Abstract
Although EI has become a popular tool in organizations there is still a need for increased empirical research onthe construct (Salovey, Woolery, & Mayer, 2002). This study contributes to the literature by providing moreinformation about Emotional intelligence which may alleviate Work Engagement Behavior. It does this bybuilding on the small existing pool of knowledge in order to extend the research on EI. The expected outcome ofthis study was an increased understanding of how EI impacts on Work Engagement Behavior. Emotionalintelligence was measured using the 33-item Schutte Self-Report Inventory (SSRI) developed by Schutte andcolleagues (Schutte et al, 1998). Engagement was measured using the shortened version of the Utrecht WorkEngagement Scale (UWES) (Schaufeli et al., 2006). The scale consists of 9 items and was designed to measurethe three components of engagement: vigor, absorption, and dedication. The samples of 119 employees who arefrom information technology services and Information technology enabled services of Chennai city in India,chosen for the study. Self Administered questionnaire distributed and information collected. Research designdescriptive type with non probability purposive sampling technique was used for the study. The data wereanalyzed using SPSS (statistical package for social science) version 14.The statistical tools like Cronbach'sAlpha Reliability Test, Correlation, Chi – Square Test, One – Way ANOVA, Post – Hoc Test, Factor Analysisand Regression Analysis were employed for the research study. From these Research Findings, managerial aswell as theoretical implications have been discussed in this study.
Highlights
Appreciation), reduced the effects of job demands, on work engagement (Bakker, Hakanen, Demerouti, &Xanthopoulou, 2007)
The gender differences in the work family study suggest that hypotheses could be investigated for both directions of WFC, the current study focused on just the WIF direction because of its higher frequency in the workplace
It is inferred that the researcher identified eight factors namely, Factor 1 I use good moods to help myself keep trying in the face of obstacles; I recognize my emotions as I experience them; I motivate myself by imagining a good outcome to tasks I take on; I help other people feel better when they are down; When I am in a positive mood, I am able to come up with new ideas; When I am in a positive mood, solving problems is easy for me; I am aware of the non-verbal messages other people send and form Factor 1
Summary
Appreciation), reduced the effects of job demands, (in the form of student misbehavior), on work engagement (Bakker, Hakanen, Demerouti, &Xanthopoulou, 2007). The authors were testing a model of burnout (Demerouti, Bakker, Nachreiner, &Schaufeli, 2001) They did not study engagement directly, but instead investigated its converse, disengagement. The final study establishes that a relationship between the work family domains and engagement exists This allows the current study to advance the literature by examining whether EI moderates this relationship. Engagement was measured using the shortened version of the Utrecht Work Engagement Scale (UWES) (Schaufeli et al, 2006). The scale authors suggest that the total score for all 9 items of the scale be used as a measure of work engagement instead of calculating scores for the 3 different engagement components due to high correlations between the 3 components. Scale brevity was important in the current study because so many measures are being used
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