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Coronado-Maldonado I, Benítez-Márquez MD. Emotional intelligence, leadership, and work teams: A hybrid literature review. Heliyon 2023; 9:e20356. [PMID: 37790975 PMCID: PMC10543214 DOI: 10.1016/j.heliyon.2023.e20356] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/13/2023] [Revised: 09/13/2023] [Accepted: 09/20/2023] [Indexed: 10/05/2023] Open
Abstract
Emotional intelligence (EI) has been widely researched in different fields of knowledge. This paper reviews the literature on emotional intelligence, leadership, and teams in 104 peer-reviewed articles and reviews provided by the Web of Science and Scopus databases from 1998 to 2022. It is a hybrid or mixed review as it uses both quantitative and qualitative analysis techniques. The aims of this study are a performance analysis of the selected documents (years of publication, country, sectors, techniques used, most cited authors, authors with more publications, journals, journal quartiles, and scope of publication), as well as a co-word analysis using Atlas. ti v8. The results of the quantitative analysis indicate that the majority are empirical works. The qualitative analysis is a co-word analysis providing the following results: (i) classification of authors by major themes-categories (EI, leadership, team), (ii) classification of themes within each major theme: three subcategories in EI, 17 subcategories in leadership, and 19 subcategories in team and, lastly, (iii) classification according to the chronological development of main objectives from the most cited authors' articles we analyzed. Leadership (transformational, emergence, virtual, effective, health, effectiveness) is the major theme we studied. Our in-depth review of the articles has shown that emotionally intelligent leaders improve both behaviors and business results and have an impact on work team performance. It also highlighted a positive relationship between emotional competence and team members' attitudes about work. The new trends focus on the impacts of COVID19, the global crisis due to the Ukraine War, working in VUCA and BANI environments, comparative studies between generations, the application of artificial intelligence and the influence of mindfulness on organizations.
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Affiliation(s)
- Isabel Coronado-Maldonado
- Department of Economy and Business Administration, Faculty of Economics and Business, University of Malaga, Malaga, Spain
| | - María-Dolores Benítez-Márquez
- Department of Applied Economics (Statistics and Econometrics), Faculty of Economics and Business, University of Malaga, Malaga, Spain
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Paganin G, Avanzi L, Guglielmi D, Alcover CM, Mazzetti G. How Emotional Contagion among Teachers Affects the Relationship between Transformational Leadership and Team Cohesion. Behav Sci (Basel) 2023; 13:685. [PMID: 37622825 PMCID: PMC10451881 DOI: 10.3390/bs13080685] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/30/2023] [Revised: 08/07/2023] [Accepted: 08/14/2023] [Indexed: 08/26/2023] Open
Abstract
Teachers and educators are experiencing turmoil under the drastic changes in educational practices caused by the COVID-19 pandemic. According to research, transformational leaders effectively facilitate organizational change by fostering teachers' sense of belonging and boosting social identity in their team members, which can result in better team well-being via higher team cohesion. Recently, research has increasingly explored the role of emotional contagion and its relationship with leadership. Accordingly, the current study aims to delve deeper into the role of emotional contagion in linking transformational leadership to cohesion among teachers in the school setting. To this purpose, 581 teachers from northern Italy filled out a self-report questionnaire (72.1% female, Mage = 47.06, and SDage = 11.42). A moderated mediation model was tested to assess the mediating role of organizational identification in the relationship between transformational leadership and team cohesion and how emotional contagion may moderate this association. The obtained results provided support to the hypothesized model. Overall, the present study corroborates the critical role of school principals' behavior in fostering greater organizational identification among teachers, which is associated with better team cohesion. This study constitutes an early attempt to gain more insight into the role of emotional variables in explaining the influence of leadership behavior.
