Improving Emotional Intelligence (EI) using Neuro Linguistic Programming (NLP) techniques

Since, Ahmad (2011) who looked at the effectiveness of the alternative techniques of NLP, Time Line Therapy®, and Hypnosis, there has been no further research regarding the effectiveness of NLP. This study improves the said research by ensuring that most of the respondents were not self-selected and ensured the use of other NLP techniques, in the context of improving EI. Although there are many self-development training courses advertised on the internet claiming to be able to improve EI, yet no credible research has been published in peer-reviewed academic journals to show whether such techniques can improve EI. This experimental research involved 35 test subjects and 35 control group subjects. Statistical t-tests revealed that with the test group, there were significant improvements in EI scores after undergoing the training compared with before. There were no significant changes in the control group. Keywords: Emotional Intelligence, Neuro Linguistic Programming, Experiment

The association between sensitivity, group size and satisfaction

Previous research have looked at the relationship between sensitivity and satisfaction, and between group size and satisfaction. However there appears to be no reported studies that have investigated the interacting effects of group size on the relationship between sensitivity and satisfaction. Data from 257 shop floor workers in a light manufacturing plant in the UK were collected and analysed. Group size was significantly negatively related to satisfaction with co-workers. Statistical tests of hierarchical multiple regression were used to determine the signficance of the interaction terms (sensitivity x group size) on pay and co-worker satisfaction. Support for both hypotheses were obtained. Results suggested that group size significantly moderated the relationship between sensitivity and pay satisfaction, and the relationship between sensitivity and co-worker satisfaction. Linear regression plots showed that the relationship between sensitivity and satisfaction (pay and co-worker) were negative in large groups but positive in small groups

Examining the effectiveness of Neuro-Linguistic Programming (NLP) techniques in improving Emotional Intelligence (EI) scores

Purpose: Whether selected NLP techniques can improve EI scores. (Although there are many self-development training courses advertised on the internet claiming to be able to improve EI, yet no credible research has been published in peer-reviewed academic journals to show whether such techniques can improve EI.)Design/methodology/approach: This experimental research involved 35 test subjects and 35 control group subjects. Measurements were taken just before and just after the experiments in the test group and compared the results with the control group.Findings: Statistical t-tests revealed that with the test group, there were significant improvements in EI scores after undergoing the training compared with before. There were no significant changes in the control group.Originality/value: Since, Ahmad (2011) who looked at the effectiveness of the alternative techniques of NLP, Time Line Therapy®, and Hypnosis, there has been no further research regarding the effectiveness of NLP. Research limitations/implications: This study improves the study by Ahmad (2011) by ensuring that most of the respondents were not self-selected and ensured the use of other NLP techniques, in the context of improving EI

The moderating impact of resilience on the relationship between workplace incivility and turnover intentions: a proposed study in Dubai retail SME’s

This is a theoretical paper that aims to explore the determinants of employee turnover intention among retail SMEs in Dubai in terms of incivility (customer, coworker, supervisor) and the mediating role of emotional exhaustion with the moderating effect of resilience. The retail industry in Dubai will be one of the main beneficiaries of the study since it appears that they suffer high turnover intention and cost. Managements and owners of retail SMEs in Dubai would be able to get a better idea of the determinants of employee turnover intention and workplace incivility through the analysis and recommendations developed by the research. Data would be gathered from participants (i.e. employees of retail SMEs in Dubai) who have direct contact with customers, coworkers and supervisors/ management. Viewed in this manner, data gathered would be analyzed in two stages, using descriptive statistics and structural equation modeling using computer software including, SPSS/STATA, AMOS/ Smart-PLS. This paper would elaborate the literature on turnover intention and incivility Subsequently, the research will illustrate the mediating role emotional exhaustion and the moderation effect of resilience among retail SMEs employees in Dubai. Keywords: Incivility, Turnover intentions, Resilience, SME

Factors affecting Happiness of Expatriate Academicians and Expatriate Non-Academicians in Dubai.

