are undertaken. Based on a sample of 864 international MBA candidates, the results reveal that, aside a positive main effect of emotional and social competencies on the classroom performance of professional executives, these competencies moderate the relationship between g and learning performance. Whereas we find evidence that in non-social tasks, behavioral EI has a stronger effect on learning performance among candidates characterized with a low g, our data shows little support to the principal hypothesis, whereby in social tasks EI catalyzes or improves the relationship between cognitive abilities and learning performance. To aid the discussion of these findings we conduct ex-post focus groups with 3 teams of MBA candidates, and uncover a deeper problem tied with the individualistic nature of the sophisticated work systems students implement to get through their team assignments. Indeed, in order to cope with multiple requests they strive to minimize the actual interaction and group discussion with their teams, bypassing the opportunity to engage in real teamwork – that is to collaborate and help one another in their shared learning purpose. The concluding chapter stirs an overarching discussion on the results from the three empirical articles, acknowledging their limitations and offering insights of fruitful opportunities for future research. Specifically, we draw practical implications from our findings, and suggest specific research designs and context settings wherein the task-dependent interaction model we develop may gather further evidence and stimulate novel research.

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Schall, David M. "Two Case Studies of the Contribution of Emotional Intelligence, Communication Style, Job Competency, Vision, and Ethics to Constituent Buy-In for Leaders." Thesis, Lindenwood University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10027097.

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The purpose of this study was to investigate the similarities and dissimilarities of leadership traits that create leader buy-in for an educational leader and a football coach; specifically, emotional intelligence, communication style, job competency, vision, and ethics, between an educational leader and a sports coach. The rationale of this study was to create recent literature that provided insight for leaders in multiple areas on how to transfer leadership skills to establish common goals and missions within their organizations.

Data was collected using a survey completed by 154 volunteer participants, along with interviews of 12 volunteer participants. A focus group of four volunteer participants was completed as well. The researcher also interviewed the leaders themselves to gain their own perspective of their leadership characteristics and ability to achieve constituent buy-in.

The survey results indicated at least 87%, and in many cases, over 90%, of constituents either strongly agree or mildly agree that his or her leader maintained control of his emotions (emotional intelligence), had an accurate understanding of his own strengths and weaknesses (emotional intelligence), communicated effectively (communication style), understood the skills and responsibilities needed to do his job effectively (job competency), understood the follower’s responsibilities and role within the organization (job competency), successfully communicated the vision of the organization (vision), and displayed ethical behavior (ethics) throughout the course of his job. The interviews and focus group provided anecdotes and personal testimony to support the results of the survey.

The most prevailing themes that emerged from the data related to creating constituent buy-in fell under Emotional Intelligence; specifically, relationship building and making a personal connection. To that end, participants in both groups stated that the leader made them feel ‘valuable,’ ‘important,’’ ‘truly knew’ them and ‘cared about them’ as much in a personal way, if not more than in a professional way. Participants indicated the leaders were also good in the other four areas as well. Statements made regarding their communication style were ‘inspiring’ and ‘clear’ while data from participant responses about job competency were ‘a good coach’ and an ‘ability to make tough decisions.’ Responses about vision were consistent in both groups in that a larger percentage of participants noted they could ‘see” the direction the organization was going because of how the leader described it and they wanted to be a part of fulfilling it. Both leaders rated high in ethics as well.

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Johnson, Brenda Webb. "Understanding and Applying Emotional Intelligence: A Qualitative Study of Tampa Veterans Administration Hospital Employees." Scholar Commons, 2017. http://scholarcommons.usf.edu/etd/7040.

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Emotional intelligence (EI) has not been studied extensively within the Veterans’ Health Administration (VHA). The VHA is the largest healthcare organization in America with over 360,000 employees and the organization invests heavily in competency development. The Tampa VA is a level 1 facility with over 5,000 employees in the Tampa Bay area. The facilities Education office offers competency development through soft skills training, leadership development, and contracted courses that include emotional intelligence for leaders. The purpose of this study was to better discern ten Tampa VA medical center employees understanding and application of EI competence within their personal and professional lives. A series of qualitative interviews, focus groups, and an emotional intelligence curriculum were conducted over a six-month span in order to help participants improve their individual emotional intelligence competence. Findings confirm significant benefits for participants including increased EI competencies of self-awareness and self-management of emotions. Improvement also led to benefits including improved relationships, teamwork, and the ability to manage stress and change. Findings in this study were consistent with existing literature on EI specifically in regard to the possibility of improving EI competencies through training. An unanticipated finding was that only African American employees felt spirituality and upbringing contributed to initial development of emotional intelligence. Implications for theory include the need for an exploration of the potential influence of diversity and inclusion on the development of EI, and the need to explore the possibility of racial bias in the 360-assessment. Of the numerous implications for practice the most salient is that the provision of facility-wide opportunities for EI training for teams, leaders, aspiring leaders, and entry-level staff would be beneficial. Training could also be tailored to address specific challenges faced within the healthcare setting such as burnout, compassion fatigue, stress management, customer service, conflict management, and employee satisfaction. As this type of employee development is expanded to larger numbers of employees, it has the potential to significantly improve the organizational culture at the Tampa VA, which in turn will produce greater outcomes for our nations’ Veterans.

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Sousa, Ana Sofia Marques de. "Inteligência emocional como competência na formação do futuro gestor de saúde de instituições de saúde : proposta de uma unidade curricular." Master's thesis, Universidade Nova de Lisboa. Escola Nacional de Saúde Pública, 2011. http://hdl.handle.net/10362/9674.

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RESUMO - Introdução: A formação de um gestor neste século é um verdadeiro desafio, pois apesar das instituições de ensino superior formarem profissionais com capacidade para actuar na área da Gestão da Saúde, é difícil afirmar que tal formação seja suficiente para produzir os grandes gestores exigidos actualmente para orientarem Instituições de Saúde modernas. Assim, muitos são os estudos que têm mostrado que os gestores de saúde mais eficazes se assemelham num requisito crucial: a Inteligência Emocional (IE). Objectivos: Perceber a importância do ensino das competências emocionais nos Cursos de Mestrado em Gestão da Saúde; analisar de forma descritiva/analítica e crítica o módulo opcional de Emoção, Liderança e Coaching na Gestão da Saúde leccionado no Mestrado em Gestão da Saúde na Escola Nacional de Saúde Pública; e por fim construir uma proposta de Unidade Curricular de Inteligência Emocional. Metodologia: Realizou-se uma revisão da literatura que permitiu desenvolver e adquirir conhecimentos, conceitos e teorias na área da IE. De seguida, procedeu-se a uma análise descritiva/analítica e crítica do módulo opcional de Emoção, Liderança e Coaching na Gestão em Saúde leccionado no Mestrado em Gestão da Saúde na Escola Nacional de Saúde Pública, com base na revisão de literatura anteriormente efectuada; e por fim tentou-se construir uma proposta de Unidade Curricular de Inteligência Emocional a ser leccionada a futuros gestores de saúde. Conclusões: Este trabalho tem como principal intuito por um lado, mostrar através da vária literatura consultada que a Inteligência Emocional é uma competência essencial a ser desenvolvida pelos gestores em saúde de hoje em dia, pois as competências que a englobam fazem toda a diferença na organização, tornando os funcionários mais motivados, seguros e comprometidos com o que fazem; por outro lado foi um trabalho que permitiu reunir dados e ampliar as ideias sobre Inteligência Emocional. Da análise efectuada do módulo leccionado no Mestrado em Gestão de Saúde na Escola Nacional de Saúde Pública, o que se pode concluir é que a carga horária assim como o peso do módulo que é opcional, é pouco significativo (tendo uma percentagem apenas de 3,33% dos ECTS (Sistema Europeu de créditos curriculares que significa European Credit Transfer System) e de acordo com os dados disponibilizados pela colega Mestre Joana Areias no IV Curso de Mestrado em Gestão da Saúde, apenas 36,6% dos alunos frequentaram este módulo, o que revela que ainda nem todos os futuros gestores de saúde estão dispertos para a importância do desenvolvimento da Inteligência Emocional como competência essencial nas suas práticas.
ABSTRACT - Introduction: The formation of a manager in this century is a real challenge, because despite the higher education institutions train professionals with the ability to act in the area of Health Management, is difficult to argue that such training is sufficient to produce the great managers currently required to guide the modern Health Institutions. Thus, many studies have shown that health managers more effective resemble a crucial requirement: Emotional Intelligence (EI). Purposes: Realizing the importance of teaching emotional skills for Master in Health Management; examine in a descriptive / analytical and critical way the optional module Emotion Coaching and Leadership in Health Management taught in the Master of Health Management at the Escola Nacional de Saúde Pública, and finally build an adequate proposal for Emotional Intelligence Course. Methods: After a review of the literature that allowed to develop and acquire knowledge, concepts and theories in the area of IE, I proceeded to a descriptive/analytical and critical analysis of the optional module Emotion Coaching and Leadership in Health Management taught in the Master of Health Management at the Escola Nacional de Saúde Pública, based on the literature review previously undertaken; and finally tried to build a proposal for a Course of Emotional Intelligence to be taught to future health managers. Conclusion: This work has a main purpose, in the one hand shows through the various literature that the Emocional Intelligence is an essencial skill to be developed by the managers in health care today, because the Emotional Intelligence´ competences will make the difference in an organization, by making the employees more motivated and committed to secure what they do; on the other side it was a work that brought together data and extend the ideas about Emocional Intelligence. Relatively, the analysis about the module taught in the Master of Health Management at Escola Nacional de Saúde Pública, which can be concluded is that the workload as well as the weight of the optional module is insufficient (having only a percentage of 3,33% of the ECTS) and according to the data released by the Master Joana Areias only 36,6% of the students who attended the IV Master Program in Health Management chosen this module, which reveals that not even all the future health managers are awakwn to the importance of developing Emotional Intelligence as a core competency in their pratices.

