Neal M. Ashkanasy

University of Queensland | UQ · School of Business

In this research, we conducted a randomized control study in a military setting, where we compared measures of stress regulation and performance following emotional intelligence (EI) based training to a control group that received non-EI training. The EI-trained group underwent fifteen hours of training, focusing on recognizing, understanding, and...

We use the five level model of emotional leadership at work to the topic of sustainable development. For each level, we review the relevant literature, and provide a summary of the leadership challenge. In the final section we outline specific ways leaders can integrate emotion into the process they already use to lead transformational change.

Purpose Studies of the antecedents of daily abusive supervision have mainly focused on work stressors and family stressors, ignoring the potential importance of commuting stressors that are encountered enroute to work. Based in affective events theory, the authors propose a daily, within-person model to examine how the commuting stressors faced by...

Scholars have long debated the merits of advocacy-based research versus research considered from the quest for objective truth. Building upon reflections from multiple sources, a set of 11 brief reflections on three posed questions are presented. Tsang concludes our discussion with additional insights on how moving beyond the “interestingness” advo...

It is now generally accepted that strategies are rarely implemented as planned (Mintzberg, 1978). Strategies usually evolve over time as a result of many people interacting and utilizing a range of incremental processes to understand what should realistically be implemented as part of the strategy, essentially adjusting the strategy as required (Bu...

In this essay, we focus on methodological issues that reviewers and editors commonly encounter when evaluating empirical articles in scholarship of teaching and learning in management education. We organize our discussion around three stages—design, analysis, and reporting. The essay identifies which types of issues are likely to receive rejection,...

Based on the five-level model of emotions in the workplace (FLMEW), we present an analysis of emotion and mindfulness at work. The five levels of emotion are: (1) temporal variations in emotion at the within-person level of analysis, which relate to state mindfulness; (2) stable individual differences in experiencing and expressing emotions at the...

The Cambridge Handbook of Creativity and Emotions provides a state-of-the-art review of research on the role of emotions in creativity. This volume presents the insights and perspectives of sixty creativity scholars from thirteen countries who span multiple disciplines, including developmental, social, and personality psychology; industrial and org...

In this experience sampling method (ESM) study, we hypothesized that negative affect would mediate the effect of office noise perceptions on employees’ withdrawal, conflict, and territorial behaviors (marking and defending territory). We collected ESM and weekly diary data from 71 Australian employees working in open-plan offices, resulting in 672...

This research examines the conditions under which individuals’ olfaction is actively engaged in purchase decisions. Consequently, it introduces the concept of need for smell (NFS) to measure differential motivation for the extraction and use of odor information in buying contexts. A 10-item NFS scale was developed that consists of hedonic and utili...

Purpose: Teams in extreme and disruptive contexts face unique challenges that can undermine coordination and decision-making. In this study, we evaluated how affective differences between team members and team process norms affected the team’s decision-making effectiveness. Approach: Teams were placed in a survival simulation where they evaluated...

The impetus for this Special Issue, which focuses on the role of affect in interpersonal work relationships, derives from recent concerns scholars have expressed about one model of interpersonal work relationships, namely, the leader-member exchange (LMX) perspective. In particular, scholars have noted that research on the role of affect in LMX is...

Emotional Intelligence (EI) is a distinct mental ability, defined by Mayer and Salovey as ability to perceive, use, understand, and manage emotions in self and others. EI is now recognized as a distinct type of intelligence via three main streams of thought: (1) conceptualized and measured as a mental ability; (2) conceptualized as an ability, but...

The impetus for this special issue, which focuses on the role of affect in interpersonal work relationships, derives from recent concerns scholars have expressed about one model of interpersonal work relationships, namely, the leader–member exchange (LMX) perspective. In particular, scholars have noted that research on the role of affect in LMX is...

We investigated whether the emotional framing of climate change communication can influence workplace pro-environmental behavior. In three quasi-experimental studies, we examined whether emotional displays in climate change communication affected participants’ subsequent workplace pro-environmental behavior. In Studies 1 and 2, undergraduate and ma...

Open-plan office (OPO) layouts emerged to allow organizations to adapt to changing workplace demands. We explore the potential for OPOs to provide such adaptive capacity to respond to two contemporary issues for organizations: the chronic challenge of environmental sustainability, and the acute challenges emerging from the great COVID-19 homeworkin...

