Organizational Emotional Intelligence Research Articles

How can emotional intelligence organizations improve job performance of job candidates?

Background: Prospective workers need to have good work performance to be able to increase competitiveness and work productivity. Candidates who have the ability to monitor their emotions will find it easier to achieve good performance. Therefore, the purpose of this study was to determine the effect of emotional intelligence organizations to work performance of prospective workers. Methods: Quantitative method was used in this study with ex post facto as the research design. The subjects of this study were 155 trainees at Semarang Job Training Center 1 class of 2023. In this study, the hypothesis was tested using a simple linear regression test. Finding: This study found the level of organizational emotional intelligence of trainees is in the low category, the level of job performance is in the low category, and emotional intelligence organizations has a positive influence on the job performance of trainees. This research found that trainees with high emotional intelligence at work have good performance, and vice versa. Conclusion: Further researchers can use other methods to obtain more comprehensive results and add or change other variables relevant to job performance. This reaserch suggest that career guidance services play a crucial role in enhancing job performance for job candidates. Novelty/Originality of this study: This study provides a new perspective on the importance of organizational emotional intelligence in improving the job performance of prospective workers. This study offers insights that can be directly applied in developing training programs at the Job Training Center, focusing on improving emotional intelligence to increase the competitiveness and productivity of prospective workers in a competitive labour market.

OPTIMAL LEADERSHIP AND EMOTIONAL INTELLIGENCE

AbstractDaniel Goleman is best known as the psychologist/author who brought the concept of emotional intelligence (EI) to a wider audience in the mid‐1990s. His coauthor Cary Cherniss was a founding member of the Consortium for Research on Emotional Intelligence in Organizations (CREIO), where he served as its director and co‐chair for 25 years. They note that when they co‐founded CREIO “more than 25 years ago, there was sparse evidence for the role of EI in optimal leading. Now there is substantial data from studies of hundreds of organizations that reveal a wide range of benefits when leaders, teams, and employees embody EI.” The authors further state that “the impact of a leader’s emotional intelligence goes beyond business performance to include optimal well‐being. For example, information‐technology employees working at a large medical facility who had more empathic managers reported fewer complaints like headaches and upset stomachs.” They provide numerous workplace examples to back up their research, and acknowledge the research of others such as Richard Boyatzis and his team at Case Western Reserve University and Jean Decety at the University of Chicago on the importance of empathy and the three types Decety has found: cognitive, emotional; and empathic concern.

The importance of implementing emotional intelligence in organizations

The importance of implementing emotional intelligence in organizations

Contribution of Organizational Climate and Emotional Intelligence through Professional Competence toward Work Effectiveness of Elementary School Teachers in the Sub-Districts of Martapura Kota

Among numerous problems of education in Indonesia, one of them is the effectiveness of teachers' work. The quality of an educational institution is strongly influenced by the effectiveness of the work of teachers, and there are other factors such as organizational climate, emotional intelligence and professional competence. Based on the results of preliminary study through observations, the level of teacher effectiveness is still not maximized, such as teacher preparation in learning, utilization of media and learning resources, innovation in developing teaching materials, and the ability of teachers to develop self-quality. Therefore, this current study aims to analyze the direct and indirect contribution between organizational climate and emotional intelligence through professional competence on work effectiveness. This study used a quantitative approach, with facto exposure. The population of this study was 300 people from 32 elementary schools. The sampling technique used was a proportional random sampling. The number of samples was determined based on the Slovin formula with 171 respondents. The data was collected using a questionnaire consisting of organizational climate (20 items), emotional intelligence (40 items), professional competence (36 items) and work effectiveness (30 items). This research instrument has been already tested for the level of validity and reliability using the product moment person correlation test. The data in this study were analyzed using path analysis to see the direct and indirect contributions between variables, by first using normality, homogeneity, and multicollinearity tests. The results showed that there were direct and indirect contributions between organizational climate, emotional intelligence, professional competence and work effectiveness.

Organizational Citizenship Behavior and Emotional Intelligence: A Conceptual Paper

Organizational Citizenship Behavior and Emotional Intelligence: A Conceptual Paper

Exploring the Domain of Emotional Intelligence in Organizations: Bibliometrics, Content Analyses, Framework Development, and Research Agenda.

