Language teachers’ job-related emotions, emotional intelligence, and outlook on academic life

Article history: Received May 12, 2013 Received in revised format 12 August 2013 Accepted 14 August 2013 Available online August 16 2013 Researchers and scholars of management and behavioral sciences have tried to determine effective factors, which influence on efficiency and effectiveness in order to increase organization performance and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence. The study is a descriptive-analytic one, which is based on correlation, uses survey method to gather data and they are analyzed using structural equation modeling. The population of this research includes all the personnel of Registry Organization in Arak city. The results suggest that job stress influences on job performance through organizational intelligence and moral intelligence, but job stress does not influence on job performance through emotional intelligence. Regarding research hypotheses, results and findings after analyzing obtained data suggest that job stress influences on emotional, organizational and moral intelligence, but job stress does not influence on job performance. In addition, the results show that organizational and moral intelligence influence on job performance but emotional intelligence does not influence on job performance. © 2013 Growing Science Ltd. All rights reserved.

Introduction: Emotional intelligence, as the ability to recognize and control one's emotions and feelings, is considered a new psychological approach to evaluating behavior in workplaces. Job stress, as an imbalance between job needs and individual abilities, has always been one of the main challenges of workplaces. Therefore, this research was conducted in one of the oil industries in Tehran to investigate the effect of employees' emotional intelligence on their job stress. 
 Materials and Methods: This research is a practical and analytical cross-sectional study. The population of this research, consisting of 300 employees, was selected by random stratified sampling. In this research, two questionnaires, Bar-On emotional intelligence, and HSE job stress were completed. Also, for data analysis, LISREL 8.72 and SPSS 18 software were used to estimate the causal effect between research variables and calculate descriptive indices as well as compare average variables.
 Results: The employees' emotional intelligence and job stress had a significant inverse relationship; In other words, a higher level of emotional intelligence was associated with lower job stress. The subscales of flexibility and self-expression in the emotional intelligence test, and the subscales of communication and role in the job stress test, had the highest and lowest numerical values in each test, respectively. Also, based on the results, employees' emotional intelligence levels and job stress were independent of their age and education level.
 Conclusion: Employees' emotional intelligence level affects their amount of job stress. Therefore, applying emotional intelligence skills in workplaces can significantly reduce the level of employees' job stress.

The aim of this research study is to investigate faculty staffs’ perceptions of emotional intelligence in relationship to the job stress in the higher education sector in the Kingdom of Saudi Arabia. Educational system across the globe has been facing rapid reforms where the teachers’ roles have become more demanding. Emotionally intelligent faculty members can make an effective learning experience by their own motivation and enthusiasm, they are more sensitive towards their students ‘academic performance, disruptive behaviors and relationship management. The emotional intelligence is essential to deal with various issues in a better way. Higher education institutions are affected by the issues of globalisation, which demand faculty to handle job related stress by being emotionally intelligent. The proposed emotional intelligence (EIQ) model focuses on the relationship of perceived emotional intelligence with job stress. This research employed a explanatory research design method. A quantitative design approach is adopted by implementing a survey-based study. Psychometric scales are adopted for measuring employees’ perception about their emotional intelligence and job stress. Additionally, quantitative data has been collected from faculty members (n=277) working in different higher educational institutes. PLS-SEM was used to analyse the proposed model. This research provides empirical support for the argument that emotional intelligence is a direct driver for handling job stress through the appraisal, use and regulation of emotions. Keywords: Emotional Intelligence, Job Stress, Higher Education Sector, Kingdom of Saudi Arabia (KSA), Perceptual Model DOI: 10.7176/EJBM/14-4-04 Publication date: February 28 th 2022

