scholarly journals PENGARUH KECERDASAN EMOSIONAL, MOTIVASI KERJA, DAN SIKAP KERJA TERHADAP KINERJA KARYAWAN PADA PT ITHACA RESOURCES

2017 ◽  
Vol 19 (1) ◽  
pp. 101
Author(s):  
Mochammad Subagio
Keyword(s):  
Emotional Intelligence ◽  
Direct Effect ◽  
Work Motivation ◽  
Job Attitudes ◽  
The Other ◽  
Research Findings

Tujuan dari penelitian ini adalah untuk mempelajari pengaruh kecerdasan emosional, sikap kerja, motivasi kerja pada karyawan kinerja. Penelitian ini dilakukan di Ithaca Resources Company Jakarta. Itu menggunakan metode studi kausal. Sampel penelitian ini adalah 90 personel dari Ithaca Resources Perusahaan yang dipilih secara acak. Temuan penelitian ini adalah: (1) ada pengaruh langsung kecerdasan emosional terhadap sikap kerja (2) ada pengaruh langsung motivasi kerja terhadap sikap kerja (3) ada pengaruh langsung kecerdasan emosional pada karyawan kinerja; (4) ada pengaruh langsung motivasi kerja pada karyawan kinerja; (5) ada pengaruh langsung dari sikap kerja terhadap karyawan kinerja; Berdasarkan temuan ini, dapat disimpulkan bahwa karyawan kinerja dipengaruhi oleh kecerdasan emosional, motivasi kerja dan sikap kerja. Dan kecerdasan emosional adalah yang paling dominan yang berpengaruh karyawan kinerja. Pada kata lain, efek kecerdasan emosional tinggi lebih langsung pada karyawan kinerja Oleh karena itu, kecerdasan emosional, motivasi kerja dan sikap kerja yang harus dipertimbangkan dalam menentukan karyawan kinerja di resouces ithaca perusahaan Jakarta.The obyective of this research is to study the effect of emotional intelligence, job attitudes, work motivation on performance employee. The research was conducted at the Ithaca Resources Company Jakarta. It was using causal study method. The samples of this research were 90 personel of the Ithaca Resources Company that selected randomly. The research findings are: (1) there is a direct effect of emotional intelligence on job attitudes (2) there is a direct effect of work motivation on job attitudes (3) there is a direct effect of emotional intelligence on performance employee; (4) there is a direct effect of work motivation on performance employee; (5) there is a direct effect of job attitudes on performance employee; Based on these findings, it could be concluded that performance employee is affected by emotional intelligence, work motivation and job attitudes. And the emotional intelligence is the most dominant that effect the performance employee. On the other word, the higher emotional intelligence effects more directly on the performance employee Therefore, the emotional intelligence, work motivation and job attitudes should be taken into consideration in determining performance employee at ithaca resouces company of jakarta

scholarly journals Peran Mediasi Motivasi Kerja Pada Pengaruh Kecerdasan Emosional Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pegawai Pemerintah

2019 ◽  
pp. 204
Author(s):  
Ali Tafriji Biswan
Keyword(s):  
Emotional Intelligence ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Citizenship Behavior ◽  
Training Center ◽  
Government Employees ◽  
Organization Commitment ◽  
Positive Direct

The study was to determine the effect of emotional intelligence, organization commitment, and work motivation to organizational citizenship behavior of government employees at Tax Training Center. This research tried to explore and determine problems concerning with employees organizational citizenship behavior. The research was conducted in Tax Training Center with a population 63 and samples taken 54 by using quantitative approach with path analysis methods. The research of hypothesis testing show that there are: (1) positive direct effect of emotional intelligence on organizational citizenship behavior; (2) positive direct effect of organization commitment on organizational citizenship behavior; (3) positive direct effect of motivation on organizational citizenship behavior; (4) positive direct effect of emotional intelligence on motivation: (5) positive direct effect of organization commitment on motivation; and (6) positive direct effect of emotional intelligence on organization commitment. Therefore to improve organizational citizenship behavior of government employees at Tax Training Center, organization need to increase their emotional intelligence, organization commitment, and work motivation.  

scholarly journals The Influence of Emotional Intelligence on Work Motivation. An Empirical Assessment

