Relationship between Organizational Politics, Emotional Intelligence and Career Success – An Indian Perspective

2016 ◽  
Vol 6 (8) ◽  
pp. 1817
Author(s):  
K R Sowmya ◽  
N Panchanatham
Keyword(s):  
Emotional Intelligence ◽  
Career Success ◽  
Organizational Politics ◽  
Indian Perspective

Getting Ahead, Emotional Intelligence, and Career Success

2011 ◽  
Author(s):  
Tassilo Momm ◽  
Yongmei Liu ◽  
Alexander Witzki ◽  
Gerhard Blickle
Keyword(s):  
Emotional Intelligence ◽  
Career Success

Perceived organizational politics, emotional intelligence and work outcomes

2014 ◽  
Vol 43 (1) ◽  
pp. 116-135 ◽  
Author(s):  
Galit Meisler ◽  
Eran Vigoda-Gadot
Keyword(s):  
Emotional Intelligence ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Work Attitudes ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Human Resource Managers ◽  
Content Type ◽  
Emotional Intelligence Training ◽  
The Relationship

Purpose – This study aims to examine the relationship between perceived organizational politics and emotional intelligence, and their interplay in the context of work attitudes/behaviors. Design/methodology/approach – A sample of 368 employees was used to test a mediation effect of perceived organizational politics on the relationship between emotional intelligence on the one hand, and job satisfaction, turnover intentions and negligent behavior on the other. Findings – Perceived organizational politics was found to mediate the relationship between emotional intelligence and all three outcomes. Practical implications – Emotional intelligence training may be a powerful tool that organizations and human resource managers can employ to reduce perceived organizational politics and enhance work attitudes and performance. Originality/value – This research broadens the scope through which the intersection between emotion and organizational politics can be viewed, taking it beyond the role of both felt emotion and affective disposition. The findings show that emotional intelligence directly affects perceptions of politics, and indirectly affects employees' work attitudes and behaviors, through a mediation effect of perceived politics.

scholarly journals MODEL PENINGKATAN KESUKSESAN KARIR OBYEKTIF DAN SUBYEKTIF PADA DOSEN PTIS (PERGURUAN TINGGI ISLAM SWASTA)

2017 ◽  
Vol 18 (2) ◽  
pp. 107
Author(s):  
Agus Abdullah
Keyword(s):  
Emotional Intelligence ◽  
Linear Regression ◽  
Intrinsic Motivation ◽  
Career Success ◽  
Statistical Processing ◽  
Independent Variables ◽  
Subjective Career Success ◽  
The University ◽  
The Relationship

The purpose of this research is to improve the objective and subjective career successlecturer at PTIS (private Islamic universities) by stimulating the emotional intelligence, intrinsicmotivation and competence. The population in this study consisted of three Islamic universities inSemarang, namely: Sultan Agung Islamic University (UNISSULA), University of Wahid Hasyim(UNWAHAS) and the University of Muhammadiyah Semarang (UNIMUS). Total questionnairesdistributed to as many as 69 respondents supported by SPSS version 20 as data processorand tools of statistical processing. This study analyzed by linear regression and regressionmoderation. The variables used are: independent variables such as emotional intelligence andintrinsic motivation, moderation variable such as competence and the dependent variable inthe form of objective and subjective career success. The results showed that there is a positiveand significant effect of emotional intelligence on objective and subjective career success andcompetence able to moderate the relationship between intrinsic motivation and career successsubjective.Keywords: Emotional Intelligence, Intrinsic Motivation, Objective Career Success, SubjectiveCareer Success.

scholarly journals Mengatasi perilaku kerja kontraproduktif melalui peran integratif politik organisasional dan kecerdasan emosional pada era revolusi industri 4.0

2019 ◽  
Vol 14 (2) ◽  
pp. 45-54
Author(s):  
Sunargo Sunargo ◽  
Dwi Hastuti
Keyword(s):  
Emotional Intelligence ◽  
Counterproductive Work Behavior ◽  
Organizational Politics ◽  
Industrial Area ◽  
Work Behavior ◽  
Political Activity ◽  
Hierarchical Regression ◽  
Individual Ability ◽  
Using Data

