Emotional Intelligence Research Research Articles

Mapping Emotional Intelligence and Psychological Capital Research: A Bibliometric Analysis and Future Research Agenda

This study explores the scholarly literature on emotional intelligence (EI) and psychological capital (PsyCap) using a comprehensive bibliometric analysis to map the research landscape and propose future directions. Data was collected from the Scopus database using specific search queries related to EI and PsyCap, with inclusion and exclusion criteria established to refine the dataset. A total of 39 articles published between 2007 and 2023 were selected for analysis. Utilizing bibliometric techniques through VOSviewer, patterns of citation and collaboration within the field were quantified, capturing descriptive statistics related to citation data and performing network analysis on authors, countries, publications, citations, and keywords. Key documents, sources, authors, organizations, and countries contributing to the discourse on PsyCap and EI were identified, providing insights into the evolution and trends within this field. The analysis revealed longitudinal trends in research output and explored the intersectionality of EI and PsyCap with other individual differences and personality traits. The findings contribute to a deeper understanding of knowledge growth in positive organizational psychology, informing evidence-based practices, and guiding future research endeavors.

Correction of student’s psycho-emotional state using athletic gymnastics

The psycho- emotional state is one of the main factors affecting a person's life, as it can lead to both an increase in tone and a decline in vitality. The general psycho-emotional state consists of many factors, including well-being, activity and mood. An active movement regime accelerates the process of acquiring psychological stability and adaptation to professional activity, significantly improves the general condition and well-being of a person, and increases his work capacity and the ability to resist fatigue. All this allows us to believe that the development and substantiation of pedagogical conditions, the system of athletic gymnastics tools for the program of correction of the psycho-emotional state of student youth before educational activities is a modern and relevant research. The purpose of the study: to theoretically substantiate and empirically investigate the psycho-emotional state of student youth, to develop and implement a method of training in athletic gymnastics aimed at correcting a negative psycho-emotional state. Methodology: The research was conducted in two stages. At the 1st stage, research methods were used to solve the tasks: psychological and pedagogical observation - with the aim of finding out the motivation of student youth to achieve success in activities; survey; methods of psychological diagnosis "Self-assessment of mental states" by H. Eysenka - to determine indicators of students' mental states (anxiety, frustration, aggressiveness, rigidity); the method of research of emotional intelligence of N. Hall - to determine indicators and level of development of emotional intelligence among student youth. At the II stage, the following methods were used: questionnaires; anthropometric measurements; medical and pedagogical observation (pulsometry, tonometry, functional tests); movement test methods, N. Hall's emotional intelligence research method, and the Hot Iron strength gymnastics method. Conclusions. The conducted research makes it possible to state that the proposed method of psycho-emotional correction of negative states of student youth using cardio-strength training proved to be effective both in improving the psycho-emotional state and in physical training and in indicators of functional state, contributes to the formation of a healthy lifestyle, increases motivation for physical education.

Emotional intelligence training for sports coaches – evaluation of a time-effective online intervention and its effects on coaching efficacy

Emotional Intelligence (EI) describes the way an individual manages one’s own and others’ emotions. In the context of sports, higher EI has been associated with more successful performance and coping. Past studies with athletes have shown that EI can be improved through training. However, the present study is the first evaluating an EI training specifically designed for sport coaches. Therefore, 57 coaches from individual sports (e.g., running, swimming, triathlon; recreational to international level) were randomized into intervention group (EI training) and control group (health and well-being training). Both trainings consisted of five weeks (15 sessions of 10-15 minutes), and in response to coaches’ needs for accessible and time effective training tools they were carried out online. Coaches’ EI and beliefs in their coaching skills (i.e., coaching efficacy) were assessed before and after the training. We found that coaches’ interpersonal emotional competencies, game strategy efficacy, and team efficacy improved in the intervention group, but not in the control group. In addition, results replicated a positive correlation between EI and coaching efficacy. The present study contributes to EI research and coaching science, especially by addressing the call for empirically evaluated coaching education. Overall, we can recommend the implementation of an EI training for coaches in applied sport psychological work and for coaching education programs. Lay summary: An EI training addressing coaches’ needs for accessible and time effective training through an online-based format was evaluated. Compared to a control group training, the EI training enhanced coaches’ interpersonal emotional competencies and their perceived skills to influence athletes in competitions (game strategy efficacy) and their team dynamics (team efficacy).

