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Emotions and confidence are said to play an important role in the career decision-making process. The present study, comprising 472 students attending a large university in the United Kingdom, advances current thinking in this area in two ways. First, by identifying specific emotional intelligence (EI) abilities that are key to decision making, and second, by exploring the role of career decision self-efficacy (CDSE) as a potential mediator in the relationship between EI and career decision-making difficulties (CDD). Regression and mediation analyses indicated that EI was negatively related to CDD and that effects were strongest for self-emotion appraisal. EI was also positively related to CDSE, with use of emotion eliciting the strongest effect. Career decision self-efficacy was largely found to mediate the relationship between overall and specific abilities of EI and CDD, with full mediation effects observed for self-emotion appraisal and use of emotion and various difficulties. The findings and limitations are discussed with reference to the literature together with practical implications for career counseling and suggestions for future research.

A quasi-experimental longitudinal intervention study utilizing intervention and comparison groups was carried out with first-year Malaysian college students in order to evaluate the effectiveness of a careers course designed to help students in their career decision-making. Participants in both groups were given questionnaires assessing career decision self-efficacy (CDSE), career indecision, and career decision-making difficulties at various time points. Career indecision and decision-making difficulties (CDDs) are different constructs in that research on career indecision encompasses a wider area wherein the identification of sources of career indecision, often referred to as decision-making difficulties, is one line of research. Gender differences at the outset and over the duration of the course were also examined. Results indicated that upon completion of the course participants in the intervention group experienced increased CDSE and reduced career indecision compared to the comparison group. An overall decrease in career decision-making difficulties was also observed, but further investigation revealed that the decrease was not significant in 1 of 10 subcategories of difficulties. Although gender differences in career indecision and career decision-making difficulties were observed at the outset, these disappeared over the course of the intervention. Implications and suggestions for further research are discussed.

This study seeks to explore the emerging psychosocial risks of healthcare accreditation in workplaces and understand healthcare professionals' (HCPs) perceptions of work demands and the unexpected consequences such accreditation has created for them. Methods: Twenty-seven semi-structured interviews and four focus group discussions were conducted with a variety of HCPs, including doctors, nurses, pharmacists, and allied health professionals. The study was conducted in three public hospitals and a network of primary healthcare centers in the United Arab Emirates. Interviews and focus group discussions were transcribed and analyzed using a theoretical thematic analysis approach. Results: The results showed that a number of psychosocial risks were prevalent during the course of accreditation. HCPs faced increased work demands during such a process, including increased working hours, increased working pace, perceived time pressure, and conflicting information. Such demands were perceived to influence not only their health but also their families as well as patients' care. In contrast, teamwork and coworker support were vital to mitigate the effect of such demands. Implications: This study identified emerging risks during the process of accreditation. The findings show that the process of accreditation increases work-related risks before the inspection visit. These findings have significant implications for understanding how accreditation processes increase psychosocial risks; they also consolidate the idea that appropriate systems and support for HCPs should be a priority when planning for accreditation.

2015),"The mediating role of burnout on the relationship of emotional intelligence and self-efficacy with OCB and performance", Management Research Review, Vol. 38 Iss 1 pp. 2-28 http://dx.If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -This study aims to examine the concepts of trait emotional intelligence (EI), emotional labour strategies and burnout among internal human resources (HR) service providers. It proposes a model to deepen our understanding of the processes explaining the protective effects of trait EI on employee burnout. Design/methodology/approach -The present study comprises a sample of 143 HR professionals from a large Malaysian financial institution. Findings -Results suggest that trait EI predicted personal-and work-related burnout but not client-related burnout. Trait EI was also found to be partly related to emotional labour (EL), exhibiting a negative relationship with surface acting but not with deep acting. While surface acting exhibited a significant relationship on all three forms of burnout, deep acting was only significantly related to client burnout. Moreover, mediation analyses revealed that surface acting partly mediated the relationship between EI and burnout. Originality/value -This study examines the relationship between EI, EL and burnout in HR professionals. This study is the first in the literature to examine these relationships in the context of internal service providers and in a non-Western context. Our study enhances our understanding of the processes explaining the protective effects of trait EI on employee burnout in a non-Western context.