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- Relationship Between the Emotional Intelligence of Principals and Their Job Performance
- Relationship between Emotional Intelligence and Job Performance.pdf
- Relationship Between Emotional Intelligence And Job Satisfaction Among Health Workers
- EMOTIONAL INTELLIGENCE AS A PREDICTOR OF ORGANIZATIONAL COMMITMENT AMONG COLLEGE TEACHERS
Relationship Between the Emotional Intelligence of Principals and Their Job Performance
How does emotional intelligence EI affect job performance and job burnout? Direct or indirect? What role does psychological capital play?
This study surveyed employees of various enterprises through questionnaires. Results of this study may contribute to develop EI theories in organizational behavior field. As for enterprises, improving the EI of employees will help to improve their psychological capital, and high psychological capital will lead to positive job performance and less job burnout.
In contemporary society, the economy is developing rapidly, competition tends to grow, and organizational performance is one of the most important indicators of how to develop ever better in the face of global competition. As a profit-making organization, improving organizational performance is the most important mission of enterprises. Present-day companies want to recruit or train potential employees who are willing to go beyond their established roles to improve performance Adams et al.
However, when enhancing the organizational performance of enterprises, the workload and work pressure of employees will also be increased. Therefore, job burnout, which can easily occur in a high-pressure environment, is a common problem in enterprises or organizations. The problem of job burnout will affect the job performance and cause it to decline, leading to more serious burnout, forming a vicious circle, and ultimately affecting the organizational performance.
Maslach et al. Since then, an important research subject has arisen in the fields of industrial and organizational psychology: the relationship between EI and job performance. In practice, to enable employees to adapt to new work environment faster and create better job performance, the manager also begins to pay attention to the relationship between EI and work performance in recruitment and training. If a manager improves the EI of employees, they can effectively reduce their job burnout, improve job performance, and solve the problem of poor enterprise efficiency.
Although some studies have proven the effect of EI on job performance and job burnout, the related research on how EI affects job performance and job burnout has not been fully certified and is still waiting for investigation. Moreover, EI and psychological capital can predict job performance and job burnout. On this basis, the purpose of this paper is to explore the role of psychological capital, which played a mediating role in the relationship between EI and job burnout.
This study summarizes the four structures, gives the hypothesis, and explains the research methods. Finally, it discusses the contribution to the theoretical development and the possible implications for organization by the results.
Meanwhile, Salovey and Mayer improved and enriched the view of EI as a cognitive emotion used to enhance cognitive activities, as well as the ability to solve problems and difficulties through the use of knowledge Mayer et al. EI includes four aspects: 1 the ability to accurately perceive, assess, and express emotions; 2 the ability to promote thinking using emotion; 3 the ability to understand emotion and emotional knowledge; and 4 the ability to regulate and manage emotions.
The concept of job burnout was proposed by Freudenberger , after he put forward the concept; the problem of job burnout began to be explored by a large number of scholars. According to Maslach and Jackson , job burnout includes emotional exhaustion, depersonalization, and personal accomplishment. Among them, exhaustion is the central quality of burnout; depersonalization is an attempt to distance yourself from the service recipient by actively neglecting the qualities that make it unique.
The relationship between personal accomplishment and the other two dimensions of job burnout is more complex.
It is difficult to gain a sense of accomplishment when feeling exhausted or when helping people toward whom one is indifferent Maslach et al. Much research has been conducted to explore the antecedent variable to determine the relevant factors that prevent or reduce this negative performance. Performance can be defined in many ways, but the more precise definition came from Campbell et al.
As one of the types of performance, job performance reflects how effectively a person is using influence opportunities Chen and Schaubroeck, , that is whether the work done by the employees are effective or whether they can show good talent. Indeed, emotion not only affects the way people think and act but also signals about judgement and information processing Averill et al. Employees can manage emotions by adjusting their perception of the work environment and the emotional stimuli from the environment; they can accomplish what they want to achieve by strengthening, weakening, prolonging, or shortening certain emotional experiences Wong and Law, There is also a significant negative correlation between emotional evaluation and emotional exhaustion and a significant negative correlation between emotional control and failure Chan, In addition, the study of Platsidou showed that there is a high correlation between EI and burnout.