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Corso, Lisa. "Social Intelligence: Social Skills Competence and Emotional Intelligence in Gifted Adolescents." TopSCHOLAR®, 2002. http://digitalcommons.wku.edu/theses/647.

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Two schools of thought diverge into an ongoing debate as regards to the social intelligence of gifted youth. One view holds that the gifted are often maladjusted (Chronbach, 1960; Hollingworth, 1942). The contrary view is that they are more likely to be well adjusted, with overall above average social and emotional intelligence (Allen, 2000; Chesser, 2001; Kihlstrom & Cantor, 2000; Neihart, 1999). The current research is consistent with views supporting enhanced overall social and emotional intelligence of gifted youth. Some researchers have argued that emotional intelligence and social skills competence are subsets of social intelligence (Chesser, 2000; Greenspan, 1979; Kihlstrom & Cantor, 2000; Morgan, 1996; Salovey & Mayer, 1990,1993). In order to sample the domains of social intelligence in gifted adolescents, a measure of emotional intelligence (Bar-On Emotional Quotient - Inventory: Youth Version) was combined with a measure of social skills competence (Social Skills Rating Scale- Secondary Student and Parent Forms). Participants were students (n = 100) in a very selective summer program for gifted adolescents, and parent respondents (n = 76). This research addresses the following four hypotheses as regards to the relationship between social skills competence and emotional intelligence in gifted adolescents. It was hypothesized that gifted adolescents were expected to score in the above average range on emotional intelligence. Gifted adolescents scored significantly higher than norm samples on the scales of Adaptability, Stress Management and the Total EQ composite. It was also hypothesized that gifted students have above average social skills ratings. Gifted students scored significantly higher than average on all scales of the Social Skills Rating System (SSRS) Secondary Student form. Third, it was hypothesized that the constructs of emotional intelligence and social skills competence are related as regards to the self ratings of gifted adolescents. The SSRS Total Scale and all scales of Bar-On EQ-i: YV were significantly correlated. Fourth, parental ratings were consistent with the hypothesis that they would rate their adolescents as having overall average social skills. The means for overall social skills on the Total Scale and Cooperation subscale were in the average range. The Assertion subscale was found to be below average. Parent ratings were significantly above average in the areas of Responsibility and Self-Control, which may be strengths for gifted youth. A significant positive relationship was found between the composites for social skills competence and emotional intelligence. Some differences were noted between the sub-scales of these constructs, suggesting that gifted individuals may tend to have a specific profile of strengths and weaknesses in these domains. This relationship is also consistent with hierarchical theories of social intelligence maintaining that social skills and emotional skills are separate areas of related abilities. These findings suggest that social intelligence domains are important in drawing a complete profile of differential abilities in gifted students. In talent identification, it may be useful to combine measures of social skills competence and emotional intelligence with cognitive evaluations to provide a wider range of information as regards to the abilities of the gifted.

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Mazur, Alicia K. "Defence industry projects : investigating the impact of major project manager attributes on stakeholder relationships and project success." Thesis, Queensland University of Technology, 2014. https://eprints.qut.edu.au/69932/1/Alicia_Mazur_Thesis.pdf.

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This thesis identifies attributes, skills and behaviours that major project managers require for stakeholder relationships competence and project success within a major project environment. It develops valid and reliable measures of internal and external stakeholder relationships competence, tests a complex conceptual model and explores the effectiveness of the QUT Executive Masters of Complex Project Management and Strategic Procurement in developing major project managers' stakeholder relationships competence. Implications of this thesis are for government and industry in identifying factors associated with major project success, as this will lead to better major project outcomes potentially resulting in time and monetary savings of years and billions of dollars.

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Fält, Felix, and Reuterstrand Adrian Torres. "AI och partiskhet vid beslutsfattande i rekryteringsprocesser : Hur artificiell intelligens kan hantera partiskhet i rekryteringsprocessen." Thesis, Linköpings universitet, Informationssystem och digitalisering, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177501.

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Dagens rekryteringsprocessen drivs oftast av en mänsklig rekryterare, men på senare tid har det blivit allt mer populärt att använda sig av AI verktyg för att effektivisera delar av processen, men också för att motverka den inneboende partiskhet som finns hos människor. Detta arbete syftar till att analysera hur rekryterare med erfarenheter kring användning av AI, och utvecklare av sådana system, upplever huruvida AI kan användas som ett verktyg för att möta partiskhet inom rekryteringsprocessen. Genom att genomföra semistrukturerade intervjuer med intressenter som är insatta i både rekryteringsprocessen, men också i utveckling av AI-system med rekrytering som huvudfokus, har vi fått insyn kring hur verksamheter jobbar och utvecklar dessa typer av system. Hur de förhåller sig till etiska frågor har varit avgörande för att kunna utvärdera om AI är lämpligt för denna uppgift. Vår slutsats visar att det finns användningsområden för AI i rekryteringen, men istället som ett komplementerande verktyg för den mänskliga rekryteraren snarare än en ersättare, som AI ofta spekuleras att vara. Fördelar som vi såg var bland annat att AI kan behandla fler kandidater än dess mänskliga motpart och i de flesta fall ta beslut som är kompetensbaserade eftersom AI:n inte påverkas av externa faktorer på samma vis som vi människor gör. Även om AI har sina brister, där den kan efterbilda negativa beteenedemönster från oss människor och att den mänskliga kontakten reduceras, så fann vi att de positiva aspekterna var övervägande, och att det finns en optimistisk inställning kring vidare studier inom området.
The recruitment process of today is often driven by human recruiters and lately it has become increasingly popular to use AI-driven tools to streamline parts of this process, but also to try to counteract the inherent bias present in humans. This study aims to analyze how recruiters with experience in the use of AI, and developers of such systems, experience whether AI can be used as a tool to meet bias in the recruitment process. By performing semistructured interviews with relevant parties familiar with the recruitment process, but also with the development of AI-systems with recruitment as the main focus, we have gained insight into how companies work and how they develop these types of systems. How they relate to ethical issues has been useful in being able to evaluate whether AI is appropriate for this task. Our conclusion shows that there are uses for AI in recruitment, but instead as a complementary tool for the human recruiter rather than as a replacement, as AI is often speculated to be. Advantages that we saw included that AI can treat more candidates than its human counterpart and in most cases make decisions that are competency based because AI is not affected by external factors in the same way as we humans do. Although AI has its flaws, where it can mimic negative behavioural patterns from us humans and that human contact is reduced, we found that the positive aspects of AI were predominant, and that there is an optimistic attitude towards further studies in the field.

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Williams, Tania Marie. "Cultural competency in New Zealand industrial and organisational psychology and human resource management professionals and students: is personality or experience a better predictor? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1091.

