Purpose: This paper illustrates the interface between emotional intelligence, trust and organizational learning in the context of a trade show environment. Design/methodology/approach: Theoretical underpinnings of this conceptual study include Appraisal Theory of Emotions. Propositions are presented that suggest positive relationships between antecedent variables, emotional intelligence and trust, contrasted with the dependent variable, organizational learning. Findings: Organizational learning is generally considered to be a benign activity, created by the acquisition and dissemination of new information. The outcome of organizational learning is the development of new knowledge that ultimately results in a shared interpretation among members of the organization. This paper suggests that a lack of emotional intelligence, defined as “the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in the self and others” (Mayer, et al., 2000, p. 396), casts doubt on the motives of newly acquired information. Consequently, low levels of emotional intelligence can inhibit the acceptance of new information, leading to a reduction of learning by the organization. Originality/value: This paper extends the concept of organizational learning by incorporating emotional intelligence and trust as antecedents of organizational learning. Previous research suggests a direct relationship between information acquisition, dissemination and organizational learning. This study implies that other factors can intervene after information is acquired, thereby affecting whether or not newly acquired information is fully incorporated into the organizational learning process.
