scholarly journals The Impact of Emotional Intelligence and Job Involvement on Project Team Member’s Performance

2021 ◽  
Vol 12 (3) ◽  
pp. 202-219
Author(s):  
Abubakr Ali Abdu Yosr Yaquot ◽  
Mohammed Abdulrahman Abdullah Al-Ghaili ◽  
Abdulrahman Ali Mohsen Al-Harethi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Online Survey ◽  
Positive Impact ◽  
Employee Performance ◽  
Job Involvement ◽  
It Projects ◽  
Team Members ◽  
It Project ◽  
The Impact

This study concentrated on job employee performance by using emotional intelligence, job involvement, leaders‘ trust, and job satisfaction. The researchers examined the job involvement and emotional inelegance factors on IT projects team member’s performance in China with the effect of moderator factor trust of leader and mediator impact job satisfaction.  After reviewing many works of literature, the student explained and discussed the development of the hypothesis of emotional intelligence, Job involvement, the trust of a leader, and Job satisfaction with members‘ performance. This study has been conducted in Chinese projects, so the data was collected from IT projects members and workers who have been or still doing these kinds of projects using several ways to reach around 200 respondents as the online survey and social media. Using a different method and tests we could find that these relationships in the study were significant with positive impact except the moderation impact of trust leader. This study contributed to benefited IT, project leaders, and members, for better understanding especially for the importance of the emotional intelligence and job involvement for better performance of the team members which will also contribute to improving the IT project in China and will open new and different topics for researchers.

The impact of emotional intelligence and servant leadership on employee job satisfaction

2021 ◽  
Vol 13 (2) ◽  
pp. 205-217
Author(s):  
Pallavi Jha ◽  
Sanjay Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Servant Leadership ◽  
Positive Impact ◽  
Pearson Correlation ◽  
Work Productivity ◽  
Content Type ◽  
Significance Level ◽  
Employee Job Satisfaction ◽  
The Impact

Purpose The concept of emotional intelligence (EI) and servant leadership (SL) are two variables that have been essential for the organization leaders to ensure a healthy and happy work–life for their subordinates. The purpose of this study to be conducted was for leaders understand the role EI and SL play in maintaining employee job satisfaction and help them to create engaging environment and bring effectiveness in the work productivity of the assets. Design/methodology/approach Quantitative method was used and a total of 150 people were taken as a sample which consisted of several leaders and their subordinates and an emotional intelligence questionnaire by NHS and SL: multidimensional questionnaire was floated to rate the leaders EI and SL behavior comparing it with the leaders self-rating. The result was analyzed using SPSS, Pearson correlation and regression was used to understand the significance level and reliability of all the independent and dependent variables, respectively. Findings Through correlation and regression, it was found that presence of EI and SL style in a leader plays a huge role in employee job satisfaction. It was also found that EI and SL are the substantial predictor which have positive impact over employee job satisfaction. Originality/value The outcome of the study will help the leaders understand the significance that the EI and SL have in their role to maintain employee job satisfaction, as well as the training and development measures for leaders.

scholarly journals Evaluating the Mediating Effect of Work-Life Balance between Emotional Intelligence and Job Satisfaction in Corporate Sector

2020 ◽  
Vol 5 (6) ◽  
Author(s):  
Mushk Qasim Memon ◽  
Mahvish Khaskhely ◽  
Adnan Pitafi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Positive Impact ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Corporate Sector ◽  
Life Balance ◽  
Significant Difference ◽  
The Impact

Work Life Balance (WLB) is the current biggest problem being faced by the corporate employees. This research aims to evaluate the challenges of WLB that an employee has to face in his daily life, meanwhile what role does Emotional Intelligence (EI) play and to see how organizations can initiate to support them to improve their WLB and make them satisfied of their job. It aims to find out the impact of EI employee Job Satisfaction (JS) in the presence of WLB of corporate employees in Karachi, Hyderabad and Thatta. To fulfill this purpose, quantitative methodology was adopted, 300 questionnaires were distributed, and SPSS version 22 was used to analyse data. The results indicate that EI has significant and positive impact on employee JS whether in the presence or absence of WLB. Finally, the results of ANOVA test between male and female employees are statistically different for WLB and EI but no significant difference between the genders was statistically found for JS. There is also no significance difference observed between marital status for EI, WLB and JS. From the findings of the research, some solutions are recommended to improve employees WLB for their job satisfaction in corporate sector.