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This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management professionals and students. A questionnaire which measures the predictors of the Big Five Personality Factors (Goldberg, 1999), and Bio Data, and the criterion variables of Cultural Intelligence (Earley & Ang, 2003) and questions constructed specifically for this thesis was distributed online. The criterion variables were based on an existing three part (Awareness, Knowledge and Skills) Multidimensional Model for Developing Cultural Competence by D.W. Sue (2001). The results of this research were obtained through exploratory factor analysis and subsequent multiple regression analysis. A new model was constructed to represent the tested predictor and criterion relationship. Results suggest that overall Personality is a better predictor of Cultural Competence, with the Personality Factor of Agreeableness being the highest weighted Personality Factor. D.W Sue’s (2001) Multidimensional Model for Developing Cultural Competence maintained its three part structure in the analysis and consequently seems relevant to the unique socio-cultural, organisational and professional setting of the tested group. Ang and colleagues (Ang, Van Dyne, Koh, Ng, Templer, Tay & Chandraseker, 2007) Cultural Intelligence Scale maintained its four part factor structure and was reliable for this thesis.

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Semple, Keven John. "Exploring the behavioural competencies of the future project manager : perspectives from a South African project management organisation / Semple K.S." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7279.

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Project management is as much art as it is science. Competence of project managers is receiving increasing interest as more organisations accept that project performance has an impact on organisational performance. Scholars and practitioners of project management tend to agree that while the technical aspects of project management are important, it is the behavioural competencies, or soft skills, of project managers that are required for success ? now and in the future. This study set out to explore the expected evolution of the behavioural skills and competencies of the project manager over the next decade. Secondary objectives of the study were to establish if perceptions differ amongst the respective demographic groups, the importance of leadership skills and how identified future behavioural competencies are addressed in current job profiles for project managers. The research study began in the literature where projects and project management was introduced followed by an exploration of some of the trends and perceptions expected to impact on project management in the future. Projects of the future will be strongly influenced by technology with complexity and uncertainty as common themes. Leadership and flexibility will be key for project managers to survive in such a dynamic, hyper–connected environment. A thorough literature study was conducted into the behavioural competencies of project managers especially with respect to the most widely used project management bodies of knowledge. The concept of competency was defined and a number of models of competency were presented. Soft skills relating to project managers were discussed including emotional intelligence which has received much attention recently. A comparison was made of the behavioural competencies of project managers as addressed in the IPMA International Competence Baseline 3.0, the APM Body of Knowledge and the PMI Body of knowledge. Concluding the literature study, the fifteen behavioural competencies from the IPMA International Competence Baseline were discussed drawing on insight from the literature. An empirical study was completed with the aid of a new questionnaire designed using the behavioural competencies contained in the IPMA International Competence Baseline 3.0 as constructs. The questionnaire survey explored the perceptions of members in a South African project management organisation regarding the evolution of the importance given to the identified behavioural competencies. Analysis of the responses showed the questionnaire to be reliable and valid. Respondents indicated that they expect the following project manager behavioural constructs to grow in importance in the future: Efficiency, Leadership, Creativity, Openness and Engagement and Motivation. Respondents expect the following behavioural constructs to be less important in the future: Ethics, Values Appreciation, Reliability, Conflict and Crisis and Self–control. Structured interviews conducted to validate the survey results highlighted only that Leadership is an area that is expected to take on more importance for project managers in future. The interviews produced similar expectations to the literature regarding the future challenges for project management regarding complexity, uncertainty and the rate of change. A review of Project Manager job profiles yielded that generally behavioural competencies for project managers are not comprehensively addressed with more attention required and to utilise research as a basis. Proficiency requirements and assessment of proficiencies remains a major challenge that must be addressed by organisations in future. Conclusions regarding the findings of the research study were presented and recommendations for organisations and interested parties given. The research study was evaluated opposite the primary and secondary objectives with the conclusion that both were achieved. Finally, recommendations for further research into the behavioural competencies and related topics were proposed.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

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Crick, Amanda. "Emotional Intelligence, Social Competence, and Success in High School Students." TopSCHOLAR®, 2002. http://digitalcommons.wku.edu/theses/649.

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The relationship between emotional intelligence, social competence, and success was investigated. Success was operationally defined as elected leadership within a school group, club, or organization. The study sample consisted of 31 males and 89 females ages fourteen to seventeen years (grades 9 through 11) from three counties in south-central Kentucky. Student participants were characterized as Leaders, Joiners, or Non-Joiners of school groups and were asked to complete the BarOn Emotional Quotient Inventory: Youth Version (BarOn EQi:YV) (BarOn & Parker, 2000), which assessed emotional intelligence, and the Social Skills Rating System - Secondary Student Form (SSRS) (Gresham & Elliott, 1990), which provided an evaluation of social competence. Teachers of the students in the study were also asked to complete a Social Skills Rating System-Teacher Form. Results lent support to three of the four hypotheses. Female leaders exhibited higher than chance Total EQ scores, as well as higher scores on Intrapersonal, Interpersonal, and Adaptability factors than the standardization sample. Male leaders appeared to possess more ability within the domain of Adaptability than the standardization sample. Significant mean score-differences existed between the emotional intelligence scores of those identified as Leaders, Joiners, and Non-Joiners of groups. Emotional intelligence was not shown to increase with age, as no significant correlations emerged between emotional intelligence scores and age levels. Finally, teacher ratings of social skills were significantly higher for leaders than for Joiners and Non-Joiners of groups. Implications and suggestions for further research were discussed.

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Romagnoli, Simone <1974&gt. "Competence: intelligence in sheep's clothing? Culture, representations, and cognitive performance." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2013. http://amsdottorato.unibo.it/5817/.

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The first aim of this thesis was to contribute to the understanding of how cultural capital (Bourdieu, 1983/1986) affects students achievements and performances. We specifically claimed that the effect of cultural capital is at least partly explained by the positioning students take towards the principles they use to attribute competence and intelligence. The testing of these hypothesis have been framed within the social representations theory, specifically in the formulation of the Lemanic school approach (Doise, 1986).

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Mohd, Salleh Lailawati. "The relationship among leadership communication competence, emotional intelligence, and cognitive complexity." Ohio : Ohio University, 2007. http://www.ohiolink.edu/etd/view.cgi?ohiou1173101143.

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Othman, Amani. "Mapping Artificial Intelligence (AI) Capabilities around Human Competences : An explorative study." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-44748.

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Technology in the workplace has helped increase the rate of production and speed at which business occur. As these technologies advance, humans are becoming more efficient and more productive than ever before. The impact of technology on work, has consistently changed the way human across every industry do their jobs. In fact, the latest advancements in artificial intelligence (AI) has the potential to further influence a greater shift in the way human accomplish job tasks. Because artificial intelligence is a technology based on augmenting human, we can use this advantage to further complement human intelligence. Making human more creative and smarter than they have ever been. To achieve this, we need to understand how AI’s capabilities can complement human’s competences. In a workplace context, we need to understand how AI can facilitate the support of different type of tasks. Hence, the purpose of this explorative study is to understand AI’s influence on people’s skills and on workflows. This is done by mapping AI capabilities around human competences to help individuals up- skill and to support organizations in planning effective workflows enabled by AI to achieve better performance. The insights for this qualitative study is gathered by developing an AI use- case with industrial partners, while carefully observing the influence AI poses on human skills and organization processes. Beyond the traditional technology optimizations that earlier helped human with speed and accuracy, the findings from this thesis show that AI could empower human through skills such as creativity, problem solving, and analysis. As a consequence, such advancement impacts the demand of human competences needed to thrive in AI enabled workplaces. The long-term impact of adapting AI to support in workplace tasks, shows a trend in moving toward more intellectually demanding tasks. While workflows will need to facilitate collaboration between cross-disciplinary teams and support high involvement.

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Martínez, Arconada Elvira, and Andrea Soupeaux. "Leadership revisited through Cultural Intelligence : The development of a key competence in professional context." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53158.

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During the last years, due to the globalization markets become more and more involved in an international level. Cultural diversity in the workplace is something common nowadays, it involves countless benefits for the companies and the other professional contexts. While simultaneously, it involves conflicts and misunderstandings therefore it is more and more required to get people able to deal with different cultures. The main purpose of our Thesis is to study the process through which an individual becomes able to deal and work with different cultures. In other words, we pretend to discover how someone can become culturally intelligent. This thesis has been conducted using the Grounded Theory method. By analyzing the data we have collected throughout eight interviews from different culturally intelligent people and the data we have obtained by reading literature, we came with the idea that the process for becoming culturally intelligent is composed by three elements: the first one is related with the individual, the second one is related with the interaction of the individual within a multicultural group and the third one is related with the benefits and disadvantages that emerged while someone is working with different cultures.

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Mohd, Salleh Lailawati. "Communication Competence of Malaysian Leaders as a Function of Emotional Intelligence and Cognitive Complexity." Ohio University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1173101143.