The study of emotional intelligence (EI) in the field of leadership, and in the organizational sciences in general, has often been characterized by controversy and criticism. But the study of EI has nonetheless persisted by developing new measures and models to address these concerns. In a prior letter exchange by Antonakis, Ashkanasy, and Dasborou...

Differently valenced affective states stimulate different information search and processing styles. Dual tuning theory suggests that in combination, the styles tuned by positive affect (broad information search and flexible thinking) and by negative affect (persistent detailed search and critical thinking) facilitate creativity better than a single...

Emotional intelligence is a widely used, but controversial construct, and has been adapted and applied extensively in workplace research. This entry is structured around three “streams” of thought in modeling and measuring emotional intelligence. Stream 1 refers to the original definition of the construct by Peter Salovey and Jack Mayer, measured i...

Emotional intelligence is a widely used, but controversial construct, and has been adapted and applied extensively in workplace research. This entry is structured around three “streams” of thought in modeling and measuring emotional intelligence. Stream 1 refers to the original definition of the construct by Peter Salovey and Jack Mayer, measured i...

Although leadership and team processes are among the most studied topics in management, there is a growing concern over both theoretical and methodological aspects of their conceptualization and measurement. In this symposium, we highlight the potential of biological and neuroscience techniques to begin to address these limitations by extending the...

Different configurations of the physical environment of office work are rapidly changing the way office workers behave and perform at work. In particular, organisations today are progressively accommodating their employees in open plan offices (OPOs). In this article, we focus on the OPO and discuss its future and implications for research and prac...

A large body of empirical and theoretical work has identified associations between emotional intelligence and positive outcomes in large-scale projects. However, scholars have yet to fully understand the mechanisms underlying these links. In this study, we sought to investigate the mediating influences of commitment, team satisfaction, and turnover...

Insufficient empirical and theoretical attention has been given to the influence of emotional intelligence (EI) in determining performance and the mechanisms underlying this relationship among project team members in large-scale infrastructure projects. This research explores the association between EI and project performance in the context of larg...

This chapter explains that the core principles and practices of social and emotional learning should be used to support doctoral students and enhance their personal welfare and academic performance in graduate school.

The findings revealed in the study we describe in this chapter provide a solid foundation for future research on large-scale projects – in terms of the scope and method, researchers may wish to adopt for subsequent research into the factors that determine Large Scale Complex Project (LSCP) success. Such research in turn has the potential to inform...

In response to the lesser known role of individuals in producing desirable or undesirable effects of physical workspace, this symposium presents research on the less explored facets of workspace design by examining how space is experienced, interpreted, and enacted by employees in their work. Our five studies assess the role of human agency in purp...

Despite the adoption of collaborative buildings and office spaces to improve collaboration, the expected benefits of spatial interventions often fail to materialize. In a study of an ostensibly ‘collaborative building’, we identified strategies that employees use to avoid collaborating (i.e. ‘focusing on existing collaborations’, ‘reinforcing group...

The pursuit of perfectionism resonates with many individuals across workplaces resulting in a recent flurry of research on the topic. While extant research has examined the costs and benefits of perfectionism at work, these efforts are scattered across multiple disciplines and utilize varying conceptualizations. As a result, we lack a coherent unde...

Regardless of the calls for a distinction between individual and team levels of analysis, studies regarding the multiple-level analysis of emotional intelligence are lacking in the project management literature. This research aims to address this shortcoming by examining the relationships between emotional intelligence, trust, and performance throu...

Abusive supervision is associated with many detrimental consequences. In this theory-review chapter, we extend the abusive supervision literature in two ways. First, we argue that more attention needs to be given to the emotion contagion processes between the leader and followers. More specifically, leaders’ negative affect can lead to followers’ e...

In a computer-based experimental study, we explored intensity of pleasant and unpleasant emotional experiences (affect), following immediate outcomes of risky choices over time under three levels of uncertainty (80%, 50%, 20%). We found that the intensity of pleasant affect initially increased linearly before suddenly reducing after the seventh tas...

We explore the role of ‘Workplace Monsters’ in the global burden of disease, including the $US1.15 trillion annual cost of depressive and anxiety disorders. We propose the productivity drain created by these individuals is a wicked problem, integrating several disciplines to position workplace monsters as significant corporate governance issues for...

This symposium focuses on the intersection of relational and social network research with a socio-functional view of emotions, which argues that affective exchanges actively shape relational dynamics. The aim of the present symposium is to provide further insight into the dynamic interplay between emotions, relationships and social networks, taking...

