Conceptual model for measuring Saudi banking managers’ job performance based on their emotional intelligence (EI)

2017 ◽  
Vol 25 (1) ◽  
pp. 123-145 ◽  
Author(s):  
Adel Alferaih
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Banking Sector ◽  
Self Control ◽  
Self Awareness ◽  
Self Monitoring ◽  
Content Type ◽  
Self Confidence ◽  
Prior Literature ◽  
The Impact

Purpose The purpose of this paper is to develop and present a research model on various emotional intelligence (EI) constructs which have been found to influence job performance in the prior literature. Design/methodology/approach In addition to leadership and EI, the constructs are clustered under different categories: self-awareness includes self-confidence, emotional self-awareness and accurate self-assessment; self-management includes self-control, adaptability, conscientiousness, trustworthiness and optimism; social awareness includes empathy, organizational awareness and service orientation; and social skills groups’ communication, change catalyst, developing others and self-monitoring. Findings The paper proposes 17 hypotheses concerning significant relationships between these constructs and job performance. Originality/value The paper proposes a new approach toward studying the impact of various constructs of EI on job performance in Saudi banking sector.

scholarly journals The impact of emotional intelligence on accuracy of self‐awareness and leadership performance

2011 ◽  
Vol 32 (2) ◽  
pp. 127-149 ◽  
Author(s):  
Virginia K. Bratton ◽  
Nancy G. Dodd ◽  
F. William Brown
Keyword(s):  
Emotional Intelligence ◽  
Ad Hoc ◽  
Empirical Work ◽  
Negative Relationship ◽  
Self Awareness ◽  
Leadership Performance ◽  
Content Type ◽  
Leader Performance ◽  
The Impact ◽  
The Relationship

PurposeThis research paper aims to follow a line of research that examines the impact of elements of emotional intelligence (EI), particularly those related to self‐awareness, on self‐other agreement and performance.Design/methodology/approachThis is a quantitative study that employs the same methodology as Sosik and Megerian to analyze survey data gathered from a matched sample of 146 managers and 1,314 subordinates at a large international technology company based in North America.FindingsThe analysis revealed that the relationship between EI and leader performance is strongest for managers who underestimate their leader abilities. Underestimators earn higher follower ratings of leader performance than all other agreement categories (In agreement/good, In agreement/poor, and Overestimators). The analysis also suggests that there appears to be a negative relationship between EI and leader performance for managers who overestimate their leader abilities.Research limitations/implicationsImplications of the counterintuitive findings for underestimators as well as the imperative for further study utilizing alternative measures of EI are discussed.Originality/valuePrevious empirical work in this area used an ad hoc measure of EI. This study extends this work by utilizing a larger, business sample and employing a widely‐used and validated measure of EI, the Emotional Quotient Inventory. Results further illuminate the nature of the relationship between EI and self‐other agreement and provide a potential selection and development tool for the improvement of leadership performance.

scholarly journals The Impact of Using the Emotional Intelligence on the Effectiveness of the Leadership in Decision-Making in the Jordanian Business Organizations: An Empirical Study on the Working Banks in the Northern Governorate of Irbid, Jordan

2016 ◽  
Vol 6 (4) ◽  
pp. 84
Author(s):  
Hamdan Rasheed Abdullah Al-Jammal
Keyword(s):  
Decision Making ◽  
Emotional Intelligence ◽  
Role Models ◽  
Self Control ◽  
Self Awareness ◽  
Wrong Decision ◽  
Secondary Sources ◽  
Making Friends ◽  
The Impact ◽  
Emotional Balance