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.

scholarly journals Work to Family Facilitation as a Predictor of Job Satisfaction, Affective Commitment and Job Performance in Academia

2019 ◽  
Vol 6 (3) ◽  
pp. 30-35
Author(s):  
Farhan Sarwar ◽  
Tahir Masood Qureshi ◽  
Siti Aisyah Panatik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Affective Commitment ◽  
Online Survey ◽  
Positive Impact ◽  
Employee Performance ◽  
Causal Chain ◽  
Future Research ◽  
Public And Private ◽  
Psychological Traits

Work to Family Facilitation considers that time and other resources spent on the job by an individual can have a positive impact on family life. The current study tests to what extent this perception affects the employee’s level of job satisfaction, affective commitment, and self-rated job performance. A systematic random sample of 293 faculty members from 30 public and private universities of Pakistan filled an online survey. Results from path analysis performed in AMOS indicate that Work to Family Facilitation is significant and positive predictors of all three outcomes variables. Moreover, both job satisfaction and affective commitment mediate path leading from work to family facilitation and self-rated job performance such that job satisfaction precedes affective commitment in the causal chain. Hence by devising family-friendly HR policies, effective job designs and fostering environment that is family supportive will result in enhanced employee performance. Similarly hiring employees with resourceful psychological traits or interventions to enhance resourceful psychological states can result in greater perception of work to family facilitation. Discussion and implications are followed by future research directions.

Disaggregating emotional intelligence: building job satisfaction through emotional abilities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bradley Gene Winton
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Structural Equation ◽  
Positive Impact ◽  
Higher Order ◽  
Interactive Effects ◽  
Equation Modeling ◽  
Content Type ◽  
Confirmatory Factor ◽  
The Impact

Purpose The changing environment of today’s organizations creates an atmosphere ripe for emotions. This ebb and flow of emotions need to be managed to facilitate positive outcomes such as job satisfaction. This paper aims to provide evidence that emotional intelligence directly impacts one’s satisfaction at work. This paper attempts to go beyond these higher-order findings to examine the dimensional aspects of emotional intelligence and the impact each one has on job satisfaction. Design/methodology/approach Using a quantitative survey conducted among 427 US-based workers, this paper tests a disaggregated emotional intelligence model and its hypothesized relationships with job satisfaction through structural equation modeling (SEM). Additional analysis includes confirmatory factor analysis (CFA) and a two-stage common method variance assessment. Findings The results confirmed the positive impact of the dimensions of emotional intelligence on job satisfaction. However, with interactive effects in place, the results also found signs of reciprocal suppression and could not confirm that all four emotional intelligence dimensions significantly and positively related to job satisfaction. Originality/value These findings are significant in that they are among the first to elaborate on the dimensions of emotional intelligence and their role in the improvement of one’s satisfaction at work. Further, these findings legitimize the use of the theoretical higher-order model of emotional intelligence in lieu of investigating its dimensional aspects.

scholarly journals Voluntary flexible working arrangements and their effects on managers and employees

2020 ◽  
Vol 9 (2) ◽  
pp. 197-220
Author(s):  
Stuart Sanders ◽  
Joanna Karmowska
Keyword(s):  
Job Satisfaction ◽  
Service Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Organizational Factors ◽  
Well Being ◽  
Organizational Transition ◽  
Flexible Working ◽  
Study Results ◽  
The Impact

This paper explores the effects of flexible working arrangements on employees and their managers in a service sector. Analyzing a case study of a global management consultancy, the study concerns the impact of flexible working arrangements on job satisfaction, commitment and performance as well as well-being. While it is generally accepted that flexible working arrangements have a positive impact on employees, there has been only limited theorizing and research explaining how and why such impact is generated and which contextual organizational factors might be significant in shaping the outcome. The study provides mixed evidence for benefits from flexible working arrangements where potential for increased employee performance, well-being and job satisfaction is offset by work intensification, blurred work/home boundaries, professional isolation and perceived organizational injustice. Practical implications of the study results have been intensified by accelerated organizational transition into flexible working arrangements caused by restrictions imposed as a result of Covid-19 pandemic.

scholarly journals Analisis Model Struktural Hubungan Pelatihan, Pemberdayaan, Kepuasan Kerja dan Kinerja Karyawan

