Emotional Intelligence and Job Performance.

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 543-552
Author(s):  
Dr. Amitabh Roy ◽  
Dr.Akhilesh Tiwari
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Human Resource ◽  
Service Industry ◽  
Technological Advancement ◽  
Crucial Importance ◽  
Human Energy ◽  
Energy Information ◽  
Performance Demands

The era of business and commerce have witnessed the swift in alternation towards globalization and competitiveness among the organization. Expanding technological advancement and development of service industry runs as an inseparable unit growing performance demands. In order to ensure remarkable performance the human resource today is required to perform physically and emotionally. Thus,emotional intelligence (EI)is acquired crucial importance in the field of human resource, EI is the ability to sense ,understand and effectively apply power and acumen of emotions to a source as a human energy ,information, connection and influence.

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

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

scholarly journals Current trends in the management of groundwater specific geospatial information

2019 ◽  
Vol 85 ◽  
pp. 07020
Author(s):  
Codrina Maria Ilie ◽  
Radu Constantin Gogu
Keyword(s):  
Information Management ◽  
Data Model ◽  
Management Systems ◽  
Technological Advancement ◽  
Crucial Importance ◽  
Geospatial Information ◽  
European Directive ◽  
Current Trends ◽  
Paper Address ◽  
Operational Service

The purpose of this paper is to present the state-of-art of groundwater geospatial information management, highlighting the relevant data model characteristics and technical implementation of the European Directive 2007/2/EC, also known as the INSPIRE Directive. The maturity of the groundwater geodata management systems is of crucial importance for any kind of activity, be it a research project or an operational service of monitoring, protection or exploitation activities. An ineffective and inadequate geodata management system can significantly increase costs or even overthrow the entire activity ([1-3]). Furthermore, following the technological advancement and the extended scientific and operational interdisciplinary connectivity at national and international scale, the interoperability characteristics are becoming increasingly important in the development of groundwater geospatial information management. From paper recordings to digital spreadsheets, from relational database to standardized data models, the manner in which the groundwater data was gathered, stored, processed and visualized has changed significantly over time. Aside from the clear technical progress, the design that captures the natural connections and dependencies between each groundwater feature and phenomena have also evolved. The second part of our paper address the variations that occurred when outlining the different groundwater geospatial information management models, differences that depict the complexity of hydrogeological data.

The fuzzy integrated TOPSIS economy ranking (FITER) model for manufacturing technology development in China

2021 ◽  
pp. 1-13
Author(s):  
Yang GAO ◽  
Xiang GAO
Keyword(s):  
Decision Making ◽  
Information Diffusion ◽  
Manufacturing Industry ◽  
Service Industry ◽  
Technology Development ◽  
Manufacturing Technology ◽  
Technological Advancement ◽  
Ranking Score ◽  
Expansion Level ◽  
High Level

With knowledge perspective of industrial technology, in this paper we propose fast ranking score decision making model based on Fuzzy integrated TOPSIS approach to determine economic growth rate of manufacturing industry in China. This research focuses on driving effects of China’s productive service industry on manufacturing technology innovation. The research results show that the manufacturer service industry takes a high level of information diffusion for the manufacturing industry. It transmits a large amount of diverse information through the unconstrained relationship with the manufacturing industry, thereby forming the economic network with proposed Fuzzy integrated TOPSIS economy ranking (FITER) model and improve the development level of the manufacturing industry. We evaluate the performance of proposed FITER model by comparing ranking score of different manufacturing industry with different existing decision making mode and demonstrate that proposed model represent best ranking score in comparison to existing approach. Result from data analysis motivates driving effect of production services on the technological innovation of manufacturing and sub-sectors. It is found that the innovation and technological advancement in the production industry of services takes drive the overall expansion level of the business industry, as well as make the manufacturing industry the strongest.

Predicting human resource competencies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Cognitive Ability ◽  
Human Resource ◽  
Work Experience ◽  
Positive Relationship ◽  
Service Industry ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Content Type ◽  
Challenging Tasks ◽  
Hr Competencies

Purpose The purpose of the research is to conceptually define and empirically investigate the density of work experience along with individual characteristics [cognitive ability, conscientiousness, openness to experience] and examine their influence on HR competencies. Design/methodology/approach 140 Human Resource [HR] professionals and their supervisors from a service industry sector were surveyed. Conscientiousness and openness to experience were assessed using scales from a five factor inventory. Density of work experience was assessed using a profile with five distinct areas of challenge. Two measures of intelligence were used and averaged. Supervisors were asked to respond to competency items which covered business knowledge, functional expertise and change management. Findings The hypotheses were supported by the evidence in that 1. Cognitive ability had a direct positive relationship both with HR competencies and density of work experience 2. Openness to experience had a direct positive relationship both with HR competencies and density of work experience 3. Conscientiousness had a direct positive relationship with their density of work experience 4. There is a direct positive relationship between density of work experience and HR competencies Research limitations/implications The author notes the following limitations 1. Learning from each role [manager, team leader, individual contributor] was not assessed 2. The measure of density of work experience could be queried or supplemented 3. Any feedback that respondents might have received and any course corrections that may have been made were not considered Practical implications Organizations could consider increasing the density of work experience within the same role and this could have implications for progression to higher levels of pay. Employers could use an approach of gradually increasing the level of responsibility and involvement in challenging tasks of employees who are not of higher cognitive ability. Originality/value Prior to this study there had yet to be no convincing theory developed as to how individuals with specific characteristics acquire the specific competencies necessary for managerial effectiveness.

Burnout is Associated With Emotional Intelligence but not Traditional Job Performance Measurements in Surgical Residents

2018 ◽  
Vol 75 (5) ◽  
pp. 1171-1179 ◽  
Author(s):  
Kevin D. Cofer ◽  
Robert H. Hollis ◽  
Lauren Goss ◽  
Melanie S. Morris ◽  
John R. Porterfield ◽  
...  
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Performance Measurements ◽  
Surgical Residents
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