BackgroundOccupational stress exists in every profession, nevertheless, the nursing profession appears to experience more stress at work compared to other health care workers. Unmanaged stress leads to high levels of employee dissatisfaction, illness, absenteeism, high turnover, and decreased productivity that compromise provision of quality service to clients. However, there is a scarcity of information about nurses’ job stress in Jimma zone public hospital nurses.The aim of the present study was to assess job related stress and its predictors among nurses working in Jimma Zone public hospitals, South-West Ethiopia in 2014.MethodAn institution based cross sectional study was conducted from March 10 to April 10, 2014 through a census of nurses who are working in Jimma Zone public hospitals using a structured self-administered questionnaire. SPSS Statistics Version 20 used. For the outcome variable: overall job related stress, the participant’s responses on each item score summed: a stress score ranging from a minimum of 26 and maximum score of 116. The higher the sum the more the stressed the nurse. The level of stress calculated through tertial the lower to low stress, the middle to moderate & the higher to high stress. Moreover, bivariate and multivariable linear regressions done to see the association between the predictor (sex, age, mutual understanding at work, Job satisfaction and working unit/department) and the outcome variable (Job related stress).ResultsA total of 341 nurses working in Jimma Zone public hospitals were given the questionnaire, and the response rate was 92.3 % (315). This study indicated an average overall job related stress level of 58.46 ± 12.62. The highest level of job related stress was on the sub scale of dealing with death & dying mean score of 62.94 % followed by uncertainty regarding patient treatment 57.72 % and workload 57.6 %. While job related stress from sexual harassment had the lowest mean score of 46.19 %.ConclusionOverall job related stress varies across working unit. Working in a chronic illness follow up clinic, the mutual understanding at work between nurse & physician and job satisfaction were negatively associated predictors of job related stress.

Purpose: This study was to investigate the relationship among emotional intelligence, self-efficacy and job stress of nurses. Method: Data was collected from convenient sample of 265 nurses who work for a university hospital in a city. The Questionnaire measured the level of emotional intelligence, self-efficacy and job stress of nurses. The data were analyzed using descriptive statistics, t-test, ANOVA, scheffe' test, pearson's correlation coefficient and hierarchical multiple regression. Result: The mean score of emotional intelligence was 3.41(), self-efficacy was 3.27() and job stress was 3.35(). There were significant differences on self-efficacy according to age, marital status and education level. And there were significant differences on job stress according to age, working unit. It was a significant positive correlation between emotional intelligence and self-efficacy. The emotional intelligence and self-efficacy were significantly negative correlation with job stress. The emotional intelligence explained 24.8% of self-efficacy and 1.9% of job stress and self-efficacy explained 2.7% of job stress. And the self-efficacy was showed a mediate variable between emotional intelligence and job stress. Conclusion: To decrease job stress, nursing managers ought to develop the emotional intelligence and self-efficacy of nurses, reinforce as a mediating role between emotional intelligence and job stress

BackgroundNursing is a stressful occupation, and nurses face multiple stressors daily. Emotional intelligence causes an individual to overcome environmental stresses. The aim of the present study was to determine the relationship between emotional intelligence and job stress among nurses in Shiraz.MethodsA cross-sectional study was conducted with 500 nurses, selected through multistage cluster sampling, from the hospitals in Shiraz in 2017. The data collection tools were the Siberia Schering’s Emotional Intelligence Standard Questionnaire and the Hospital Job Stress Standard Questionnaire, completed through the self-report method. The data were analysed using SPSS 22 software.ResultsThe mean scores of emotional intelligence and job stress were 113.59 ± 14.70 (total score = 165) and 97.10 ± 14.27 (total score = 175), respectively. The correlation test showed that there was an inverse relationship between emotional intelligence and job stress (r = −0.474, P < 0.001). Also, the multiple linear regression analysis showed that self-awareness, social consciousness, and income predicted 25% of the job stress in the subjects under study (r2 = 0.25).ConclusionRegarding the relatively strong and inverse relationship between the nurses’ emotional intelligence and job stress, it is suggested that emotional intelligence workshops be included in the in-service training programs of the nurses.