2020 ◽  
Vol 9 (1) ◽  
pp. 81-92
Author(s):  
Meilan Sugiarto ◽  
Marni Ningsih ◽  
Lukmono Hadi
Keyword(s):  
Job Satisfaction ◽  
Employee Satisfaction ◽  
Positive Impact ◽  
Employee Performance ◽  
Decisive Role ◽  
Study Data ◽  
Employee Empowerment ◽  
Coaching Methods ◽  
The Impact ◽  
Positive Effect

Employee performance has a crucial and decisive role in achieving an organization's success. This research conducted at PT. Madubaru Yogyakarta to investigate the impact of training that employees have participated in and empowerment on performance mediated by job satisfaction. Fifty employees of PT. Madubaru Yogyakarta used as a sample during this study. Data analysis and hypothesis testing using SEM-PLS 3.2.8. This study found that training that had been attended by employees and empowerment had a significant positive effect on performance, yet as on job satisfaction. Job satisfaction alone features a significant positive impact on performance. Indirectly, job satisfaction is in a position to mediate the effect of training and individual empowerment on indirect performance, and the indirect effect is essential and decisive. PT. Madubaru Yogyakarta is suggested within the use of coaching methods to be more accurate in order to achieve the training objectives and therefore the direction of employee empowerment is more emphasized on improving performance instead of merely increasing employee satisfaction at work. Realize the targets set by the corporate within the future, the amount of employee satisfaction at work and current performance still has to be improved in order that employee contributions recover.Kinerja karyawan memiliki peran penting dan menjadi penentu untuk mencapai kesuksesan suatu organisasi, Penelitian ini dilakukan di PT. Madubaru Yogyakarta untuk menganalisis dampak pelatihan yang pernah diikuti karyawan dan pemberdayaan terhadap kinerja yang dimediasi oleh kepuasan kerja. Limapuluh karyawan PT. Madubaru Yogyakarta dijadikan sampel dalam penelitian ini. Analisis data dan pengujian hipotesis menggunakan SEM-PLS 3.2.8. Penelitian ini menemukan bahwa pelatihan yang pernah diikuti karyawan maupun pemberdayaan berdampak signifikan yang positif terhadap kinerja, demikian pula terhadap kepuasan kerja. Kepuasan kerja sendiri, memiliki dampak signifikan yang positif terhadap kinerja. Secaara tidak langsung, kepuasan kerja mampu menjembatani pengaruh pelatihan maupun pemberdayaan secara individual terhadap kinerja secara tidak langsung, pengaruh tidak langsung tersebut bersifat signifikan dan positif. PT. Madubaru Yogyakarta disarankan dalam penggunaan metode pelatihan untuk lebih akurat agar tujuan pelatihan dapat tercapai serta arah pemberdayaan karyawan lebih ditekankan pada peningkatan kinerja bukan sekedar meningkatkan rasa puas karyawan dalam bekerja. Untuk mencapai target yang ditetapkan perusahaan di masa depan, maka tingkat kepuasan karyawan dalam bekerja maupun kinerja yang ada saat ini masih perlu ditingkatkan agar kontribusi karyawan semakin baik.

Knowledge Sharing in Cross-Functional Teams and its Antecedents: Role of Mutual Trust as a Moderator

2016 ◽  
Vol 15 (03) ◽  
pp. 1650033
Author(s):  
Jyoti Verma ◽  
Anamika Sinha
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Sharing ◽  
Team Performance ◽  
Structure Learning ◽  
Positive Impact ◽  
Management Support ◽  
Mutual Trust ◽  
Team Members ◽  
Functional Teams ◽  
The Impact

Growth and success of an organisation are primarily dependent on its ability to develop, leverage, and utilise its knowledge base. This study developed a model to test the impact of antecedents of knowledge Sharing (KS) on team performance. The antecedents were classified as organisational characteristics (structure, learning culture, employee training, reward system, top management support) and individual characteristic (emotional intelligence). The study is based on data collected with the help of structured questionnaires from 582 team members working under 69 teams in 26 surveyed organisations in India. Results suggest that high emotional intelligence increases the extent of KS and hence, has positive impact on team performance among cross-functional team members. Moreover, mutual trust among team members moderates KS behaviour and team performance. Thus, findings confirm the applicability and predictive power of the proposed model. Furthermore, this model contributes to the literature of predicting KS practices in cross-functional projects.

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