The Impact of Emotional Intelligence on Job Performance: A Case of an International School in Nairobi, Kenya

Recent research findings are accumulating evidence that Emotional Intelligence (EI) is associated positively with important work manners. However, the research on Emotional Intelligence is mainly conducted in business field and in western countries; therefore there is a shortage of research on Emotional Intelligence in the context of public sector in Jordan. The aim of this study is to explore the influence of Emotional Intelligence on job performance and job satisfaction as well as the mediating role of job satisfaction on job performance among the administrative employees of the University of Jordan. The present study is based on Mayer and Salovey’s (2000) ability model of Emotional Intelligence. A sample consisted of 354 employees from the University of Jordan who completed self-report questionnaire. Structural equation modeling (SEM) was used in order to test the proposed hypotheses. The research found that Emotional Intelligence is positively correlated with job performance and job satisfaction. The findings of this study also confirm the mediatory role of job satisfaction in relationship between Emotional Intelligence and job performance. It is suggested that Emotional Intelligence can be used to predict job performance and job satisfaction, therefore the understanding of Emotional Intelligence theory and its applications can be promoted for managerial and human resource practices throughout public sector organizations.

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

International Journal of Organizational Analysis ◽

10.1108/ijoa-10-2014-0807 ◽

2017 ◽

Vol 25 (1) ◽

pp. 123-145 ◽

Cited By ~ 2

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.

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Impact of emotional intelligence on the career performance of managers: An applied study of principals in Shendi municipality of Sudan

Global Journal of Economic and Business ◽

10.31559/gjeb2021.10.2.12 ◽

2021 ◽

Vol 10 (2) ◽

pp. 426-435

Author(s):

Malak Salih Saeed Hussain

Keyword(s):

Emotional Intelligence ◽

Job Performance ◽

Relationship Management ◽

Survey Method ◽

Emotional Sensitivity ◽

Comprehensive Survey ◽

Career Performance ◽

High Level ◽

The Impact ◽

Education Managers

Objectives: To study the effect of emotional intelligence on the job performance of high school principals in the municipality of Shendi, River Nile State, Sudan. Methods: This study was conducted using Dalip Singh's model of emotional intelligence in the managerial environment. The levels of emotional intelligence of managers have been studied in terms of the three components of the model (emotional sensitivity, emotional maturity, and emotional competence) and their impact on managers' ability to lead (work teams, relationship management, and the ability to motivate workers morally), as well as their ability to manage and resolve conflict. Methods: The researcher adopted the descriptive and analytical approach that relies on collecting data on the phenomenon and its interpretation using the SPSS statistical program for data analysis (2018-2020). questionnaire was used to obtain the opinions of the study sample consisting of (20) secondary education managers, using the comprehensive survey method. Findings: The most important finding, emotional sensitivity comes in the first place in terms of influencing job performance effectiveness (leadership, relationship management, ability to motivate, as well as conflict management and resolution); Moreover, 91% of the respondents considered to have a very high level of emotional sensitivity. Improvements/ Applications: The study concluded that managers have the ability to manage the current environment, work in harmony with others and achieve interest in them: the reason for this is that they have this advantage. Value: This is one of the first studies to be conducted in this region to analyze the impact of emotional intelligence on education managers.

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Impact of Emotional Intelligence on Job Performances with the Mediation Impact of Occupational Stress

South Asian Journal of Social Studies and Economics ◽

10.9734/sajsse/2021/v12i330308 ◽

2021 ◽

pp. 68-79

Author(s):

Wasantha Rajapakshe ◽

A. R. W. K. Jayaratne

Keyword(s):

Emotional Intelligence ◽

Job Performance ◽

Occupational Stress ◽

Structural Equation ◽

Positive Impact ◽

Model Fit ◽

Mediation Effect ◽

Survey Method ◽

Confirmatory Factor ◽

The Impact

This study investigates the impact of emotional intelligence on the job performance of the banking employees in Sri Lanka with the mediation impact of occupational stress. The quantitative approach uses the confirmatory survey method, and it was verified. The data has been analyzed by using Structural Equation Modelling (SEM). The confirmatory factor analysis results, RAMSEA=0.089, CFI=0.920, and χ2/df, =3.437, show that the proposed conceptual model fit. The findings reveal that emotional intelligence has a direct effect of 0.385 on job performance and an indirect effect of 0.023 through the mediatory path of occupational stress, resulting in a total effect of 0.408, which is significant (p<0.05). Therefore partial mediation can be observed. Even though higher emotional intelligence leads to higher job performance, this positive impact is lowered due to the partial mediation effect of occupational stress. Therefore, it can be stated that to improve the banking employees' performance, and emotional intelligence can be used as a human resource management strategy.

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Emotional Intelligence Has a Greater Impact on Job Performance of Employees – An Exploratory Study on Manufacturing Industries, Coimbatore, Tamil Nadu, India

International Journal of Business and Management ◽

10.5539/ijbm.v11n12p177 ◽

2016 ◽

Vol 11 (12) ◽

pp. 177

Author(s):

Subhashini D ◽

Shaju M

Keyword(s):

Emotional Intelligence ◽

Job Performance ◽

Tamil Nadu ◽

Exploratory Research ◽

Organizational Growth ◽

Whole Process ◽

Manufacturing Organizations ◽

And Performance ◽

Hr Function ◽

The Impact

Purpose: Evaluation of employees’ performance has become an inevitable HR function in the organizational domain. This would facilitate the management in due course; to adopt requisite measures at various levels for enhancing individual competencies and thereby the organizational growth. Emotional Intelligence (EI) is a psychological attribute, whose contribution to performance is certain enough. Analysis of an employee’s EI factor has become much vital in determining their quality, quantity, cost and effectiveness in the realm of organizations. Design/methodology/approach: This is an exploratory research, attempting to discover how EI and its dimensions are significantly related to the job performance of an employee. The data were collected from employees, having experience at least 10 years or more, so as to ensure relatively accurate responses on performance evaluation at different groups of employees in the manufacturing organizations.Findings: Existence of a positive correlation is revealed in between the EI dimensions and performance of employees at both supervisors and worker levels working in manufacturing organizations.Practical implications: Organizations often neglect the impact of EI towards the gravity of employees’ performance. This study explains how do the multiple dimensions of EI are evaluated which is further correlated with the job performance of the employees at different levels of the manufacturing organizations. The results of this study may also be experimented in other types and nature of organizations also.Originality/Value: This study tries to understand the manifold dimensions to be used in evaluating the EI level of the employees and the most influential ones, impacting the whole process of their job performance. The idea behind this study is to give organizations an insight about the significance of EI with respect to the performance of its employees and how they can be leveraged to obtain maximum desirable results.

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