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Nesin, April Erwin. "Relationship between Emotional Competence and Metabolic Control in Adolescents with Insulin Dependent Diabetes Mellitus (IDDM)." Fogler Library, University of Maine, 2004. http://www.library.umaine.edu/theses/pdf/NesinAE2004.pdf.

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Svensson, Fanny, and Sandra Zlojutro. "Rekryteringsarbetet kring anställning av lärarepå kommunala och fristående gymnasieskolor ien mellanstor kommun i södra Sverige." Thesis, Halmstad University, School of Teacher Education (LUT), 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-3822.

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Följande studie har till syfte att undersöka hur lärarrekryteringsarbetet på kommunala och

fristående gymnasieskolor i en mellanstor kommun i södra Sverige går till. Skillnader och

likheter vid rekrytering av lärare mellan de olika skolorna har undersökts. De psykologiska

aspekterna (intelligens/begåvning, personlighet och kompetens) knutna till urval har

behandlats i denna uppsats för att undersöka om dessa aspekter väger in i beslutet om

anställning. Sex rektorer från sex olika gymnasieskolor (tre kommunala och tre fristående

skolor) i en mellanstor kommun i södra Sverige har intervjuats. Resultatet av intervjuerna har

sammanfattats, diskuterats och analyserats utifrån tidigare forskning och teorier. De aspekter som

diskuterats i studien är rekryteringsarbetet på de olika skolorna, felrekryteringar,

anställningsförlopp, lärarkompetens och egenskaper, användandet av personlighets- och

intelligenstest samt lärarbehörighet. De slutsatser författarna kommit fram till är att det råder

likhet mellan de olika skolorna när det handlar om hur rekryteringsarbetet ser ut. Dock finns

vissa skillnader i vilka som är med vid anställningsintervjun på skolorna och vilka sökande

som har företräde till en ledig lärartjänst. Alla skolor strävar efter att ha behöriga lärare i de

undervisande ämnena. Inga av skolorna använder sig av begåvningstest eller

personlighetstestning vid rekryteringsarbete, istället används intervjuer frekvent.

The purpose of this study is to examine the recruitment procedure of teachers on municipal and

independent comprehensive upper secondary schools in a medium-sized municipality in

southern Sweden. The problems that compose the foundation of the study are how recruitment

of upper secondary schools teachers is being carried out. Differences and resemblances in the

recruitment process between the different type of schools was studied. The psychological

aspects (intelligence/aptitude, personality and competence) tied to selections has been treated

in this essay in order to examine if these aspects are important for the decision about

employment. Six headmasters from six different comprehensive upper secondary schools

(three municipal and three independent schools) in a medium-sized municipality in southern

Sweden was interviewed. The result of the interviews has been summarized, discussed and

analyzed from earlier research and theories. The aspects that have been discussed are

recruitment procedures on the different schools, wrong recruitments, employment course,

teacher competences and other competences, the use of personality - and intelligence tests and

teacher qualifications. The analysis and discussion of this study point out that there is

resemblance between the different schools concerning the recruitment procedure. Differences

between the schools are: who is present during the employment interview at the schools and

which applicants have precedence to a vacant teaching position. All schools strive to have

authorized teachers in the teaching subjects. None of the schools used intelligence/aptitude- or

personality tests during the recruitment procedure. Instead they used interviews frequently.

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CARISSOLI, CLAUDIA. "VIDEOGIOCO E COMPETENZE EMOTIVE: DALL'ANALISI DEL FENOMENO A UNA PROPOSTA DI INTERVENTO." Doctoral thesis, Università Cattolica del Sacro Cuore, 2019. http://hdl.handle.net/10280/56637.

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Questa ricerca ha indagato la relazione tra i videogiochi (VG) e le competenze emotive. Il primo studio, una revisione sistematica della letteratura, ha illustrato lo stato dell’arte sulla ricerca relativa all’utilizzo dei VG per la regolazione emotiva: emerge che i VG, sia commerciali che serious games, influenzano positivamente le competenze emotive dei giocatori. Con il secondo studio si è indagata la relazione tra ore di gioco, autoefficacia emotiva, passione per i VG e benessere. I risultati confermano che videogiocare migliora il benessere dei giocatori, grazie alla maggiore autoefficacia emotiva, a condizione che l’attività di VG sia integrata armoniosamente tra le altre attività della vita. Infine, si è realizzato il progetto EmotivaMente, un percorso per la promozione dell’Intelligenza Emotiva, sviluppato per le scuole secondarie di secondo grado, basato sull’utilizzo dei VG come strumenti di lavoro. Gli studenti, grazie alle esperienze con i VG, hanno sviluppato maggiori capacità di riconoscere e gestire il proprio mondo emotivo e hanno aumentato il ricorso alla rivalutazione cognitiva. I dati, anche se preliminari, confermano che i VG, grazie alle loro caratteristiche di immersività, interattività, presenza e ricchezza narrativa, possiedono potenzialità per accrescere le competenze emotive e aumentare il benessere delle persone ancora inesplorate.
This thesis aimed to investigate the relationship between videogames (VG) and emotional skills. The first study, a systematic literature reviews, investigated the “state of the art” of the research regarding the use of VG for emotional regulation: data confirm that VGs, both commercial and serious games, positively influence the emotional skills of the players. The second study investigated the relationship between hours of play, emotional self-efficacy, passion for VG and well-being. The results confirm that videogaming improves player's well-being, thanks to the effect on the emotional self-efficacy, provided that the videogaming is integrated harmoniously among other life activities. Finally, EmotivaMente, a training aimed to promote of Emotional Intelligence, based on the use of VGs as work tools, was realized in two high schools. Thanks to EmotivaMente, students developed greater capacities to recognize and manage their emotional world and increased the use of cognitive re-evaluation as emotion regulation strategy. The findings, even if preliminary, confirm that the VGs, thanks to their immersivity, interactivity, presence and wealth of narrative, have a unexplored potential to promote emotional skills and increase the well-being of people.

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McWilliams, Cynthia. "Competent persons, identity, and mortal decisions /." free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3013002.

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27

Nehmzow, Ulrich. "Experiments in competence acquisition for autonomous mobile robots." Thesis, University of Edinburgh, 1992. http://hdl.handle.net/1842/582.

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Анотація:

This thesis addresses the problem of intelligent control of autonomous mobile robots, particularly under circumstances unforeseen by the designer. As the range of applications for autonomous robots widens and increasingly includes operation in unknown environments (exploration) and tasks which are not clearly specifiable a priori (maintenance work), this question is becoming more and more important. It is argued that in order to achieve such flexibility in unforeseen situations it is necessary to equip a mobile robot with the ability to autonomously acquire the necessary task achieving competences, through interaction with the world. Using mobile robots equipped with self-organising, behaviour-based controllers,experiments in the autonomous acquisition of motor competences and navigational skills were conducted to investigate the viability of this approach. A controller architecture is presented that allows extremely fast acquisition of motor competence such as obstacle avoidance, wall and corridor following and deadend escape: these skills are obtained in less than five learning steps,performed in under one minute of real time. This is considerably faster than previous approaches. Because the effective wiring between sensors and actuators is determined autonomously by the robot, sensors and actuators may initially be wired up arbitrarily,which reduces the risk of human error during the setting up phase of the robot. For the first time it was demonstrated that robots also become able to autonomously recover from unforeseen situations such as changes in the robot's morphology, the environment or the task. Rule-based approaches to error recovery obviously cannot offer recovery from unforeseen errors,as error situations covered by such approaches have to be identified beforehand. A robust and fast map building architecture is presented that enables mobile robots to autonomously construct internal representations of their environment, using self-organising feature maps. After a short training time the robots are able to use these self-organising feature maps successfully for location recognition. For the first time the staged acquisition of multiple competences in mobile robots is presented. First obtaining fundamental motor competences such as wall following and deadend escape (primary skills), the robots use these in a second stage to learn higher levels of competence such as the navigational task of location recognition (secondary skills). Besides laying the foundation of autonomous, staged acquisition of high level competences, this approach has the interesting property of securely grounding secondary skills in the robot's own experience, as these secondary skills are defined in terms of the primary ones.

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28

Hultin, Maria. "Emotional Intelligence : The Three Major Theories in the Field." Thesis, Högskolan i Skövde, Institutionen för kommunikation och information, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-5231.

