By Xiangdong Xie
We determine a Bowen kind stress theorem for the basic crew of a noncompacthyperbolic manifold of finite quantity (with measurement a minimum of 3).
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Additional resources for A Bowen type rigidity theorem for non-cocompact hyperbolic groups
Day, A. , & Carroll, S. A. (2004). Using an ability-based measure of emotional intelligence to predict individual performance, group performance, and group citizenship behaviours. Personality and Individual Differences, 36, 1443–1458. Domagalski, T. A. (1999). Emotion in organizations: Main currents. Human Relations, 52(6), 833–852. , & Extremera, N. (2006). Emotional Intelligence: A theoretical and empirical review of its ﬁrst 15 years of history. Psichothema, 18, 7–12. , & Spector, P. E. (2000).
Though progress toward theory development of emotional intelligence spans several decades (see Thorndike, 1921; Gardner, 1983; Guilford, 1956), the term emotional intelligence is mostly associated with research on intelligence and the processing of affective information (Mayer, DiPaolo, & Salovey, 1990). Of most interest within this research framework is the idea of emotional competencies: emotional self-awareness, regulation of emotions in the self, social awareness of emotions and empathy, regulating emotions in others, motivational tendencies, and character (Goleman, 1998).
These clusters may serve as a basis to select key competencies that have an impact on individual performance and vertebrate human resource strategies around them. Power competencies seemed to be the ones that have a stronger effect over job performance. This may imply a magniﬁed importance of these competencies for selection, performance or career progression policies, and an urgency of designing training programs that enhance them. Future research is necessary to assess what role EI plays in promoting power competencies, such as inspirational leadership or inﬂuence and how they can be developed using different training methods.