The optimization of EI is a key factor in the relief of job burnout. Through, these results support the hypothesis of the relationship between EI and job burnout. On the basis of the existing related theory and research summarized, we derive the following hypothesis:. In recent years, with the hot research subject of positive psychology and its application in the fields of organizational behavior and management, a new theoretical concept, psychological capital, has been put forward.
Luthans defined the concept of psychological capital as a general, positive core psychological element of the individual, including the psychological state that conforms to the standard of positive organizational behavior, which is mainly composed of four dimensions. The four positive psychological abilities of self-efficacy, hope, optimism, and tenacity are the core psychological elements that transcend economic capital, social capital, and human capital.
These four dimensions are measurable and developed mental states, allowing individuals to achieve more effective performance Youssef and Luthans, Since the positive psychological state contained in psychological capital can promote the positive attitude and behavior of the individual, empirical studies have become increasingly focused on psychological capital. The interpretation of the concept of job performance refers to a set of performance activities produced by employees in the work environment.
Peterson and Luthans, through the study of enterprises, found that psychological capital, self-efficacy, optimism, hope, and tenacity can have a positive impact on job performance and attitude Peterson and Luthans, An empirical study on psychological capital and job performance of employees in Chinese enterprises by Luthans Luthans et al.
Second, the overall psychological capital, which is composed of optimism, hope, and tenacity, plays a more important role in the positive prediction of job performance. Therefore, according to the above results, the psychological capital of employees has a positive predictive effect on their job performance. The conservation of resource COR theory showed that people are encouraged to acquire, protect, and promote the basic principle of acquiring what they cherish—their resources Hobfoll, From the COR theory, people are facing the threat of losing resources in three situations.
When resources are threatened e. Research by Cozzarelli and Rini et al. It is the desire to defend and promote acquisition of these valued resources which motivates human behavior in the face of stress Holmgreen et al.
The cross-domain relevance of COR theory makes it widely used in the study of internal pressure in organizations Grandey and Cropanzano, ; Brotheridge and Lee, This is a multitiered theory designed to understand individuals nested within different environments, such as the family, the community, and the culture Hobfoll, More importantly, it has been confirmed by many empirical studies that it is an important determinant of job burnout Hobfoll and Shirom, ; Shirom et al.
According to the COR theory, psychological capital can be used as an individual resource to help individuals regulate their job stress, thus alleviating their job burnout. Similarly, the meta-analysis of Lee and Ashforth showed that resource-related factors can be used to resolve emotional exhaustion and cynical negative emotions, thus effectively controlling the occurrence of low job self-efficacy situations. Avey et al. According to the results of the study, first, optimism and hope regulated and predicted voluntary and involuntary absenteeism, and the overall psychological capital composed of the four dimensions of optimism, hope, resilience, and self-efficacy is more effective and accurate in predicting voluntary absenteeism than hope, optimism, resilience, and self-efficacy considered separately.
Second, the results showed that there is a significant negative correlation between the overall psychological capital and involuntary absenteeism. Thus, the following hypotheses can be claimed:. H4 : The psychological capital of employees has a significant positive correlation with their job performance.
Bandura found that the mental state is an important factor of self-efficacy Bandura, Medium-intensity emotions contribute to the formation of self-efficacy, while overintense emotion weakens self-efficacy. EI can allow individuals to effectively regulate their emotions and promote the formation of self-efficacy.
In addition, some scholars have shown that positive psychological orientation can help individuals develop better EI to maintain healthy interpersonal relationships and achieve the best organizational performance Pradhan et al. In a recent study, it was also shown that the EI of managers plays an important role in obtaining psychological capital Sarwar et al.
Therefore, it can be speculated that people with high EI will also have higher psychological capital. As a result, psychological capital, as a mediating role, has been applied in a large number of studies in the field of organizational psychology. Accordingly, the following hypothesis is suggested:.
This study sent out questionnaires to enterprises, organizations, or employees in advance by means of questionnaire survey. The subjects were employees of a number of private enterprises, state-owned enterprises, and public institutions in Qingdao area, Shandong Province, China, including two sales private enterprises, one IT state-owned enterprise, and one junior middle school.
