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Emotional Intelligence in the Collection of Debt
Abstract
Two studies are reported which compare more and less successful account officers (debt collectors) in terms of their emotional intelligence, measured using the BarOn Emotional Quotient Inventory. The findings support the view that higher levels of emotional intelligence lead to enhanced job performance. Implications for selection are considered in the conclusion.
... Anti-effectiveness is graduated because the difficulties caused by the action can have different scales he added. While Bachman, Stein, Campbell and Sitarenios, (2000) opine that effectiveness is similarity between organizational behavior and organizational expectations ineffectiveness does not graduate.. Furthermore, according to Howorka (1981), the measure of the effectiveness is a degree of reaching the aim. Consequently declares Carmeli (2003).determining the degree of the effectiveness of a library's functioning and approaching its increase requires defining the aims of its action, which are in agreement with the users' and the library's surrounding expectations. ...
... While determining the effectiveness of library functions the element of the task realization cost is omitted. What is significant is the degree in which a library is closer to the intended aim (Bachman, Stein, Campbell, & Sitarenios, 2000) Hall. Schnkider, da Nygren, (1970) asserted that categories of efficiency, quality, optimality, ability and rationality are connected with the effectiveness. ...
The study investigated the connection between emotional intelligence and effective management of the library and librarians’ performance. The study adopted a survey research design with a sampled population of 370 selected among librarians working in different libraries in Nigeria through purposive sampling technique. The study was guided by three research questions and three hypotheses that were tested at 0.05 level of significance. The instruments used for data collection for this study were Librarians Emotional Intelligence Scale (LEIS) adopted from Adimora, Akaneme and Umeano (2013), Librarians Library Management Scale (LLMS) adopted from Turanlis (1999) and Employees Performance Scale (EPS) adopted from Gürkanlar (2010). To establish the reliability of the instruments used, Cronbach Alpha was used and the reliability indices stood at 0.74, 0.94 and 0.93 for LEIS, LLMS and Employees Performance Scale respectively. The data collected were analyzed using Pearson-Product Moment Correctional Coefficient (r), whereas, the hypothesis were tested using One-Way Analysis of Variance (ANOVA) with Statistical Package for Social Sciences (SPSS) as well as with correlation analysis and regression analysis for clearer establishment of the relationship between emotional intelligence and librarians’ performance. The outcome of the study reveals that there exist high positive relationship between librarians’ emotional intelligence and the effective management of university libraries. It also shows that there is low positive relationship existing between librarians’ emotional intelligence and their gender. In line with findings, it was recommended, that librarians should take into cognizance both their own emotional intelligence and that of their clients in the course of duty for effective library management as well as create good and conducive library climate and development of intervening programmes aimed at increasing librarians’ skills in library management irrespective of gender.
... The maximum (i.e., highest score) and minimum (i.e., lowest score) methods allow for a holistic understanding as to how the entire team functions based on an individuals' influence. A higher EI individual can regulate emotions (Chang et al., 2012;Jordan and Troth, 2004;Ilarda and Findlay, 2006;Mayer et al., 2004); maintain focus on important topics (Chang et al., 2012); utilize emotions more effectively (Chang et al., 2012;Jordan and Troth, 2004;Ilarda and Findlay, 2006;Ashkanasy and Daus, 2002;Mayer et al., 2004); emerge as a leader within the team (Côte et al., 2010); contagiously stimulate team performance (Sunindijo et al., 2007;Ashkanasy and Daus, 2002;Bachman et al., 2000); and create a dependable and trustworthy persona (Chang et al., 2012;Huy, 1999). A lower EI individual can "infect" others' attitudes (Ashkanasy and Daus, 2002) with less recognition of their emotional state (Chang et al., 2012); can use more avoidance tactics in team interaction (Jordan and Troth, 2004;Ilarda and Findlay, 2006); and can engage in problematic behaviors (Mayer et al., 2004). ...