2021 ◽  
Vol 9 (11) ◽  
pp. 2611-2623
Author(s):  
Safura Mohammed
Keyword(s):  
Emotional Intelligence ◽  
Data Collection ◽  
Work Motivation ◽  
Primary Data ◽  
Inferential Statistics ◽  
Convenience Sample ◽  
Empirical Assessment ◽  
Research Findings ◽  
Sample Method ◽  
Emotionally Intelligent

The paper investigated the association between emotional intelligence and work motivation among employees of organisations to determine whether emotional intelligence differences exist in work motivation, and to assess the nature of the association between emotional intelligence and work motivation. A sample of 140 respondents was selected through the convenience sample method for the primary data collection. A set of questionnaires developed by the researcher was used to collect data from the respondents. Data collected were analysed using descriptive and inferential statistics, and presented in Tables. The results indicate respondents are emotionally intelligent and are also motivated. The research findings also indicate emotional intelligence differences exist in work motivation. It is recommended that improvement in skills in the emotional intelligence of employees will contribute positively to work motivational levels, and organisation’s productivity, and growth. Organisations should, therefore, thrive to identify factors that improve the work motivation of employees.

The Relationship between Emotional Intelligence and Rh Type

2014 ◽  
Vol 1 (1) ◽  
pp. 7-9
Author(s):  
Sepideh Iranfar
Keyword(s):  
Emotional Intelligence ◽  
Blood Groups ◽  
T Test ◽  
The Other ◽  
Significance Level ◽  
The Relationship ◽  
Positive Groups

This study has been aimed to find out the correlation emotional intelligence and Rhtype. The simple sizes were 35 undergraduate and graduate of Abadan Oil College with the cluster sampling.The correlation between emotional intelligence and P/N blood groups was 0.085 and it does not accept by standard statistics. We enter the other variable as emotional intelligence groups. The correlation between Rh type and emotional intelligence groups was 0.136 and this correlation in 0/2 significance level had been reported significant.The result was tested by t test, and analysis shown significance difference.it was found that scattering of Rh type was not equal on EI.As well as positive groups can receive upper scores of EI than negative ones and negatives groups have less scores of EI the other. In fact most positives have scores between "114-148", means that they can perch in the medium and high groups of EI.

Stumbling on the rehabilitation gold? Foucault vs. Foucault in San Quentin and beyond

Ethnography ◽  
2017 ◽  
Vol 18 (4) ◽  
pp. 471-492 ◽  
Author(s):  
Bowen Paulle
Keyword(s):  
Emotional Intelligence ◽  
Rehabilitation Program ◽  
Prison System ◽  
The Other ◽  
Trauma Treatment ◽  
Treatment Model ◽  
Authentic Self ◽  
State Prison ◽  
Main Components ◽  
Central Claim

This article examines GRIP, a rehabilitation program currently spreading through California’s state prison system. While most ‘violent offenders’ come to GRIP hoping to increase chances of parole, this yearlong program with four main components – stopping violence, mindfulness, emotional intelligence, understanding victim impact – is meant to create conditions in which inmates can ‘do the work’ leading to genuine transformation. A central claim is that due in part to the trauma-treatment model GRIP follows, inmates end up ‘stumbling on the gold’ and going through changes (involving recovery of an ‘authentic self ’ rooted in childhood) that helps enable skillful responses even to ‘moments of imminent danger’. Understandably, researchers of such programs may seek theoretical inspiration from the ‘dominant’ version of Foucault. Yet this paper sets out to change the conversation about prisons and rehabilitation in part by demonstrating the utility of the ‘other’ Foucault’s pragmatic recovery of body-based self-disciplining practices and regimes.

Research meets practice

2016 ◽  
Vol 51 (3) ◽  
pp. 236-251 ◽  
Author(s):  
ZhaoHong Han
Keyword(s):  
Second Language ◽  
Second Language Acquisition ◽  
Language Acquisition ◽  
The Other ◽  
Research And Teaching ◽  
Research Findings ◽  
Instruction And Learning ◽  
The Relationship

At the recent CLTA-S2 conference, a spirited debate occurred between critics of second language acquisition (SLA) research and researchers who embraced it. Fascinating as it was, neither camp appeared to have convinced the other, but, more important, the debate left much of the audience flummoxed. In this paper, I intend to provide a follow-up, attempting to clarify a) the relationship between research and teaching in the context of Chinese as a second language (CSL), b) misunderstandings on the part of critics over research findings, and c) potential pitfalls in interpreting the SLA literature. My goal is to encourage, as well as contribute to, further communication between the two camps, for the ultimate good of CSL instruction and learning.

