This review builds on self-control theory (Carver & Scheier, 1998) to develop a theoretical framework for investigating associations of implicit theories with self-regulation. This framework conceptualizes self-regulation in terms of three crucial processes: goal setting, goal operating and goal monitoring. In this meta-analysis, we included articles that reported a quantifiable assessment of implicit theories and at least one self-regulatory process or outcome. Using a random effects approach, meta-analytic results (total unique N = 28,217; k = 113) across diverse achievement domains (68% academic) and populations (age range = 5-42; 10 different nationalities; 58% from United States; 44% female) demonstrated that implicit theories predict distinct self-regulatory processes, which, in turn, predict goal achievement. Incremental theories, which, in contrast to entity theories, are characterized by the belief that human attributes are malleable rather than fixed, significantly predicted goal setting (performance goals, r = -.151; learning goals, r = .187), goal operating (helpless-oriented strategies, r = -.238; mastery-oriented strategies, r = .227), and goal monitoring (negative emotions, r = -.233; expectations, r = .157). The effects for goal setting and goal operating were stronger in the presence (vs. absence) of ego threats such as failure feedback. Discussion emphasizes how the present theoretical analysis merges an implicit theory perspective with self-control theory to advance scholarship and unlock major new directions for basic and applied research. Abstract = 221; Overall Word Count = 32,266 KEY WORDS: implicit theories, self-regulation, self-control theory, achievement Implicit Theories and Self-Regulation 2 Mindsets Matter: A Meta-Analytic Review of Implicit Theories and Self-RegulationWhy do some students seek to gain competency, whereas others seek to outperform their peers? Why do some athletes redouble their efforts when facing setbacks, whereas others respond with helplessness? Why do some dieters feel confident in their ability to face challenges to their weight-loss goals, whereas others feel they lack the requisite skills? Research on implicit theories has sought to answer these and similar questions for decades, examining how lay beliefs, namely incremental theories (beliefs that human attributes can be improved or developed) and entity theories (beliefs that human attributes are fixed or invariant), influence self-regulation (Dweck & Leggett, 1988;Molden & Dweck, 2006).Although research on implicit theories originated within an academic context, scholars have extended the theory to additional achievement domains, such as athletics (e.g., Kasimatis, Miller, & Marcussen, 1996;Ommundsen, 2003), weight management (Burnette, 2010), and leadership (Burnette, Pollack, & Hoyt, 2010). Across these contexts, implicit theories have been postulated to be linked to various self-regulatory processes, including goal setting (e.g., Robins & Pals, 2002), social comparison (Nussbaum & Dweck, 2008), ...

This meta-analysis builds upon a previous meta-analysis by (1) including 65 per cent more studies that have over twice the sample size to estimate the relationships between emotional intelligence (EI) and job performance; (2) using more current meta-analytical studies for estimates of relationships among personality variables and for cognitive ability and job performance; (3) using the three-stream approach for classifying EI research; (4) performing tests for differences among streams of EI research and their relationships with personality and cognitive intelligence; (5) using latest statistical procedures such as dominance analysis; and (6) testing for publication bias. We classified EI studies into three streams: (1) ability-based models that use objective test items; (2) self-report or peer-report measures based on the fourbranch model of EI; and (3) ''mixed models'' of emotional competencies. The three streams have corrected correlations ranging from 0.24 to 0.30 with job performance. The three streams correlated differently with cognitive ability and with neuroticism, extraversion, openness, agreeableness, and conscientiousness. Streams 2 and 3 have the largest incremental validity beyond cognitive ability and the Five Factor Model (FFM). Dominance analysis demonstrated that all three streams of EI exhibited substantial relative importance in the presence of FFM and intelligence when predicting job performance. Publication bias had negligible influence on observed effect sizes. The results support the overall validity of EI.

Purpose-This paper seeks to argue that leaders perform emotional labor whenever they display emotions in an attempt to influence their subordinates' moods and motivations. Design/methodology/approach-This is a conceptual paper that integrates the literature on leadership with the research on emotional labor. Findings-This paper develops 15 propositions that distinguish emotional labor performed by leaders from that performed by front-line service workers. Research limitations/implications-The paper suggests that leading with emotional labor is a fruitful research topic, and that considerable research could be done in this area. Practical implications-Instead of conducting business in a non-emotional, "business-like manner", leaders would benefit by expressing their emotions in the workplace. Emotionally expressive leaders are more charismatic and are better motivators. Originality/value-This is the first paper to develop a theoretical model that describes how leaders perform emotional labor; thus the propositions are original.

Academic research on passion is much more complex than the extant literature or popular press portray. Although research on work-related passion has progressed rapidly over the last decade, much remains unknown. We are now just beginning to recognize the different theoretical underpinnings and empirical operationalizations that work passion research has adopted, and the confusion this has generated hampers our understanding of the construct and its relationship to workplace outcomes. Accordingly, we use a meta-analytic examination to study the work-related outcomes of three dominant literature streams of work passion: general passion, dualistic passion (i.e., harmonious passion and obsessive passion), and role-based passion (i.e., passion for developing, passion for founding, and passion for inventing). We employ meta-analytic techniques using random effects modeling summarizing 106 distinct samples across 87 manuscripts totaling 384 effect sizes (total unique N = 38,481; 43.54% women, average age is 38.04).Importantly, we highlight how each of the three streams of passion relates to various outcomes differently, illuminate several important heretofore undetected nuances in passion research, and provide a roadmap for future inquiry on passion at work. K E Y W O R D S dualistic model of passion, entrepreneurial passion, general work passion, meta-analysis, rolebased passion

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