... In addition to these main scales, there are 15 subscales that are not uniformly distributed to support these main scales. EQ-i has an internal consistency reliability of 0.85 within the first month of the test, 0.75 after four months from the original test (Conte, 2005), and an average overall score of 0.76 (Bachman et al., 2000;Bar-On, 1997). The internal average correlation is approximately 0.5, which is similar to traditional intelligence tests (Conte, 2005). ...
This study explores the gaps in research on the link between emotional intelligence (EI) and team performance with respect to operationalizations (i.e., mean, standard deviation, maximum, minimum, and proportion). The concept of EI is not new, nor revolutionary for predicting job performance. Studies use disparate psychometric measurements and environments that obscure relationships between metrics and team performance. Student engineers (n = 294) were combined into 185 teams in a reoccurring course and analyzed using an exhaustive best subset regression technique that yields equations pertaining to the EI scales and their operationalizations to team performance. Operationalizations of EI matter towards an effective understanding of its relationship to team performance. All aggregation methods related to team performance for one or more EI main scales, excluding Interpersonal Skills and General Mood. Differences were noted between operationalizations and direction of significant EI main scales, suggesting that further exploration is required. Future researchers should consider (1) expanding operationalizations of EI to include standard deviations, maximums, minimums, and proportions to relate to team performance; (2) separating and exploring EI analyses based on task types; and (3) that the potential for EI predicting team performance exists but with limitations in an engineering context.
... Researchers have emphasized the critical role of emotional intelligence in debt collection. For instance, Bachman et al. (2000) conducted a comparative study on debt collectors' performance using the BarOn Emotional Quotient Inventory (EQ-i). Their findings revealed that account officers with higher emotional intelligence tend to achieve better job performance. ...
While large language model (LLM)-based chatbots have been applied for effective engagement in credit dialogues, their capacity for dynamic emotional expression remains limited. Current agents primarily rely on passive empathy rather than affective reasoning. For instance, when faced with persistent client negativity, the agent should employ strategic emotional adaptation by expressing measured anger to discourage counterproductive behavior and guide the conversation toward resolution. This context-aware emotional modulation is essential for imitating the nuanced decision-making of human negotiators. This paper introduces an EQ-negotiator that combines emotion sensing from pre-trained language models (PLMs) with emotional reasoning based on Game Theory and Hidden Markov Models. It takes into account both the current and historical emotions of the client to better manage and address negative emotions during interactions. By fine-tuning pre-trained language models (PLMs) on public emotion datasets and validating them on the credit dialogue datasets, our approach enables LLM-based agents to effectively capture shifts in client emotions and dynamically adjust their response tone based on our emotion decision policies in real-world financial negotiations. This EQ-negotiator can also help credit agencies foster positive client relationships, enhancing satisfaction in credit services.
... Although many scholars have researched emotional intelligence and job performance, their findings have produced contradictory conclusions throughout time. As a result, there are both positive and negative effects of emotional intelligence on performance found in studies (Bachman et al., 2000;Shahhosseini et al., 2013). 5. Determine the level indicators of nurses" performance. ...
The study examined emotional intelligence and performance of nurses at the Cape Coast Teaching Hospital, Ghana. The study focused on how emotional intelligence’s dimensions of self-awareness, social awareness, self-management and relationship management affected performance, using Goleman’s Mixed Competency theory, allowing for the review of concepts and empirical literature on emotional intelligence and job performance. An explanatory research design was employed, sampling 267 out of 799 nurses using a purposive sampling technique. The findings revealed that nurses’ self-awareness and relationship management positively influence their job performance. However, their social awareness and self-management skills do not significantly affect their performance. In conclusion, self-awareness and relationship management are the two significant predictors of nurses’ job performance at the CCTH. It was suggested that the Management of the Cape Coast Teaching Hospital must consider implementing training and development programs aimed at raising the emotional intelligence of nurses within the facility.