The association between emotional intelligence and decision making for pilots

Emotional Intelligence (EI) refers to the regulation, perception, and management of self and others’ emotions. EI has been used to gain insights into decision making in corporate Human Resource Management (HRM) contexts, as well as in stressful situations. The link between EI and decision making in HRM could have great benefits to training and management in high-consequence and safety-critical industries. This research investigated the association between EI and decision making of pilots in the aviation industry. The aim was to uncover the level of association between EI dimensions and decision making for pilots; as well as to understand the role that pilots perceive EI dimensions play in their decision making in safety-critical scenarios. One hundred and seventeen pilots completed an online survey comprised of the Wong-Law EI Scale, decision making scenarios, and open-ended questions. The mixed-method analysis of the survey data showed a correlation between individual EI dimensions and decision-making scenarios, rather than the total scores. There are potential implications for general HRM research in EI and decision making as well as practical implications for the aviation industry. Overall, it was found that there is a link between EI and decision making, specifically for scenarios that involve other cognitive functions.

Embracing the Emotion in Emotional Intelligence Measurement: Insights from Emotion Theory and Research.

Emotional intelligence (EI) has gained significant popularity as a scientific construct over the past three decades, yet its conceptualization and measurement still face limitations. Applied EI research often overlooks its components, treating it as a global characteristic, and there are few widely used performance-based tests for assessing ability EI. The present paper proposes avenues for advancing ability EI measurement by connecting the main EI components to models and theories from the emotion science literature and related fields. For emotion understanding and emotion recognition, we discuss the implications of basic emotion theory, dimensional models, and appraisal models of emotion for creating stimuli, scenarios, and response options. For the regulation and management of one's own and others' emotions, we discuss how the process model of emotion regulation and its extensions to interpersonal processes can inform the creation of situational judgment items. In addition, we emphasize the importance of incorporating context, cross-cultural variability, and attentional and motivational factors into future models and measures of ability EI. We hope this article will foster exchange among scholars in the fields of ability EI, basic emotion science, social cognition, and emotion regulation, leading to an enhanced understanding of the individual differences in successful emotional functioning and communication.

Justification of the author’s methodology of emotional intelligence research

Emotional intelligence is one of the new concepts in psychology, which is constantly being studied by many scientists. The article analyses the concepts of emotional intelligence, emotional competence and its structural components. The article considers various concepts of emotional intelligence of such scientists as P. Salovey, D. Mayer, D. Caruso, G. Gardner, R. Bar-On, S. Marcus, G. Dudchak, M. Mykolaychak. The article also analyses domestic concepts of emotional intelligence. As a result of the analysis of various scientific views on the concept of emotional intelligence and methods of its research, it has been made a decision to develop the author’s own psychodiagnostic test. The author has developed own test methodology for studying the emotional component, since there are no similar test methods in the national psychodiagnostics.
 The author's methodology includes five main and two additional scales. The main scales of the methodology include the following properties of emotional intelligence: 1. managing one’s own emotions; 2. managing the emotions of others; 3. understanding one’s own emotions; 4. understanding the emotions of others; 5. empathy. Additional scales of the methodology are the lying scale and the general level of emotional intelligence (calculated by adding the results of the 5 main scales).
 Subsequently, various test methods were considered to study emotional intelligence and its components. The following tests were chosen for correlation: Toronto Alexithymia Scale, N. Hall’s Self-Esteem Emotional Intelligence Inventory, and the Profile of Emotional Competence (PEC).
 A correlation analysis of the own methodology with existing test methods for the study of emotional intelligence has been carried out to confirm its validity. The study proved the validity and reliability of the developed test methodology. Therefore, the developed test methodology is indeed aimed at studying the general level of emotional intelligence and studying its components such as: managing one's own emotions and the emotions of others, understanding one's own emotions and the emotions of others, empathy.

Reconceptualizing Emotion Recognition Ability

Emotion decoding accuracy (EDA) plays a central role within the emotional intelligence (EI) ability model. The EI-ability perspective typically assumes personality antecedents and social outcomes of EI abilities, yet, traditionally, there has been very limited research to support this contention. The present paper argues that the way in which EDA has been conceptualized and operationalized in EI research has ignored developments in social perception theory and research. These developments point, on one hand, to the importance of embedding emotion expressions in a social context and, on the other, to reformulating the definitions of emotion decoding accuracy. The present paper outlines the importance of context in the framework of a truth and bias model of the social perception of emotions (Assessment of Contextualized Emotions, ACE) for EI abilities.

