Explore the vast range of titles available.

Salespeople make two types of judgments about customers in face-to-face interactions: those that are more intuitive and those that are more deliberative. The authors evaluate the influence of accurate intuitive and deliberative judgments on the performance of salespeople. To evaluate this influence, the authors employ matched survey, observational, and objective field data obtained before, during, and after salesperson-customer interactions. The results reveal that accurate intuitive judgments improve selling performance by enabling more appropriate initial sales strategies. These judgments not only help increase the effectiveness of salespeople's selling efforts but also reduce the amount of selling time, resulting in improved selling efficiency. However, performance is compromised when inaccurate deliberative judgments follow accurate intuitive judgments. The findings also identify different antecedents to judgment accuracy. Intuitive accuracy is influenced by domainspecific experience, similarity to the customer, and empathy for the customer, whereas listening skills and customer orientation influence deliberative accuracy.

Religious or spiritual experiences (RSE) are often difficult to fully express even if one might be able to describe particular aspects of them. Yet the influences that such carry in a person’s mode of being can be vast, and they are clearly a fundamental part of the human condition (whether accepted, denied, or dismissed, their occurrence appears universal). How then might these RSE—and the corresponding grounding implications—be better explained? This paper seeks to elucidate the problematic via an applied investigation of a self-theoretical framework which is composed of three interlaced “sets”: (1) Self-defining traits, (2) Self-directing traits, and (3) Self-evaluating traits. We will suggest that these elements (with consciousness and bodily presence) form a core self that is a separable facet from those of personal identity and whole person; and this finding will in turn require a brief look at consciousness and a two-tiered mental model. Taking the self-view into a phenomenological hermeneutical examination will illuminate the position at which RSE might reside within an individual’s cognition, and thence to exploring the pre-thought (the functionally pre-aware) foundations involved. Finally, some considerations will be given for how an understanding of the foregoing structure (if it be found valid) might contribute towards the purposive shifting of that self-basis from out of and towards which RSE are situated in a lifeworld.

Aim/Purpose: This study examines the role of psychological capital (PsyCap) as a moderating variable and burnout as a mediator in the relationship between toxic supervision on academic performance in doctoral programs. Background: Academic supervision is important in supporting students’ success in completing the doctoral program. However, there is a dark side that needs to be more widely revealed in the literature related to this process. Toxic academic supervision (TAS) for doctoral students is toxic leadership, which manifests as being associated with burnout, academic performance, and dropout rates. PsyCap, with the main elements of self-efficacy, hope, optimism, and resilience, plays an important role in helping reduce negative and positive academic impacts. However, empirical evidence is needed to show the role of PsyCap in academic supervision of doctoral programs. Methodology: The choice of research method is based on the aim to generalize knowledge in solving fundamental problems and challenges in supervision as a managerial issue in the super academic vision of the hypothetico-deductive method with a survey involving 221 doctoral students from social disciplines selected randomly, inferential analysis using Structural Equation Modeling (SEM). Contribution: This study contributes significantly to understanding the role of PsyCap in the context of toxic academic supervision and its implications for the mental well-being and academic success of postgraduate students. Furthermore, it offers a new approach to mitigating the negative effects of toxic leadership through PsyCap. This study reinforces the core idea of the Stress-as-Offense-to-Self (SOS) theory, which suggests that negative perceptions of how one is treated, particularly in academic supervision, can trigger feelings of humiliation and failure, ultimately leading to burnout and diminished academic performance. Findings: PsyCap reduces the negative impact of toxic supervision on the academic performance of doctoral students. Even though toxic supervision significantly increases burnout and decreases academic performance, doctoral students with high levels of PsyCap tend to be more resilient to these negative impacts. Self-efficacy, hope, optimism, and resilience mitigate the negative impact of toxic supervision on burnout and academic performance. Recommendations for Practitioners: Universities need to develop policies and programs that support the quality of supervision and student well-being. Interventions to enhance PsyCap among students, such as developing self-efficacy, optimism, and resilience, can help mitigate the negative effects of toxic academic supervision and maintain academic performance. These findings reinforce the importance of building PsyCap as a moderating variable to mitigate the negative effects of toxic supervision. Recommendation for Researchers: Exploration of other factors besides PsyCap that may play a role as moderators in the relationship between toxic academic supervision and burnout, such as academic culture, social support, academic environment, or coping styles, is suggested for further studies in relation to toxic supervision, burnout, and academic performance. Impact on Society: This study extends the scope of the SOS theory by incorporating resource scarcity as one of the stress triggers. Future Research: Future studies should also explore differences among PsyCap elements (self-efficacy, optimism, and resilience) that influence the impact of toxic supervision.

PurposeThis paper aims to provide an elucidative and explanatory overview of decision-making theory that human resource management and development (HR) researchers and practitioners can use to explore the impact of heuristics and biases on organizational decisions, particularly within HR contexts.Design/methodology/approachThis paper draws upon three theoretical resources anchored in decision-making research: the theory of bounded rationality, the heuristics and biases program, and cognitive-experiential self-theory (CEST). A selective narrative review approach was adopted to identify, translate, and contextualize research findings that provide immense applicability, connection, and significance to the field and study of HR.FindingsThe authors extract key insights from the theoretical resources surveyed and illustrate the linkages between HR and decision-making research, presenting a theoretical framework to guide future research endeavors.Practical implicationsDecades of decision-making research have been distilled into a digestible and accessible framework that offers both theoretical and practical implications.Originality/valueHeuristics are mental shortcuts that facilitate quick decisions by simplifying complexity and reducing effort needed to solve problems. Heuristic strategies can yield favorable outcomes, especially amid time and information constraints. However, heuristics can also introduce systematic judgment errors known as biases. Biases are pervasive within organizational settings and can lead to disastrous decisions. This paper provides HR scholars and professionals with a balanced, nuanced, and integrative framework to better understand heuristics and biases and explore their organizational impact. To that end, a forward-looking and direction-setting research agenda is presented.

Sebastian Rödl undermines a foundational dogma of contemporary philosophy: that knowledge, in order to be objective, must be knowledge of something that is as it is, independent of being known to be so. This profound work revives the thought that knowledge, precisely on account of being objective, is self-knowledge: knowledge knowing itself.-- Provided by publisher

Purpose This study aims to investigate the relationships between managers’ cognitive styles, dynamic managerial capabilities and firms’ perceived international performance. The study is based on cognitive-experiential self-theory, dynamic managerial capabilities and international entrepreneurship. Design/methodology/approach Data were collected from 283 managers of small medium enterprises (SMEs) in Türkiye, an emerging economy. The research was conducted using quantitative methods, and Smart partial least squares (PLS) 4 software was used for data analysis. The data were examined through structural equation modelling and mediation analyses. Findings Findings indicate that rational cognitive styles positively influence managerial human capital, managerial social capital, managerial cognition and perceived international performance. However, the effect of intuitive cognitive styles was confirmed only on managerial cognition. Additionally, it was found that managerial cognition positively affects perceived international performance, whereas managerial social capital has a negative impact. However, the effects of managerial human capital could not be confirmed. Moreover, a full mediation relationship of managerial cognition between intuitive cognitive styles and perceived international performance was identified. Originality/value This research carves out a unique niche by synergizing cognitive-experiential self-theory with dynamic managerial capabilities to investigate their conjoined effect on firms’ international performance, an area previously underexplored. Unveiling insights from burgeoning economies like Türkiye enriches the existing body of knowledge, offering substantial contributions to the field of international business.