... The value of EI across multiple distinct professions has been illustrated through multitudinous studies within specific industries across the globe. A study involving thirty-six account officers employed by a debt collection agency showed that the account officers with higher emotional intelligence achieved a statistically significantly greater amount of cash in collections over the same period of time than those with lower emotional intelligence (Bachman, 2000). A study involving 56 Slovenian business managers and executives and another 88 other high-level employees showed greater work satisfaction, career productivity, peer satisfaction in interactions, and tendencies toward cooperation in the workplace, for those with higher EI (Bostjancic, 2010). ...
The utility of emotional intelligence has been researched as both a discreet individual ability, and a performance enhancing quality within organizations. This expository analysis synthesizes the existing literature on the value and utility of emotional intelligence within organizations, focusing on enhanced ethics, improvement of leadership capabilities and outcomes, reduction of turnover, enhancement of cross-cultural understanding, reduction of stress, dispute resolution, and employee promotion. The origin and development of emotional intelligence as a behavioral theory is illustrated and its application to the organizational environment is systematically analyzed, with particular note of gaps in the literature and definitional difficulties identified.
... The value of EI across multiple distinct professions has been illustrated through multitudinous studies within specific industries across the globe. A study involving thirty-six account officers employed by a debt collection agency showed that the account officers with higher emotional intelligence achieved a statistically significantly greater amount of cash in collections over the same period of time than those with lower emotional intelligence (Bachman, 2000). A study involving 56 Slovenian business managers and executives and another 88 other high-level employees showed greater work satisfaction, career productivity, peer satisfaction in interactions, and tendencies toward cooperation in the workplace, for those with higher EI (Bostjancic, 2010). ...
The utility of emotional intelligence has been researched as both a discreet individual ability, and a performance enhancing quality within organizations. This expository analysis synthesizes the existing literature on the value and utility of emotional intelligence within organizations, focusing on enhanced ethics, improvement of leadership capabilities and outcomes, reduction of turnover, enhancement of cross-cultural understanding, reduction of stress, dispute resolution, and employee promotion. The origin and development of emotional intelligence as a behavioral theory is illustrated and its application to the organizational environment is systematically analyzed, with particular note of gaps in the literature and definitional difficulties identified.
... Corcoran and Tormey (2012) found that EI contributes positively toward the teaching role. Specifically, researchers assert that employees' EI can predict work-related outcomes, such as job satisfaction and job performance (Bachman et al., 2000;Prati et al., 2003;Wong & Law, 2002). Teachers who are skilled in evaluating their own emotions are better at communicating their needs and can be more concerned with their own feelings, enabling them to accomplish their goals, resulting in better performance (Day & Carroll, 2004). ...
High or low quality of education is determined by teachers. Therefore, evaluating the process of learning activities is intrinsically tied to evaluating the performance of teachers. In this context, teachers’ performance is influenced by two factors, one of which is emotional intelligence as an internal factor. The second is job stress as an external factor. This paper attempts to determine the role of emotional intelligence and job stress on teachers’ performance. The purpose of this research was also to review the role of emotional intelligence, and job stress among managers/leaders of private schools. The overall literature review supports the research paper by focusing on emotional intelligence and job performance. The findings of this study provide many benefits to all managers/leaders (male and female) concerning
how emotional intelligence can lead to better performance for schools to be stronger and have long-term success. The study also equips leaders/managers (male and female) with the best ways to improve their emotional Intelligence,
particularly in multicultural private schools.
... Emotional intelligence is defined as the ability to recognize and control one's own emotions (Cherry, 2010). Employees' performance ability and emotional intelligence are inextricably related (Sy et al., 2006), researchers particularly affirmed that employees' emotional intelligence can forecast results associated with their jobs i.e. job performance and job satisfaction (Bachman et al., 2000, Goleman, 2011, Suleman et al., 2020, Vratskikh et al., 2016, Wong and Law, 2002. Organizations consider emotional intelligence as a significant expertise because of its critical effect on different parts of the business community, particularly employee development, performance, productivity and efficiency (Goleman et al., 2013). ...
