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

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

<p class="Default"><strong>Purpose: </strong>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. <strong></strong></p><p class="Default"><strong>Design/methodology/approach: </strong>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.</p><p><strong>Findings: </strong>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.</p><p><strong>Practical implications:</strong> 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.</p><strong>Originality/Value: </strong>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.

scholarly journals A study on the impact of Job Satisfaction on Job Performance of Employees working in Automobile Industry, Punjab, India

2017 ◽  
Vol 9 (1) ◽  
pp. 117
Author(s):  
Shaju. M. ◽  
Subhashini Durai
Keyword(s):  
Job Satisfaction ◽  
Performance Evaluation ◽  
Job Performance ◽  
Automobile Industry ◽  
Social Factors ◽  
Employee Performance ◽  
Exploratory Research ◽  
Business World ◽  
And Performance ◽  
The Impact

Performance evaluation is a major measure adopted by the organizations in evaluating the quantitative and qualitative contributions rendered by their employees. The competitive and employee oriented business world has now joined hands with the HR department in assisting and managing employee performance. Psycho-social factors of employees would be considered at various managerial levels for enhancing employees’ job performance. Job satisfaction is such a psychological attribute, whose contribution to the concept of employee performance is much more. A satisfied employee would have an emotional bond with the organization and takes pride in their membership, which paves way to keep up industrial integrity and a high morale. This is an exploratory research, attempting to discover how the dimensions of job satisfaction are significantly related to the job performance of an employee. The data were collected from employees working in Automobile industry, Punjab having experience of above or below 10 years, so as to ensure relatively accurate responses on performance evaluation at different groups of employees in the Automobile industry. The result shows the existence of a positive correlation between the dimensions of job satisfaction and performance of employees at both supervisors and workers levels working in the Automobile industry.

scholarly journals An Alderfer perspective of the higher education restructuring in South Africa

2005 ◽  
Vol 31 (2) ◽  
Author(s):  
C. A. Arnolds
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Job Performance ◽  
Peer Relations ◽  
Employee Motivation ◽  
Regression Analyses ◽  
Organisational Commitment ◽  
Low Levels ◽  
And Performance ◽  
The Impact

The consequences of the restructuring of higher education in South Africa have not yet been thoroughly investigated. This study investigates the impact of the abovementioned restructuring on employee motivation (as measured by Alderfer’s ERG theory), organisational commitment and job performance. The results show that the respondents exhibit low levels of organisational commitment and low satisfaction with monetary remuneration and fringe benefits. The results, however, show high levels of satisfaction with growth factors, peer relations and performance intentions. These results are interpreted in the light of the multiple regression analyses conducted of the interrelationships among the variables. Opsomming Die nagevolge van die herkonstruksie van hër-onderwys in Suid-Afrika is nog nie deeglik ondersoek nie. Hierdie studie ondersoek die invloed wat bogenoemde rekonstruksie op die motivering (soos gemeet deur Alderfer se teorie), organisatories toegewydheid en werksprestasie van werknemers het. Die resultate toon dat die respondente lae vlakke van organisatoriese toegewydheid en lae tevredenheid ten opsigte van monetêre beloning en byvoordele tentoonstel. Die resultate toon egter hoë vlakke van tevredenheid in soverre groeifaktore, kollegiale verhoudinge en werkprestasievoornemens betref. Hierdie resultate word vertolk teen die agtergrond van veelvoudige regressie-analises wat op die inderlinge verwantskappe tussen die veranderlikes uitgevoer is.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

Verbal coping of coaches in competition: Differences depending on emotional intelligence and self-determined motivation

2021 ◽  
pp. 174795412110613
Author(s):  
Carles Grijalbo ◽  
Rafael Martínez-Gallego ◽  
José F Guzmán
Keyword(s):  
Emotional Intelligence ◽  
Chi Square ◽  
Emotional Coping ◽  
Verbal Behaviour ◽  
The Mean ◽  
And Performance ◽  
Task Oriented ◽  
The Impact

In this study we analysed the differences in verbal behaviour of coaches during matches. A total of 9739 verbal behaviours issued by 26 male handball coaches in 26 matches, 1 for each coach, were classified into the categories established by the Coach Analysis and Intervention System (CAIS). These behaviours in turn were grouped according to the type of coping expressed by the coach (task-oriented, emotional positive and emotional negative). Coaches were then classified into high or low emotional intelligence, and high or low self-determined motivation, using the mean of these scores. Differences in verbal behaviour percentages were analysed by Chi-square based on coach membership in groups of emotional intelligence and self-determined motivation. Coaches with greater self-determined motivation and emotional intelligence used more verbal behaviours showing positive emotional coping. Results are discussed based on the impact on the health and performance of athletes, as well as possible interventions to improve the leadership of the coach in a match situation.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

Role-Stress Differences between Salesmen and Saleswomen: Effect on Job Satisfaction and Performance

1988 ◽  
Vol 62 (3) ◽  
pp. 815-825 ◽  
Author(s):  
Rosemary Ramsey Lagace
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Mail Survey ◽  
Role Stress ◽  
Role Overload ◽  
Cross Sectional ◽  
Five Dimensions ◽  
And Performance ◽  
The Impact ◽  
Negative Stereotyping

This study investigated differences in amount of role stress for saleswomen and salesmen and tested the impact of five dimensions of role stress on job satisfaction and job performance for both sexes. Analysis for cross-sectional mail survey using 90 saleswomen and 50 salesmen as subjects showed saleswomen were slightly higher on role overload than salesmen. Few differences between salesmen and saleswomen were found when role stress dimensions were used to predict job satisfaction or job performance. These results refute some of the negative impressions of sales positions and negative stereotyping of women in sales.

scholarly journals The Impact of Emotional Intelligence on Job Performance via the Mediating Role of Job Satisfaction

2016 ◽  
Vol 11 (2) ◽  
pp. 69 ◽  
Author(s):  
Ivan Vratskikh ◽  
Ra'ed (Moh’dTaisir) Masa'deh ◽  
Musa Al-Lozi ◽  
Mahmoud Maqableh
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Public Sector ◽  
Job Performance ◽  
Equation Modeling ◽  
Mediating Role ◽  
University Of Jordan ◽  
The University ◽  
The Impact

<p class="NoSpacing1">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.</p>

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.

Sign in / Sign up

Export Citation Format

Share Document