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Autism Spectrum Disorder (ASD) delivers unique challenges for children in their communication, social interaction, and learning abilities. To address these challenges and empower children with ASD, this work introduces an innovative AI-powered education tool that harnesses the potential of the Internet of Things (IoT) and Emotional Intelligence (EI). The proposed tool utilizes cutting-edge Artificial Intelligence (AI) algorithms, such as Haar-cascade Python libraries, Convolution Neural Network (CNN) for accurate Facial Expression Recognition (FER). By capturing real-time facial expressions, the system aims to better understand and respond to the emotional states of children with ASD, enhancing their social engagement and interaction skills. To further support the emotional well-being of children with ASD, the system integrates a sweat conductance detection sensor based on Galvanic Skin Response (GSR). The GSR sensor enables the real-time monitoring of stress levels, providing valuable insights into the child’s emotional states and facilitating timely interventions when emotions become unstable. The power of the Internet of Things (IoT) is leveraged through the use of NodeMCU (ESP8266–12E Microcontroller unit), enabling seamless communication and data transmission for remote monitoring and analysis. This allows parents, caregivers, and educators to access valuable information regarding the child’s emotional responses and progress in real-time, facilitating personalized and effective support. Through the AI-powered education tool’s interactive interface, children with ASD are engaged in stimulating and educational activities, fostering their cognitive and emotional growth. The system offers a range of interactive learning experiences, including rhymes audio, promoting self-expression and learning in an inclusive environment.

Purpose: This research aims to examine whether managerial innovative practices, the influence of external factors and the level of uncertainty in the external environment influence/alter the relationship between emotional intelligence and human capital performance. Design/methodology/approach: This study will assess the impact of three specific mediators on the positive expected relationship between emotional intelligence and human capital performance. This is quantitative research with the use of questionnaires on a random sample of 236 managers of small-sized units who work in businesses that are occupied with the organization of several sports, tourism and cultural event projects. Findings: Managerial innovative practices were found to be positively associated with emotional intelligence, but also with the performance of human capital. Therefore, managers with high levels of emotional intelligence tend to apply managerial innovative practices to a greater extent. Both the influence of external factors and the level of uncertainty in the external environment, slightly alter the relationship of emotional intelligence with the performance of human capital, but at the same time, keeping it at relatively similar levels. Originality: Several studies have shown both the influence of emotional intelligence on the performance of human capital, and the positive effect of managerial innovative practices. However, no previous research effort examines simultaneously the influence of emotional intelligence with the simultaneous effect of managerial innovative practices on human capital performance. Also, linking an organization’s performance to changes in the external environment is rare, as the independence and lack of control affect the immediacy of the connection.

Clinical depression is one of the most common psychiatric disorders in adults, yet non-clinical depression in the community may go unnoticed, despite high prevalence rates and significant psychosocial impairment. The aim of the current study was to classify 1,226 individuals from a community sample on the basis of depression scores (using the Depression Anxiety Stress Scales, DASS) and to determine whether depression in a non-clinical sample differed significantly from healthy controls on a profile of multimodal measures. The data analyzed in this study included personality, emotional intelligence, cognition and psychophysiology. It was predicted that non-clinically depressed participants would differ from healthy controls on measures of personality (increased neuroticism; decreased extraversion), emotional intelligence (decreased), cognition (impairments in executive dysfunction and memory impairment), psychophysiology (increased resting-state, right-frontal activation; diminished skin conductance) after controlling for gender, age, handedness and years of education. Findings provide support for the majority of hypotheses, though no evidence was found for memory impairment or frontal hemispheric asymmetry. Longitudinal studies are needed to determine the extent to which of these findings will have utility for the prediction of depression onset and treatment response/non-response.

