Purpose – Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology – This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results – The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion – As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

Purpose - The intent of this research is to discover the factors that enhance innovative work behaviors of group members in order to strengthen the competitiveness of small enterprises. In addition, we verify that employee job characteristic factors have an influence between antecedent variables and dependent variables in the work situations at small companies. Research design, data, and methodology - This study is focused on identifying the factors, such as self-efficacy, leader member exchange (LMX), and collective efficacy, which promote innovative work behaviors. A total of 305 valid questionnaires were collected. Results - The results of a path analysis showed that LMX did not have significant effects on task significance, and autonomy did not have significant effects on innovative work behavior. Conclusions - These findings of the study imply that even though leaders supported the groups in accordance with official procedures by placing group members within or outside certain groups, task identity perceived by group members was not impacted. In addition, autonomy given to those with relatively less capability might be a burden rather than a positive outcome.

service advertising (PSA) and commercial advertisements on consumers' social and emotional values. Specifically, we include source credibility on advertising models as a mediating variable to compare the path difference between the social and emotional value of consumers, and to test the appropriateness of advertising expenses. Research design, data, and methodology – A total of 219 copies of effective questionnaires were used and methodologies such as Cronbach’s alpha, paired samples t-test, and structural equation modeling (SEM) were conducted. Results – The results showed that the consumer model was effective at PSA, while celebrities and CEOs were effective at commercial advertising. Further, only credibility (among source credibility) made a significant difference in the test of PSA models of both PSA and commercial advertising that consumers preferred. Conclusions – The advertising model types varied depending on advertising types (for example, PSA and commercial advertising). Therefore, celebrities and CEOs appearing in commercial advertising should have no ethical or moral defect by self-control, and marketers should elect the model considering such a fact.