Strategic Use of Emotional Intelligence in Organizational Settings: Exploring the Dark Side
By Martin Kilduff, Dan S. Chiaburu, Jochen I. Menges. 2010
162 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/8697488ffae161a844b18d0159ff1d01e6300da8
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- R. Humphrey
- Neal M. Ashkanasy
- Shanshan Qian
- Chao Miao
- Alana Dorris
- J. Pollack
- Stéphane Côté
- Adam M. Grant
In Social Psychology
- R. Humphrey
- Shanshan Qian
- Chao Miao
- Neal M. Ashkanasy
- J. Pollack
- Stéphane Côté
- Alana Dorris
- Adam M. Grant
Citations in the corpus
- Rocking the Boat but Keeping It Steady: The Role of Emotion Regulation in Employee Voice (2013, background): “Several scholars have speculated that emotion regulation knowledge may facilitate deep and surface acting (e.g., Grandey, 2000; Hochschild, 1983; Kilduff et al., 2010), but existing studies have relied on self-report measures of emotional intelligence (Austin, Dore, & O’Donovan, 2008; Cheung &…”
- Emotions in the Workplace (2017, background): “…team, or individual values, all organizations aim for successful organizational performance directly linked to organizational culture and climate and that we have moved over the past few decades areas of organizational behavior through multiple perspectives (Ashkanasy & Dorris 2014).”
- The relationship between emotional intelligence and the dark triad personality traits: A meta-analytic review (2019, background): “sonal goals, ingratiating supervisors by reporting successes and hiding failures, and mortifying others to maximize personal gains (Fix & Fix, 2015; Kilduff et al., 2010; Nagler et al., 2014).”
- Emotional Intelligence in Organizations (2014, background): “For instance, Kilduff et al. (2010) proposed that EI facilitates the effects of self-serving goals that are prevalent in competitive organizational contexts on employees’ advancement in organizations.”