Over the last decade, an increasing number of research studies have focused on the construct of Emotional Intelligence (EI), which may be broadly defined as the capacity to perceive and regulate emotions in oneself as well as those of others. Researchers have generally adopted an organizational or management focus to the study of EI, however studies which adopt a more integrated perspective by combining psychological with biological measures, may help in further elucidating this relatively abstract construct. The first objective of this paper was to report on the psychometric properties of a brief, self-report measure of EI (Brain Resource Inventory for Emotional intelligence Factors or BRIEF), comprising internal emotional capacity (IEC), external emotional capacity (EEC) and self concept (SELF). Second, we further explored the validity of the measure by assessing the relationships between the BRIEF and variables considered relevant to the understanding of EI (including gender, age, personality, cognitive intelligence and resting state electroencephalography, EEG). The BRIEF possessed sound psychometric properties (internal consistency, r = 0.68 - 0.81; test-retest reliability, r = 0.92; construct validity with the Self Report Emotional Intelligence Test, r = 0.70). As hypothesized, females were found to score higher than males on EI. EI was associated more with personality than with cognitive ability, and EEG was found to explain a significant portion of the variance in EI scores. The finding that low EI is related to underarousal of the left-frontal cortex (increased theta EEG) is consistent with research on patients with depression, as well as attention deficit hyperactivity disorder. Although EI did not display age-related increases, this might relate to the exclusion of adolescents from our sample. In conclusion, examination of the way in which EI measures relate to a complementary range of psychological and biological measures may help to further elucidate this construct.

Introduction: Depression is characterized by disturbances in affect, cognition, brain and body function, yet studies have tended to focus on single domains of dysfunction. An integrated approach may provide a more complete profile of the range of deficits characterized by depressed individuals, but it is unclear whether this approach is able to predict depression severity over and above that predicted by single tasks or domains of function. In this study, we examined the value of combining multiple domains of function in predicting depression severity.

Methods: Participants contained in the International Brain Database, () had completed three testing components including a web-based questionnaire of Personal History, the Brain Resource Cognition battery of Neuropsychological tests, Personality assessment and Psychophysiological testing. Two hundred and sixty six of these participants were able to be classified as either non-depressed, mild-moderately or severely (non-clinically) depressed, based on a depression screening questionnaire. Analysis of variance identified variables on which the categorized participants differed. Significant variables were then entered into a series of stepwise regressions to examine their ability to predict depression scores.

Results: An integrated model including measures of affect (increased Neuroticism; decreased Emotional Intelligence), cognition (increased variability of reaction time during a working memory task; decreased "name the word component score" in the verbal interference task), brain (decreased left-lateralized P150 ERP component during a working memory task) and body function (increased negative skin conductance level gradient) were found to predict more of the variation in depression severity than any single domain of function.

Discussion: On the basis of behavioral as well as Psychophysiological findings reported in this study, it was suggested that deficits in subclinically depressed individuals are more pronounced during automatic stages of stimulus processing, and that performance in these individuals may improve (to the level displayed by controls) when task demands are increased. Findings also suggest that it is important to consider disturbances across different domains of function in order to elucidate depression severity. Each domain may contribute unique explanatory information consistent with an integrative model of depression, taking into account the role of both behavior and underlying neural changes.

The importance of leadership capability (LC) and knowledge management (KM) are well recognised in the popular and academic press to achieve competitive advantage. Although organisations are applying many skills and practices to address the problems for the achievement of competitive advantage, but unable to focus on the measurement and relationship aspects of LC and KM. Many organisations are succeeding and achieving their goals and targets generally with their human resource skills, and particularly with LC and KM. But there are no methodologies for their measurement aspects to plan for the required human resource with necessary competencies as per the desired organisational goals.

A research is carried out to develop a methodology for the measurement and relationship aspects of the LC and KM. As the main purpose of this paper is to investigate a relationship between LC and KM, a research study is carried out in: (i) development of process models for LC and KM, (ii) developed an instrument for measuring the LC and KM efforts and (iii) investigated for the relationship between LC and KM.