Introduction and Objective: Job stress is one of the major threats to health and it is associated with many diseases and family problems. Midwives experience high job stress due to the management of delivery emergencies. Personality traits and emotional intelligence can be helpful in confronting environmental pressures and selecting the strategy of coping with useful stress. Thus, the current research was conducted to evaluate the relationship between job stress, personality traits and emotional intelligence in midwives of Lorestan health care centers.Methodology: This research was a cross-sectional and correlational study. Midwives working in all cities of the Lorestan province were randomly selected and they completed the job stress, emotional intelligence and personality traits questionnaires. Data were analyzed using SPSS 16 software and a significance level of p <0.05 was considered.Results: The results of the research showed that mean and standard deviation of job stress, emotional intelligence and personality trait midwives were 94.36 ± 12.98, 11.87 ± 14.30, and 135.51 ± 15.73 respectively. The results showed a negative relationship between intelligence and job stress (r= –0/274, p=0.0001) and no significant relationship was found between personality traits and job stress (r = –0.288, p=0.079).Conclusion: A negative correlation was found between emotional intelligence and job stress, so emotional intelligence can reduce midwives’ workplace stress.

To investigate the impact of socio-demographic factors and job stressors on the emotional intelligence of psychiatric nurses. Emotional intelligence plays a crucial role in enabling nurses to effectively manage their own emotions, comprehend the emotions of others and assist individuals in dealing with diverse stressors. Nevertheless, a comprehensive conceptualization of the relationship between job stressors and emotional intelligence remains lacking. This study employs a multi-centre cross-sectional design. A multi-centre cross-sectional survey involving 1083 registered nurses from 11 psychiatric hospitals across four provinces in China was conducted. Non-probability sampling was utilised. The survey encompassed assessments of nurse job stressors, emotional intelligence using a scale and socio-demographic characteristics using a questionnaire. A multiple linear regression model was applied to identify significant variables associated with emotional intelligence based on demographic attributes and various nurse job stressors. The study adhered to the STROBE checklist. The findings revealed a noteworthy negative correlation between nurse job stressors and emotional intelligence. Socio-demographic factors and job stressors of certain nurses were able to predict emotional intelligence and its dimensions among psychiatric nurses, with percentages of 44.50%, 40.10%, 36.40%, 36.60% and 34.60%. Providing emotional intelligence training for psychiatric nurses could enhance their capacity to cope effectively with workplace stress, particularly among younger nurses who engage in limited physical activities. The analysis of the relationship between emotional intelligence and nurse job stressors could facilitate early detection and intervention by managers based on pertinent factors. This, in turn, could elevate the emotional intelligence level of psychiatric nurses. This study did not recruit participants, so details of participants were not be involved.

Objectives This study aimed to investigate the mediated moderation effect to confirm whether emotional intelligence moderates the effect of job stress on burnout among military officers by mediating effect of cognitive emotion regulation strategies.&#x0D; Methods The Job Stress Scale, Exhaustion Scale, Cognitive Emotional Control Strategy Scale, and Emotional Intelligence Scale were all surveyed in this study. The data collected from 359 military executives was analyzed. SPSS/WIN 25.0 was used for basic statistical processing such as descriptive statistics and correlation analysis. And the statistical results of Hayes' (2018) model 15 analysis using SPSS PROCESS MACRO V3.4 were examined using a step-by-step approach suggested by Muller et al. (2005) to verify the mediated moderating effect.&#x0D; Results In the relationship between job stress and burnout, the mediated moderating effect of emotional intelligence through the cognitive emotion regulation strategy was found to be significant. The moderating effect of emotional intelligence, in particular, was significant in the positive relationship between job stress and burnout. This moderating effect was confirmed through the mediation of cognitive emotion regulation strategies.&#x0D; Conclusions These findings explain why there is a relatively weak link between job stress and burnout in the group with high emotional intelligence because cognitive emotion regulation mechanisms are employed. In other words, the employment of positive emotion management techniques lessens the impact of work stress under circumstances of high emotional intelligence. Burnout results from not using the proper emotion regulation mechanisms for job stress in low emotional intelligence environments. This implies that improving emotional intelligence through the use of adaptive cognitive emotion regulation mechanisms is required to lessen burnout among military officers brought on by job stress.