The study is concerned with the emotional intelligence in the surveyed organizations and its impact on them as well as on its employees. The researcher collected data and information from primary and secondary sources through preparing a questionnaire and determining its four axes: self-awareness, self-control, emotional balance and adopting the democratic style at work and distributing it to managers and their assistants in the banks mentioned in the study population. The study reached to the following results:1. The study found that there is a relationship between self-awareness (self-realization) and the effectiveness of leadership in decision-making, where leaders exceed all their problems in the past, be able to determine the feelings of others toward them, show enthusiasm in dealing with employees, enjoy making friends with them, and deal objectively with all the issues in the organization.2. The study found that there is a relationship between self-control and the effectiveness of leadership in decision-making, where leaders are open to employees in a codified method to keep calm, feel scared of talking in meetings, do not feel a sense of anger at criticizing any of the employees, involve their emotions and feelings when discussing with any employee, show their anger during discussing with any employee, make others feel they are liked during discussion and finally listen well and not interrupting others.3 - The study found that there is a relationship between the emotional balance and the effectiveness of leadership in decision-making, where leaders held themselves accountable after each discussion, sit in quiet and contemplative sessions after work, are able to solve problems quietly, and are characterized with flexibility in dealing with their problems.4. The study found that there is a relationship between adopting the democratic style and the effectiveness of leadership in decision-making, where leaders do not allow others to participate in the traditional decisions, consult some employees when making decisions, involve employees in taking vital decisions, collect data and information before making decisions, delegate some employees with decision making, hold employees responsible for the wrong decision, and employ emotions when trying to convince others with a certain decision.The study recommended that there should be programs to develop the leadership ability to strengthen the sense of the self-awareness of managers and other employees in the field of decision-making. Furthermore, Leaders should exceed all their previous events that may adversely affect the work of the organization not allowing them to affect them negatively when making decisions or dealing with employees.The study also calls for leaders and managers to control themselves while dealing with employees and not allowing anger at work to control them leading to hasty decisions resulting from the impact of anger or instability. They also should choose the proper and convenient time to study the alternatives and select the appropriate alternative to achieve the goals and objectives of both the organization and employees far from all the negative attractions.The study called for employees in management and decision-making in the surveyed organizations to hold quiet sessions after work to review their work and relationships arising from working with employees; self-accountability is one of the best means that verifies and activates the emotional intelligence among employees in the organization, especially the decisions issued and the problems they face as well as their review for the proposed solutions.The study recommended organizations to prepare training programs to develop the emotional intelligence of all employees either managers or subordinates of the surveyed organizations and make the emotional intelligence a part of the culture of the organization to reach to its dimensions so as managers can be role models for other employees.It also recommended to adopt the democratic style in management to remove the physical and moral barriers between managers and other employees, involve employees in decision-making and achieve their needs and desires and finally increase the social gatherings among all employees outside work, such as holding concerts, seminars and trips so as employees can get closer to each other in an environment of love and contentment.The study also calls for researchers to pay greater attention to the emotional intelligence due to its significant role in raising the morale of employees and achieve satisfaction and goals of the organization.

scholarly journals Pengaruh Kesadaran Emosional, Rasa Percaya Diri, Kontrol Emosional Terhadap Kinerja Guru Sekolah Menengah Atas (SMA)

2019 ◽  
Vol 1 (1) ◽  
pp. 45
Author(s):  
Muhammad Donal Mon
Keyword(s):  
Emotional Intelligence ◽  
High School Teachers ◽  
Teacher Performance ◽  
Research Data ◽  
Self Control ◽  
Self Awareness ◽  
School Teachers ◽  
Self Confidence ◽  
Independent Variable ◽  
Performance Research

The performance of high school teachers (SMA) is very important in education, several factors that influence emotional intelligence from the teacher itself. On this occasion the independent variable was emotional self-awareness, self-confidence, emotional self control, while the dependent variable was teacher performance. Research data retrieve using a questionnaire, to measure how much influence emotional intelligence has on teacher performance. Data is processed using the SPPS program. The results of the analysis show that two variables of emotional intelligence have a positive and significant effect on teacher performance while self-confidence has a positive and not significant effect on teacher performance. Furthermore, the adjusted R square is obtained at 65.0%, influenced by these three factors, 35% is the contribution of other variables not included in this study.