FEATURES OF SELF-ACTUALIZATION OF CIVIL SERVANTS WITH DIFFERENT TYPES OF WORK MOTIVATION

2020 ◽  
pp. 119-134
Author(s):  
O. M. Kolesnikov
Keyword(s):  
Work Motivation ◽  
Social Recognition ◽  
Civil Servants ◽  
The Other ◽  
Professional Activity ◽  
Professional Work ◽  
Professional Recognition ◽  
Different Types ◽  
Self Actualization ◽  
Economic Work

An article presents the empirical study on the peculiarities of selfactualization of civil servants with different types of work motivation. The two groups of respondents (civil servants and non-governmental workers) were compared. “Professional”, “instrumental” and “patriotic” types of work motivation were more pronounced among non-governmental employees. Civil servants-respondents were less interested in work content, they were more likely to take an uninteresting job; their motives for self-improvement were less pronounced, and therefore, they were not so interested in difficult tasks, regarded by the respondents of the other group as a professional challenge and a way for self-expression. Professional recognition was not so important for civil servants as social recognition; they were less likely to think about fair remuneration for their labor. They did not so much need “the idea” as a driving force for work, as well as recognition by others of their indispensability in organizations where they worked. At the same time, a higher percentage of civil servants (in comparison with the other group) did not seek to improve their skills and were characterized by reduced professional activity, responsibility, desire to share their skills and achievements with others. It was more difficult for civil servants (compared to non-governmental workers) to live in the present, not to postpone life “for later”; they felt more insecure, were “up in the clouds”; such self-actualizing values as goodness, beauty, integrity, truth, uniqueness, psychological hardiness, justice, achievement, order, self-sufficiency, etc., although demonstrated quite closely by both groups, were still less pronounced among civil servants. The need for knowledge was also much less expressed by civil servants, as well as autonomy, independence, a sense of freedom. Civil servants were inclined to focus on other worker’s opinions and external social standards; it was more difficult for them to establish strong and friendly relationswith others; they were more anxious and insecure comparing to nongovernmental workers. Civil servants with instrumental work motivation had neither a general benevolent attitude towards people, nor the values of self-actualization in general. In contrast, civil servants with professional work motivation not only shared such values, but also valued life “here and now”, strived for knowledge and creativity in professional work. Patriotic and lumpenized types of work motivation were expressed by civil servants indirectly. At the same time, employees with the patriotic type had very similar tendencies to self-actualization as employees with the professional type: they tended to live today, appreciated a current moment, strived for harmonious relationships with others, felt natural sympathy, trust in people, sought for new knowledge. The main features of this type, according to the respondents, were increased anxiety, self-doubt, neuroticism. All identified correlations between self-actualization indicators and lumpenized work motivation were negative for civil servants. Economic work motivation was the rarest for civil servants, respectively, the corresponding selfactualization tendencies included only a friendly and impartial attitude towards other people.

scholarly journals Career Profile, Continuing Professional Training and Motivation in BICICI Employees

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Tombezoogo Sylvestre Innocent ◽  
Loba Saga Bernard ◽  
Yao René Yao ◽  
Kassi Jean –Fréjus
Keyword(s):  
Human Capital ◽  
Vocational Training ◽  
Professional Training ◽  
Work Motivation ◽  
Probabilistic Method ◽  
Statistical Test ◽  
The Other ◽  
Chi Square ◽  
Banking Structure ◽  
Continuing Vocational Training

