In relation to the problem of conceptualization and operationalization of social intelligence, several issue areas are discussed. This report presents an analysis of the extracted factor structure of the MESI methodology which represents the psychometric approach to studying and measuring social intelligence. The results of the research carried out on the sample of 1130 respondents enabled extraction of the structure of the MESI methodology factors (manipulation, empathy and social irritability). The report also introduces the full version of the MESI methodology.

The article focuses on the problem of social and emotional intelligence in school environment, as this aspect of social psychology has never been researched in detail from the pedagogical viewpoint. The main objectives of the research were to find out whether headmasters, teachers and students are socially and emotionally skilled, whether social and emotional intelligence are viewed differently according to gender and whether there are any connections between the mentioned aspects and the age of respondents. In the first part of the analysis we tried to find differences between the position within an organisation and social and emotional intelligence. The second part focuses on the differences between gender and social and emotional intelligence. The third part describes the connections between the age of respondents and social and emotional intelligence. The research was carried out by means of the TSIS and TEIQue-SF questionnaires on the sample of 569 participants.

When considering the challenges for sustainable business, companies implementing cross-border reallocation of capital by means of mergers and acquisitions should take into account the context and evaluation of attributes of their future implementation. The main aim of the paper is, therefore, to identify and specify the key attributes of sustainable cross-border mergers or acquisitions (M&As) influencing the considerations about their future implementation. On the basis of the views of managers from 120 companies (international corporations selected from the Zephyr database) located in 45 countries within the European area that had previously been the subject of a cross-border merger or acquisition, significant attributes were extracted in connection with their experience from their implementation. These attributes are taken into account when considering the implementation of a cross-border merger or acquisition in the future. A factor analysis of the data obtained allowed the extraction of three key attributes of implementation of a potential merger and acquisition process as an important tool of business sustainability—aims, concerns, and reasons. This paper further presents the basic parameters of the Attributes of Future Mergers and Acquisitions (AFM&A) methodology: eigenvalues, Cronbach’s alpha values, the percentage of the variance explained, inter-correlations of the extracted factors, and the results of an analysis of differences in the assessment of the extracted factors by managers. At the same time, no statistically significant differences were found in the assessment of the extracted merger and acquisition assessment factors. The study fills in the research gap in the area by identifying and specifying the attributes of considering the future implementation of M&A management in terms of the broader concept of this issue.

Concerning the issue of conceptualization and operationalization of abusive supervision, contemporary studies including the one presented below discuss several issues. The presented paper is aimed at the downward (vertical) form of workplace bullying, described in literature as abusive supervision or bossing, and the form of its assessment within the work environment. Furthermore, a new original methodology designed to measure bossing psychometrically, is proposed and labeled as BOSS. On the basis of the research results, which involved participation of 525 respondents (non-managerial workers; 40% men and 60% women), two factors of the BOSS methodology were extracted and labeled as: Communication-Aimed Bossing and Psyche-Aimed Bossing. Bossing is typically manifested within two distinct areas represented by these extracted factors. The full version of the BOSS methodology is also presented in the paper.

The objective of our investigation was to verify a questionnaire’s suitability in identifying managerial competencies concerning managers’ personality characteristics. Methods: For the content validity of the questionnaire assessment of managerial competencies (AMC23), we investigated its coherence with the appraisal of the management style methodology, i.e., managerial grid (MG), with correlation analysis. The existence of statistically significant relationships between the assessment of managerial competencies and managers’ personality characteristics was determined using Pearson’s correlation coefficient concerning the BIG-5 model. Results: In total, 573 managers participated in this study. Our examination concludes that motivational competencies correlated positively with the compromise and cooperative style; performance competencies with the competitive and cooperative style; and social competencies with the cooperative, adaptive, and compromise style. Not least, target competencies positively correlated with the competitive and cooperative style. Further, neuroticism negatively correlated with social managerial competence, extraversion, and openness to experience, which positively correlated with motivational and target competence. Friendliness was positively associated with social competence, and diligentness positively correlated with motivational, performance, and target competence. Conclusion: We determined significant correlations between managerial competencies (AMC23) and managerial style (MG). Our findings might have implications for further investigation and the development of more comprehensive instruments to assess managerial competencies in connection with managers’ personalities. We point out the need for further research to verify, improve, and constitute a model that further elucidates and explains managerial competencies.

The main objective of the study is to find out whether there are any statistically significant differences in the assessment of the selected leadership attributes between managers from the perspective of gender. A differential analysis was conducted on the sample of 129 respondents (55 male managers – 42.6% and 74 female managers – 57.4%) on the basis of the data collected by means of two methodologies for detecting the leadership behavior attributes: Managerial Grid (Blake and Mouton, 1964) and the new original methodology PALEQ (Paternalistic Leadership Questionnaire). The results of the analyses confirmed the existence of statistically significant differences between male and female managers in assessing the individual leadership attributes. Based on these results, it can be concluded that in terms of the assessment of leadership behavior, male managers use the authoritarian forms of leadership more extensively, whereas female managers are more oriented at the lenient, clement leadership behavior, as compared to the male managers.