Managing burnout from engagement-derived acting strategy

PurposePerforming emotional labour is required of customer-contact employees (CCEs) to regulate their emotions through acting to conform to organisational display rules. Prior research is focused on investigating the detrimental outcomes of CCEs engaging in emotional labour acting to meet these display rules and organisational-related antecedents. This study takes a fresh perspective to propose how acting deriving from job engagement is related to employee burnout. Emotional intelligence is modelled as a moderator in these relationships.Design/methodology/approachThe current study focuses on customer contact employees who are currently employed within the banking industry located in the United States of America. Participants of the study were recruited using panel data through Qualtrics both symmetrical and asymmetrical methods were employed in this study to test the proposed relationships.FindingsThe findings show that, prior to including EI in the analysis, job engagement was negatively related to surface acting but positively related to deep acting. However, when EI was entered in the equation, the relationship between job engagement and deep acting became negative. EI was also negatively related to both surface and deep acting. EI significantly strengthens the emotional labour process of engagement towards emotional labour strategies as well as lessening burnout. The asymmetrical analysis offer more insights to the proposed relationships.Originality/valueThis study employs both symmetrical and asymmetrical methods to examine emotional labour, emotional intelligence and employee burnout. In particular, job engagement proposed as an antecedent to acting strategy is novel. The study offers some novel insights into emotional labour and emotional intelligence research. The findings have practical implications for HR practitioners and management in the service organisations.

Trait emotional intelligence in American pilots

There is a dearth of trait emotional intelligence (trait EI) research within an aviation context. Using the Trait Emotional Intelligence Questionnaire (TEIQue), the present study investigated potential trait EI differences between pilots and general population controls in the United States. The forty-four pilots who volunteered to participate were primarily male (93%) and between 24 and 67 years with a wide range of flight experience (150–5000 + hrs.) They were matched with controls based on age, gender, and ethnicity. Comparisons on global trait EI and the four trait EI factors revealed significant differences, with pilots scoring consistently lower than their matched counterparts in global trait EI, Well-being, Emotionality, and Sociability, but not Self-control. Overall, the findings indicated that pilots felt less connected to their emotional world than controls. Though limited by sample size and participant diversity, the results provide a basis for future studies into the trait EI profile of pilots, which had not been previously investigated.

The linkage between cognitive diversity and team innovation: Exploring the roles of team humor styles and team emotional intelligence via the conservation of resources theory

Researchers have displayed considerable interest in how and when team cognitive diversity leads to improved or impaired team innovation. When addressing this issue, scholars have adopted the information/decision making and social categorization theoretical perspectives. In contrast, we draw on conservation of resources (COR) theory when examining the cognitive diversity and team innovation relationship. We argue that in a team environment, cognitive diversity may result in the threat of losing valuable resources. This threat, in turn, encourages team members to engage in resource replenishment through the use of different humor styles (i.e., affiliative, self-enhancing, aggressive, self-defeating). We argue that, with such resource replenishment, four team-level humor styles emerge and mediate the relationship between cognitive diversity and team innovation. In addition, we expect team emotional intelligence to moderate the relationships between cognitive diversity and team humor styles. Our model has important theoretical implications for team diversity, humor, emotional intelligence, and innovation research. Team cognitive diversity can be defined as the extent to which team members differ in their ideas, perspectives, or values. Cognitive diversity is important for teams to cultivate innovation although it may also result in relationship conflicts and the formation of subgroups in a team. Our paper views cognitive diversity as a signal that drives team members to use humor to cope with diversity. This may then result in different humor styles (i.e., affiliative, self-enhancing, aggressive, self-defeating) that characterize the way the team uses humor. For instance, while working in a cognitively diverse team, team members might make a joke about work that the whole team laughs together (i.e., affiliative humor). However, some members might use sarcasm to insult others who are different from the group norms (i.e., aggressive humor). We argue that the team humor styles will influence team innovation, which in turn will link cognitive diversity with team innovation. Moreover, we suggest that team emotional intelligence will influence the extent to which the four team humor styles link cognitive diversity and team innovation.