Background/Objectives: As the field activity of the fire fighter is increased increasing the exposure to the traumatic event, the development of effective program to reduce the job stress is needed.Methods/Statistical analysis: The present study investigated levels of emotional intelligence, self-efficacy, and job stress by personal characteristics, working environment of ambulance workers, and grasped their correlations. A survey of ambulance workers in service at fire stations in the northern Gyeonggi province was conducted from Feb. 22 to Mar. 31, 2019 and 160 questionnaires were analyzed. Collected data were subjected to frequency analysis, t-test, and ANOVA using SPSS software 12.0 program.Findings: Emotional intelligence showed a score of 63 out of 80 points. Emotional intelligence of females was higher than that of males. That of workers not younger than 35 years was higher than that of workers younger than 30 years. That of fire engineers or fire lieutenants was shown to be higher than that of firefighters. Job stress of females was higher than that of males. That of EMT level 2 qualification holders or workers who took the training course was shown to be higher than that of EMT level 1 qualification holders. That when less than three workers were mobilized was shown to be higher than that when three workers and more were mobilized. Self-efficacy showed a positive correlation with emotional intelligence but a negative correlation with job stress. Emotional intelligence showed a negative correlation with job stress. The higher the emotional intelligence, the higher the self-efficacy. The higher the emotional intelligence and self-efficacy, the lower the job stress.Improvements/Applications: To reduce the job stress, the health should be improved and the field response capability should be enhanced by establishing the strategy to enhance the emotional intelligence.

Background: The development of the emotional intelligence of leaders has become an exceptionally popular enterprise. However, the empirical research conducted by practitioners to date does not provide convincing evidence of the effectiveness of emotional intelligence development interventions. Robust and informative research on the effectiveness of coaching to develop the emotional intelligence of leaders is lacking.Aim: The purpose of this study was to determine, describe and evaluate the impact of a theoretically substantiated coaching intervention on the emotional and social intelligence competencies of leaders in a financial services company.Setting: The setting of the study is a financial services company in South Africa.Methods: A mixed method approach using a quantitative and qualitative research design was considered appropriate. The quantitative research method consisted of a quasi-experimental design using a non-equivalent pre- and post test control group to measure the impact of the coaching intervention on a sample of 30 leaders. The Bar-On EQ-i scale was selected as a reliable and valid measure of emotional and social intelligence competencies. Wilcoxon’s statistic was calculated to determine the statistical significance of score differences between the experimental (N = 30) and control (N = 30) groups. The qualitative research method was comprised of semi-structured interviews with six of the leaders and their supervisors.Results: The statistical results indicated that coaching significantly impacted the emotional and social intelligence competencies of leaders in terms of their overall emotional quotient (EQ), intrapersonal competency, interpersonal skills, stress management, self-regard and empathy. The semi-structured interviews provided rich descriptive themes and evaluations that corroborated the quantitative findings.Conclusion: This research provided convincing empirical evidence of the positive impact of a long-term, spaced and goal-focused coaching intervention on the emotional and social intelligence competencies of leaders in a financial services institution. The finding suggests that a theoretically well substantiated coaching intervention and a robust empirical study can be effective in demonstrating the impact of coaching on the emotional and social intelligence competencies of leaders. However, the implications of the limitations pointed out in this study could have influenced the findings, and future research aimed at improving relevant research models should take these into account.

The aim of this paper is to introduce the importance of emotional intelligence and the extent to which emotional intelligence can be implemented and used to improve language teaching and learning. Since emotional intelligence is perceived to play a crucial part in every aspect of people’s lives, it can be extended to language teaching and learning. Language teaching and learning typically includes communication; therefore, emotional intelligence is beneficial. Emotional intelligence is still not widely known, used, or studied in the world of language teaching and learning, although increased efforts to popularise this term have occurred in the past two decades. For this to be achievable in language teaching and learning, scholars and researchers need to pay attention to emotional intelligence. Therefore, both language teachers and students should be aware of and cooperate together to improve emotional intelligence and to create a more effective learning atmosphere for language teaching and learning.

