This paper investigates the cross‐cultural validity of the Wong and Law Emotional Intelligence Scale. Two samples of university students were recruited: 504 from a Nepali university and 260 from a UK university. In relation to culture, structural equation modelling analyses provided support for the scale's configural invariance and the configural, metric, and scalar invariance of two if its subscales. Evidence for measurement invariance was also found in relation to gender in both samples. Tentative analyses suggested that the correlation between self and other emotion appraisal was stronger among UK participants and that UK participants scored higher on the Other Emotion Appraisal subscale. No gender differences on emotional intelligence were found in the Nepali sample, while among UK students, males scored higher on Regulation of Emotion and lower on Other Emotion Appraisal than females. In the Nepali sample, science students scored lower on various aspects of emotional intelligence than humanities students.

This research is about the study of the Saving and Credit Co-operative Societies (SACCOS) employees' personality traits, self-efficacy, and organizational commitment of Kathmandu district. The researchers have used Mini-IPIP five-factor model personality. The scale consists of 20-items short form of the 50-items IPIP-FFM. The Big Five personality traits have measured employee's agreeableness, conscientiousness, emotional stability, extraversion and intellect. The Organizational commitment scale is used to measure the employee's affective, normative and continuance commitment. The employees are human capital and without their contribution, no one can imagine of this present digital world. The Self-efficacy scale is used to find the optimistic beliefs of employees' competence to deal efficiently with a variety of stressful situations. The total sample size consists of 260 employees (Male = 127 & Female = 133). The samples are drawn from Sixty Three SACCOS of Kathmandu district only. This study finds the relationships among the SACCOS employees' personality traits, commitment and self-efficacy to handle the employees' behavior efficiently for the overall productivity of an organization.

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This paper reflects the views of psychologists Gergen, andWeishar, and social constructionists like Harre. The management of anger teaches us to forgive someone and to have a clear ideology. The holy books ‘Geeta’ and the Bible both emphasize the request to “replace anger with love.”The authors like Novaco, Van Leuven, and Claude Steiner, have their own views on anger. The views of Mishra (Age of Anger) are praiseworthy. Daniel Goleman says anger is poison. Similarly, the views of Peale, Murphy, Hattie, and Watkins expressed their views on religion and self-esteem. Derrida’s logocentrism shows an emphasis on justice and Murphy’s view of the subconscious mind and on altruistic motives. Spielberger expressed his lucid views on stress and anger. This research focuses on the views of the six theorists mentioned in the title. Anger management teaches us how to forgive a person and one should have clarity in his or her conscience.

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