We report a study of risky decision-making in a dynamic risk environment, looking in particular at idea that variations in risk preferences over time are subject to both risk adaptation and ability to differentiate negative emotions. In a between-group experiment, 175 participants completed 20 binary project investment decisions under three objecti...

These studies investigate the effects of aggressive self-uncertainty on emotions and behaviors across different situations and cultures. Past research has investigated the aggressive reactions of people to insult in honor cultures. Across two experiments conducted in Iran, we examine the impact of self-uncertainty on shame and aggression, with a pa...

While a wealth of evidence exists about failure in organisational settings and the emotions evoked by failure, researchers have paid less attention to failure and its related emotional consequences in academic life. Given that failure is often a cause of significant stress, which in turn can lead to damaging consequences, we argue that this is an i...

Interpersonal deviance relates to a range of destructive individual and organizational outcomes. To date, however, scholars have largely failed to explore this issue from the perspective of the targeted individuals; and in particular how and why such negative outcomes manifest. To provide insights into this question, and based in principles of crit...

The idea that affect plays a key role in leader-member exchange (LMX) processes is not new, but it has become a subject of considerable research attention since the turn of the Millennium. This interest has, however, resulted in a multiplicity of views that have tended to obfuscate rather than clarify the affect-LMX nexus. To deal with this lack of...

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introdu...

Based on a model of employee personal gender self-categorization, we examine the relationships between prejudicial attitudes and experiences of aggression in a male-dominated workplace. Data collected from 603 employees in a male-dominated global workplace revealed that individuals who self-categorize as either males or females experience different...

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We report a study of recalled experiences of anger and sadness following hurtful events, focusing on the differentiated effects of cognitive appraisals, culture, and gender of perpetrator and subject. Results from a sample of 321 participants recruited in Hong Kong and the United States show that emotional experiences in response to hurt differ cro...

Beginning in the 1990s and following decades of neglect, what came to be referred to as the Affective Revolution has radically transformed our understanding of the role played by emotion in organizational psychology and organizational behavior (OPOB). In this article, we review the field of emotion in the workplace from different perspectives, corr...

Objective: To investigate the current state of knowledge about emotional intelligence and affective events that arise during nursing students' clinical placement experiences. Design: Narrative literature review. Data sources: CINAHL, MEDLINE, PsycINFO, Scopus, Web of Science, ERIC and APAIS-Health databases published in English between 1990 an...

Employees need to regulate their own emotions as well as the emotions of others to enhance the quality of interactions with their colleagues. How well this is achieved has important outcomes for both employees and the organizations in which they work. In the field of organizational science, however, differing approaches have emerged regarding the c...

This chapter begins with a review of research findings on affect and its effects at the level of individual creativity, and follows up by describing the research that has extended individual phenomena to the group level, including discussion of the dynamic nature of creativity in groups. It explores the relationship between positive and negative af...

Workplace aggression is a serious problem for workers and their employers. As such, an improved scientific understanding of workplace aggression has important implications. This volume, which includes chapters written by leading workplace aggression scholars, addresses three primary topics: the measurement, predictors and consequences of workplace...

In this chapter, we develop a model of interpersonal mistreatment – a form of deviance linked to negative individual and organizational consequences – by proposing a dual theory process-and-variance model of attitudes, job performance, and employee well-being. Specifically, we propose that cognitive appraisal processes underpin relationships betwee...

Background Strategies to implement evidence-based practice have highlighted the bidirectional relationship of organisational change on organisational culture. The present study examined changes in perceptions of organisational culture in two community mental health services implementing cognitive therapies into routine psychosis care over 3 years....

How do employees’ perceptions and interpretations of organizational policies, practices, and procedures affect the enactment of their behavioral intentions? In a daily diary study, we examined the between-persons relationship of corporate environmental strategy and pro-environmental or “green” psychological climate; and whether green psychological...

Scholars have studied emotions and affect in organizational settings for over twenty years, providing numerous insights into how organizations and the people who work in them behave. With such a rich accumulation of knowledge, the time seemed right to call for today's scholars of management to propose new and exciting theory. The eight articles in...

The number of complex projects is increasing across many sectors and the associated challenges are substantial. Using a field study we aim to understand how project managers' emotional intelligence (EI) contributes to project success. We propose and test a model linking EI to project success and examine the mediating effects of project managers' jo...