Based on the survey of 247 managers in the three major public sector undertakings, the LC and KM skills have been measured, and analysed for their relationship. The analysed data interprets that there is a positive correlation relationship between the LC and KM. Finally, this research limitations and implications have been examined.

Knowledge sharing is deemed to be important for organisation as it helps to bring much benefits to the organisation, such as enhancing one's creativity. Knowledge sharing behaviour (KSB) is highly subjective and it depends on one's willingness to participate in such behaviour. Prior research has indicated that a person's emotional intelligence (EI) affects one's ability to share their knowledge and through knowledge sharing it helps to increase creativity in workplace. Despite such claims had been made by researchers, yet there is very little empirical examination has been conducted to examine the link between EI and perceived creativity through KSB. Thus, the purpose of this paper is to examine the influence of KSB as a mediator between EI and creativity. A survey was conducted and obtained a total of 176 valid respondents from 20 MNCs in Klang Valley. Multiple linear regression analyses were used to analyse the hypotheses. The results indicate that KSB mediates the relationship between EI and creativity. The results also indicate that EI plays an important role in influencing one's willingness to share his or her knowledge.

Growth and success of an organisation are primarily dependent on its ability to develop, leverage, and utilise its knowledge base. This study developed a model to test the impact of antecedents of knowledge Sharing (KS) on team performance. The antecedents were classified as organisational characteristics (structure, learning culture, employee training, reward system, top management support) and individual characteristic (emotional intelligence). The study is based on data collected with the help of structured questionnaires from 582 team members working under 69 teams in 26 surveyed organisations in India. Results suggest that high emotional intelligence increases the extent of KS and hence, has positive impact on team performance among cross-functional team members. Moreover, mutual trust among team members moderates KS behaviour and team performance. Thus, findings confirm the applicability and predictive power of the proposed model. Furthermore, this model contributes to the literature of predicting KS practices in cross-functional projects.

It can be observed that researchers in today’s generation have started to concentrate on what has previously been considered as the “soft” side of individual differences, including moods, feelings and emotions in relation to job performance. Emotional Intelligence (EI) as the software element of the mind is illuminated as a perspective and as a working construct. A lot of studies have correlated EI with job performance and mental ability, but some researchers believe that some concepts, such as organisational commitment, and turnover intentions, are still unexplored variables that need to be studied further especially in a non-western context. This study attempts to fill this gap by testing some of these links in the UAE. Data was collected from 321 employees of two large banks in the UAE and the analysis showed a strong correlation between all EI dimensions and turnover intentions. Results of the study also showed that organisational commitment mediated the relationship between EI and turnover intentions.

The study of the correlation between Emotional Intelligence (EI) and work performance is crucial for the organisation. Some of the organisations do not consider EI skills as the work performed. This study investigates the correlation between EI and the work performance of a telecommunication research company in Malaysia. There are 66 participants involved in this study: senior researchers and researchers. A set of questionnaires was distributed to assess their employees’ background, EI, and work performance. As a predictor of research employees’ work performance and EI, the results show that EI had a significant positive relationship with work performance. The findings also show that employees with high EI experience a greater level of task performance. Moreover, the authors also present the relationship of EI with work performance over employees’ background such as gender, marital status, age and work experience. It was found that married employees have a higher correlation than single employees. The study recommends that organisations introduce EI development programs for existing staff to improve their performance at work.

In the last 10 years, Artificial Intelligence (AI) has seen successes in fields such as natural language processing, computer vision, speech recognition, robotics and autonomous systems. However, these advances are still considered as Narrow AI, i.e. AI built for very specific or constrained applications. These applications have its usefulness in improving the quality of human life; but it is not good enough to do highly general tasks like what the human can do. The holy grail of AI research is to develop Strong AI or Artificial General Intelligence (AGI), which produces human-level intelligence, i.e. the ability to sense, understand, reason, learn and act in dynamic environments. Strong AI is more than just a composition of Narrow AI technologies. We proposed that it has to be a holistic approach towards understanding and reacting to the operating environment and decision-making process. The Strong AI must be able to demonstrate sentience, emotional intelligence, imagination, effective command of other machines or robots, and self-referring and self-reflecting qualities. This paper will give an overview of current Narrow AI capabilities, present the technical gaps, and highlight future research directions for Strong AI. Could Strong AI become conscious? We provide some discussion pointers.

