The present study examined the relationship between emotional intelligence and entrepreneurial orientation on a sample of 301 students (future techno-managers) randomly selected from different departments of engineering and management of Indian Institute of Technology (IIT) Kharagpur, India. All the respondents were administered on the scales of emotional intelligence and entrepreneurial orientation. The findings of the study showed positively significant correlation among the variables of emotional intelligence and entrepreneurial orientation. Regression analysis revealed significant contribution of emotional intelligence in predicting entrepreneurial orientation. The future implications of the study have been discussed in the light of empirical findings and in the context of effective entrepreneurship and entrepreneurial management.

The present article examines the mediating role of psychological resilience in the relationship of positive affect with physical health and psychological well-being. The sample consists of 146 engineering, management and research students with an age range of 17-32 years (M = 22.93, SD = 3.67). Survey method was opted for data collection. Standard psychometric tools were used for collecting data on positive affect, psychological resilience, physical health, and psychological well-being. Positive affect was measured on the 'Positive Negative Affectivity Scale' (PANAS) constructed by Watson, Clark and Tellegen (1988). The 'Ego Resiliency Scale' by Block and Kremen (1996) was used to measure psychological resilience. Physical health and psychological well-being was assessed on the multi-dimensional health questionnaire proposed by Snell and Johnson (1997) and the psychological well-being scale by Ryff and Keyes (1995), respectively. The results revealed that psychological resilience significantly mediates between positive affect, and physical health and psychological well-being. The theoretical and practical implications of the study are discussed in the light of empirical findings.

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Purpose This paper aims to understand the impact of the job switching behavior on different stages of the communities of practice’s life cycle. Job switching has been viewed from both positive and negative point of views, and its impact on certain organizational factors might be found in literature. Job switching/job hopping behavior of an individual might be fueled by socio-economic factors as well as fun, but it has serious implication for the companies. But an understanding of how this new employee might influence the communities of practice, given which stage is the community in, is something that has not been studied yet. This work is an attempt in that direction. Design/methodology/approach Using integrative review technique, this paper forwards a conceptual framework based on the literature reviewed and builds a model using an understanding of the nuances of each stage of the life cycle of communities of practice. Findings The model proposes the impact of switching on each stage of the life cycle of communities of practice. It is observed that at each stage a new entrant who is a “job hopper” might either help or hinder the progress of a community of practice. Research limitations/implications This paper gives a new impetus to the research on communities of practice in contemporary perspective. The model proposed could be tested using data from real communities of practice. This paper limits itself to the proposal of the model and does not engage in testing it. Practical implications Organizations and managers may use the model to understand how a new entrant to the organization will complement the existing life cycle phase of the communities of practice within. Originality/value The conceptual model proposed is unique in its context of job switching behavior and its effect on communities of practice. Research on communities of practice from this contemporary perspective might bring important research directions in future.

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