Abstract
The main goal of this paper is to examine differences between employees and managers in attachment styles, emotional intelligence, life satisfaction, personality traits and humour styles, as well to discuss implications of this connection to the quality of management at work. The survey includes 240 participants from Serbia. The sample includes employees and managers of both genders and of a various age. The instruments used are: Emotional Skills and Competence Questionnaire (Takšić et al., 2006), Experiences in Close Relations (Kamenov & Jelić, 2003), Personality Questionnaire (Zuckerman, 2002), Humour Styles Questionnaire (Martin et al., 2003) and Satisfaction With Life Scale (Diener et al., 1985). The results indicate that the owners, top managers and managers in relation to employees have higher scores on all three dimensions of emotional intelligence, dominant affiliative humour style, they are more satisfied with life and show higher activity. Employees have dominant aggressive and self-defeating humour style and neuroticism in relation to owners, managers and top managers.
Highlights
The results of numerous studies (Bar-On & Parker, 2000; Berson & Yammarino, 2006) show that the main competences related to excellent performance at work are emotional and social qualities: adaptability, self-confidence, persistence, emotion identification and control, empathy, ability to agree with others.DOI:10.5937/sjm9-5440G.Nikić / SJM 9 (2) (2014) 281 - 292The gained results indicate that these competences play more and more significant role on higher levels of management while the differences in professional qualifications are less important
The structure and intensity of differences in attachment, life satisfaction, emotional intelligence, humour styles and personality traits depending on socio-demographic characteristics
We investigated the structure and intensity of the differences in mentioned variables by the set of canonical discriminative analyses in which the criterion variables were the sociodemographic characteristics of participants while the set of predictors were the scores on the subscales of attachment, emotional intelligence and the subscales of humour styles, as well as the overall score on the scale of life satisfaction and the factor scores on the first main components of the subscales of the questionnaire for the estimation of personal traits
Summary
The results of numerous studies (Bar-On & Parker, 2000; Berson & Yammarino, 2006) show that the main competences related to excellent performance at work are emotional and social qualities: adaptability, self-confidence, persistence, emotion identification and control, empathy, ability to agree with others.DOI:10.5937/sjm9-5440G.Nikić / SJM 9 (2) (2014) 281 - 292The gained results indicate that these competences play more and more significant role on higher levels of management while the differences in professional qualifications are less important. The results of numerous studies (Bar-On & Parker, 2000; Berson & Yammarino, 2006) show that the main competences related to excellent performance at work are emotional and social qualities: adaptability, self-confidence, persistence, emotion identification and control, empathy, ability to agree with others. The higher the position of the leaders who achieve brilliant results, the sooner their efficiency could be attributed to emotional competences. On the list of desirable characteristics the dominant ones are social and emotional qualities: adaptability in facing to failures and barriers, selfmanagement, self-control, self-confidence, work motivation directed to goals, group and personal efficiency, team work, negotiation skills and potential for leadership (Bar-On & Parker, 2000)
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