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Affiliation(s)
- Giulia Paganin
- Department of Medical and Surgical Science, University of Bologna, 40126 Bologna, Italy
| | - Lorenzo Avanzi
- Department of Psychology and Cognitive Sciences, University of Trento, 38068 Rovereto, Italy
| | - Dina Guglielmi
- Department of Educational Science, University of Bologna, 40126 Bologna, Italy
| | | | - Greta Mazzetti
- Department of Educational Science, University of Bologna, 40126 Bologna, Italy
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Gerbeth S, Mulder RH. Team behaviors as antecedents for team members' work engagement in interdisciplinary health care teams. Front Psychol 2023; 14:1196154. [PMID: 37469903 PMCID: PMC10352783 DOI: 10.3389/fpsyg.2023.1196154] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2023] [Accepted: 06/07/2023] [Indexed: 07/21/2023] Open
Abstract
Introduction Due to the increasing complexity and diversity of work tasks in teams, teams need team members who are dedicated and energetic, both characteristics attributed to team members' work engagement. Especially in the domain of health care, high demands at work impact professionals' work engagement. Despite teams being the main work unit in this domain, team research on antecedents of work engagement has been neglected. The present study examines the role of team behaviors such as reflection activities in the relationships between demands at work and team members' work engagement. In doing so, the study aims to extend findings on team behaviors by considering cognitive and work-task related team behaviors as well as team behaviors that focus on emotional aspects. Methods Data of 298 team members of 52 interdisciplinary teams of health and social care organizations which provide care and assistance were collected in this cross-sectional survey study. Relationships between team demands at work, team learning behaviors, dealing with emotions in the team and team members' work engagement were estimated in a mediation model using structural equation modeling (SEM). Results The results indicate that team members' work engagement is positively related to team learning behaviors and dealing with emotions in the team. Cognitive team demands at work such as the complexity of work tasks, were found to relate positively to team members' work engagement, while emotional team demands such as the amount of emotional labor at work had a negative relationship. Team learning behaviors and dealing with emotions in the team were found to mediate the relationship between team demands at work and team members' work engagement. Discussion Our results provide insights into the actual behavior of teams in the domain of health care, both on cognitive and emotional aspects, and the capability of team learning behaviors and dealing with emotions in the team to mediate the relationship between team demands at work and team members' work engagement. The findings encourage future researchers and practitioners to address cognitive, emotional and motivational components in team research to provide a better understanding of team conditions, team behavior and team outcomes.
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Cole JD, Ballou JM, DeClue A, Ruble MJ, Noble M, Euler M, Jennings BT. The Impact of Leadership Program Formatting on Perceived Development Within Pharmacy Cohorts. AMERICAN JOURNAL OF PHARMACEUTICAL EDUCATION 2023; 87:ajpe9005. [PMID: 36202421 PMCID: PMC10159540 DOI: 10.5688/ajpe9005] [Citation(s) in RCA: 2] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 12/17/2021] [Accepted: 05/22/2022] [Indexed: 05/06/2023]
Abstract
Objective. To assess the impact of variable leadership development program formats on perceived participant growth.Methods. In 2020, the Phi Lambda Sigma national office began offering national Leader Academies to members, while University of South Florida Health Taneja College of Pharmacy simultaneously offered a Leader Academy program to its Phi Lambda Sigma students. Both programs used virtual leadership development tools from GiANT Worldwide, but differed in meeting frequency, content focus, and participant diversity. A 17-question pre- and postsurvey was developed from the Emotional Intelligence Leadership Inventory. Descriptive and inferential statistics were used to compare the cohorts.Results. Twenty-two respondents in the national cohort (66.7% response rate) and 15 in the single-institution cohort (100% response rate) were included. There was more diversity in age, ethnicity, and previous education in the national cohort. Significant improvements in perceived growth were noted in almost all areas. The only decrease noted was the national cohort response to "I strive to improve myself." The overall change in mean response values was generally higher for the single-institution cohort. Qualitative data supported these results and showed more notable references to emotional intelligence in the national cohorts (∼50%) as compared to the single-institution cohort (<25%).Conclusion. Study results suggest that participation in a longitudinal leadership development program, regardless of cohort format, leads to perceived participant improvement in three categories. However, perceived benefit within each of these categories may vary depending on the cohort. Future studies are needed to further evaluate specific leadership arenas and validate the leadership assessment tool.
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Affiliation(s)
- Jaclyn D Cole
- University of South Florida Taneja College of Pharmacy, Tampa, Florida
| | | | - Anthony DeClue
- Medical University of South Carolina College of Pharmacy, Charleston, South Carolina
| | - Melissa J Ruble
- University of South Florida Taneja College of Pharmacy, Tampa, Florida
| | - Melissa Noble
- University of South Florida Taneja College of Pharmacy, Tampa, Florida
| | - Mary Euler
- WVU School of Pharmacy. Morgantown, West Virginia
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Yin J, Qu M, Liao G, Jia M, Li M. Exploring the relationships between team leader’s conflict management styles and team passion: From the emotional perspective. Front Psychol 2022; 13:921300. [DOI: 10.3389/fpsyg.2022.921300] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/15/2022] [Accepted: 10/28/2022] [Indexed: 11/16/2022] Open
Abstract
From the emotional perspective, this study explores how team leader’s conflict management styles affect team passion. A theoretical model is constructed which describes the mediating role of positive team emotional climate and the moderating impact of team emotional intelligence. We collect 101 teams paired data including 101 team leaders and 383 team members to test theoretical model. It is shown that leader’s cooperative conflict management style has a significant positive effect on both positive team emotional climate and team passion. Meanwhile, positive team emotional climate plays a mediating role between leader’s cooperative conflict management style and team passion. In addition, team emotional intelligence has a moderating effect between leader’s cooperative style and positive team emotional climate. This study not only provides a new perspective for follow-up research but also expands the research scope of impacts of conflict management styles. In addition, this study forms the underlying mechanism of team leader’s conflict management styles on team passion from the emotional perspective and investigates the mediating effect and moderating effect of emotional variable, which broadens the research on the mechanisms of conflict management styles on team outcomes to a certain extent.
