Emotional Intelligence Of Employees Research Articles

Pengaruh Kecerdasan Emosional, Motivasi Ekstrinsik dan Kepemimpinan Transformasional terhadap Kreativitas Karyawan pada Industri Kerajinan Perak di Kota Yogyakarta

This study aimed to determine the effect of emotional intelligence on employee creativity, to determine the effect of extrinsic motivation on employee creativity. And to find out the effect of transformational leadership on employee creativity.
 Main findings: employee emotional intelligence has a positive and significant effect on employee creativity. Extrinsic motivation has a positive and significant effect on employee creativity. Transformational leadership has a positive and significant effect on employee creativity.
 Contribution: Although the findings of the relationship are not final, research on various levels of analysis and various situations is still needed, in order to provide certainty between the dynamics, emotional intelligence, extrinsic motivation and transformational leadership towards employee creativity in the silver industry in Kotagede Yogyakarta.

Moderating Effect of Employee's Emotional Intelligence on the Relation of Emotionally Intelligent Project Manager and Employee Engagement

Employee's engagement is one of the very important topics in business world from years. Organizations are focusing on success by engaging its employees and retaining the talent with skills and competencies necessary for growth and sustainability. A multifaceted conception about engagement is influenced by numerous factors like organizational communication and managerial styles. To keep employees engaged manager needs to have certain abilities and skills, one of the ability is that a leader should be emotionally intelligent, who can understand his own emotions and feelings as well as of his workforce. Emotional intelligence consists of adaptive emotional functioning involving inter-related competencies relating to perception, understanding, utilizing and managing emotions in the self and others. Researchers in diverse fields have studied emotional intelligence and found the construct to be associated with a variety of factors such as mental health, relationship satisfaction, and work performance. The present study intends to investigate the moderating impact of employee's emotional intelligence on the relation of managers' emotional intelligence and employee engagement. The results of this research demonstrate that through emotional intelligence a manager can control his employees and he can use them according to the requirement of organizational goals. However, sometimes there are employees who are also emotionally intelligent and they use their own emotional intelligence that enhances their work engagement and causes other positive outcomes. These employees are engaged at work not because of their managers' emotional intelligence or leadership, but due to their own high emotional intelligence. For this research questionnaire was used to collect the data that was distributed in different construction companies working in Rawalpindi and Islamabad. Those questionnaires were adapted from the other research papers. The total sample size for this research paper is 274 employees and unit of measure is individual, for data collection simple convenience sampling technique was used. The study also offers suggestions for future research on the basis of certain limitations.

A Study on Emotional Intelligence at Workplace:Comparative Study in Indian Power Sector Organization

This research is to study the level of emotional intelligence of employees in power sector and to compare the emotional intelligence between respondents working in different Indian power sector organizations and managing the emotional intelligence within the organization. Emotional intelligence must somehow combine two of the three states of mind: cognition effect and emotions. The scope of the study is to evaluate the individual's ability of employees and to understand emotional Intelligence in four different organizations of the Indian power sector, while handling problems or to manage their work in team. The organizations are: Power Finance Corporation Limited (PFC), National Hydroelectric Power Corporation Limited (NHPC), Indian Renewable Energy Development Agency Limited (IREDA), Rural Electrification Corporation Limited (REC). The population includes the employees of four different organizations in power sector of India, both at senior level and at junior level. Data was collected from 137 employees out of the 140 employees who were working in Indian Power Sector and provided their feedbacks; out of which 38 are from IREDA, 30 are from REC, 30 are from PFC, and 39 are from NHPC. Out of these four organizations, 40 are from Technical department, 36 are from HR department, 39 are from Finance department, and 22 are from other departments. Furthermore, 55 are less than 35 years in age, 39 are from ages of 36 to 40 years and 43 are of 41 years and above. The source of data was both primary and secondary data. Primary data is collected for direct interaction and questionnaire which is based on Emotional Intelligence. It provides information about 'demographic', 'socio-economic characteristics of respondents', 'psychographic characteristics', 'attitude', and motivations of respondents'. The structured questionnaire was used for this study and it comprises of 50 items. The items are categorized into two main components like Intrapersonal intelligence and Interpersonal intelligence and 5 factorial components are self-awareness, managing emotions, motivating oneself, empathy, and social skill. Through this, we can judge EI in four areas like identify emotions, using emotions, understanding emotions and regular emotions.