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Emotional intelligence (EI) is a term that has several definitions and theories. Three major views in the field of EI will be presented and discussed in this thesis, furthermore some practical implications for the research. There will also be a brief overview of the two fields of emotion and intelligence research, from where the concept of EI has emerged. The first view presented is Mayer and Salovey‟s four-branch model of EI, measured with the Mayer-Salovey-Caruso Emotional Intelligence Test (the MSCEIT). The second view is the Bar-On model of emotional-social intelligence, closely related to the Emotional Quotient Inventory (the EQ-i). The third view is Goleman and colleagues‟ model of EI, which is measured with the Emotional Competence Inventory (the ECI). These different views of EI will be discussed in terms of ability-models and mixed-models, where the first model presented is referred to as an ability-model of EI and the following two models are seen as mixed-models of EI.

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29

Blackburn, Taylor. "An assessment of the impact of an internship on the social emotional competence of communication students." Scholarly Commons, 2011. https://scholarlycommons.pacific.edu/uop_etds/796.

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Анотація:

The purpose of this study was to examine the relationship between internships and Social and Emotional Competence (SEC). SEC was conceptualized as the combination of Emotional and Social Intelligence. Increasingly, areas of SEC have become the subject of research, because SEC enables people to use emotions advantageously to achieve desired outcomes. Measures of seven components of SEC (self-awareness, selfperception, self-regulation, self-motivation, self-ownership, empathy, and social awareness) were evaluated. Qualitative phone interviews were conducted with 21 undergraduate and graduate Communication students whom had recently served as interns. All interviews were recorded and transcribed. Research questions sought to evaluate the effect of internships on (1) self-awareness and self-perception; (2) self-regulation and self-management; (3) self-motivation and career development; and (4) empathy, social awareness and relationship skills. The majority of subjects reported increases in all areas of SEC after the internship process. In addition, a formal survey of members of the Educators Academy of Public Relations Society of America (PRSA) was conducted to compare internship guidelines by professors at other universities. Eleven professional educators responded. Results found that interns from University of the Pacific's Communication program were being held to the highest standard, in terms of supervision and guidance.

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30

Permall, Charne Lee. "Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9569_1320754375.

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Анотація:

Research (Sartain et al., 2006) indicates that engagement demands a more thoughtful way to address the everyday realities of organisational life. The current research endeavours to elucidate the relationship between emotional intelligence and work engagement amongst leaders in a financial service organisation undergoing change.

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31

Chamorro-Premuzic, Tomas. "Personality traits and intellectual competence : the relationship between personality traits, academic performance, psychometric and subjectively-assessed intelligence." Thesis, University College London (University of London), 2003. http://discovery.ucl.ac.uk/1383229/.

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This thesis concerns the relationship between personality traits and intellectual competence. It contains five chapters and ten independent but related empirical studies. Chapter one presents a review of the salient literature in the area. It is divided into three sub-sections: personality and psychometric intelligence, personality and academic performance (AP), and personality and subjectively-assessed intelligence (SAI). Chapter two (studies 1 to 4) examines the relationship between the Big Five personality traits with several psychometric intelligence tests, SAL and gender. Results indicated that personality traits (notably Neuroticism and Agreeableness) are significantly related to SAI, but not to psychometric intelligence. Since SAI is also significantly related to psychometric intelligence, it is suggested that SAI may mediate the relationship between personality and psychometric intelligence. Chapter three (studies5 to 8) examines the relationship between psychometric intelligence and personality (the Big Five and the Gigantic Three) with AP. Results indicate that personality traits (notably Conscientiousness and Psychoticism) are significant predictors of AP, accounting for unique variance in AP even when psychometric intelligence and academic behaviour are considered as predictors. Chapter four (studies 9& 10) looks at the relationship between personality and psychometric intelligence with a measure of art judgement as well as several indicators of previous art experience. Results indicate that art judgement is related to both personality and intelligence, and may therefore be considered a mixed construct. Chapter five presents a brief summary of the results and conclusions.

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32

Vagner, Irena. "School-age children's implicit theories of intelligence and competence perception and their relation to motivation for learning." CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/486.

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The purpose of this study was to demonstrate how a child's implicit theory of intelligence and perceived competence in self-concept domains deemed important to the child could predict the locus (intrinsic or extrinsic) of that child's motivation to learn.

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33

Van, den Bergh Riana. "Cultural intelligence a comparison between managers in South Africa and the Netherlands /." Diss., Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-06032008-102941/.

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34

Hernández, Torrano Daniel. "Alta Habilidad y Competencia Experta." Doctoral thesis, Universidad de Murcia, 2010. http://hdl.handle.net/10803/11031.

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El objetivo del trabajo es analizar las contribuciones específicas y generales de distintas perspectivas de inteligencia (inteligencias múltiples, aptitudes diferenciales, inteligencia emocional e inteligencia exitosa) y creatividad (pensamiento divergente) en la configuración cognitiva de una muestra de alumnos nominados con altas habilidades. Este estudio ha permitido: 1) Analizar las características psicométricas y la utilidad de distintos instrumentos psicométricos para la identificación de la alta habilidad; 2) Definir 15 dimensiones cognitivas que permiten analizar la aportación específica de cada perspectiva al estudio de la alta habilidad; 3) Evidenciar que las perspectivas analizadas son relativamente independientes y reflejan aspectos diferentes y complementarios de la alta habilidad; 4) Especificar cinco factores que permiten estudiar la alta habilidad desde una perspectiva integradora; 5) Conformar cuatro grupos de alumnos de altas habilidades con características diferenciadas en función a las dimensiones cognitivas definidas. En general, el trabajo evidencia la heterogeneidad del constructo de la alta habilidad y llama la atención sobre la necesidad de desarrollar claves específicas para la respuesta educativa de los alumnos de altas habilidades en función a su perfil cognitivo.
The study aims to analyze the specific and general contributions of different perspectives of intelligence (multiple intelligences, differential aptitudes, emotional intelligence and successful intelligence) and creativity (divergent thinking) in the cognitive configuration of a sample of nominated high-ability students. This study has allowed: 1) To analyze the psychometric characteristics and usefulness of various psychometric instruments for identifying high ability, 2) To set 15 cognitive dimensions to analyze the specific contribution of each perspective to the study of high ability, 3) To show that the constructs are relatively independent and reflect different and complementary aspects of high ability, 4) To specify five factors that allow the study of high ability from an integrative perspective, 5) To shape four groups of high ability students with different characteristics depending to the cognitive dimensions defined. In general, the work demonstrates the heterogen eity of high ability and draws attention to the need to develop specific keys for the educational response of high ability students according to their cognitive profile.

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35

Yeager, Lauren T. "Does Explicit Attribution Moderate the Influence of Text Fluency on Judgments of Author Competence?" Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1458053642.

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36

Sainz, Gómez Marta. "Creatividad, personalidad y competencia socio-emocional en alumno de altas habilidades versus no altas habilidades." Doctoral thesis, Universidad de Murcia, 2010. http://hdl.handle.net/10803/11032.

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El trabajo pretende estudiar la relación entre rasgos de personalidad, creatividad y competencias socio-emocionales en función de la capacidad cognitiva (alta, media y baja inteligencia). En el trabajo empírico han participado 679 estudiantes de 12 y 18 años. Los instrumentos utilizados para evaluar las distintas áreas fueron: a) inteligencia psicométrica (Test de Aptitudes Diferenciales, DAT-5); b) creatividad (Test de Pensamiento Creativo de Torrance, TTCT); c) Competencias socio-emocionales (Cuestionario de Inteligencia Emocional para niños y adolescentes, Bar-On EQ-i:YV, y el de padres y profesores, Bar-On EQ-i:YV-O); d) rasgos de la personalidad (Cuestionario de Personalidad para niños y adolescentes, BFQ-NA). Según los resultados obtenidos cabe destacar que el perfil de los alumnos de alta inteligencia se diferencia del de los de media y baja en los siguientes rasgos: mayor conciencia, apertura y estabilidad emocional, mayor adaptabilidad, mejor manejo del estrés, mejor estado de ánimo y mayor elaboración en sus producciones creativas
This work focuses on the relationship between personality traits, creativity and socio-emotional competence according to intelligence level (high, medium and low intelligence).The sample of the empirical work consisted of 679 students aged between 12 and 18 years old. The instruments used to evaluate the different areas were: a) psychometric intelligence (Test of Differential Attitudes, DAT-5); b) creativity (Test of Creative Thinking Torrance, TTCT); c) socio-emotional competencies (Emotional Intelligence Questionnaire for Children and Adolescents, Bar-On EQ-i:YV, and the Questionnaire for parents and teachers, Bar-On EQ-i:YV-O); d) personality traits (Personality Questionnaire for Children and Adolescents, BFQ-NA).According to the results obtained it should be noted that the profile of students of high intelligence is different from that of medium and low in the following features: more consciousness, openness and emotional stability, more adaptability, better stress management, better mood and more details in their creative productions.