scholarly journals The Impact of Emotional Intelligence on Employee Performance in Saudi Arabia Banking Sector

2019 ◽  
Vol 25 (116) ◽  
pp. 127-146
Author(s):  
Amira Serhan ◽  
Heba Gazzaz
Keyword(s):  
Emotional Intelligence ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Relationship Management ◽  
Social Awareness ◽  
Self Management ◽  
Self Awareness ◽  
Quantitative Methodology ◽  
The Impact

Saudi Arabia’s banking sector plays an important role in the country’s development as it is among the leading sectors in the financial sector. Considering, two main Saudi banks (The National Commercial Bank and Saudi American bank), the present study aims to observe the impact of emotional intelligence on employee performance. The components of emotional intelligence affecting employee performance include self-management, relationship management, self-awareness, and social awareness. A quantitative methodology was applied to analyse the survey results of 300 respondents over the period from 2018 to 2019. The results show that there was a significant positive impact of self-management, self-awareness, and relationship management on employee performance. However, in the Saudi banking sector, there was no impact on social awareness on employee performance.

The impact of CSR best practices on job performance: the mediating roles of affective commitment and work engagement

2021 ◽  
Vol 8 (1) ◽  
pp. 129-148
Author(s):  
Rima Bizri ◽  
Marwan Wahbi ◽  
Hussein Al Jardali
Keyword(s):  
Best Practices ◽  
Job Performance ◽  
Work Engagement ◽  
Affective Commitment ◽  
Banking Sector ◽  
Cognitive Theory ◽  
Equation Modeling ◽  
Mediation Effects ◽  
Content Type ◽  
The Impact

PurposeOne of the main challenges of human resource management (HRM) functions is how to leverage an organization's corporate social responsibility (CSR) practices for the improvement of employees' job performance. The rationale is that employees identify with and learn from CSR best practices and try to replicate them in their own capacities on the job, thus elevating levels of performance. This study aims at investigating the impact of organizational CSR practices on employee job performance, in the presence of important job attitudes, namely, affective commitment and work engagement.Design/methodology/approachThe study employed structural equation modeling to analyze data that were collected through a survey of previously validated scales. The survey was distributed using the convenience sampling technique among respondents in the Lebanese banking sector, and 302 useable surveys were collected.FindingsThe structural model confirmed the significant influence of CSR best practices on job performance, in the presence of significant mediation effects of affective commitment and work engagement.Practical implicationsThe effects of organizational CSR could be underscored through a variety of HR initiatives that aim at promoting employees' identification with the organization and its CSR goals, thereby enhancing affective organizational commitment and work engagement. Levels of affective commitment and work engagement could be periodically assessed and enhanced through HR-led programs to facilitate and augment their mediatory effects on job performance.Originality/valueThis study fills a gap in the literature by shedding light on the impact of CSR practices on employees' affective commitment and work engagement within the framework of the social cognitive theory. It highlights the importance of employees' identification with their organization's CSR values and practices, leading to improved job performance, a dynamic that has not been studied in previous research. This study also serves as a point of reference to future studies that will be conducted after the Lebanese banking sector undergoes restructuring, following accusations of corruption and mismanagement.

scholarly journals Intelligensie op drie vlakke as ’n kernvereiste vir die bedienaar

2011 ◽  
Vol 45 (2/3) ◽  
Author(s):  
C.J.H. Venter
Keyword(s):  
Emotional Intelligence ◽  
Social Intelligence ◽  
Self Control ◽  
Self Awareness ◽  
Pastoral Epistles ◽  
Self Confidence ◽  
God's Word ◽  
Form Part ◽  
The Brain