Participants include salespeople in the enterprise, human resources directors, and middle school mathematics teachers.
The basic information of the questionnaire respondents is as follows: 1 the number of male participants was , accounting for All the investigations were approved by the Institutional Review Board of Normal College of Qingdao University, and each participant signed informed written consent.
We used the Psychological Capital Questionnaires developed by Luthans et al. The scale is based on the published, widely accepted, standardized scale for all four elements to be measured, and the reliability and validity of the measurement are well validated in the context of Chinese enterprises Luthans et al.
The scale consists of four dimensions: hope, toughness, optimism, and self-efficacy. Using a past study as a reference, we used the total average of the four dimensions as the final measurement for the variable. The instruction is revised to form a Chinese version of the EIS, which consists of 16 items Law et al. We used the most authoritative and most commonly used scale in the study of job burnout—the Maslach Burnout Inventory—General Survey Maslach et al. The revised scale has good reliability and validity in China.
The scale consists of three dimensions, namely, emotional exhaustion, work attitude, and sense of accomplishment. According to previous studies, we take the weighted mean of the three dimensions as the final measurement of the variable.
We used the scale developed by Heilman et al. There are many empirical studies to explore the impact of demographic variables on psychological capital, job burnout, job performance, and EI.
The empirical study of Gnilka and Novakovic Therefore, we take an exploratory approach to the three variables. In this study, SPSS Reliability mainly showed whether the measurement results have good internal consistency and stability, and the higher the consistency is, the better the reliability of the scale is.
The reliability analysis results are shown in Table 1. Table 1. The theoretical framework of this study is based on previous theories, and the assumptions put forward are based on previous research conclusions.
The research tools used in this study were revised according to previous studies; therefore, this study used AMOS Because the job performance scale in this study has no subscales, in the CFA of this study, we do not yet analyze the research variables of job performance.
Referring to the relevant research on the evaluation of structural equation model by Shook et al. In summary, the analysis concluded that the models of the three scales well fit the data, so the above three scales all have good validity.
For the validation of test interpretation and the establishment of construct validity, discriminant validation is required Campbell and Fiske,
Relationship between Emotional Intelligence and Job Performance.pdf
Emotional intelligence skills help nurses to cope with the emotional demands of healthcare environment. The aim of this study was to identify the relationship between emotional intelligence and perception of job performance among nurses. Using a correlational descriptive design with stratified random sampling, registered nurses from teaching hospitals in North West of Iran were surveyed. Emotional intelligence and perception of job performance were measured using validated self-report measures. Although there was a significant relationship between intrapersonal subscale of emotional intelligence and job performance, there was none with other subscales. In order to get rid of the physical and psychological effects of stressful work in wards, it seems that nurses just do routine activities and refuse working closely with the patients. It seems that fitting the patient to nurse ratio, dividing work between nurses, and supporting each other are necessary.
Skip to search form Skip to main content You are currently offline. Some features of the site may not work correctly. DOI: This study investigated the relationship between emotional intelligence and job satisfaction among health workers. A total of participants comprising 45 doctors and 71 nurses were selected from National Orthopedic Hospital, Enugu State.
Relationship Between Emotional Intelligence And Job Satisfaction Among Health Workers
How does emotional intelligence EI affect job performance and job burnout? Direct or indirect? What role does psychological capital play?
EMOTIONAL INTELLIGENCE AS A PREDICTOR OF ORGANIZATIONAL COMMITMENT AMONG COLLEGE TEACHERS
Recent research findings are accumulating evidence that Emotional Intelligence EI is associated positively with important work manners. However, the research on Emotional Intelligence is mainly conducted in business field and in western countries; therefore there is a shortage of research on Emotional Intelligence in the context of public sector in Jordan. The aim of this study is to explore the influence of Emotional Intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction on job performance among the administrative employees of the University of Jordan. A sample consisted of employees from the University of Jordan who completed self-report questionnaire. Structural equation modeling SEM was used in order to test the proposed hypotheses.
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Keywords: Emotional Intelligence, Job Performance, Transformational Leadership. Sahidur Rahman and Shameema Ferdausy. NIDA Development Journal.
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