Leveraging employee emotional intelligence in casino profitability

Drawing on the link between service quality and casino profitability, this paper describes the roles of frontline employees in delivering casino service quality and analyses how management can nurture employee emotional intelligence's (EEI) contribution to casino revenue growth. This study is conceptual in nature. The analysis builds from identifying the emotional contents embracing service encounter involving casino frontline employees and customers. The identification area approaches from emotional work performed by employees, referred to as emotional labor, the emotional service delivered by casinos, customer attributed emotions and emotional contagion. The study comprehensively analyses how EEI can manage and regulate emotionally charged service encounters which subsequently affect customers’ perception of employee behaviours and service performance over service encounters. These encounter performance forms customers’ perception of casino service quality which leads to customer loyalty and ultimately casino profitability. This theory-focused study presents an additional venue with great potential for casinos to enhance business performance and financial growth, as well as providing new insights into the role of EEI in organizations for researchers in the relevant field.

Impact of Emotional Intelligence in Indian Retail Banking Industry: Challenges and Opportunities

The banking industry in India has a huge canvas of history, which covers the traditional banking practices from the time of Britishers to the reforms period, nationalization to privatization of banks and now increasing numbers of foreign banks in India. Therefore, Banking in India has been through a long journey. Banking industry in India has also achieved a new height with the changing times. The use of technology has brought a revolution in the working style of the banks. Nevertheless, the fundamental aspects of banking i.e. trust and the confidence of the people on the institution remain the same. The majority of the banks are still successful in keeping with the confidence of the shareholders as well as other stakeholders. However, with the changing dynamics of banking business brings new kind of risk exposure. This study helps to know the emotional intelligence of employees working in educational institution. It is important for the employees working in service industries to have high level or morale with emotional intelligence. Emotional intelligence is not only crucial when you're on the job - it's also paramount when you're searching for a graduate role and going through the recruitment process. In this paper an attempt has been made to identify the general sentiments, challenges and opportunities for the Indian Banking Industry. Public and private are among the many employers in retail banking and insurance that highlight the importance of emotional intelligence. It's a quality that's easily forgotten because it's not explicitly requested or graduates don't know what it means. This article is divided in three parts. First part includes the introduction and general scenario of Indian banking industry. The second part discusses emotional intelligence in retail the various challenges and opportunities faced by Indian banking industry. Third part concludes that urgent emphasis is required on the Indian banking product and marketing strategies in order to get sustainable competitive edge over the intense competition from national and global banks. This article is a small seed to existing branch of knowledge in banking industry and is useful for bankers, strategist, policy makers and researchers.

중국 IT기업의 종업원 감성지능이 직무만족에 미치는 영향에 관한 연구 : 조직문화인식을 매개효과로

Popular business magazines continue to highlight the employee's emotional intelligence in the organization. The purpose of this study is to explore a mediation mechanism of the relationship between emotional intelligence and job satisfaction in China IT corporation. For this, this study focused on examining the influential relationship between employee's emotional intelligence, Awareness of Self-Emotion, Awareness of other-Emotion, Emotion management, Emotion Control and job satisfaction and the mediating effect of organization culture awareness upon the relationship. Study findings are as follows : First, China IT corporation employee emotional intelligence has a significant positive(+) effect on job satisfaction and is partially supported organization culture awareness. Second, organization culture awareness has partially mediated effect on relationship between emotional intelligence and job satisfaction. In this study, the more employee's emotional intelligence have a positive impact on job satisfaction and organizational culture. We can designing a support program that emotional intelligence and organization culture awareness for China IT corporation employees will have direct influence upon job satisfaction. Employee's great talent to make good use of elements of emotional intelligence that promote the work environment and their's condition and the relationship between employee and employee.

