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This study examined the direct and mediating relationships between lecturer’s emotional intelligence, work-life balance, workplace environment and job satisfaction among higher learning institutions in Ghana. The study adopted cross-sectional explanatory and correlational research approach. A total of two hundred and forty-eight (248) lecturers were sampled from twenty (20) randomly selected colleges of education in Ghana to participate in the study. Questionnaires served as the data collection instruments. Seven (7) hypotheses were tested for direct and mediating relationships among the variables using Partial Least Squares (PLS) Structural Equation Modelling. For direct effects, the following were found: Significant positive relationships existed between lecturer’s emotional intelligence and job satisfaction as well as lecturer’s emotional intelligence and workplace environment. The results also indicated that, a significant positive relationship exists between lecturer emotional intelligence and work-life balance. Moreover, significant positive relationships were found to exist between work-life balance and job satisfaction as well as workplace environment and job satisfaction among lecturers. For indirect effects, it was found that work-life balance and workplace environment mediated the relationships between lecturer’s emotional intelligence and job satisfaction. The study contributes to the existing literature by providing empirical evidence from the Ghanaian context and highlights the need for higher education institutions to prioritize emotional intelligence development among their staff. Practical implications include recommendations for training programs and supportive policies aimed at fostering emotional intelligence, promoting a positive work culture, and enhancing overall job satisfaction among lecturers. Future research directions include longitudinal studies and investigations into other cultural, institutional and contextual factors that influence job satisfaction in academic settings.

The South African entrepreneurial sector is essential to the country's economic growth, job creation, and innovation. South African entrepreneurs encounter competitive business environment, limited resources, and socioeconomic gaps. Building resilience is critical for them to overcome challenges, adapt to change, and sustain their businesses in the face of adversity.  This paper aims to explore the connection between resilience and emotional intelligence in the context of South African entrepreneurship. A systematic literature review and text analysis was carried out. This systematic literature analysis analysed 37 peer-reviewed sources that explored the impact of emotional intelligence on resilience in the South African entrepreneurial sector. Textual analysis was used to discover themes, patterns, and implications for increasing entrepreneurial resilience. Inclusion criteria included English-language research published during the last decade that focused on emotional intelligence and resilience in entrepreneurship. Non-peer-reviewed papers, grey literature, and those that did not directly address the South African context were excluded.  Key findings show that emotionally intelligent leaders are better able to manage stress, build trusted relationships, and adjust to changing circumstances, which improves corporate results and ensures sustainability in a changing economic climate. This paper concludes that emotional intelligence is critical in determining the resilience and success of entrepreneurs in the South African entrepreneurial sector. Recommendations stemming from the results encompass integrating emotional intelligence training courses into entrepreneurial curricula, cultivating a nurturing and emotionally astute workplace, and encouraging self-awareness and emotional regulation proficiencies among prospective and established entrepreneurs in South Africa.

South Africa’s additive manufacturing research has mostly concentrated on engineering and technical aspects, with a lack of studies on management and organizational dynamics. To fill this gap, we conducted research on the direct and moderating links between leader emotional intelligence, organizational emotional culture, and employee job performance in South African additive manufacturing enterprises. We used a deductive research approach, a quantitative research method, and a cross-sectional explanatory correlational study design. Our study used simple random sampling to select 148 employees of additive manufacturing firms in South Africa. Questionnaires served as the data collection instruments, and online data gathering was done using Google Forms. The Statistical Package for Social Sciences (SPSS) version 26 software was used for data coding, data entry, and descriptive statistics. Smart PLS 4 was used to conduct partial Least Squares (PLS) Structural Equation Modelling. Findings of the study demonstrate that a significant positive relationship exists between leader emotional intelligence and employee job performance. A significant positive relationship also exists between leader emotional intelligence and organizational emotional climate. A significant positive relationship was found to exist between organizational emotional culture and employee job performance. The finding also showed that organizational emotional culture moderates the relationship between leader emotional intelligence and employee job performance. The findings suggest that developing emotional intelligence among leaders in South African additive manufacturing enterprises could enhance both staff productivity and the organizational emotional environment. Our findings highlight the importance of prioritizing leader emotional intelligence training and development for additive manufacturing enterprises in creating a good emotional environment conducive to enhanced staff job performance.