Introduction: health care professionals especially clinicians, undergo lots of job stress (JS). Emotional intelligence (EI) is among the variables that appear to be associated with stress. It is also included among the ways adopted by the individuals in order to resist JS in the workplace. Thus, this study aims to investigate the relationship between EI and JS in the faculty members of Isfahan University of Medical Sciences (IUMS).Methods: This was a correlational study performed on 202 faculty members of IUMS. The data was gathered through two valid and reliable questionnaires (Bradberry EI questionnaire and JS questionnaire), being analyzed by SPSS software using descriptive statistics, Pearson correlation coefficient, t-test, analysis of variance (ANOVA) and linear regression analysis (α=0.05).Results: 142 individuals (70.30%) filled out the questionnaires. 75% of the respondents were male and 98% were married. There was an inverse correlation between the total score of EI and the level of JS (r=-0.235, p=0.005). Moreover, among the factors of EI, self-awareness and self-management scores had significant inverse relationship with the level of JS. Linear regression analysis showed that the EI factors explained approximately 7% of the variance of JS levels of the teachers.Conclusions: Individuals with high EI have less JS. Since the EI can be taught, it can be expected that the JS of faculty members can be reduced through training them on emotional intelligence. Therefore, it is recommended that short-term training courses be scheduled and designed based on the concepts of EI for teachers, particularly clinicians.

Health care industries must consider their sustainable development, and employee well-being is a crucial environmental, social, and governance indicator that should be prioritized. During events such as the COVID-19 pandemic, information transparency is a concern for health care workers. Authentic leaders can build trust by openly sharing their thoughts and feelings. Understanding how authentic leadership affects employee well-being through job stress and how emotional intelligence reduces job stress is essential for health care workers. This study investigated the effect of authentic leadership on employee well-being and considered the mediating role of job stress and moderating role of emotional intelligence in this effect. A time-lagged survey of 452 full-time health care workers (comprising nurses, allied health professionals, and administrative workers) from a general hospital in Taiwan was conducted. Authentic leadership was positively associated with employee well-being, and job stress mediated the effects of authentic leadership on employee well-being. Among the employees who perceived leadership to be authentic, those with higher emotional intelligence felt less job stress. From the perspective of conservation of resources theory, authentic leadership was identified as a crucial factor influencing how health care workers reduce job stress and improve their well-being. Emotional intelligence was identified as essential in enhancing the effects of authentic leadership on reducing the job stress of health care workers. Organizations should promote authentic interactions between leaders and followers and provide training for developing authentic leadership. They should also provide training to improve their employees' emotional intelligence.

Human resources is very important for companies in managing, regulating, and empowering employees so that they can function productively to achieve company goals. Human resources in the company need to be managed professionally in order to realize a balance between the needs of employees and the demands and capabilities of the company's organization. Employees are placed according to their skills and abilities, high level of company work, high work motivation, high work participation, effective work communication, high work discipline, employee wages and salaries are determined fairly according to position, education, and responsibilities tall one. The purpose of this study was to analyze the role of Adversity Quotient and Self Efficacy on Job Stress mediated by Emotional Intelligence at PT. Tripuri Mitra Nobelindo. Using a saturated sample with a total of 50 employees, the analysis was carried out quantitatively with the method of collecting questionnaires. Structural Equation Model (SEM) was used as an analytical method and Smart – PLS was used as an analytical tool. The results of the study, Adversity Quotient has a significant negative effect on Job Stress, Self efficacy has a significant negative effect on Job Stress, Adversity Quotient has a significant positive effect on Emotional Intelligence, Self Efficacy has a significant positive effect on Emotional Intelligence, Emotional Intelligence has a significant negative effect on Job Stress, Adversity Quotient does not have a significant effect on Job Stress through Emotional Intelligence, and Self Efficacy has a significant negative effect on Job Stress through Emotional Intelligence.