Emotional Intelligence and Development of Human Capital: A Study on Some Selected Private Commercial Banks in Bangladesh

Purpose- This study is an attempt to find out the relation between emotional intelligence and development of human capital. Design/methodology/approach – Quantitative method was used for this study. The study is mainly based on the primary data collected through interview by structured questionnaire from 120 employees of different commercial bank in Dhaka city. In this study, the authors considered eight major factors of emotional intelligence which are responsible for developing human capital of private commercial banks in Bangladesh. The data were analyzed by using the multi-variable regression model. Findings- Outcome from this field study and survey recognized These relationships and shakes sound with the presented literature and set up the hypothesis. Practical implications- The study reveals that commitment, optimism and self-awareness are the most significantly correlated to the development of human capital and resilience, emotional regulation, compassion, personal integrity and interpersonal connectivity are also correlated with the development of human capital. Therefore, the authority of banks should give emphasis on commitment, optimism, self-awareness and other factors of the employees through proper counseling for ensuring the development of human capital and also should create learning organizational for gaining sustainable competitive advantage through the existing human resources so that the individual and organizational goals can be attained. Originality/value- This study provides a conceptual model which will be helpful for developing human capital of banking sector in Bangladesh through the changing of emotional intelligence of employees.

Employee Emotional Competence

Customers often experience intense emotions during service encounters. Their perceptions of how well contact employees demonstrate emotional competence in emotionally charged service encounters can affect their service evaluations and loyalty intentions. Previous studies examining employees’ potential to behave in emotionally competent ways (i.e., employee emotional intelligence [EEI]) have used self- or supervisor-reported scales to predict customer outcomes, presenting EEI as stable and independent of the context. However, service firms should be more concerned with the actual display of emotionally competent behaviors by employees (employee emotional competence [EEC]), because employee behaviors vary across encounters. Moreover, a customer perspective of EEC is useful, as customer perceptions of employee performance are crucial predictors of satisfaction and loyalty. Therefore, this study proposes a conceptualization and operationalization of EEC in a service encounter context. On the basis of a comprehensive literature review and in-depth interviews, the authors develop a scale to capture customer-perceived EEC, defined as an employee’s competence in perceiving, understanding, and regulating customer emotions during a discrete service encounter. The scale achieves good reliability and validity. Researchers can use it to explore the role of EEC in service contexts, and managers can employ the scale to diagnose EEC and improve the customers’ service encounter experiences.

Total Interpretive Structural Modeling of Emotional Intelligence at Workplace

In today's competitive scenario, the increasing work stress and responsibilities demand efficient management of emotions while dealing with others at workplace. The concept of emotional intelligence (EI) of employees is hence gaining critical importance in maintaining effective workplace relationships and increased performance. To gain a deeper insight about the concept of EI, it becomes important to understand the major variables that influence it and their mutual interplay for enhancement of employee EI. Based on literature inputs and expert views, eight most important variables influencing emotional intelligence have been identified and a hierarchical model has been developed. The approach of TISM (Total Interpretive Structural Modelling) has been used to conceptualize the model which provides a practical structure of variables of emotional intelligence that can aid in decision making processes for performance management. The paper is a significant leap towards understanding the strategic structure of emotional intelligence of employees at workplace.