Emotion is a kind of micro foundation that can affect human behaviors even in the digital era. Emotional intelligence (EI) is an important psychological factor that affects the growth and development of organizations from the view of emotion. Based on current bodies of literature, a comprehensive review of EI can contribute to its theory development in organization research and facilitate EI research burgeoning. We visualize the landscape of EI by analyzing 1,996 articles with CiteSpace their concepts, dimensions, and measurement. We propose two specific mechanisms, which clarify how individuals with high EI use emotional information to influence themselves and others. Following this, we develop a theoretical framework of EI at levels of individual, team, and organization. Finally, future directions and research agenda are addressed. This research contributes to the literature of EI and provides practical insight for practitioners.

Http://habibiaislamicus.com/index.php/hirj/article/view/226

This study examines the association between job satisfaction, organizational commitment and emotional intelligence of secondary school teachers of District Lasbela. The study adopted quantitative research methodology with survey method of research. A total of 150 respondents, selected through stratified random sampling participated in the study. Primary data were collected through three various constructs. The collected data were analysed using various techniques of SPSS (v22). The study finds a significant relationship between organizational commitment, emotional intelligence and job satisfaction of secondary school teachers in the district of Lasbela. The study, in the light of its findings, recommends that a proper system of reward and appreciation be mechanized to motivate teachers towards their professional commitments while they perform their professional duties. The study will contribute in formulation of incentive and reward system in public sector education as well as help educational management to understand the organizational behavior of secondary teachers in Lasbela.

The Contribution of Emotional Intelligence to Human Resource Development and Career Success: a Review

This paper is the review of the main scientific literature about the role of emotional intelligence in career success and human resource development. It aims to analyze how emotional intelligence and its components determine human resource development or career success. Through documentary analysis the paper is based on reviewing leading scientific publications and summarizes main theoretical approaches. The results of the analyze show that emotional intelligence helps employees in many ways to achieve success at work and also highlight the need for more attention to the development of employees' emotional intelligence in organizations. The review also addresses promotion issues which consideration will avoid organizations further problems. This analysis will be especially useful for managers to improve the quality of employees' performance. This review on emotional intelligence issues in terms of career success contributes to review literature about human resource management and development and it may also indicate future directions for surveys.

Adaptation and psychometric analysis of the Emotional Intelligence View Nowack’s (EIV) questionnaire in the Portuguese context

During the last two decades, several studies have demonstrated the usefulness of emotional intelligence (EI) to understand job performance, job satisfaction, and well-being and quality of life (Nowack, 2006, 2014). This study analyzes the psychometric properties of the Emotional Intelligence View (EIV) in the Portuguese population. Participants were 708 professionals working in different job sectors (banking, management, and health) from the whole country. The EIV is a self-report scale composed of 74 items assessing emotional intelligence in organizations. It is organized in five dimensions: General EI competence, self-management, adaptability, relationship management, and leadership. The results showed that EIV presents a coherent factor structure. Results pointed to differences between men and women concerning leadership and emotional self-management. Positive correlations were found between age and educational level. It is concluded that EIV is a valid and reliable measure to evaluate EI in professionals working in different job sectors.

Making of rebel talent through workplace ostracism: A moderated-mediation model involving emotional intelligence, organizational conflict and knowledge sharing behavior

Workplace deviant behavior (WDB) and workplace ostracism (WO) have emerged as one of the most toxic behaviors that breed self-protection and self-interest in today’s organizations. However, limited evidence is available on the underlying factors, such as organizational conflict (OC), knowledge-sharing behavior (KSB) and emotional intelligence (EI), in explaining the WO-WDB relationship. Hence, the present study aims to introduce and empirically validate a moderated-mediation model of workplace deviant behavior, involving WO, OC, KSB and EI, respectively. Drawing on study data from 250 officials in the higher education public sector institutions in Pakistan, and employing structural equation modeling with partial least squares, the findings revealed a significant positive effect of WO on WDB. Besides the validation of the mediating roles of OC and KSB, the findings also confirmed a significant moderating influence of EI. The study implications provide theoretical and practical insights to better interpret KSB, OI and EI in organizations that can generate effective deterrence towards WO and WDB.