The purpose of this study is to examine the influence of career and continuing professional training on work motivation among BICICI employees. To achieve this, a sociological survey was carried out among 221 workers in this banking structure. These workers were selected using the probabilistic method. The method of data collection in the field was carried out by means of a questionnaire comprising essentially four axes. The chi-square statistical test was used to process the collected data. This treatment resulted in two levels of outcomes. One reveals that the career profile determines the motivation to work in the study subjects. The other shows that the motivation at work of the respondents depends on continuing vocational training. Herzberg’s bifactorial theory and Becker’s human capital assisted in interpreting these results.

scholarly journals Mitigating Effect of Psychological Capital on Employees’ Withdrawal Behavior in the Presence of Job Attitudes: Evidence From Five-Star Hotels in Malaysia

2021 ◽  
Vol 12 ◽  
Author(s):  
Zhen Yan ◽  
Zuraina D. Mansor ◽  
Wei C. Choo ◽  
Abdul R. Abdullah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Job Attitudes ◽  
The Other ◽  
Equation Modeling ◽  
High Turnover ◽  
Other Hand

High turnover rate is one of the striking features of the hotel industry and one of the most significant challenges. High turnover rate causes substantial costs for recruitment, selection and training in hotels, on the other hand, it also leads to negative consequences such as the decline of organizational performance and service quality. Thus, it is necessary to search for the root causes of turnover and put forward solutions. This study was designed to examine the impact of psychological capital (PsyCap), organizational commitment (OC), and job satisfaction (JS) on turnover intention among hotel employees. Additionally, it aimed to test the mediating roles of job satisfaction (JS) and organizational commitment (OC). The data were obtained from 228 hotel customer-contact employees with a time lag of two weeks in three waves in Kuala Lumpur based on convenience sampling. A series of structural equation modeling analyses were utilized to investigate hypothesized relationships. The results reveal that there exists a significant and negative impact of PsyCap on employees’ turnover intention and this correlation is partially mediated through two job attitudes. That is to say, to retain hotel talents, five-star hotel management should take proper measures to help employees obtain and maintain positive psychological resources such as PsyCap, on the other hand, how to cultivate positive job attitudes and strengthen their sense of identification and belonging for their organizations is supposed to be more focused on.

scholarly journals The Impact of Socio Economic Status on Emotional Intelligence and Creativity among Tribal Adolescent Students

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Dr. Chandrakant Jamadar ◽  
Sindhu A
Keyword(s):  
Emotional Intelligence ◽  
Social Economic ◽  
Economic Status ◽  
The Other ◽  
Adolescent Students ◽  
Social Economic Status ◽  
Socio Economic Status ◽  
The Impact

The present study is an attempt to investigate the conjoint off impact of Social Economic Status towards the prediction of Emotional intelligence and Creativity among tribal students. Accordingly,100 tribal samples, 50boys and 50girls of VIII, IX & X class from Vivekananda Tribal Centre for learning(VTCL), Hosahalli, H.D.Kote, Mysore. The Socio Economic Status scale by Meenakshi(2004), Emotional Intelligence by Upinder Dhar(2010), and creativity test by Wallach-kogan. The results revealed that High Socio Economic Status students have more Emotional Intelligence and creative than the Low Socio Economic Status Students. Girls and boys have same level of Emotional Intelligence and Creativity. In Emotional Intelligence is no differences in three community students but in creativity Yerava Students have more creative than the other two community students.

scholarly journals The Effect of Organizational Climate on Work Motivation and Its Impact on Organizational Citizenship Behavior (OCB) of Employees of Education Department in DKI Jakarta

2019 ◽  
Vol 3 (2) ◽  
pp. 41-57
Author(s):  
Arnest Sinaga ◽  
Thamrin Abdullah ◽  
Billy Tunas
Keyword(s):  
Organizational Climate ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Education Department ◽  
First Results ◽  
Positive Direct

The objectives of this research was to study the effect of organizational climate on work motivation and its impact on organizational citizenship behavior (OCB) of Education Department employees in Province of DKI Jakarta. Quantitative approach used in this research with survey method. The samples of this research were 120 people selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The first results of the research can be concluded that organizational climate and work motivation had a positive direct effect on OCB. Second, organizational climate had a positive direct effect on work motivation. Third, organizational climate had a positive indirect effect on OCB through work motivation as an intervening variable. Therefore to improve OCB of Education Department employee in Province of DKI Jakarta, then organizational climate and work motivation should be improved.

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