This article examines the relationship between work values, emotional intelligence, and career commitment in the Indonesian banking industry. Generation Y have different characteristics, behaviours, and views than previous generations. This cohort is highly expressive and confident but lacks career commitment. If Generation Y individuals feel their career expectations are not met, they change careers easily. A pilot test of 50 Generation Y respondents in Mandiri Bank, Jakarta was performed. Questionnaire data was collected and analysed using correlation and regression analyses. The results showed that work values influence their career commitment while emotional intelligence does not. Implications of the findings are discussed.

The study has been taken up with a purpose to understand how a leader can behave during the times of crises. Such times may demand situational and unplanned decisions. Every crisis has different internal and external context; thus, leadership competences which can be useful in “normal” circumstances may not be fruitful in times of crises. However, there could be certain approaches/competences of leadership which can be generalised. The work is based on the review of literature and in-depth interviews with leaders from 23 organisations representing the Indian small and medium-sized enterprise sector. Lived experiences of the participants were captured in the form of narration to understand their role as a leader to keep their businesses alive during the COVID-19 pandemic. With the help of thematic coding, lessons were drawn to develop an understanding of the underlying key competences of a leader that can help to take firm actions during challenging situations. The findings of the study suggest that seven identified leadership competences (PREFACE) can be applied during a crisis to achieve a balance between people and organisational economy. These leadership competences can help in overcoming unforeseen situations to gain competitive advantage and survive challenges. The study holds some important practical implications. Such times like the one where the world is battling a deadly virus, agile and effective decisions need to be made. It should be noted that the post crisis world would also be filled with challenges, such as: lack of demand, lack of jobs, changed work habits and raised inequality. With the help of the suggested competences, one may find a ground to base his/her actions to overcome trials posed due to a crisis. This study addresses an important gap in the literature by presenting an overarching framework for the crisis leadership in the small and medium enterprise sector. This chapter, with the help of in-depth interviews, highlights some important leadership competences which can be helpful in handling crisis situations in small and medium enterprises.

This chapter examines a complexity-inspired model for multilevel analysis of situations. Originally termed relational introspection (Wakefield, 2012), other adaptations include fractal relationality (Boje & Henderson, 2015) and the self–others–situation (SOS) model described herein. I then adapt it for use in open-plan office environments, where workers are able to observe one another’s every move. This adaptation leverages storytelling in the form of a self-narrative, as described by Chang (2016), to explore unfolding patterns of behaviors and perceptions, ultimately adding an emotional intelligence component in the interest of encouraging constructive patterns in settings where one’s own influence may not necessarily take center stage.

Education is how lifelong progress is achieved through learning, unlearning and relearning. This chapter summarises the pilot of a social application based on the Mereon Matrix, and closes with an addendum that updates the original social application based on the Mereon Matrix. BELONGING was designed to rebuild the hearts and minds of teachers, strengthening their relationships with administrations, parents and learners. It provides a tool for addressing classroom management that was intentionally developed to fully support, yet operate independent of the curriculum. The results of this programme, implemented in an Italian school district since 2004, exceed what one might have dared to dream: BELONGING builds authenticity, develops character, and nurtures relationship skills, all of which are essential to learning and learning to lead. In a world driven by competition, separating winners from losers, BELONGING reveals connections and grows cooperation and empathy. This project indicates how authenticity, responsibility and accountability foster survival. It makes it clear why competent, creative, freethinking individuals who work together in a cooperative endeavour, strengthen stability to increase the possibility that a system can transcend survival. In 2017, the BELONGING brand was established and updated; design betas took place in the US and Indonesia; and global marketing efforts are underway in the fall of 2017.