Will emotional intelligence training enhance social workers’ emotional labour in Ogun State Nigeria?

This study investigated the effect of emotional intelligence training programme on emotional labour competence of social workers. The study adopted a pretest-post-test quasi-experimental design. The emotional labour scale was used to collect data from the forty-eight (48) randomly selected social workers from two Non-Governmental Organizations (NGOs). Participants of the study were randomly assigned to the treatment and the control groups for the purpose of the study. The hypothesis was tested using the Analysis of Covariant (ANCOVA). Results showed that the treatment significantly affected participants' levels of emotional labour. Based on the findings, it was advocated that the teaching of emotional intelligence in organizations and schools is highly important for optimal outcomes.

Investigating the Mediating Role of Social Support and Organizational Commitment on the Effect of Organizational Emotional Intelligence on Employee Job Satisfaction (Case Study: Mohandesi Sazan Co.)

Investigating the Mediating Role of Social Support and Organizational Commitment on the Effect of Organizational Emotional Intelligence on Employee Job Satisfaction (Case Study: Mohandesi Sazan Co.)

Emotional Intelligence as an Important Asset for HR in Organizations: Leaders and Employees

<p><strong>Emotional intelligence (EI) is related to emotions and emotional information. It has attracted great attention among researchers and Human Resource (HR) practitioners because of its contribution towards leaders and employees and its key role for the organizational effectiveness and excellence. Here, I describe the models of EI and review the findings about the association between EI, leaders and employees to point out the positive correlations. I conclude by signalizing thoughts for future research on the role of EI in organizations.</strong></p>

Emotions, Behavior, and the Mediating Role of Climate

This study examined the impact of emotional intelligence on organizational citizenship behavior with organizational climate as the mediator, in the context of Jordanian pharmaceutical companies. The study addresses the gap in the research that examines the mediating effect organizational climate has on organizational citizenship behavior and emotional intelligence. Quantifiable data were collected using a survey questionnaire, and statistical analyses were performed, including correlation and regression analysis. This study indicates that organizational climate is of great importance in Jordanian pharmaceutical companies because it tended to promote efficiency and effectiveness among employees. Organizational climate mediates the relationship between emotional intelligence and organizational citizenship behavior; if emotionally intelligent employees are provided with a positive organizational climate, only then can they contribute positively towards organizational citizenship behavior. The study is helpful in understanding how organizational citizenship behavior has become a factor underlying job satisfaction. Therefore, Jordanian pharmaceutical companies should focus on developing a culture in which employees can achieve goals and feel satisfied.

Directions and perspectives of emotional intelligence in organizations

In the past 20 years research on Emotional Intelligence (EI) has increased exponentially, being made by scientists and experts from various fields of activity worldwide. EI research studies were oriented towards three main directions: 1) The development of conceptual models and related theories, 2) Construction and validation of tools/testing investigation and evaluation of EI and, 3) The development and validation of stimulation and development programs of EI in the areas of organizational, educational, medical, military, and more. Peter Salovey, one of the parents of emotional intelligence, Invited Speaker at the 3rd International Congress on Emotional Intelligence (September, 2011), pointed out that one of the most valuable research directions of EI refers to its applications and its use at the workplace. The current study includes three main parts: 1) History of the concept of EI and its contemporary approaches, 2) The results of extensive research on the usefulness and efficiency of EI in organizations (case studies), 3) stimulation and development programs in El's different fields (banking, educational, medical, business environment...).

The Effect of CSV Authenticity on the Job Crafting of the Part－time Workers: Focused on Organizational Commitment and Emotional Intelligence

The Effect of CSV Authenticity on the Job Crafting of the Part－time Workers: Focused on Organizational Commitment and Emotional Intelligence

The Role of Emotional Intelligence in the Work of Executives by Different Anagement Levels