The effect of spouse emotional intelligence on employee work engagement: The mediating role of employee life well-being and the moderating role of gender

<p id="p00005">Extant emotional intelligence (EI) research has documented its <italic>intrapersonal</italic> benefits and has begun to examine its <italic>interpersonal</italic> effects. However, this line of research has primarily focused on the interpersonal effects of EI in the work context, while ignoring the potential influences from non-work domain. Considering employees’ family may have a spillover effect on their work behaviors, in this research, we propose that spouse EI will affect employees’ work engagement. Specifically, integrating effort-recovery model with the EI literature, we argue that spouse EI exerts a positive impact on employee work engagement through improving employees’ life well-being. Furthermore, we argue that employee gender alters the aboved relationships such that the positive interpersonal influences of spouse EI will be stronger among male employees than among female employees. <break/>We conducted two studies to examine the hypothesized model. In Study 1, we collected two-wave survey data from a large bank. At time 1, 126 employees and their spouses rated their own EI and provided their demographic information. At time 2, two weeks later, 126 employees evaluated their own life well-being and work engagement. The final valid sample consisted of 124 employee-spouse dyads. In Study 2, we collected three-wave survey data from an internet company. At time 1, 80 employees assessed their own EI and some control variables (i.e., leader EI, coworker EI, job demands, and job control); and their 80 spouses evaluated their own EI and provided their demographic information. At time 2, one month later, 78 employees rated their own life well-being. At time 3, another month later, 73 employees rated their own work engagement. The HR department of the company provided the archival data of employees’ demographic information. The final valid sample included 73 employee-spouse dyads. Regression analysis and bootstrapping technique were used to test the mediation, moderation, and moderated-mediation effects. <break/>In line with the hypotheses, two studies consistently showed that: (1) Spouse EI was positively related to employee life well-being; (2) Employee life well-being was positively related to employee work engagement; (3) Employee life well-being served as a mediator to transmit the effect of spouse EI on employee work engagement; (4) Employee gender moderated the relationship between spouse EI and employee life well-being such that when employees were male, the positive effect of spouse EI on employee life well-being was stronger; (5) Employee gender also moderated the indirect effect of spouse EI on employee work engagement via employee life well-being such that the indirect effect was stronger among male employees than among female employees. <break/>Our theoretical contributions are threefold. First, our research has deepened our understanding on EI, as it is among the first to establish a link between spouse EI and employee work engagement and supports the interpersonal effects of EI from the family to the work domain. Second, our research identifies employee life well-being as a key mediator that explains <italic>how</italic> spouse EI affects employee work engagement. Third, our research highlights the role of employee gender and unravels the conditions under which spouse EI exerts more or less effects on employee work engagement. Practically, our research offers implications to improve employee life well-being and work engagement through improving spouse EI, especially wife EI.

Protocol for Scoping Review of Emotional Intelligence Research in Africa

Protocol for Scoping Review of Emotional Intelligence Research in Africa

Exploring the Domain of Emotional Intelligence in Organizations: Bibliometrics, Content Analyses, Framework Development, and Research Agenda.

Emotion is a kind of micro foundation that can affect human behaviors even in the digital era. Emotional intelligence (EI) is an important psychological factor that affects the growth and development of organizations from the view of emotion. Based on current bodies of literature, a comprehensive review of EI can contribute to its theory development in organization research and facilitate EI research burgeoning. We visualize the landscape of EI by analyzing 1,996 articles with CiteSpace their concepts, dimensions, and measurement. We propose two specific mechanisms, which clarify how individuals with high EI use emotional information to influence themselves and others. Following this, we develop a theoretical framework of EI at levels of individual, team, and organization. Finally, future directions and research agenda are addressed. This research contributes to the literature of EI and provides practical insight for practitioners.

