Building on the empirical findings of Part One, this article examines whether and how empathy may be developed, sustained and restored within Anglican ministry. Drawing again on archidiaconal testimony, it explores the formative ecology of ministry, including theological education, supervision, contemplative practice and diocesan culture. Archdeacons express a qualified but persistent hope that empathy is not fixed, but formable through self-awareness, reflective practice, prayer and skilled oversight, even while acknowledging limits where defensiveness or relational harm persists. The article brings these insights into dialogue with psychological research on emotional intelligence and theological accounts of compassion, kenosis and the cure of souls. It argues that empathy is neither a purely psychological trait nor a dispensable pastoral refinement, but a spiritually grounded, vocationally essential capacity. The article concludes by considering implications for clergy selection, formation, supervision and episcopal oversight within the Church of England.

This article reports on the results of a multi-year, multi-phase international quantitative research investigation into perceptions of board chair leadership impact in nonprofit and voluntary organizations in Canada, the United States, and the United Kingdom. Specifically, this research tests four hypotheses and a hypothesized model derived from theoretical perspectives on chair leadership effectiveness that emerged when the results of a prior grounded theory research investigation were reviewed ex post facto through the lens of leadership literature (see Harrison and Murray, NPML, accepted). The purpose of this phase of the research is to determine: (a) whether there is empirical support for the theoretical perspectives advanced; and (b) which perspective offers the best explanation for why some board chairs are perceived as having more impact in the role than others. The results suggest chair leadership effectiveness is best understood as a multi-dimensional theoretical construct explained by more than one leadership theory. The article concludes with a discussion of the findings and directions for further research.

Women entrepreneurs face distinct gender-specific challenges, including restricted access to venture capital, work–life conflicts driven by stereotypes, and competing demands from their roles as business owners, caregivers, and community leaders. These pressures often foster polychronicity – a temporal orientation favoring simultaneous task management. Grounded in role accumulation theory, we conduct a two-stage survey of 129 Chinese women entrepreneurs to investigate the relationship between polychronicity and resilience. We further examine three moderators – frequent interruptions, entrepreneurial experience, and emotional intelligence – that amplify polychronicity’ s resilience-building effects. This study highlights the positive association between polychronicity and women entrepreneurs’ resilience, offering new insights into temporal dynamics in entrepreneurship. It also provides women entrepreneurs with practical strategies to help them navigate multiple role challenges and thrive amid adversity by leveraging their preference for multitasking.

This article reimagines emotional intelligence as a theological and sacramental dimension of Anglican ministry, moving beyond secular paradigms of psychology towards a model rooted in incarnational presence, pastoral vulnerability and ecclesial formation. Drawing on qualitative research with Church of England Archdeacons, it explores clergy emotional ecology, the affective demands of priesthood and the implications for ministerial formation, discernment and leadership. The study proposes that emotional intelligence, when understood as theological praxis, contributes to spiritual maturity, vocational resilience and ecclesial integrity. It calls for integrative pedagogies, reflective disciplines and ecclesial cultures that honour emotional life as a site of divine encounter and priestly authenticity.

Hybrid work has been the most identified flexible working model to be adopted after the recent pandemic crisis. However, little is known about how and when it may impact job performance. Relying on the Job-Demands-Resources model, we developed a conceptual model testing the indirect effect of perceived effects of hybrid working models on job performance through decreased occupational stress. Furthermore, we also argued that emotional intelligence would play a moderating role in the former indirect relationship. The authors utilized a time-lagged survey approach, gathering data from 1055 hybrid workers employed at diverse financial organizations in Portugal across three distinct time points (T1, T2, T3). Quantitative analysis of the data was conducted using the SPSS PROCESS Macro and JASP software. The findings showed that a positive attitude toward hybrid work positively influenced job performance once it decreased employees’ occupational stress. This relationship was stronger for those who scored higher on emotional intelligence (versus lower scores). The findings enhance our comprehension of emotional intelligence’s significance within the nexus of hybrid work perception, performance, and stress. They underscore the pivotal role of fostering emotional intelligence as a fundamental component of hybrid work management strategies aimed at enhancing both employee well-being and performance in flexible working settings.

This research proposes an adaptive human-robot interaction (HRI) that combines voice recognition, emotional context detection, decision-making, and self-learning. The aim is to overcome challenges in dynamic and noisy environments while achieving real-time and scalable performance. The architecture is based on a three-stage HRI system: voice input acquisition, feature extraction, and adaptive decision-making. For voice recognition, modern pre-processing techniques and mel-frequency cepstral coefficients are used to robustly implement the commands. Emotional context detection is governed by neural network classification on pitch, energy, and jitter features. Decision-making uses reinforcement learning where actions are taken and then the user is prompted to provide feedback that serves as a basis for re-evaluation. Iterative self-learning mechanisms are included, thereby increasing the adaptability as stored patterns and policies are updated dynamically. The experimental results show substantial improvements in recognition accuracy along with task success rates and emotional detection. The proposed system achieved 95% accuracy and a task success rate of 96%, even against challenging noise conditions. It is apparent that emotional detection achieves a high F1-score of 92%. Real-world validation showed the system’s ability to dynamically adapt, thus mitigating 15% latency through self-learning. The proposed system has potential applications in assistive robotics, interactive learning systems, and smart environments, addressing scalability and adaptability for real-world deployment. Novel contributions to adaptive HRI arise from the integration of voice recognition, emotional context detection, and self-learning mechanisms. The findings act as a bridge between the theoretical advancements and the practical utility of further system improvements in human-robot collaboration.

Autobiographical memories (AMs) are partly influenced by people's ability to process and express their emotions. This study investigated the extent to which trait emotional intelligence (EI) contributed to the emotional vocabulary of 148 adolescents – 60 speakers of Spanish as a heritage language (HL) raised in Germany, 61 first-language (L1) German speakers and 27 L1 Spanish speakers – in their written AMs of anger and surprise. The results revealed that heritage speakers with high trait EI used more emotional words in their AMs. These bilinguals also used more positive, negative and high-arousal words in their HL and in their AMs of anger. Similar patterns were observed in the AMs produced in Spanish (HL and L1), but L1 Spanish speakers used more emotional words in their AMs of surprise. By contrast, L1 German speakers used more emotional words than bilinguals in their AMs in German, and AMs of anger in German included more emotional vocabulary than those addressing surprise events.

The purpose of this paper is to explore the influencing mechanism of shared leadership (SL) on taking charge behavior (TCB) based on cognitive–affective system theory. Specifically, the current study intends to build a model of perceived insider status and emotional intelligence that mediate the relationship between SL and TCB from a dual cognitive–affective perspective. Further, given the nature of SL that develops through social interactions, we propose and examine the moderating role of social media use in the relationship between SL and TCB. We used multilevel and multi-sourced data to test the theoretical model and used a social network approach to measure SL in teams. Our findings provide a significant contribution to the literature in that this paper shows perceived insider status and emotional intelligence as a crucial dual mediating mechanism through which SL influences TCB and affords fresh thoughts for IT-related contextual conditions.