Intelligence on three levels as core requirement for the pastorIn this article the requirement that a pastor should act and behave in an intellectually, emotionally and socially intelligent way is focused on. At the outset of the article intellectual intelligence is discussed metatheoretically. The functioning of the brain, especially of the neocortex, the sub-cortex and the amygdala is outlined as far as intellectual intelligence is concerned. Basistheoretically relevant requirements for being intellectually intelligent are then investigated, in particular relevant requirements for the sound equipment of the pastor as stated in the pastoral epistles. In this respect the following aspects are scrutinised: the requirement that the pastor should have the competence to instruct the congregation from God’s Word, and the requirement that the pastor should have the ability to equip his congregation in an intellectually sound way. In the ensuing part of the article metatheoretical viewpoints on emotional intelligence are outlined. Aspects like the following are indicated and mentioned as these should form part of the pastor’s equipment: the value of a sound self-awareness, a clear perspective on own competencies, a founded self-confidence, self-control, the ability to minister with certain aims in mind, to handle own emotional wounds, and in the last instance, the requirement of insight and how to cope with own emotions. The requirement that the pastor should exercise self-control and the conviction of being called by and cared for by his Sender, God, are included as basistheoretical material. As far as social intelligence is concerned, the following elements are taken into consideration on metatheoretical level: the ability to have an understanding for the situation of someone else and the competence to tune into the feelings of another person. Aspects of the requirement to create relationships, and issues of empathy are investigated and described basis-theoretically. In conclusion practice-theoretical guidelines are formulated for a possible implementation of intellectual, emotional and social intelligence in the ministry of a servant of God.

scholarly journals Play and Toy in the frame of Cultural-Historical Psychology

2017 ◽  
Vol 4 (1) ◽  
pp. 187-194
Author(s):  
Elena O Smirnova
Keyword(s):  
Emotional Intelligence ◽  
Pretend Play ◽  
Self Control ◽  
Self Awareness ◽  
Real Situation ◽  
Child Play ◽  
Psychological Examination ◽  
Voluntary Behavior ◽  
Electronic Games ◽  
The Impact

The intention of this paper is to show the specific of L. S. Vygotsky’s approach to child play and toy as the tool of play. Vygotsky paid special attention to pretend play the essence of which consists in a divergence of the imagined and real situation. Such play promotes the development imagination, thinking, self-control, voluntary behavior, self-awareness, social interrelationship, emotional intelligence. The main tools of a children play are toys. Functions and characteristics of toys are presented. It is indicated that the good toys should be open for various actions and the ideas of the child. However the majority of modern toys are equipped with technical devices which don’t allow the child to show his/her own activity. Playing with such toys comes down to a putting buttons that unlike a pretend play doesn’t develop the abilities in the child. Tech toys, and electronic games present a new developmental situation and it is necessary to study the impact this kind of activities have on the development of young children. In the last part of article criteria of psychological examination of toys are presented.

scholarly journals Critical Factors of Emotional Intelligence and Its Effect on Leadership Qualities at Workplace: A Success Mantra for Effective Leaders

2020 ◽  
Vol 7 (1) ◽  
pp. 12-16
Author(s):  
J. Shanmuganathan ◽  
A.S. SathishKumar ◽  
S. Thiriveni Sripriya
Keyword(s):  
Emotional Intelligence ◽  
Leadership Role ◽  
Self Control ◽  
Business Practices ◽  
Self Awareness ◽  
Leadership Qualities ◽  
Business Press ◽  
Competitive Edge ◽  
Self Confidence ◽  
Effective Leaders

At the heart of all outstanding organizations is a culture that promotes productivity and quality by valuing and creating high trust relationships. Sound business practices are essential to success, but without trusting relationships that are forged each day at all levels, organizations are limited and distracted by events and symptoms that dampen morale and discourage performance. Regardless of how sound the business practices are, the business will be limited in growth and long-term profit if strategies for integrating and valuing all people are not a part of the plan. To achieve this cultural mindset where all members of the workforce feel valued requires effort, strategy and commitment the need is for the organisations to have leaders with high emotional intelligence. Emotional intelligence has become a popular topic in the business press in recent years. Although the importance of the term “emotional intelligence” is of recent origin it has helped develop competencies that are required in many leaders. Emotional Intelligence has become a vital part of how today's leaders meet the significant challenges they face. Emotional intelligence is defined as a person’s self-awareness, self-confidence, self-control, commitment and integrity, and a person’s ability to communicate, influence, initiate change and accept change. Emotional Intelligence can help leaders in an ever more difficult leadership role, one that fewer and fewer people seem capable of fulfilling. And in the middle of the "Talent War", especially at the highest levels in organisations, emotional intelligence can give developing leaders a competitive edge. The idea that success in both life and in work -at least where managing people is a significant factor becomes highly credible so organisations have recognized how their best leaders and managers need to develop their understanding of themselves and others. Int. J. Soc. Sc. Manage. 7(1): 12-16.