Critical review of emotional intelligence research studies in the construction industry

PurposeEven though emotional intelligence (EI) is reported to have many benefits, yet it remains mainly unexplored in the construction industry. This paper aims to present a critical review of EI research in the construction industry.Design/methodology/approachSearch of literature was conducted by using Scopus engine. Relevant keywords were used to discover 146 publications. The titles, abstracts, keywords and full texts of the publications were examined to finally select 48 publications that were relevant. Scientometric analysis was undertaken with the aid of VOSViewer. Content analysis systematically reviewed the key themes.FindingsThe five topmost countries conducting research into EI in the construction industry are UK, Australia and the USA. The most influential authors in construction EI research are Goleman, D., Salovey, P. and Mayer, J.D. The significant impact of EI on leadership in the construction industry were that EI boosted transformational leadership style and EI influenced use of management-by-exception active style by construction leaders. Furthermore, EI leads to resilience against stress and EI enhances stress tolerance were the significant roles of EI on stress management.Research limitations/implicationsA limitation is in the number of publications reviewed. In spite of the critical review, the number of publications reviewed may not be exhaustive.Practical implicationsThis research enhances knowledge and stimulates a deeper comprehension of EI research and also provides recommendations for further studies based on identified research gaps.Originality/valueAs a pioneering study that combines scientometrics and systematic review for EI research, this study enhances knowledge on EI in the construction industry.

О ТЕНДЕНЦИЯХ ИССЛЕДОВАНИЯ ЭМОЦИОНАЛЬНОГО ИНТЕЛЛЕКТА

The article covers the process of the historical development of the emotional intelligence concept; as well as the classification of modern approach to this concept in the scientific literature has been created. The purpose of the article is to systemize the modern tendencies of the emotional intelligence research as a component of thinking. To achieve this goal several tasks needed to be solved: to clarify the psychological meaning of emotional intelligence; to systemize the main aspects used in the emotional intelligence research; to describe the psychological models of emotional intelligence. The complex of theoretical methods has been used to solve the given tasks: learning and analysis of scientific literature on the research topic, the systematization of data that characterizes the main aspects and the directions of the scientific process. The given article is the systematic study. The methodological basis of the research consists of the scientific works on psychology of J. D. Mayer, D. Halpern, W. Gray, A. Ortoni, J. Klor, A. Collins, L. S. Vygotskiy, S.L. Rubinstain, A. N. Leontiev, O. K. Tikhomirov, O. Ya. Chebykin etc. The following conclusions have been made during the study: despite the significant amount of types and components of intelligence, their final establishing is still hard to find out. As the result of the current research it was pointed out that the ability models more effectively reveal the emotional intelligence concept. Because they are characterized by the greater practical development and greater reliability of the diagnostic inventory.

How to Augment Ethical Leadership and Team Effectiveness through Emotional Intelligence? An Empirical Analysis

The study focuses on emotional intelligence and its vital role has been examined through which ethical leadership affects team effectiveness. In order to analyze this effect a research questionnaire was distributed amongst 300 middle level managers and supervisors of consumers’ banks of twin cities i.e. Rawalpindi and Islamabad. Based on the analysis of the data collected through questionnaire it revealed that with the spiraling effect in emotional intelligence significant growth is predicted in team effectiveness. Correspondingly, a positively substantial association is also predicted of ethical leadership with team effectiveness. It further elucidates that with the evolution in ethical leadership result increases in team effectiveness. This study has exhilarating findings in the area of emotional intelligence as it signifies the importance of emotional intelligence since it further strengthens the association between ethical leadership and team effectiveness. This study also opens new dimensions in emotional intelligence research where researchers might explore how emotional intelligence affects other aspects of team effectiveness under the umbrella of ethical leadership. Keywords: Ethical Leadership, Team Effectiveness, Emotional Intelligence

Understanding the Emotional Intelligence Discourse on Social Media: Insights from the Analysis of Twitter.

Social networks have created an information diffusion corpus that provides users with an environment where they can express their views, form a community, and discuss topics of similar or dissimilar interests. Even though there has been an increasingly rising demand for conducting an emotional analysis of the users on social media platforms, the field of emotional intelligence (EI) has been rather slow in exploiting the enormous potential that social media can play in the research and practice of the framework. This study, thus, tried to examine the role that the microblogging platform Twitter plays in enhancing the understanding of the EI community by building on the Twitter Analytics framework of Natural Language Processing to further develop the insights of EI research and practice. An analysis was conducted on 53,361 tweets extracted using the hashtag emotional intelligence through descriptive analytics (DA), content analytics (CA), and network analytics (NA). The findings indicated that emotional intelligence tweets are used mostly by speakers, psychologists (or other medical professionals), and business organizations, among others. They use it for information dissemination, communication with stakeholders, and hiring. These tweets carry strong positive sentiments and sparse connectedness. The findings present insights into the use of social media for understanding emotional intelligence.