The research measures the levels of happiness of expatriate academicians in selected Dubai universities and compares them with happiness levels of non-academic people. A face to face interview followed by a cross-sectional survey was used as a method to collect data from teaching staff from different universities in Dubai and also from the random public working in different business sectors in Dubai.? Happiness is significanlty related to the other factors. There is no significant relationship between knowledge sharing and happiness of academics and well as non-academics. The sample size of the academic group and the study targeted at the population of Dubai city only. The discoveries of the research give helpful recommendations to the administration of Universities to provide better knowledge sharing opportunities among their teaching faculty to improve their happiness levels. It will also provide recommendations for a developmental purpose to University of Dubai and UAE’s “Happiness and Positivity program”. There is no known research that studies the determinants of happiness for academics with non-academics in the UAE. Keywords: Happiness, Expatriate Academics, Job Satisfaction, Life Satisfactio

Factors affecting Happiness of Expatriate Academicians and Expatriate Non-Academicians in Dubai

Purpose: To determine the antecedents of happiness and compare academicians and non-academicians in selected Dubai Universities. Design/methodological/approach: Qualitative research using in-depth interviews followed by cross-sectional surveys of teaching staff and non-teaching staff from different universities in Dubai.?Findings: There is no significant relationship between knowledge sharing and happiness of academics and well as non-academics. Happiness is significantly related to the other factors.Research implications and limitations: The small sample size of the academic group and the study was targeted at the university staff in Dubai only. Practical implications: The findings of this research gives useful recommendations to Universities to improve happiness among their academic as well as non-academic staff. It will also provide recommendations for developmental purposes for the University of Dubai and the UAE’s “Happiness and Positivity program.”Originality/value: No known research studies the determinants of happiness for academics and non-academics in Dubai Universities.Paper type: Research pape

THE IMPACT OF PROACTIVE-PERSONALITY ON INNOVATIVE WORK BEHAVIOR AND WORK ENGAGEMENT IN THE UAE AVIATION INDUSTRY.

The objective of this research is to examine the relationship between Proactive Personality, innovative work behavior, and work engagement. The sample consists of 220 respondent managers in the Aviation Industry in the UAE. Results of Structural Equation Modelling using SmartPLS revealed that there are significant relationships between Proactive Personality and innovative work behavior, and between Innovative Work Behavior and Work Engagement

The moderating effect of Moral Values on the relationship between Authentic Leadership and Organizational Citizenship Behavior in the Police Force

One of the key issues currently faced by the UAE Police Force is effective leadership. Authentic Leadership is one of the more contemporary theories of leadership and is linked with organizational citizenship behavior (OCB), which is the discretionary behaviors that are not directly stated in the job description. This research also incorporates the theory of person-environment fit, by proposing to examine whether a police employee with high moral values, fits with an authentic leader and a work environment where justice is paramount. Keywords: Authentic Leadership, Justice, Person-environment fit, moral values, OC

How an Innovative Climate can motivate an Entrepreneur

This is a theoretical paper of a conceptual model whose primary aim is to test, how innovative climate, Perceived Net Desirability of Self Employment (NDSE), Tolerance for Risk (TR), and Perceived Feasibility (self-efficacy) of self-employment (SE), could affect self-employment intentions.  The model also proposes how Psychological Climate Adjustment, Emotional stability, and Openness to experience, impacts perceptions of the innovative climate of organizations

Person-environment fit perceptions and satisfaction at work

This study aims to fulfill two literature gaps in the person-environment fit theory in particular, relating to the supply-value fit or S-V fit. Firstly, previous research in S-V fit tended to look mainly at autonomy and supervision style. However, there appears to be no reported research that has simultaneously investigated in a single study the effects of the discrepancy between the perceived and desired levels of work quantity, variety, power, responsibility and concentration required for the job. This study aims to fill that gap. This study examines the discrepancy between the supplies and values of work quantity variety, power, responsibility and concentration, and its relationship with satisfaction at work. Secondly the S-V fit theory has been relatively established in developed countries such as America and Britain. However it would be interesting to discover whether the theory is also applicable among civil service workers in a small isolated town, in a developing country such as Malaysia. Questionnaires were distributed and collected from one hundred respondents working in a government department in a small town of Gua Musang in Peninsular Malaysia. Support-for the S-V fit theory was obtained, as results suggested that the greater the discrepancy between the supplies and values of work quantity, variety, power, responsibility and concentration required at work, the lesser was the satisfaction. The implication therefore was that if managers were desirous of improving satisfaction of their workers, the should ensure that their. workers receive neither too much nor too little work variety, power, responsibility and concentration at work for either state can result in lower satisfaction