In modern conditions of globalized society in the theories of management, there is growing attention to emotional information, its importance and the need of its effective use. Researches confirm that emotions can act as organizational resources that can be managed to improve organization’s effectiveness, employee’s performance and create a favorable moral and psychological climate, both within the organization and with external stakeholders. This article studies the main approaches to the application of the concept of «emotional intelligence» among the various levels of management in the organization and offers authors’ development to improve competencies in this area. The relevance of the research is proved, which consists in special attention to the problems of exchange and use of emotional information among personnel and management. The basic competences those are necessary for the development of emotional intelligence from a position of importance for different levels of managers are studied. This article analyzes the development and practices of implementing programs to enhance emotional intelligence in international organizations and corporations. The purpose of the article is to study the influence of emotional intelligence on different levels of managers in order to identify the main areas of competence development. To achieve the set purpose the following tasks have to be solved: to study the concept of «emotional intelligence», its components; to study the basic competences of emotional intelligence; substantiation of competencies and their importance for managers; to research the best practices on increasing the emotional intelligence in organizations and results of its implementation; to analyze the need to apply and develop emotional intelligence among different levels of management. Authors use such research methods as analysis and synthesis, abstraction and generalization, comparison and competency-based approach. The result of the work is developed recommendations for increasing emotional intelligence among executives based on the analysis of the importance of different competencies for different levels of management.

Emotional Intelligence in Organizations: Bridging Research and Practice

Although theory and research on emotional intelligence (EI) in the workplace has generated high expectations and promising findings, the gap between research and practice looms large. Several lines of inquiry point to the potential benefits of EI for leaders, teams, and organizations. Yet, assessing EI remains challenging, and research focusing on group and organizational levels of analysis is still scarce. In this review, I seek to bridge the gap between research and practice by considering a broader view of EI and discussing research findings with a focus on implications for assessment and training. In particular, I discuss strategies to enhance the impact of EI and leadership training, and to drive results through well-integrated organizational development initiatives.

Relationship between Organizational Politics, Emotional Intelligence and Career Success – An Indian Perspective

Success in career is a great concern and challenge for any individual in the prevailing competitive scenario. This paper discusses about two main issues that influence the career success of an employee. They are employees‘ perception of organizational politics and emotional intelligence in workplace. An employee irrespective of any industry is involved in several behavioural aftermaths in the emotional survival in the chosen career. The employee either involves oneself in organizational politics in workplace or tackles the organizational politics effectively due to emotional intelligence in the conflict of surviving in the organization. This study hence proposes to explore the relationship between organizational politics, emotional intelligence and career success. A sample of 272 employees were chosen through judgement sampling by non-probability sampling method from manufacturing sector from the most predominant metropolitan city namely Chennai, in south India. Karl-Pearsons‘ Correlation analysis was exploited to analyse the data using SPSS. It was found from the study that balancing emotions intelligently helps in career success in addition to coping with organizational politics. This research highlights on the need for emphasizing on emotional intelligence to tackle organizational politics effectively which will by itself contribute to the career success of an employee.

Individual and Group Level Antecedents of Team-Member Exchange (TMX) and its Associated Outcomes

In recent years, teams have become a popular and efficient way of managing and performing work tasks. The idea behind teams is that if they are structured to maximize communication density, connectivity, and minimize hierarchy, there will be greater flexibility in communicating, cooperating, and collaborating on work-related tasks. Human resources are growing concern for today’s competitive organizations. Therefore it is very essential to focus on this issue seriously. In this review paper, we have integrated empirical research regarding the antecedents and consequences of Team-Member Exchange (TMX). An exchange relationship between team members is very critical but relatively unexplored phenomenon in the field of organizational behaviour. We have proposed a theoretical model to study certain selected antecedents (or predictor) and consequences of team-member exchange (TMX) process, both at the individual and group level. The individual level antecedents included in this paper are organizational justice, emotional intelligence, workplace friendship and group level antecedents are collectivistic orientation, team similarity, team identification, team-member affect, team reflexivity and group potency. Likewise, individual level outcomes associated with high quality team-member exchange are organizational citizenship behaviour, job performance, mental health and group level outcomes associated with high quality team-member exchange are team conflict, team climate, team commitment, team performance and team innovativeness. Further, several preliminary propositions have been offered to guide future research and the role of team-member exchange (TMX) within a broad theoretical and empirical context is discussed.Finally, we have discussed the gaps in the relevant literature, major issues for future research on team-member exchange (TMX) along with implications and interventions about how management can develop good interrelationships between co-workers.