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: The research aim was to analyse the relationship between emotional intelligence and performance of public sector employees, but we also looked at correlations between two dimensions of emotional intelligence and two particular dimensions which impact organizational performance. This study was conducted on employees from Romanian public sector org...
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Context 1
... the Emotional Intelligence scale, as we said previously, we used a 54-question composite index, with a maximum score of 54 and for the measuring of Performance, the index had 10 items scored on a scale from 1 to 5, so a total maximum score of 50. Figure 1 illustrates the distribution of Emotional Intelligence among valid answers from the participants. The maximum score was 53, and the minimum was 21, with the average Emotional Intelligence score being 43.94, which is 88% out of the maximum of 54. Figure 2 is the histogram of how much the respondents think performance is evaluated and encouraged in their own organizations. With a maximum of 50, the mean was 38,30. ...
Context 2
... the Emotional Intelligence scale, as we said previously, we used a 54-question composite index, with a maximum score of 54 and for the measuring of Performance, the index had 10 items scored on a scale from 1 to 5, so a total maximum score of 50. Figure 1 illustrates the distribution of Emotional Intelligence among valid answers from the participants. The maximum score was 53, and the minimum was 21, with the average Emotional Intelligence score being 43.94, which is 88% out of the maximum of 54. Figure 2 is the histogram of how much the respondents think performance is evaluated and encouraged in their own organizations. With a maximum of 50, the mean was 38,30. ...
Context 3
... the Emotional Intelligence scale, as we said previously, we used a 54-question composite index, with a maximum score of 54 and for the measuring of Performance, the index had 10 items scored on a scale from 1 to 5, so a total maximum score of 50. Figure 1 illustrates the distribution of Emotional Intelligence among valid answers from the participants. The maximum score was 53, and the minimum was 21, with the average Emotional Intelligence score being 43.94, which is 88% out of the maximum of 54. Figure 2 is the histogram of how much the respondents think performance is evaluated and encouraged in their own organizations. With a maximum of 50, the mean was 38,30. ...
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Citations
... The acquisition of reliable data that may inform the public administration policy makers in implementing specific measures that can enhance the quality of the service (Profiroiu & Negoiță, 2022), may be an important obstacle in assessing the performance of public services. Initially, pubic services evaluation models were employed to evaluate the character of a service by taking into account organisational contexts and dimensions, including empathy and courtesy (Davis et al., 1989;Sabie et al., 2020). Other performance evaluation models for public services have evolved and have begun to incorporate new criteria, like usability (DeLone & McLean, 2003;Parasuraman et al., 2005). ...
This article undertakes a comprehensive study of worldwide literature gathered from the Web of Science database, using bibliometric analysis. The analysis covers all the years, and most publications are from 1988 to 2024. The primary focus of the inquiry centres on the development of public service concept, public services citizens' satisfaction, services' stakeholders, public services' quality and performance during this period. The assessment of public services quality by citizens has been a prominent subject of scholarly investigation for a considerable period of time. By conducting keyword co-occurrence analysis on pertinent literature, our objective was to uncover dominant themes and track trends over a period of time. Novel insights were obtained by generating density, network, and overlay maps using VOS Viewer software. The keyword co-occurrence analysis performed using VOS Viewer unveiled an intricate and interrelated network of study themes within the literature on stakeholders' perceptions of the quality and performance of public services. The study discovered four main clusters, each reflecting separate yet intersecting research topics. An in-depth analysis of these clusters provides significant insights into the emerging patterns and key areas of interest in this subject. This research provides essential insights for both academic and practical applications in public services, establishing a foundation for future investigations.
... Employees who follow their moral convictions at work may become less productive as a result of cognitive dissonance, which may be seen as stress element that adversely impacts job output [37]. A motivating situation involves cognitive dissonance [38]. Innovations in psychology and technology provide a variety of alternatives for organizations to pragmatically and efficiently integrate sustainability into their day-to-day operations without having to alter employee behaviour [27]. ...
INTRODUCTION: This study was designed to give a comprehensively updated bibliometric summary of employee performance when faced with cognitive dissonance in light of recent imperatives and expanding scholarly interest.OBJECTIVE: This research provided a deep knowledge of references, cited sources, countries through network map, relevant sources map with table, relevant authors map with table, frequent keywords used by authors network map, citations per year graph, and co-occurrence of network with networking map.METHOD: In the study, the Scopus database was used to analyse large data. Biblioshiny software was also used for the analysis and verified using a VOS viewer. A mixed (combination of several) techniques is the main focus of the methodological procedure. 400 Scopus-indexed articles and 5 conference papers have been taken to prepare this bibliometrics review with the help of biblioshiny and Vos viewer software.RESULT: The results reveal that employee performance depends on their beliefs and attitudes. These two factors fall under cognitive dissonance theory (CDT).CONCLUSION: It is also fruitful for organizations to study CDT theory for organizational development and employee performance growth.
... Globalization brought with it challenges and opportunities in terms of organizational behavior, having to adjust labor opinions in organizations with relevant changes such as the increase in female employees, temporary workers and the reduction of corporate personnel [1]; therefore, organizations focus their efforts to improve job performance and achieve better productivity figures [2]. In addition, emotional intelligence has become more important for organizations due to the significant impact in relation to how job performance is measured [3]. ...
Too little has been published on emotional intelligence in the public sector, despite the scientific lit-erature's increased interest in the concept in recent years. The present research aim is to analyze whether and how public employees' emotional intelligence (EI) has an influence on their job stress (JS) level and willingness to deliver quality and performant public services (WDQS). In order to investigate the hypotheses, the study used a quantitative methodology and a conceptual deductive research technique based on a conceptual framework. For statistical analysis, we used the SPSS Statistics 22.0 program. This made it possible for us to build descriptive analyses and run several parametric tests to achieve the primary goal of our study. The findings showed that the employees of the National Agency for Public Procurement from Romania (ANAP) registered an average to above average EI level (M = 4.99), with no relevant significant influence on their stress level, and with a weak influence on their willingness to deliver quality public services. The study's respondents, although they register a high level of job stress (M = 5.44), demonstrated an average desire to deliver qualitative services to different stakeholders (M = 4.89), with low to average impact on the provided public services' performance (M = 3.19). From all the main sample characteristics, only the occupied position in the organization (independent variable) had a positive significant influence on employees' EI and JS level. In order to allow for comparisons of the results with those of the current study, future research should combine various methods of measuring emotional intelligence, job stress and public employees' willingness to provide quality and perfor-mant public services.
