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Introduction Interpersonal spin is an indicator of intraindividual variability in social behavior. Spin is positively related to Neuroticism and is maladaptive, with well-documented deleterious effects on social functioning. The perceptual processes associated with spin and how spin emerges are less well-understood. The present research examines the interpersonal perception of individuals with higher spin and tests whether these perceptual processes explain the association of spin with Neuroticism. Method 267 students participated in a 20-day event contingent recording procedure, reporting on social interactions via mobile application. Participants' perceptions of others' behavior, their own affect, and their own behavior were measured within and across interactions. Results We examined the affective and behavioral responses of individuals with higher spin to perceptions of others' behaviors. Individuals with higher spin showed greater affective and behavioral reactivity to perceptions of others' communal (agreeable-quarrelsome) behavior. Neuroticism predicted greater affective reactivity (i.e., steeper slopes between event-level perceived communion and negative affect), which in turn predicted higher spin. Conclusions Individuals with higher spin may have an interpersonal style characterized by greater reactivity to perceptions of others' communal behavior. These individuals' behavioral lability may reflect underlying emotional dysregulation. These processes may ultimately interfere with the formation and maintenance of social bonds.

We describe an approach that enables a more complete evaluation of the validity of emotional intelligence measures. We argue that a source of evidence for validity is often overlooked by researchers and test developers, namely, evidence based on response processes. This evidence can be obtained through (a) a definition of the ability, (b) a description of the mental processes that operate when a person uses the ability, (c) the development of a theory of response behaviour that links variation in the construct with variation on the responses to the items of a measure, and (d) a test of the theory of response behaviour through one or more strategies that we describe.

Objective Interpersonal spin refers to within-person variability in social behavior. Pen-and-paper Event-Contingent Recording (ECR) has typically been used to measure spin, establish its reliability, and explore its relation with personality characteristics and variability in situational features. The present study aims to replicate these studies using mobile application-based ECR. Method 267 students participated in a 20-day ECR procedure, reporting on social interactions via mobile application. Five-factor traits were measured pre-ECR using self-report. Spin scores and situational features were assessed across interpersonal interactions. Results The reliability of spin scores was substantial but was lower than in previous studies. We partially confirmed previous findings, demonstrating that spin is predicted by Neuroticism, although the effect was smaller than in previous studies, and not meaningfully predicted by variability in external situational features. Conclusions The present study provides some support for an application-based ECR procedure to collect data about within-person variability in social behavior. Practical and procedural advantages and limitations of this method are discussed. Differences in reliability and effect sizes between the present study and previous studies raise important considerations for future research.

Most rebels have a cause, and the expression of internal criticism and dissent is vital for healthy civic and collective functioning. Here, we review the normative conflict model (NCM), which posits that social identities are key to understanding conformity and deviance in group contexts. The NCM hypothesizes that strongly identified group members are willing to articulate critical and dissenting opinions when they believe that doing so is in the interest of the collective. In this paper, we conceptually advance the NCM by exploring how responses to group norms can be understood from a goal system perspective, conceptualizing dissent decisions as often involving choices between conflicting goals. We review the evidence for this approach to dissent and outline a range of future directions.

The current research tests the prediction that nonconformity can reflect engagement with rather than disengagement from social groups. We present two studies that contained indices of both nonconformity and disengagement to examine their relationship under different circumstances and to dissociate two forms of nonconformity: individually oriented vs. collectively oriented. Study 1 demonstrates that thinking about how a group norm may cause individual harm triggers a type of nonconformity that is associated with disengagement from the group, whereas thinking about how a norm may cause collective harm triggers a type of nonconformity that is not associated with disengagement. Study 2 investigates the relationship between nonconformity and disengagement among group members that vary in their level of collective identification. We demonstrate that whereas nonconformity among weakly identified group members is associated with disengagement, this is not the case among strong identifiers.

We report the findings from two studies that examine the association between emotional intelligence and leadership emergence in small groups. In both studies, members of groups completed measures of emotional intelligence and other individual differences prior to working on a group project. Their peers rated their leadership emergence at the conclusion of the project. Overall emotional intelligence and a number of its dimensions were associated with leadership emergence over and above cognitive intelligence, personality traits, and gender. These findings were observed when emotional intelligence was measured with an ability test but not when it was measured with a self-report scale. Among the dimensions of emotional intelligence, the ability to understand emotions was most consistently associated with leadership emergence.

This paper examines how emotional intelligence and cognitive intelligence are associated with job performance. We develop and test a compensatory model that posits that the association between emotional intelligence and job performance becomes more positive as cognitive intelligence decreases. We report the results of a study in which employees completed tests of emotional intelligence and cognitive intelligence, and their task performance and organizational citizenship behavior were assessed by their supervisors. Hypotheses from the model were supported for task performance and organizational citizenship behavior directed at the organization, but not for organizational citizenship behavior directed at individuals. We discuss the theoretical implications and managerial ramifications of our model and findings.

Emotional intelligence (EI) has been described as everything from a panacea to an invalid concept. This article focuses on recent research that clarifies what does and does not constitute EI, as well as its relationships with a variety of outcomes. We emphasize the role of EI in the workplace, and we distinguish between the positive outcomes that it facilitates, the negative outcomes to which it contributes, and the outcomes for which its role is unclear. We conclude by identifying specific issues that require further attention to advance our understanding of EI.

In organizations, it is common to talk about how wisely people manage their emotions. Even so, it is often not obvious whether a particular act of emotion regulation is wise or unwise and, to date, research has provided little guidance to judge the wisdom of emotion regulation efforts. We develop a model that construes wise emotion regulation as a process that involves: (a) setting an effective emotion regulation goal, (b) choosing an appropriate strategy to achieve that goal, (c) implementing that strategy effectively, and (d) adapting emotion regulation over time. We also develop propositions linking emotional intelligence to wise emotion regulation. Finally, we discuss the implications of our model and propositions for research and practice.

It is regretted that an error occurred in the above paper. The values for the parameter estimates and standard errors for theconstant term were not aligned properly in Tables 2 and 4. The values should be shifted to the right so that values only appearunder the headings for parameter estimate (b) and standard error (SE). In addition, because one participant was coded asbelongingtoanincorrectgroupinthedatafileusedfortheanalyses,someofthevaluesinTable4wereoffby±.01,±.02,or±.03.The statistical significance of all coefficients is correct, and so are all substantive conclusions. The correct Tables 2 and 4 follow.

This paper examines the role of self-regulation in the decision-making process that produces and sustains dissent. While dissent can benefit collective functioning, the person who enacts it is not always met with a warm reception. We therefore argue that remaining silent in the face of opposition is usually the easier choice, whereas dissent can be more difficult. As with other self-control problems, we posit that it requires self-regulatory resources to take the more difficult road – in this case, to articulate dissent in the face of disagreement. The results of the current study demonstrate that strong identifiers who contemplate the potential harms of a social norm to their group will dissent after they encounter disagreement from other group members, but only if they have not been depleted. Strong identifiers who were depleted and then encountered disagreement were less persistent in their dissent, and the data suggest that this was not to a general increase in selfish responding under depletion. We d...