Counterproductive work behavior is a common phenomenon that is a problem in human resources. Such work behavior can be considered through situational and individual factors. The workplace environment situation that contains political activity and individual ability who have emotional intelligence can determine work behavior. This study examines the influence of perceived organizational politics on counterproductive work behavior and examines the role of moderation on that effect. The test was carried out using data of 200 employee respondents who worked at companies in the Batam industrial area. Results of the study using hierarchical regression analysis show that perceived organizational politics have a positive and significant effect on counterproductive work behavior. Furthermore, emotional intelligence can mitigate counterproductive work behavior caused by organizational political situations. This research provides practical benefits in overcoming the problem of counterproductive work behavior

scholarly journals The influence of emotional intelligence and organizational politics on employee turnover and performance

2020 ◽  
Vol 1 (2) ◽  
pp. 51-62
Author(s):  
Al-Dubai Omar Yaseen ◽  
Keyword(s):  
Emotional Intelligence ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Organizational Politics ◽  
Service Industries ◽  
Employee Outcomes ◽  
Older Employees ◽  
And Performance ◽  
The Relationship

Employees are viewed as the most valuable organizational assets especially in today’s competitive environment. Accordingly, it is essential to retain skilled employees and provide a supportive environment to improve their performance especially in service companies as their employees have direct communication and interaction with customers. The purpose of this research is to examine the influence of organizational politics and emotional intelligence on two fundamental employee outcomes: turnover intention and employee performance. In addition, the current study examined the moderating impact of emotional intelligence on the relationship between organizational politics and turnover intention, and on the relationship between organizational politics and employee performance. Further, the study examined the association between employee characteristics: gender, age and work experience, and their turnover intention and performance. This study employed a quantitative research method and used administered survey questionnaire to collect data from 400 employees working in four service industries in Kuala Lumpur and Selangor states, Malaysia: banking, telecommunication, insurance and tourism. Structural equation modelling using Smart-PLS was used to analyze collected data. The research findings revealed that organizational politics and emotional intelligence had a significant impact on turnover and employee performance. However, emotional intelligence had no significant moderating impact on the relationship between organizational politics and the two employee outcomes: turnover intention and employee performance. Moreover, employees’ age was found to be significantly related to their turnover intention as employees as older employees were found to have a low turnover intention. The findings of this research provide a significant managerial implications which revolve around the need for managers to ensure a fair and effective organizational politics and retain employees with good level of emotional intelligence.

Probing the interactive effects of career commitment and emotional intelligence on perceived objective/subjective career success

2016 ◽  
Vol 45 (4) ◽  
pp. 724-742 ◽  
Author(s):  
Razia Sultana ◽  
Amna Yousaf ◽  
Iram Khan ◽  
Abubakr Saeed
Keyword(s):  
Emotional Intelligence ◽  
Career Success ◽  
Career Commitment ◽  
Interactive Effects ◽  
Content Type ◽  
Ex Post ◽  
Research Findings ◽  
Bank Employees ◽  
Subjective Career Success ◽  
Career Literature

Purpose – The purpose of this paper is to find out the moderating role of emotional intelligence (EI) in the relationship between career commitment and career success of the bank employees working in Pakistan. Design/methodology/approach – The study used ex post facto method where 200 middle-level managerial bank employees were surveyed by means of a close-ended questionnaire. Moderated multiple regression was run to test the hypotheses. Findings – As expected, the research findings confirmed the expectation of significant relationship between career commitment and objective/subjective career success. Further, the research findings bolstered one of the research postulates that EI will moderate career commitment-objective career success relationship. However the argument of EI’s moderation between career commitment-subjective career success relationship was not supported by the findings. Originality/value – This paper adds value to the existing body of knowledge by augmenting the need of understanding the distinctiveness of objective and subjective career success. The study unveils the importance of devising separate mechanisms to cater both the objective and subjective career success needs of the employees and enhances the scope of career literature in South Asian settings.

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