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37

Paulk, Amber L. Pittman Joe F. "Romantic relationship attachment and identity style as predictors of adolescent interpersonal competence a mediation model /." Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SUMMER/Human_Development_and_Family_Studies/Dissertation/Paulk_Amber_44.pdf.

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38

You, Min. "Compétences cognitives et émotionnelles en vue d'une réussite académique chez les étudiants chinois et français de niveau licence en France." Thesis, Normandie, 2019. http://www.theses.fr/2019NORMC003/document.

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Dans cette thèse, l’objectif est de comprendre les relations entre d’un côté la réussite académique (la performance académique) et le stress perçu subjectif, et d’un autre côté l’influence des différences individuelles (l’intelligence émotionnelle, les traits de personnalité et le chrono-type) sur la réussite académique, également les interactions entre ces différences individuelles et le stress perçu subjectif. 1) L’étude préliminaire est conduite pour clarifier la relation entre l’intelligence émotionnelle et la stratégie de coping chez les étudiants Chinois expatriés en France; 2) ensuite notre première étude a pour objectif de comprendre les différents éléments liés à la expatriation des étudiants Chinois en France : les causes et critères de la réussite d’expatriation subjective, les différentes sources de stress qu’ils ont rencontrées ainsi que leurs stratégies de faire face pendant leur expatriation sont interrogées; 3) avec les éléments ressortis de notre première étude, nous avons pu construire un questionnaire de la réussite d’expatriation subjective pour les étudiants Chinois en France. L’idée de départ est de valider ce questionnaire en comparant avec les autres paramètres des différences individuelles (Intelligence émotionnelle, intelligence culturelle, et de chrono-type). Malheureusement la passation de l’ensemble de ces questionnaires a pris une longueur de temps qui explique que peu de participants sont allés jusqu’au bout, cela ne nous permet pas finalement de valider ce questionnaire de la réussite d’expatriation. 4) Enfin, nous essayons de comprendre chez la population générale, c’est-à-dire les étudiants Français, les relations entre la réussite académique et les différences individuelles
In this thesis, the objective is to understand the relationships between academic success (academic performance) and subjective perceived stress on the one hand, and the influence of individual differences (emotional intelligence, personality traits and chrono-type) on academic success on the other hand, as well as the interactions between these individual differences and subjective perceived stress. 1) Preliminary study is conducted to clarify the relationship between emotional intelligence and coping strategy among Chinese students expatriated in France; 2) our first study aims to understand the different elements related to the expatriation of Chinese students in France: the causes and criteria of subjective expatriation success, the different sources of stress they encountered as well as their strategies to cope during their expatriation are interviewed; 3) With the elements emerging from our first study, we were able to construct a questionnaire on subjective expatriation success for Chinese students in France. The initial idea is to validate this questionnaire by comparing individual differences (emotional intelligence, cultural intelligence, and chrono-type) with other parameters. Unfortunately, the completion of all these questionnaires took a long time, which explains why few participants completed them, which does not allow us to validate this questionnaire of expatriation success. 4) Finally, we try to understand the relationship between academic success and individual differences among the general population, i.e. French students

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39

Stubbs, Elizabeth Christine. "Emotional Intelligence Competencies in the Team and Team Leader: a Multi-level Examination of the Impact of Emotional Intelligence on Group Performance." online version, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=case1094241887.

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40

Martinus, Richard. "An investigation into the influence of personality factors on cultural intelligence and the direct and moderating effects of international experience." Thesis, University of Bradford, 2018. http://hdl.handle.net/10454/17137.

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Анотація:

Globalization has created tremendous opportunities for organizations, but also created challenges due to cultural diversity, highlighting the importance of cross-cultural competencies in becoming successful nowadays. Cultural Intelligence (CQ) has emerged as an important concept describing the individual capabilities needed to effectively interact across cultures. Utilizing the theory of evolutionary personality psychology, several relationships are predicted between certain personality traits and factors of CQ. In addition, social learning theory is applied to explain the expected relationships between international experience and CQ. Thirdly, several hypotheses are developed to investigate if international experience strengthens the relationship between certain personality traits and elements of CQ. Based on a sample size of 197 employees from a financial services company, exploratory and confirmatory factor analyses validate the theorized four-factor CQ model. The results, based on stepwise regression analyses, confirm the expected relationship between international experience and all factors of CQ, except BCQ. In addition, the results reveal several significant relationships between personality factors and CQ. Novel for the research on CQ is the confirmation of several significant correlations between “dark-side“ personality traits (which have been characterized as ineffective behaviours) and elements of CQ. This study also shows several moderating relationships, providing new insights and posing important questions for future research, contributing to the accumulating literature on CQ. In addition, the results of this study provide interesting suggestions for practice, emphasizing the importance of adapting Human Resources policies to recruit, enable and retain those employees who are likely to successfully grasp the opportunities that globalization offers. In order to achieve this, organizations should rely on a broad range of assessment and development tools, focussing on CQ, personality traits and previous international experience, when selecting and preparing individuals for cross-cultural careers.

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41

Pietraroia, Regina. "The Effects of Dance Education on the Emotional Intelligence of Underserved Students." University of Akron / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=akron1321294319.

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42

Laubach, David Charles. "Using the Emotional competence inventory 360 to identify the emotional and social intelligence of transformational leaders in the American Baptist Churches USA." Theological Research Exchange Network (TREN), 2002. http://www.tren.com.

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43

García, Navarro Esther. "Formación del profesorado en educación emocional: Diseño, aplicación y evaluación." Doctoral thesis, Universitat de Barcelona, 2017. http://hdl.handle.net/10803/454728.

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Анотація:

Esta tesis se centra en la evaluación de los efectos en el profesorado de dos programas de educación emocional. Se estudia si las competencias emocionales y el clima de centro mejoran después de la implementación y si se da alguna relación entre el desarrollo de competencias emocionales, la satisfacción con la vida y el engagement. Los contenidos que integran esta tesis están estructurados en 2 partes. La primera parte es la fundamentación teórica y está formada por 6 capítulos. El primer capítulo, trata sobre las emociones; diferentes teorías sobre las emociones y los constructos de clima emocional, clima escolar y clima de aula. En el capítulo 2 se define el constructo de inteligencia y se desarrollan los diversos modelos de inteligencia emocional como fundamento teórico de la educación emocional. La psicología positiva es el pilar teórico de la educación emocional desarrollado en el capítulo 3. En este mismo capítulo se desarrollan los conceptos de bienestar subjetivo, calidad de vida, bienestar emocional, satisfacción con la vida y engagement. El cuarto capítulo se centra en especificar los elementos esenciales del sistema nervioso y el cerebro emocional; se citan investigaciones de la neurociencia y se desarrollan los conceptos de neuroplasticidad y neuronas espejo como fundamento de la educación emocional. El capítulo 5 profundiza en el concepto de competencia emocional y desarrolla el modelo pentagonal de competencias emocionales de Bisquerra y Pérez (2007). A continuación (capítulo 6), se define el concepto de educación emocional, con los objetivos, contenidos y metodología que la caracterizan. En el mismo capítulo se profundiza sobre el modelo de programas de educación emocional. La segunda parte desarrolla, en cuatro capítulos, los contenidos empíricos de esta investigación y los elementos principales de los dos programas formativos implementados. En el capítulo 7 se especifican las etapas, objetivos, hipótesis, metodología, variables, instrumentos de evaluación y procedimiento de esta investigación. El capítulo 8 describe los objetivos, contenidos, actividades, metodología, organización, planificación, temporalización y evaluación que se ha llevado a cabo en la implantación de los dos programas. En el capítulo 9 se realiza el análisis de datos de cada una de las cuatro hipótesis. El último capítulo se dedica a las conclusiones, limitaciones y líneas de trabajo e investigación futuras. Los instrumentos para la recogida de datos son el Cuestionario de Desarrollo Emocional para Adultos (CDE-A35; Pérez Escoda & Alegre , en prensa); el Cuestionario de Satisfacción con la Vida (SWLS; Diener, Emmons, Larsen & Griffin, 1985); el Utrecht Work Engagement Scale (UWES; Schaufeli, Salanova, Gonzalez-Roma, et al., 2002) y un cuestionario “ad hoc” para medir el clima del aula y de la escuela (basado en el original de Bisquerra y Martínez-Muñoz, 1998). Del análisis de los datos recogidos se concluye que se ha producido una evolución positiva en las competencias emocionales del profesorado entre el pretest y el postest. Se confirma la relación entre el desarrollo de competencias emocionales del profesorado y su satisfacción con la vida y se comprueba la existencia de una correlación significativa positiva entre las competencias emocionales y el engagement. Se examina y confirma que el clima de centro mejora después de la aplicación de los dos programas de educación emocional.
This research focuses on the evaluation of the effects on teachers of two emotional education programs. It assesses whether emotional competencies and school’s climate improve after the emotional education programs and if there is a relationship between emotional competencies, life satisfaction and engagement. This thesis has 2 parts. The first one develops all the theoretical foundation. Chapter 1 deals with emotions; theories of emotions and emotional climate at school. Chapter 2 defines the construct of intelligence and different models of emotional intelligence. Chapter 3 presents the concepts of positive psychology, satisfaction with life and engagement. The fourth chapter develops essential elements of the nervous system and the brain; neuroscience researches; neuroplasticity and neurons. Chapter 5 defines emotional competencies and develops the pentagonal model of emotional competencies (Bisquerra & Pérez, 2007). Chapter VI describes the emotional education construct (Bisquerra, 2000) and emotional education programs. The second part develops the empirical contents of this research and the main elements of the two emotional education programs implemented. Chapter 7 details the stages, objectives, hypotheses, methodology, variables, evaluation instruments and research procedure. Chapter 8 describes the two emotional education programs that has been implemented, their objectives, contents, activities, methodology, organization, planning and evaluation. Chapter 9 includes data analysis and the last chapter develops conclusions, limitations and future lines of work and research. The results shows that teachers’ emotional competencies improves after the training. This study also confirms a relationship between teachers' emotional competences and their satisfaction with life and a significant positive correlation between emotional competence and engagement. It examines and confirms that the center climate improves after the implementation of the two emotional education programs.

