This quantitative study investigated the bond between a leader's emotional intelligence to employee motivation. The research was conducted at a federal government agency resided north bound of the United States of America. Participants consisted of 350 full time employees from various units of the organization. The leader's emotional intelligence was tested with Emotional Social Competence Inventory (ESCI) tool, whereas employees' motivation was verified with the Four Drive (4-D) instrument. The study depicted a link between a leader's emotions and employee interest to excel. Emotional aptitude scored high, which indicates that the leader's emotion affected employees' behavior. Employees likely to stay with the organization displayed strong organizational awareness with high sense of belonging. The different groups observed, revealed results with both positive and negative significant correlations (p < .05). The final outcome depicted that a leader's emotional intelligence influenced employees' motivation to excel. As the sample size was large some of the results were generalized.

Many customer satisfaction studies in the service industry use SERVQUAL, an instrument developed by Parasuraman, Zeithaml, and Berry (1998). Similarly, many studies on customer loyalty use the Net Promoter System™ (NPS®) developed by Reichheld (2003). Even though researchers acknowledge a relationship between satisfaction and loyalty, there is currently no empirical evidence demonstrating such relationship using SERVQUAL and NPS. In that regard, this study analyzed the antecedents of satisfaction measured by SERVQUAL that influence loyalty as measured by NPS in the context of the residential broadband service industry. To that effect, 208 broadband customers in the U.S. Midwest region were surveyed online. A confirmatory factor analysis confirmed the latent structure of collected data, validating the use of the five SERVQUAL factors as predictors. An ordinal logistic regression (OLR) model built on the collected data confirmed the existence of a statistically significant relationship between Empathy (one of the factors) and customer loyalty, suggesting that increasing empathy by one point increased the odds of becoming a promoter by 11.73%. The final model was validated using the Akaike information criterion (AIC), a single sample cross-validation model.

High-Fidelity Human Simulation (HFHS) is used in many disciplines, including nursing, as an innovative teaching pedagogy that offers an active learning process. The simulation process involves a number of stages with the most critical stage identified as debriefing. The main focus of debriefing is to stimulate reflection and encourage communication while exploring the emotions of the participants. These emotions assist in framing the experience that aids in enhancement of learning for the student. This quantitative, quasi-experimental study explored the comparison of two debriefing processes, video-assisted and oral, by assessing the students' opinion of the debriefing experience and the students' rating of the importance of the debriefing experience. Participants were first semester baccalaureate nursing students. The overall finding and the four subscales for both dependent variables showed no statistical significance. This article provides further evidence to guide educators to a preferred method of debriefing students after a simulated experience.

This study examined the incorporation of tacit knowledge into corporate business intelligence and its impact on business performance, specifically analyzing individual productivity. Business productivity in relation to the use of knowledge has been investigated but using macro-dimensions not specifically oriented to individual workers' productivity. This study was based on externalization, one of the modes in the theory of organizational knowledge creation (that is, converting tacit knowledge into explicit knowledge). The findings on the literature stated that knowledge is the most important piece of business competitive advantage and that tacit knowledge is a key part of that knowledge. This research found that tacit knowledge did not influence individual engineers' productivity and as such did not affect business performance. Additionally, it found that tacit knowledge was not a factor that could be used to predict individual productivity. This research was the first attempt to investigate individual productivity in relation to tacit knowledge.

This article focuses on factors that comprise effective risk communication, decision-making, and measurement of information technology (IT)/ information assurance (IA) risk. A review of the extant literature provided the basis for the formulation of research questions. The sample population consisted of senior IT/IA practitioners from Florida chapters of information security professional organizations. Results of this study found that decision making, and measurement are all factors in effective risk communication of IT/IA risk to non-IT personnel. This research has implications for both IT/IA practitioners and recipients of risk communication through the identification of factors which influence IT/IA professionals in how and why IT/IA risk communication take place, and consequently, how to simplify and improve its effectiveness.