Emotional intelligence (EI) research in the construction industry: a review and future directions

PurposeAs a crucial soft skill for achieving project success, emotional intelligence (EI) remains an interesting, relevant and emerging research area which requires more researches in the construction industry. This study presents a review of existing studies on EI in the construction industry.Design/methodology/approachA search of literature was conducted in the Scopus academic database leading to a retrieval of 146 articles. All the articles were subjected to content analysis where 48 articles were accepted to address the research objectives.FindingsThe outcome revealed the topmost critical competencies in EI for construction professionals include: strong assertiveness with firmness in decision-making, strong leadership abilities, coherent team-building traits, strong conflict resolution and high self-control amid provocation. Further, the key contributions of EI to the construction industry were discovered as: increased personal and project performance, inspired leadership, built capacity against stress, improved communication skills and increased confidence within project practitioners.Practical implicationsThe study contributes to the stimulation of an in-depth knowledge in managing construction professionals, the society and further studies in this research area.Originality/valueCritical EI competencies of the key stakeholders of the construction projects are provided to guide practice to improve project successes.

A History of Emotional Intelligence in Work Settings

In 2018, the World Economic Forum labeled emotional intelligence one of the “top 10” skills needed to thrive at work in 2020 and beyond. This is especially so in the wake of the Covid-19 pandemic, which will continue to reshape societies and workplaces as we know them. In these turbulent and disruptive times, being emotionally intelligent may prove an asset to maintain trust and creativity, as well as to establish relevant leadership and managerial practices. While imprints of the term can be traced back in time, emotional intelligence has existed, in its modern incarnation, since 1990. In this paper, we explore the history of emotional intelligence: its origins, its underlying theoretical background in research on emotion and general intelligence, the early self-report instruments, the emergence of the ability model of emotional intelligence, and the identification of three distinct “streams” of research in emotional intelligence. This allows us to draw a roadmap for the future and to open new research avenues, particularly considering the challenging times we are all facing. [169 words] (Keywords: emotional intelligence, organizational behavior, history, workplace)

Problems of the development of emotional intelligence and emotional-volitional self-regulation of police officers at the initial stage of professional training

The relevance of the study of the problem of the development of emotional intelligence and emotional-volitional self-regulation is determined by the increasing level of requirements for professionally significant personality traits of police officers. The ability for self-regulation and a high level of emotional skills presented in the structure of emotional intelligence allows a person to integrately process the information received and use environmental stimuli for cognitive assessment, making conscious decisions in a situation associated with emotional response. Mastering the skills of emotional-volitional self-regulation contributes to the achievement of significant results in professional activity, socio-psychological adaptation and self-realization. The aim of the study was to analyze the psychological factors of the development of the emotional intelligence of police officers, the ability to emotional-volitional self-regulation and to establish the nature of the relationship between the indicators of emotional intelligence and the indicators of self-regulation. The empirical study was conducted on the basis of a sample of male police officers enrolled in the primary vocational training program as a police officer. The psychodiagnostic procedure involved 150 respondents, of which there were experimental and control groups, 40 people each. The study used techniques aimed at identifying the level of development of emotional intelligence and the ability to self-regulation: Emotional Intelligence Research Methods Russian-language version of the MSCEIT V2.0 test by J. Mayer, P. Salovey, and D. Caruso as adapted by E.A. Sergienko, I.I. Wind; R. Cattell's 16-factor personality questionnaire - form C; questionnaire V.I. Morosanova Style of self-regulation of behavior. The results of the study show that changing the tasks and technology of teaching aimed at the development of emotional intelligence ensures the development of significant abilities. As a result of the formative experiment, shifts in the values of indicators of the use of emotions in problem solving (t = 2.03; p ≤ 0.05), understanding and analysis of emotions, the general level of emotional intelligence (t = 3.55; p ≤ 0.001), emotional volitional self-regulation (t = 2.74; p ≤ 0.01). An increased number of positive correlations between the values of indicators of the emotional, communicative and intellectual spheres of a person was revealed. The statistically significant dynamics of indicators of emotional intelligence and self-regulation, reliable relationships with the signs of personality traits, allow predicting the further formation of competencies in the field of emotional-volitional self-regulation.