This study is a part of a larger MPhil research project on relationship between emotional intelligence, self-esteem and life satisfaction of private and public sector employees in the Discipline of Psychology. The present study intends to explore the connection among emotional intelligence and life satisfaction among public and private sector employees of Quetta city. The study sample was comprised of N=300. The Wong and Law Emotional Intelligence Scale (WEIS) and Satisfaction with Life Scale (SWLS) were used to measure the relationship between two variables. The linear regression was administered to test the hypothesis. The analysis of gathered data inveterate the formulated hypothesis as emotional intelligence had significant positive relationship with life satisfaction.
... (Lam, 1999) (You, et al., 1998) . (Bachman, et al., 2000;Lam, et al., 2002) . (Bass, 1990;Megerian & Sosik, 1996) . ...
سعت الدراسة الحالية إلى بحث العلاقة بين الذكاء العاطفيّ والقيادة التحويليّة. ولتحقيق أهداف الدراسة فقد تم دراسة مستوى الذكاء العاطفيّ لدى رؤساء الأقسام الأكاديمية في كليات جامعة الملك سعود، الذين أجابوا على استبانة تقيس مستوى ذكائهم العاطفيّ. وتولى مرؤوسوهم من أعضاء هيئة التدريس تعبئة استبانة أخرى لتقويم مستوى القيادة التحويليّة لدى رؤسائهم. وأظهرت النتائج وجود علاقة موجبة بين جميع أبعاد الذكاء العاطفيّ ومستوى القيادة التحويليّة. الأمر الذي يشير إلى أنّ الذكاء العاطفيّ يُعدُّ عنصراً مُهماً في القيادة التحويليّة.
... EI can play a considerable role in the work environment (George, 2000;Goleman et al., 2002;Wong and Law, 2002;Law et al., 2004;and Sy and Cote, 2004). High EI of employees can lead to various work related outcomes as well, and one of them is job satisfaction (Bachman et al., 2000;Wong and Law, 2002;and Prati et al., 2003). EI has a positive impact on job satisfaction; the higher the EI, the higher will be his satisfaction from the job (Afolabi et al., 2010). ...
... Work performance often depends on the support, advice, and other resources provided by others (Seibert et al., 2001). Many previous studies have shown a positive relationship between managers' emotional intelligence and job performance (Bachman et al., 2000;Jordan et al., 2002;Wong & Law, 2002). Shariatmadari and Darandeh (2012) stressed that school principals with a high level of emotional intelligence could manage their emotions to retain a positive mental state which can lead to improved teacher job performance. ...
Teacher’s performance has significant influence on student’s achievement. Few studies have sought to investigate the role of principal emotional intelligence on teacher job performance. This study examined the effects of principals’ emotional intelligence on teacher performance by mediating the roles of organizational trust and professional learning communities. Results from a sample of 400 teachers and 100 principals in Iranian primary schools showed that all path coefficients from principals’ emotional intelligence to organizational trust, professional learning community, and teacher performance were non-significant. Additionally, there were positive and significant relationships among organizational trust, professional learning community, and teacher performance.
... Work performance often depends on the support, advice, and other resources provided by others (Seibert et al., 2001). Many previous studies have shown a positive relationship between managers' emotional intelligence and job performance (Bachman et al., 2000;Jordan et al., 2002;Wong & Law, 2002). Shariatmadari and Darandeh (2012) stressed that school principals with a high level of emotional intelligence could manage their emotions to retain a positive mental state which can lead to improved teacher job performance. ...
Teacher’s performance has significant influence on student’s achievement. Few studies have sought to investigate the role of principal emotional intelligence on teacher job performance. This study examined the effects of principals’ emotional intelligence on teacher performance by mediating the roles of organizational trust and professional learning communities. Results from a sample of 400 teachers and 100 principals in Iranian primary schools showed that all path coefficients from principals’ emotional intelligence to organizational trust, professional learning community, and teacher performance were non-significant. Additionally, there were positive and significant relationships among organizational trust, professional learning community, and teacher performance.
