This study proposes a conceptual model that explains the influence of leadership on the relationship between human intelligence (HI) and artificial intelligence (AI). A qualitative, non-systematic literature review was conducted in Scopus and Web of Science of the literature published in the last 5 years, using Boolean combinations of the terms “leadership,” “artificial intelligence,” and “human intelligence.” The thematic analysis allowed the identification of conceptual patterns and research gaps; the model elaborated from the review shows that leadership has an ethical and strategic mediation in the HI-AI relationship in a hybrid space of cooperation, in which automated decisions are put in real context through human judgment and reasoning; ethical governance mechanisms emerge for systems supported by artificial intelligence; and finally, a balancing mechanism to algorithmic efficiency is established through cognitive adaptability. The proposed framework offers organizations some guidelines for human supervision processes for AI-supported systems that integrate ethical evaluations into automated processes. It proposes elements—leadership tools that enhance the relationship between human intelligence and artificial intelligence. This article contributes to the management of organizations by proposing a model that recognizes leadership as a dynamic facilitator between HI and AI, integrating transdisciplinary knowledge of management, technological ethics, and cognitive science, and proposing an ethical interrelationship in the decision-making architectures between HI and AI. The proposed model establishes leadership mediation of human–AI interaction through four axes showing how leadership acts as the axis that brings together human and technological systems to work together. Hierarchical interaction creates a hybrid interaction that is highly flexible, efficient, and has ethical oversight. Finally, the proposed model is an open system that interacts with the environment and is understood as a flexible tool to support strategic decision-making in complex environments.

The Myers-Briggs Type Indicator (MBTI) is a popular tool used by psychologists working as managers' coaches in organizational contexts. Despite its popularity, few studies provide empirical evidence on the role of the MBTI as a predictor of managers' leadership-related behaviors. This article is written based on research that answers the question of how good the MBTI is to prove leadership behavior. It does so by comparing goodness-of-fit indexes of two confirmatory factor analysis models and two structural models on the personality-leadership relationship, following standards of reproducible research principles. We sampled 529 participants who were graduate and undergraduate students enrolled in business administration programs from Colombian universities. Results show conclusive evidence of the psychometric measurement of both MBTI and leadership practices, even though the relationship between MBTI and the leadership practices inventory proved to be weak.

Literature suggests that human resources of non-profit hospitals (NPHs) present features that could potentially reach any expected organizational performance even when the attention to human resource management (HRM) are often low in non-profit organizations. Nowadays ambitious organizations strive to obtain a profitable performance that is also innovate and do it through building an organizational culture (OC), while for NPHs a positive culture is given by their human resources traits. However, there is not enough literature to understand how these three variables behave together. This study aims to explain the influence of HRM on IP mediated by OC. The research model was assessed through Partial Least Squares Structural Equation Modeling (PLS-SEM). The results support all the stated hypotheses. Both, HRM and OC are moderately strong predictors of IP, and OC mediates partially and in a complementary way the relationship between HRM on IP. An importance-performance map analysis (IPMA) was performed to expand the PLS-SEM results. The OC indicators show greater importance to explain IP, consequently, they are the most relevant indicators to initiate management actions by NPHs. The influence of HRM on IP represent an opportunity for NPH as it implies an affordable investment in comparison to the cost of technological solutions for enterprises.

The Wong and Law Emotional Intelligence Scale, WLEIS, is one of the most widely used instruments for measuring emotional intelligence in the world. This scale was designed for the work context and evaluates the assessment and expression of a person’s emotions, the assessment and recognition of emotions in others, the regulation of a person’s emotions, and the use of emotion to aid performance. However, in the Chilean context, there have been no studies on the validity of WLEIS for senior management within firms. The present study seeks to obtain evidence of validity based on WLEIS' internal structure using a sample of 100 Chilean managers. This is an instrumental type study. An exploratory and confirmatory factor analysis corroborated the dimensions of WLEIS, which presented adequate levels of reliability. The average scores in the factors were then compared according to age, sex, and level of educational. The implications of these findings are discussed in the last section.

Within the organizational field, emotional intelligence is linked to socially competent behaviors, which allow the development of labor and organizational abilities necessary for professional development. Thus, in workers, emotional intelligence is related to a wide range of organizational variables. The purpose of the present study was to evaluate the psychometric properties of the Wong and Law Emotional Intelligence Scale (WLEIS) in the Colombian context, specifically, in a population of managers. The study was instrumental. The sample consists of 489 Colombian managers, obtained through non-probability sampling (a purposive sample), who work in companies located in Bogota. The results indicated that the four-factor oblique model presents favorable fit indices, as well as the higher-order model, the latter having additional theoretical support. These results indicate that it is possible to consider partial scores for each of the four factors of the WLEIS, as well as an overall emotional-intelligence score. Also, the WLEIS scores have validity evidence based on relations to other variables (convergent and discriminant evidence) and are reliable. These first findings for Colombian managers contribute to the accumulation of international evidence of emotional intelligence measured with the WLEIS.

The use of the Internet has been gradually and unstoppably gaining ground in all areas of life, from recreational activities to how social relations are established. However, the existence of clinical cases indicates that the addictive use of the Internet is a problem that seriously affects some people. Among the instruments that measure this construct, the Internet Addiction Test (IAT) stands out. However, instrumental studies of this test are scarce in Latin America. The present study sought to analyze the psychometric properties of the IAT in a sample of 227 Peruvian undergraduate university students. Confirmatory factor analysis was used to provide validity evidence based on the internal structure, and evidence based on the relationship with other variables was also provided. Reliability was estimated through the ordinal alpha coefficient. The results indicated that the IAT adequately fits a bifactor model (with two specific factors, time/control and stress/compensate), obtaining good levels of reliability. Additionally, the IAT scores correlate significantly with the average number of hours per day on the internet and social skills. The results lead to the conclusion that the scores in the IAT have evidence of validity and reliability for its use.