scholarly journals The relationship between emotional intelligence and job performance in a call centre environment

2004 ◽  
Vol 30 (3) ◽  
Author(s):  
H. Nel ◽  
W. S. De Villiers
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Call Centre ◽  
Self Awareness ◽  
Insurance Company ◽  
Team Leaders ◽  
Life Insurance Company ◽  
Emotional Competencies ◽  
Emotional Competency ◽  
Self Confidence

The objective of this study was to determine whether there is a relationship between emotional intelligence and job performance in a call centre environment. The sample comprised 135 call centre agents who worked in client services, sales and administrative environments in a life insurance company. The “Emotional Competency Inventory" that was completed by team leaders, was used as a measuring instrument and an overall job performance rating for each participant was provided by the participating organisation. Results show a statistically significant and positive correlation between emotional intelligence and job performance in the call centre environment. The strongest correlation with performance in the total call centre environment occurred in the cluster of selfmanagement and the emotional competency of self-confidence. It was further established that the combination of the emotional competencies emotional self-awareness, trustworthiness, self-confidence and influence explains the greatest degree of variance in job performance in the call centre environment as a whole. Opsomming Die doelstelling van hierdie studie was om te bepaal of daar ’n verband tussen emosionele intelligensie en werkprestasie in ’n oproepsentrum-omgewing bestaan. Die steekproef is saamgestel uit 135 oproepsentrum-agente van ’n lewensversekeringsmaatskappy wat in kliëntediens, verkoops- en administratiewe omgewings werksaam is. Die "Emotional Competency Inventory" wat voltooi is deur spanleiers, is as meetinstrument gebruik en ’n algehele werkprestasietelling vir elke deelnemer is deur die deelnemende organisasie verskaf. Resultate toon ’n statisties beduidende en positiewe korrelasie tussen emosionele intelligensie en werkprestasie in oproepsentrums. Die saamgestelde skaal van selfbestuur en die emosionele bevoegdheid selfvertroue toon die sterkste korrelasie met prestasie in die hele oproepsentrumomgewing. Verder is bevind dat die kombinasie van die emosionele bevoegdhede emosionele selfbewussyn, vertrouenswaardigheid, selfvertroue en invloed die meeste variansie in werksprestasie binne die hele oproepsentrumomgewing verklaar.

scholarly journals A View from the Inside: An In-Depth Look at a Female University Student's Experience with a Feel-Based Intervention to Enhance Self-Confidence and Self-Talk

2014 ◽  
Author(s):  
Eva Guérin ◽  
Isabelle Arcand ◽  
Natalie Durand-Bush
Keyword(s):  
Academic Experiences ◽  
Self Control ◽  
Self Awareness ◽  
Self Monitoring ◽  
Self Reflection ◽  
Self Confidence ◽  
Self Talk ◽  
Depth Interviews

The primary goal of this investigation was to document, using the participatory paradigm, a female university student's experience with a feel-based intervention intended to enhance the quality of her academic experiences including her self-confidence and self-talk. In this unique qualitative case study, the student participated in a 15-week intervention that included multiple in-depth interviews and regular journaling, both of which prompted regular self-monitoring and self-reflection. A narrative account illustrates how the student learned to regulate the way she felt through the intervention, leading to increased self-awareness and self-control, as well as enhanced self-talk and self-confidence.

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