The research on entrepreneurship education-entrepreneurial intentions has yielded mixed results. We meta-analyzed 73 studies with a total sample size of 37,285 individuals and found a significant but a small correlation between entrepreneurship education and entrepreneurial intentions (r = .143). This correlation is also greater than that of business education and entrepreneurial intentions. However, after controlling for pre-education entrepreneurial intentions, the relationship between entrepreneurship education and post-education entrepreneurial intentions was not significant. We also analyzed moderators, such as the attributes of entrepreneurship education, students' differences, and cultural values. Our results have implications for entrepreneurship education scholars, program evaluators, and policy makers.

Our meta-analysis of emotional intelligence (EI) demonstrates that: First, all three types of EI are significantly related to job satisfaction (ability EI:q = .08; self-report EI:q = .32; and mixed EI:q = .39). Second, both self-report EI and mixed EI exhibit modest yet statistically significant incremental validity (DR 2 = .03 for self-report EI and DR 2 = .06 for mixed EI) and large relative importance (31.3% for self-report EI and 42.8% for mixed EI) in the presence of cognitive ability and personality when predicting job satisfaction. Third, we found mixed support for the moderator effects (i.e., emotional labour demand of jobs) for the relationship between EI and job satisfaction. Fourth, the relationships between all three types of EI and job satisfaction are mediated by state affect and job performance. Fifth, EI significantly relates to organizational commitment (self-report EI:q = .43; mixed EI:q = .43) and turnover intentions (self-report EI:q = À.33). Sixth, after controls, both self-report EI and mixed EI demonstrate incremental validity and relative importance (46.9% for self-report EI; 44.2% for mixed EI) in predicting organizational commitment. Seventh, self-report EI demonstrates incremental validity and relative importance (60.9%) in predicting turnover intentions. Practitioner pointsEmployees with higher emotional intelligence (EI) have higher job satisfaction, higher organizational commitment, and lower turnover intentions. Adding EI measures to the set of personality and cognitive measures currently being used can improve the ability to assess employee job satisfaction, organizational commitment, and turnover intentions. EI improves job satisfaction by helping employees reduce negative feelings, by increasing positive feelings, and/or by improving job performance. To produce productive and satisfied workers, organizations should incorporate EI in employee recruitment, training, and development programmes.

S. (2016). Leader emotional intelligence and subordinate job satisfaction: A meta-analysis of main, mediator, and moderator effects. Personality and Individual Differences, 102, 13-24. http://dx.doi.org/10.1016Differences, 102, 13-24. http://dx.doi.org/10. /j.paid.2016 LEADER EMOTIONAL INTELLIGENCE 2 ABSTRACTBased on a meta-analysis, leaders' emotional intelligence (EI) positively relates to subordinates' job satisfaction (̂ = .308). All three EI streams (ability, self-report, mixed) exhibit significant incremental validity and relative importance (RW) in the presence of personality and cognitive ability in predicting subordinates' job satisfaction (ability EI: ΔR 2 = .002, RW% = 3.5%; self-

This research project examines whether emotional intelligence (EI) is related to organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). A key question concerns the degree to which EI is related to OCB and CWB after controlling for other established predictors. The study uses meta-analytical summaries of existing research (for EI-OCB, k = 68, N = 16,386; for EI-CWB, k = 17, N = 3,914). It uses meta-analytical controls to obtain the best estimates of effect sizes, incremental validity, and relative importance. This metaanalysis found that EI is positively associated with OCB and negatively related to CWB. When controlling for ability measures of EI, the Big Five personality measures, general self-efficacy, cognitive intelligence, and self-rated performance, both self-report measures of EI and mixed competency measures of EI show incremental validity and relative importance in predicting OCB and CWB. An analysis of self-report EI found that the effects of EI on OCB and CWB are stronger in health care and service industries than in industries where emotional labor demands Emotional Intelligence and OCB/CWB 2 are lower. The results imply that organizations can increase OCB and reduce CWB by recruiting employees high in EI and by training employees in emotional competencies.

Entrepreneurial self-efficacy (ESE) is an important construct in entrepreneurship research. It captures entrepreneurs' specific self-efficacy in accomplishing entrepreneurial tasks. Because various empirical results exist in past studies of the ESE-firm performance relationship, we employed meta-analysis to review and synthesize the current literature concerning this relationship and to address moderators that influence it. We meta-analyzed 27 samples from 26 studies with a total sample size of 5,065 firms and found that the corrected ESE-firm performance correlation is 0.309. We found that the firm performance measurement is a significant moderator and we suggest scholars to further identify moderators.