Comparing different versions of the Rahim EI questionnaire in a South African context: A confirmatory factor analysis approach

Orientation: Given the interest in the importance of emotional intelligence in employees and leaders with regard to performance of their jobs, it is imperative to use reliable and validinstruments to operationalise emotional intelligence.Research purpose: The purpose of the study was to assess the psychometric properties of three different versions of the Rahim emotional intelligence index (EQI), specifically withregard to its factor structure and reliability, using two different samples.otivation for the study: No previous study has investigated which version of the Rahim EQI is the most appropriate for conducting research within South African organisations. Inaddition, the question of whether the Rahim EQI measures a strong general factor has notbeen answered.Research approach, design, and method: A cross-sectional quantitative research design wasused. Two samples were used (n = 470 and n = 308). The first sample completed the 40-itemversion of the Rahim EQI, whilst the second sample completed the 30-item version of the Rahim EQI. The measurement model, representing the 22-item version of the Rahim EQI, was also fitted to both these samples. Confirmatory factor analysis was used to compare thedifferent versions, as well as conceptualisations, of the Rahim EQI.Main findings: The 22-item version of the Rahim EQI exhibited better model fit than the 40-item and 30-item versions. In addition, the bifactor model suggested that the Rahim EQIseems to measure a strong general factor (emotional intelligence) with very little evidence ofthe presence of unique group factors (self-awareness, self-regulation, motivation, empathy and social skills).Practical/managerial implications: Both the reliability and factor structure of the 22-item version of the Rahim EQI have been confirmed. The bifactor structure should inform researchers and practitioners that, in order to understand emotional intelligence, it is better to conceptualise it as a unidimensional construct.Contribution/value-add: In order to identify the most appropriate conceptualisation associated with the Rahim EQI, various goodness-of-fit statistics (e.g. comparative fit indexand root mean square error of approximation) should be consulted. The impact of the removalof items from instruments should be investigated with regard to the accuracy with which the construct is to be measured. The current study has also contributed to the literature byexamining the psychometric properties of the Rahim EQI in a South African sample.

Unveiling Leadership–Employee Performance Links: Perspective of Young Employees

This paper presents the impact of leadership style practiced by managers on their subordinates’ job performance. Emotional Intelligence of the employees has been considered as a moderator to the leadership-performance relationship. Self-administered questionnaire survey was conducted from convenient sampled 100 young employees of telecom and banking sector. They were asked to respond about their perception regarding their manager’s leadership style, job performance and their perceived level of emotional intelligence. 77 out of 100 distributed questionnaires were received back completely filled that yield response rate of 77%. Current research concluded that the style of leadership exhibited by a manager is significantly associated with the subordinates’ job performance while emotional intelligence of employees has no moderating effect on this leadership- performance relationship

A Study on Relationship between Emotional Intelligence and Employee Performance in Indian IT Sector

Emotional intelligence is a relatively recent behavioral model gaining prominence with Daniel Goleman's 1995 book called 'Emotional Intelligence'. It is the ability to acquire and apply the knowledge from emotions of self and others. Indian IT industry is one of the highest contributors to Indian economy and is on its path of continued growth momentum. This study has investigated the relationship between emotional intelligence and the employee performance in Indian IT sector and demographic factors influencing emotional intelligence of IT employees. Data for the study were collected from 400 IT employees of select IT companies in Hyderabad using three questionnaires namely Emotional Intelligence with its four domains i.e. Self Emotion Appraisal (SEA), Others' Emotion Appraisal (OEA), Use of Emotion (UOE) and Regulation of Emotion (ROE) were set as independent variables while task performance is defined as dependent variable. Gender, age level, education and experience were selected as demographic variables of the study. Through careful analysis of data, a positive correlation was found between emotional intelligence domains (SEA, OEA, UOE and ROE) and the employee performance and it was concluded that emotional intelligence and performance of Indian IT employees are positively correlated. Significant relationships were established between all demographic factors of the study and emotional intelligence of employees. The conclusion was that the demographic factors of IT employees have significant contribution to emotional intelligence of employees.