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Tornblad, Maria, and Marie Fäldt. "EQ-aktiviteter på förskolans dagordning : En studie om förskollärares uppfattningar av förändringar i det socioemotionella samspelet efter ett målinriktat arbete med EQ-aktiviteter på förskolan." Thesis, University of Skövde, School of Humanities and Informatics, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-4333.

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I denna studie har vi undersökt tre förskollärares uppfattning av förändringar i detsocioemotionella samspelet efter ett målinriktat arbete med EQ-aktiviteter på förskolan.Vi har i studien särskilt inriktat oss på följande aspekter av barnens socioemotionellaintelligens och kompetens; empati, prosociala färdigheter, relationsfärdigheter,kommunikationsfärdigheter, samarbetsfärdigheter, problemlösningsfärdigheter, självhävdelseoch självkontroll. De teoretiska begrepp som analyseras i studien är sociokulturellteori, Honneths erkännandeteori, socioemotionell intelligens och kompetens,prosocialt beteende, och socialt samspel. Datainsamlingsmetoden är kvalitativ ochbestår av semistrukturerade intervjuer. Resultatet visar att de intervjuade förskollärarnaanser att arbetet med EQ-aktiviteter på förskolan har förändrat det sociala klimatet ibarngruppen i en positiv riktning samt att barnens socioemotionella intelligens ochförmåga har utvecklats. Denna utveckling visar sig främst genom att barnen i högreutsträckning än tidigare visar benägenhet att agera på ett mer genomtänkt ochprosocialt sätt gentemot varandra i olika sociala sammanhang. I diskussionen behandlarvi kritisk reflektion, den verbala förmågans betydelse för den socioemotionellautvecklingen, samt förutsättningar för, och aspekter av ett målinriktat arbete med EQ–verksamhet på förskolan.

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Shipp, Daniel J. "Examining the relationship between emotional intelligence competencies and student persistence factors for full-time, traditional-aged college undergraduate students." Scholarly Commons, 2010. https://scholarlycommons.pacific.edu/uop_etds/2420.

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The purpose of this study is to determine if social and emotional competencies (SEC) of first-year traditional-age, full time undergraduate students can be used to predict student persistence patterns at the University of the Pacific, located in Stockton, California. From an institutional perspective, college dropouts present a real financial threat and opportunity for improving the bottom line (retention). At the individual student level, a college dropout represents a promise unfulfilled and a potential unrealized (persistence). In particular, the present study concerned itself with student persistence from the first to second year of full-time undergraduate education. While the primary findings failed to rise to the necessary level of significance required to answer the research questions posed in the present study, there were some significant secondary findings related to institutional retention that merit further consideration and may have value to future research in the area of student success. The limitations of the study, implications for professional practice, and recommendations for future research of EI and student persistence are discussed.

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46

Hodžić, Sabina. "Enhancing emotional competences in the context of unemployment : a longitudinal analysis of the effects on well-being and employability." Thesis, Sorbonne Paris Cité, 2015. http://www.theses.fr/2015USPCB195/document.

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De nombreuses études ont montré que l'intelligence émotionnelle (IE) permet de prédire différents comportements cognitifs émotionnels et sociaux (Di Fabio, Palazzeschi, Asulin-Peretz et Gati, 2013; Fugate, Kinicki & Ashfort, 2004; Joseph & Newman, 2010; Salovey et Mayer, 1990; Van Rooy & Viswesvaran, 2004) le bien-être psychologique et physique ainsi que la santé mentale (Martins, Ramalho & Morin, 2010; Schutte, Malouff, Thorsteinsson, Bhullar & Rooke, 2007). En outre, les recherches étudiant les effets des formations en Compétences Émotionnelles (CE) montrent que ces dernières permettent d’améliorer certaines dimensions cognitives, émotionnelles et comportementales liées à la santé (Schutte, Malouff & Thorsteinsson, 2013). Notre recherche examine si (a) les CE peuvent être développée chez les adultes chômeurs, (b) si ces effets de formation sont modérés par la durée du chômage et (c) si les changements en CE contribuent aux changements de bien-être physique et psychologique (étude 1). Nous faisons par ailleurs l’hypothèse que les perspectives d'employabilité des chômeurs adultes peuvent être améliorées après la formation (étude 2). La recherche d'emploi est testée, comme un possible facteur déterminant des effets de l'intervention, de même que nous examinons si les changements en CE sont associés aux des ressources et des stratégies d'adaptation (étude 3). Les résultats montrent un impact différentiel de la formation en fonction de la durée du chômage et de la recherche d'emploi. En outre, le changement dans la CE prédit de façon significative des changements dans le stress perçu, les plaintes somatiques, la santé mentale, les deux dimensions de l'humeur, la satisfaction avec la vie, l'optimisme, la qualité des relations sociales ainsi que les stratégies d'adaptation orientées vers les problèmes. En outre, l'intervention a eu des effets positifs sur l'employabilité perçue, l’employabilité réelle et l'auto-efficacité entrepreneuriale. Les résultats sont discutés au regard du potentiel de développement des CE et de l'efficacité de l'intervention en CE pour les chômeurs
Numerous studies showed that Emotional Intelligence (EI) is related to and can predict variety of cognitive and behavioural outcomes (Di Fabio, Palazzeschi, Asulin-Peretz & Gati, 2013; Fugate, Kinicki & Ashfort, 2004; Joseph & Newman, 2010; Van Rooy & Viswesvaran, 2004) and psychological and physical well-being and mental health (Martins, Ramalho & Morin, 2010; Schutte, Malouff, Thorsteinsson, Bhullar & Rooke, 2007). Besides, the results of previous EI or Emotional Competences (EC) trainings showed that EI/EC and different cognitive, behavioral and health-related aspects can be improved and developed (Schutte, Malouff & Thorsteinsson, 2013). Expanding the results of the previous studies, the present study examines whether EC can be developed among unemployed adults, whether the training effects are moderated by the unemployment duration and whether changes in EC can predict changes physical and psychological well-being (Study 1). Second, it is hypothesized that the EC intervention can increase employability prospects of unemployed adults (Study 2). Finally, job search is tested, as a possible determinant of the intervention effects, and whether changes in EC after the intervention can predict changes in positive psychological strengths and adaptive coping strategies (Study 3). The results showed a differential impact of the training depending on the unemployment duration and job search. Besides, change in EC significantly predicted changes in perceived stress, somatic complaints, mental health, two mood dimensions, satisfaction with life, optimism, quality of social relationships and problem oriented coping strategies. Besides, the intervention had positive effects on self-perceived employability, reemployment success and entrepreneurial self-efficacy. The results are discussed focusing on the potential of EC development and the effectiveness of the EC interventions for different life outcomes of unemployed people
Numerosos estudios han demostrado que la Inteligencia Emocional (IE) está vinculada y que puede predecir la variedad de resultados cognitivos y conductuales (Di Fabio, Palazzeschi, Asulin-Peretz y Gati, 2013; Fugate, Kinicki y Ashfort, 2004; José y Newman, 2010; Van Rooy y Viswesvaran, 2004) y el bienestar físico, psicológico y la salud mental (Martins, Ramalho y Morin, 2010; Schutte, Malouff, Thorsteinsson, Bhullar y Rooke, 2007). Además, los resultados de los entrenamientos anteriores basados en la IE o las Competencias Emocionales (CE) mostraron que la IE/CE y diferentes aspectos cognitivos, conductuales y de salud pueden ser mejorados y desarrollados (Schutte, Malouff y Thorsteinsson, 2013). Ampliando los resultados de los estudios previos, el presente estudio examina si las CE se pueden desarrollar entre los adultos desempleados, si los efectos del entrenamiento son modulados por la duración del desempleo y si los cambios en las CE pueden predecir los cambios en bienestar físico y psicológico (Estudio 1). En segundo lugar, se plantea la hipótesis de que la intervención en las CE puede aumentar las perspectivas de empleabilidad de los adultos desempleados (Estudio 2). Por último, se analiza la búsqueda de empleo, como un posible factor determinante de los efectos de la intervención, y si los cambios en las CE después de la intervención pueden predecir los cambios en las fortalezas psicológicas positivas y estrategias de afrontamiento adaptativo (Estudio 3). Los resultados mostraron un impacto diferencial del entrenamiento en función de la duración del desempleo y de la búsqueda de trabajo. Además, los cambios en las CE predijeron significativamente los cambios en la percepción de estrés, quejas somáticas, salud mental, dos dimensiones del estado de ánimo, satisfacción con la vida, optimismo, calidad de las relaciones sociales así como las estrategias de afrontamiento orientadas al problema. Además, la intervención tuvo efectos positivos en la percepción subjetiva de la empleabilidad, el éxito real en encontrar empleo y en la autoeficacia emprendedora. Los resultados se discuten centrando en el potencial de desarrollo de las CE y de la eficacia de la intervención en CE para diferentes resultados de la vida de las personas desempleadas

