scholarly journals The Relationship between Emotional Intelligence and Job Performance of Call Centre Agents

2014 ◽  
Vol 129 ◽  
pp. 75-81 ◽  
Author(s):  
Noorazzila Shamsuddin ◽  
Ramlee Abdul Rahman
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Call Centre ◽  
The Relationship

The Relationship Between Emotional Intelligence and Job Performance

2013 ◽  
Vol 20 (3) ◽  
pp. 412-423
Author(s):  
Meng CHEN ◽  
Ran BIAN ◽  
Li-Na WANG ◽  
Hong-Sheng CHE ◽  
Xuan-Hui LIN
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
The Relationship

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

scholarly journals Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance

2019 ◽  
Vol 11 (8) ◽  
pp. 2299
Author(s):  
Nhu Ngoc Nguyen ◽  
Phong Tuan Nham ◽  
Yoshi Takahashi
Keyword(s):  
Emotional Intelligence ◽  
Emotion Regulation ◽  
Job Performance ◽  
Cascade Model ◽  
Emotional Understanding ◽  
Cognitive Intelligence ◽  
Advantages And Disadvantages ◽  
Downstream Effects ◽  
The Relationship ◽  
Positive Effect

Based on previous findings, which found that the three facets of ability-based emotional intelligence (EI) have varying effects on job performance, this study investigates the relationship between emotional intelligence, cognitive intelligence (CI), and job performance. The use of a cascade model suggests a progressive pattern, starting from emotion perception, followed by emotional understanding and emotion regulation, with downstream effects on job performance. Considering the advantages and disadvantages of both measurements, we employed the performance-based ability measurement, the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) and the self-reporting ability EI measurement, Wong Law Emotional Intelligence Scale (WLEIS). Our findings supported the cascade model, but in the case of WLEIS measures, both self-emotion appraisal and others’ emotion appraisal precede emotion regulation, leading to a positive effect on job performance. Moreover, CI moderated the relationship between EI and job performance, such that a decline in CI rendered the relationship more positive. The MSCEIT and WLEIS showed similar results, thus supporting the cascading model and moderating effects.

scholarly journals How Does the Emotional Intelligence of Project Managers Affect Employees’ Innovative Behaviors and Job Performance? The Moderating Role of Social Network Structure Hole

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096938
Author(s):  
Handong Tang ◽  
Ge Wang ◽  
Junwei Zheng ◽  
Lan Luo ◽  
Guangdong Wu
Keyword(s):  
Emotional Intelligence ◽  
Social Network ◽  
Job Performance ◽  
Network Structure ◽  
Construction Project ◽  
Project Managers ◽  
Innovative Behavior ◽  
Structural Holes ◽  
Social Network Structure ◽  
The Relationship

This study applies affective events theory (AET) and resource dependence theory to introduce the moderating variable social network structure hole; a theoretical model is applied to better understand construction project managers’ emotional intelligence (EI), the innovative behavior of employees, and job performance. A questionnaire survey was conducted with Chinese construction project managers and their employees, with 169 valid questionnaires analyzed using structural equation modeling. The results show that (a) managers with high EI have more potential to make use of structural holes; (b) managers with high EI can stimulate employees’ innovative behavior, thus improving employees’ job performance; (c) structural holes can enhance the relationship between managers’ EI and employees’ innovative behavior and strengthen the relationship between EI and employees’ job performance. Using the lens of AET, this study examines the influencing path of managers’ EI on employees’ job performance from two aspects: emotion-driven behavior and judgment-driven behavior. The study also discusses the moderating mechanism of social network structure hole. The conclusion may help project managers better understand and make use of the influence of social network structure holes.

scholarly journals Does Emotional Intelligence, Psychological Capital and Proactive Personality predict Job Performance?

2018 ◽  
Vol 2 (3) ◽  
pp. 77-80
Author(s):  
Munazza Zahra ◽  
Daisy Mui Kee Hung
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Work Engagement ◽  
Psychological Capital ◽  
Proactive Personality ◽  
Mediating Role ◽  
Human Element ◽  
Overall Performance ◽  
The Relationship

With the emergence of latest technologies, manual and routine asks have been changed, ultimately it is the human abilities that will make the organizations successful as human element can never be denied. That is why organizations are concerned about the performance of their employees since their job performance directly affects the overall performance of the organization. Thus current study is proposing predictors that can enhance job performance of the employees. Taking clues from past researches, current research proposed a conceptual framework connecting three independent variables i.e. emotional intelligence, psychological capital and proactive personality to the dependent variable job performance. It has also been proposed that the relationship between aforementioned variables will consider to be more complete with the mediating role of work engagement, hence work engagement is proposed as  mediator.

scholarly journals The Relationship between Emotional Intelligence and Perception of Job Performance among Nurses in North West of Iran

Scientifica ◽  
2016 ◽  
Vol 2016 ◽  
pp. 1-5 ◽  
Author(s):  
Maryam Vahidi ◽  
Hossein Namdar Areshtanab ◽  
Mohammad Arshadi Bostanabad
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Significant Relationship ◽  
Self Report ◽  
Teaching Hospitals ◽  
North West ◽  
Healthcare Environment ◽  
Emotional Demands ◽  
The Mean ◽  
The Relationship

Emotional intelligence skills help nurses to cope with the emotional demands of healthcare environment. The aim of this study was to identify the relationship between emotional intelligence and perception of job performance among nurses. Using a correlational descriptive design with stratified random sampling, 338 registered nurses from teaching hospitals in North West of Iran were surveyed. Emotional intelligence and perception of job performance were measured using validated self-report measures. The collected data were analyzed through descriptive and inferential methods using SPSS/13. The mean of nurses’ emotional intelligence and their perception of job performance was, respectively,235.83±37.98and157.63±33.23. There was no significant relationship between nurses’ emotional intelligence and their perception of job performance. Although there was a significant relationship between intrapersonal subscale of emotional intelligence and job performance, there was none with other subscales. In order to get rid of the physical and psychological effects of stressful work in wards, it seems that nurses just do routine activities and refuse working closely with the patients. It seems that fitting the patient to nurse ratio, dividing work between nurses, and supporting each other are necessary.

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