Emotional intelligence and employee creativity in travel agencies

Every country in the world is developing its tourism industry. Related enterprises not only face problems regarding the use of environmental resources and the development of new products, but also pay much attention to human resources that are beyond capital, technology, or tangible property, with a view to promoting innovation and competition. The purpose of this study is to elucidate the effect of the emotional intelligence of employees of travel agencies in Taiwan on their innovative performance. The sample comprised 170 travel agency employees in Taiwan. Reliability analysis, descriptive statistics, and path analysis were utilised to analyse the data. The results demonstrate that travel agency employees who exhibit highly regulated emotions and extensive use of those emotions also display substantial creativity. The theoretical and managerial implications of the findings are considered and a future research direction proposed.

The Anatomy of Employee involvement and Internal branding and their Impact on the Emotional Intelligence of employees: Evidence from the nursing staff hospital sector of Pakistan.

Employee involvement and internal branding is a very important concept in organizations nowadays especially when organizations desire more profitability as well as stability to sustain in a competitive environment. Motivating employees to give in input in decision making does increase the performance and effectiveness of the organization thus adding to the creativity and innovative level of the employees. On top of that employees who are more involved in decisions and are motivated they have relatively more stability as far as their emotions are concerned like anger frustration etc. On the basis of various studies conducted the relationship between employee involvement, internal branding and emotional intelligence of employees was examined. The sample was taken from two hospitals from the twin cities Rawalpindi and Islamabad and research primary focused on the nurses of the two hospitals the first one was Al-Shifa Eye Hospital Rawalpindi and the second one was Shifa International Medical Hospital Islamabad both are the private sectors of Pakistan. Data that was gathered for these respective variables that is employee involvement; internal branding and emotional intelligence were analyzed and played an important role in the gathering of data respectively. I. Introduction

Intra‐department communication and employees' reaction to organizational change

Purpose – The purpose of this paper is to investigate the moderating effect of employee emotional intelligence on the relationship of intra‐department communications and employee's reaction to organizational change in China.Design/methodology/approach – Based on the literatures in organizational change, organizational communications and emotional intelligence, the authors derived three hypotheses which were tested with data collected in a large state‐owned enterprise (SOE) in the telecommunication industry. Factor analysis and regression analysis were combined for the hypothesis tests.Findings – It was found that intra‐department communications positively influenced employee's reaction to organizational change with employees' emotional intelligence moderating the relationship. When employee's emotional intelligence is higher, intra‐department communication has greater positive effect on employee's reaction to change.Research limitations/implications – With the adopted western measurement scales, this stud...

The Influence of Employee Emotional Intelligence on Coping with Supervisor Abuse in a Banking Context

Employee emotional intelligence (EI) was examined in relation to how it influences perceptions of abusive supervision (ASP), psychological distress (PD), and emotional labor burden (ELB). The sample consisted of 372 frontline bank employees in Taiwan. It was found that PD fully mediated the relationship between ASP and ELB, and EI moderated the relationship between ASP and ELB, weakening the relationship between ASP and ELB for employees with higher EI. PD also partially mediated the interaction of ASP and EI in the prediction of ELB. Practical implications, limitations, and directions for future research are identified and discussed.

The role of emotional intelligence in employees' organisational citizenship behaviours

Organisational citizenship behaviours (OCBs) have been the topic of much research attempting to understand the antecedents and impacts of these behaviours on organisational effectiveness. This study examines the role of emotional intelligence (EI) on employees’ involvement in OCBs. Respondents (N = 185) from six organisations completed EI and OCBs questionnaires. The results of this study indicated significant differences between the employees with high and low EI for the involvement in OCBs. Further, employees with high EI were more involved in OCBs such as individual initiative, personal industry and loyal boosterism. There was no significant difference between high and low emotional intelligent employees on interpersonal helping behaviour. Implications and limitations of this study are discussed and avenues of future research are identified.