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47

Kotsou, Ilios. "Emotional plasticity: the impact of the development of emotional competence on well-being. Conditions, effects and change processes." Doctoral thesis, Universite Libre de Bruxelles, 2017. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/246651.

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This thesis focuses on the acquisition of emotional competence (EC) skills in adults and its impact on well being. The first part of the thesis is dedicated to the definition of EC, including a review of EC in order to better understand and operationalize its main dimensions and correlates. We also present a systematic review of EC intervention studies on adult populations in order to assess their outcomes and make recommendations for the development and implementation of future interventions. We then provide a theoretical and practical framework for emotional competence (EC) based interventions. We describe the main components of an EC intervention, underline the important characteristics of the intervention pedagogy and discuss theoretical and practical implications of this framework.In a second part we investigate whether a sustainable improvement in emotional competencies is possible in adults, and what are the conditions and effects of this improvement on well-being (e.g. on mental and physical health and quality of interpersonal relationships). Results of three empirical studies confirm that EC can be significantly increased following an intervention (and compared to a control group) and that this intervention impacts favourably personal and interpersonal well-being as measured by psychological health, quality of relationship and employability.A last part of the thesis explores the mechanisms underlying this improvement of competencies and well-being. We focus on emotional acceptance, self-compassion, self kindness and behavioural flexibility. Because there was no scale measuring self-compassion or self kindness in French, we validate two scales and assess the relationships between these constructs and well-being.We then examined the possible benefits of emotional acceptance and behavioural flexibility in a randomized controlled study, showing how increasing emotional competence can enhance these change processes and how these processes can, in turn, enhance well-being.This research helps to further elucidate the role of active change processes in EC increase related to the promotion of well-being.
Doctorat en Sciences psychologiques et de l'éducation
info:eu-repo/semantics/nonPublished

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48

Ravasini, Tommaso. "Le prestazioni dei team: analisi delle competenze e delle percezioni pre e post COVID-19." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2022. http://amslaurea.unibo.it/25447/.

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L’obiettivo di questa ricerca è duplice: da una parte valutare come sono cambiate le prestazioni dei team dopo-durante la quarantena, con particolare attenzione alla modalità ibrida. Dall’altra parte, individuare se le competenze di intelligenza emotiva e di Smart Attitude sono variabili predittive per prestazioni elevate nel post-durante quarantena. Dalla ricerca emerge una diminuzione statisticamente significativa delle prestazioni dei team dopo-durante la quarantena, rispetto al pre-quarantena. Successivamente, dalle analisi è emerso che nel post-durante quarantena la modalità di lavoro ibrida è percepita più positivamente rispetto alla modalità in presenza. Si deduce che la modalità di lavoro ibrida potrebbe rappresentare una scelta necessaria per le organizzazioni di successo. Il lavoro ibrido infatti rappresenta un nuovo modo di concepire l’organizzazione, focalizzando l’attenzione su una maggiore flessibilità e responsabilizzazione, un forte orientamento all’obiettivo, e un miglior equilibrio tra vita privata e vita lavorativa. Inoltre, le analisi si sono concentrate sull’elaborazione di modelli di regressione lineare multipla, per individuare i driver su cui agire per aumentare le prestazioni dei team. È risultato che, sia le competenze di intelligenza emotiva, sia quelle di Smart Attitude, sono positivamente correlate e presentano una significativa relazione predittiva verso le prestazioni dei team nel post-durante quarantena. Questo studio fornisce la prova che le competenze associate all’intelligenza emotiva e alla Smart Attitude, influiscono positivamente sulle prestazioni dei team, non soltanto sui team tradizionali, ma anche in quelli virtuali. Infine, le analisi effettuate suggeriscono che attraverso un percorso di team-coaching, che sviluppi le competenze abilitanti al lavoro smart e di intelligenza emotiva, si conseguirà un aumento statisticamente significativo sulle prestazioni del team.

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49

Нестеренко, О. В. "Емоційний інтелект як базис формування професійних компетенцій соціального працівника". Thesis, Чернігів, 2020. http://ir.stu.cn.ua/123456789/20991.

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Нестеренко, О. В. Емоційний інтелект як базис формування професійних компетенцій соціального працівника. : магістерська робота: 231 Соціальна робота / О. В. Нестеренко; керівник роботи Ревко А. М. ; Національний університет «Чернігівська політехніка», кафедра соціальної роботи. – Чернігів, 2020. – 76 с.
Досліджено методичні аспекти оцінки розвитку емоційного інтелекту майбутніх працівників соцільної сфери. Доведено, що здобувачі вищої освіти - майбутні соціальні працівники - мають приділяти значну увагу підвищенню свого рівня емоційного інтелекту. Для ефективної роботи рекомендовано проводити оцінку емоційного інтелекту з метою покращення показників діяльності. Обгрунтовано, позитивний вплив високого емоційного інтелекту на ефективність прийнятя рішень, за допомогою економічних показників діяльності. Розроблено та запропоновано програму розвитку емоційного інтелекту.
The methodological aspects of assessing the development of emotional intelligence of social workers have been studied. It has been proven that students and future social workers should pay considerable attention to improving their EI levels. For effective work, it is recommended to assess the emotional intelligence of the teaching staff in order to improve performance. The positive influence of high emotional intelligence on the effectiveness of decision-making, with the help of economic performance, is substantiated. A program for the development of emotional intelligence has been developed and proposed.

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Watkins, Tawanda M. "Will "Hallelujah" Help Me? Exploring the Relationship Between Spirituality and Emotional Intelligence Among Black Women in Higher Education." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2019. http://digitalcommons.auctr.edu/cauetds/176.

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This research examined the relationship between spirituality and emotional intelligence among Black women in higher education. The hypotheses state that spirituality has a positive effect on emotional intelligence.Twenty-nine questions were administered to 110 participants of various demographics. The survey was used to gather data and examined three areas: level of spirituality, level of emotional intelligence, and academic satisfaction. A specific conclusion drawn from the findings suggest that Black women who identify as spiritual and frequently participate in spiritual activities will also have high emotional intelligence.

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Дисертації з теми "Competency intelligence"

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