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Access to this document was granted through an Emerald subscription provided by 405387 [] For AuthorsIf 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 -In 1990, Salovey and Mayer presented a framework for emotional intelligence (EI). This marked the beginning of 20 years of academic research, development, and debate on the subject of EI. A significant amount of previous research has attempted to draw out the relationship between EI and leadership performance. EI has been a uniquely controversial area of the social sciences. EI is based on three simple yet fundamental premises. This manuscript reviews the definitions and models in the field of EI with special emphasis on the Mayer ability model and the connection between EI and leadership. The paper aims to discuss these issues. Design/methodology/approach -This paper takes the form of a literature review.Findings -EI appears to have a foothold in both our popular vernacular and our academic lexicon. However, it is not entirely clear what future form it will take. Originality/value -This manuscript explores the current relationship between EI and leadership, discusses the various instruments and scales used to measure the construct, and examines the controversy and criticism surrounding EI. Finally, it illuminates some areas for additional research.

We examine the relationship between leader grandiose narcissism, composed of admiration and rivalry, and corporate fundraising success in a sample of 2377 organizational leaders. To examine a large sample of leaders, we applied a machine-learning algorithm to predict leaders' personality scores based on leaders' Twitter profiles. We found that admiration was positively related to - while rivalry was negatively related to corporate fundraising success (in '000s). Analyses also showed that leader gender does not moderate this relationship, unlike initially expected. We discuss and compare our findings to previous work on narcissism and crowdfunding.

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