The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel

The purpose of this study is to understand the interrelationships among the emotional intelligence of employees in a deluxe hotel, their counterproductive work behaviors, and organizational citizen behaviors. The sample of this study consists of 319 food and beverage (F&B) employees of a five-star hotel in Korea. The results showed that as elements of emotional intelligence, others’ emotion appraisal, use of emotion, and self-emotion appraisal significantly affected counterproductive work behaviors, whereas self-emotion appraisal and use of emotion affected organizational citizen behaviors. In addition, moderating effects were evident related to job positions in the causal relationships among emotional intelligence, counterproductive work behaviors, and organizational citizen behaviors. Limitations of this study and future research directions are also discussed.

Emotional Intelligence of Malaysian Academia towards Work Performance

This paper describes the research conducted in relating to emotional intelligence of university staff to work attitude. The Emotional Intelligence (EI) Scale devised by Schutte et al. (1998) is used in this study, which is more suitable compared to BarOn Emotional Quotient Inventory. Beside their experiences, knowledge and skills, emotion play an important role in pushing individual to produce and perform the best. Emotion is critical in motivating, persuading, communicating, leading and controlling individuals and groups. The role of EI in employees’ work attitude has not been explored in-depth especially in higher institutions which rather focus EI on students and their academic performances. Quantitative method is adopted and questionnaires are distributed among academics and middle-management employees using simple random sampling. The questionnaire has been designed to assess how effectively individual deal with emotion. The findings of this empirical study would highlight the importance of EI in university and give details on EI factors that influence the work attitude among employees. The t-test, correlations and multiple regressions were used to analyze the data. The findings found that EI is positively related to work-attitude. Appraisal and expression of emotion are moderately correlated to job performance and job satisfaction.

The Impact of the Emotional Intelligence of Employees and Their Manager on the Job Performance of Employees

Previous research concerning the influences upon employee job performance reported from the perspective of personality and intelligence.After Mayer demonstrated both theoretically and empirically that emotional intelligence meets with the standards of intelligence,there have been some studies that tried to establish a relationship between emotional intelligence and job performance.The present paper will attempt to incorporate previous findings about emotional intelligence, but then go further to creatively explore the impact of emotional intelligence of employees and their manager on employees' job performance and how the manager's emotional intelligence affects an employee's job performance. 218 Managers and 640 employees from thirty manufacturing enterprises in China participated in the present study.The enterprises were mainly in Dongguan City,Tianjin City,and Chengdu City.218 managers completed questionnaires of their emotional intelligence(MEI) and evaluated one to three of their subordinates' task performance(TP) respectively.In addition,640 employees completed the questionnaires about their emotional intelligence(EEI),leader-member exchange(LMX) and their contextual performance(CP).Path analysis and Structural Equation Modeling were used for the data analysis. The results show a significant correlation between the employees' emotional intelligence and their manager's emotional intelligence and the employees' task and contextual performance.Correlations were: r=0.371( p0.01) for EEI with TP;r=0.615( p0.01) for EEI with CP;r=0.310( p0.01) for MEI with TP;and r=0.304( p0.01) for MEI with CP.Furthermore,Path analysis tested our hypothesis.Structural Equation Modeling suggests that leader-member exchange perceived by the employees partly plays a role as a mediator in the impact of emotional intelligence of manager on the task performance and contextual performance of their employees.Though through leader-member exchange perceived by the employees,the manager's emotional intelligence exerts a comparatively weak effect on task performance of the employees indirectly.The research supports the initial hypotheses. The result shows that LMX can partially mediate the relationship between managers' emotional intelligence and employees' job performance.The results indicate that employees' emotional intelligence can positively influence both their task performance and contextual performance.Furthermore,the results indicate that emotional intelligence improves social exchange,and also confirms other concepts as well.The research suggests to the leaders of companies that they should incorporate measures of emotional intelligence into the employee selection process;and also that they should provide their employees and managers with training that can enhance emotional intelligence levels.Finally,the study suggests that the companies promote the quality of the leader-member exchange in the interest of improving individual job performance and overall organizational performance.