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Mindeguia R, Aritzeta A, Garmendia A, Aranberri A. The Positive Loop at Work: A Longitudinal Long-Term Study of Transformational Leadership, Group Passion, and Employee Results. Front Psychol 2021; 12:726744. [PMID: 34777107 PMCID: PMC8582926 DOI: 10.3389/fpsyg.2021.726744] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/17/2021] [Accepted: 09/28/2021] [Indexed: 11/16/2022] Open
Abstract
Positive psychology and positive organizational behavior studies recognize that leadership is extremely important for generating positive well-being. Despite the frequently reported significant positive correlations, the causal long-term relationship between leadership, positive high intense affect, and employee results remains unclear. The main objective of this study was to analyze the long-term (longitudinal) relation of transformational leadership and positive high-intensity emotions with employee group satisfaction, commitment, and proactive behavior. We built a longitudinal structural equation model to test a mediation model with two time points; 2,480 workers from 166 work units completed questionnaires at both time points. Our results reveal that positive high-intensity emotions mediate the relation between transformational leadership and proactive behavior of workers, the bidirectional relations between the variables were also analyzed. The present study is, to our knowledge, the first analyzing the long-term effect of TFL and collective high-intensity emotions on worker’s results longitudinally. Our findings reflect the great complexity of affect and affect-related results in organizations and highlight the need for more longitudinal research to clarify emotional processes at work.
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Affiliation(s)
- Rosa Mindeguia
- Department of Basic Psychological Processes and Development, Faculty of Psychology, University of the Basque Country, San Sebastian, Spain
| | - Aitor Aritzeta
- Department of Basic Psychological Processes and Development, Faculty of Psychology, University of the Basque Country, San Sebastian, Spain
| | - Alaine Garmendia
- Department of Mechanical and Industrial Production, Mondragon Unibertsitatea, Mondragón, Spain
| | - Ainara Aranberri
- Department of Basic Psychological Processes and Development, Faculty of Psychology, University of the Basque Country, San Sebastian, Spain
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Herrando C, Constantinides E. Emotional Contagion: A Brief Overview and Future Directions. Front Psychol 2021; 12:712606. [PMID: 34335425 PMCID: PMC8322226 DOI: 10.3389/fpsyg.2021.712606] [Citation(s) in RCA: 28] [Impact Index Per Article: 9.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/21/2021] [Accepted: 06/21/2021] [Indexed: 12/30/2022] Open
Abstract
Social interactions can trigger emotional contagion between individuals resulting in behavioral synchrony. Emotional contagion can be a very effective and attractive strategy in communication and advertising, and understanding the mechanisms underlying emotional contagion can help marketers to improve their commercial approaches or develop better ones. The purpose of this study is to review and classify the various methodologies and theoretical approaches on emotional contagion, identify the best practices in this domain, and identify ways of gaging and measuring emotional contagion. The study is based on a mini literature review. We identify different mechanisms and approaches to emotional contagion described in the literature. Emotional contagion can be triggered by facial expressions, indirect human interactions, and/or by observing other people's behavior in direct and indirect interactions. Furthermore, emotional contagion can be triggered physiologically or neurologically by synchronizing with the emotional state of others during human interactions. Regarding the assessment and measurement of emotional contagion, we argue that methods based on neuroscience tools are much more accurate and effective than methods based on traditional research approaches. The study identifies guidelines for research on commercial communication through emotional contagion that can be especially interesting for academia and marketing practitioners. The findings are important for field marketers interested in developing new individualized approaches in their commercial strategies and marketing in general. In addition, the study can become the basis of research that further refines and compares the efficacy of the various techniques and tools involved.
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Affiliation(s)
- Carolina Herrando
- Faculty of Behavioral, Management and Social Sciences (BMS), Department High-Tech Business and Entrepreneurship (HBE/ETM), University of Twente, Enschede, Netherlands
| | - Efthymios Constantinides
- Faculty of Behavioral, Management and Social Sciences (BMS), Department High-Tech Business and Entrepreneurship (HBE/ETM), University of Twente, Enschede, Netherlands
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