... EI affects positively the teaching (Corcoran & Tormey, 2012). Specifically, researchers emphasized that outcomes related to work i.e., satisfaction in job, employees' job performance can be predicted by individual's EI level (Bachman et al, 2000;Prati et al, 2003). Though past researches have conducted in-depth investigation of the link between employee job performance and emotional intelligence (Kulkarni et al, 2009;Shahzed et al, 2011), less work has been done so far on emotional intelligence and employees' performance generally and performance of HE teachers particularly in Pakistan. ...
This study aims to investigate the impact of emotional intelligence on teacher's perceived job performance in the higher education sector of Pakistan. A total of 330 faculty members of higher education institutes from 5 cities of Pakistan participated in the study. Correlation and regression analysis are applied to examine the relation between variables of the study. The statistical evidence highlighted that emotional intelligence has a significant impact on the teacher's perceived job performance. The results discovered that self-confidence, achievement orientation and developing others have a positive significant relation with the teachers’ perceived job performance. Additionally, the impact of training, experience and gender is examined through One-way ANOVA and Independent Sample T test. Research findings revealed that training has a significant and positive impact on teachers’ perceived job performance but there is no significant impact of gender and experience on the same. Higher education institutes must pay attention for enhancement of emotional intelligence in their teaching staff for better performance.
... These demonstrate the direct relationship between environment, culture, the organizational system and effectiveness in such areas as recruiting, teamwork, the employee's moral commitment and health, innovation, productivity, efficiency, sales and incomes levels, service quality and cus-tomer loyalty (Boyatzis et al. 2000;Chermiss & Goleman, 2001). Thus, important relationships between socio-emotional competencies and career development (Repetto & Pérez, in press;Caruso & Wolfe, 2001), work performance (Bachman et al. 2000) and effective leadership (Segal, 2002) become evident. ...
One of the aims of Educational Guidance is social development and learning in Secondary Education students who are in multicultural contexts. An increase in socio-emotional competencies is promoted through Guidance program interventions. The Guidance Program for Socio-emotional Competencies (in Spanish, POCOSE) not only improves students' learning process and academic performance, it also favors their integration socially and at school, thus exercising a preventive function against future school failure and other risk factors, such as absenteeism, school drop-out, or violence (bullying). The broad cultural diversity which characterizes our Educational System requires identification of socioemotional competencies that are positively related to optimal learning and better socio-educational adjustment of secondary students who are in multicultural contexts , as well as identifying existing cultural differences in the process of teaching and learning these competencies. There is also a need for scientifically-validated programs for guidance and training in socio-emotional competencies, since these are an appropriate way to improve learning and socio-educational adjustment of Secondary Education students.
... 23 Emotional intelligence has also been shown to be an important ability component for success in business management personnel, and debt collectors. 24,25 Companies are seeking to hire candidates with high levels of interpersonal skills, good communication skills, are effective team players, and show leadership, ingenuity, and motivation in the work place. 26 These attributes are in addition to the cognitive or intellectual skills needed to meet the requirements of the vacant position. ...
Background and Purpose. The purpose of the admission process in the graduate physical therapy (PT) program is to evaluate information that can predict an individual’s potential for success in the program. To date there is no reliable way to predict clinical performance of physical therapy students. Emotional intelligence has been shown to predict clinical performance in other medical professions and may be a predictor for clinical performance in PT. Generic abilities of clinical performance are critically important in the PT profession and are evaluated using the Clinical Performance Instrument (CPI). This study examined the relationship between clinical performance and emotional intelligence. Subjects. Fifty-six graduate physical therapy students (46 female, 10 male) between the ages of 23 to 38 years (25.7 + 3.6 years) from four Eastern Massachusetts schools participated. Methods. Clinical Performance Instrument (CPI) scores (version 4), the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT version 2.0)scores, Graduate Record Exam (GRE) scores, pre-requisite grade point averages (GPAs) and demographic information were collected. Results. Total CPI score (R2 = 0.36, p <0.02) and scores on individual items of Professional behavior (R2 = 0.31), Performing Interventions (R2 = 0.35, p < 0.04) and Performing an Examination (R2 = 0.28) were not significantly related to emotional intelligence. Emotional intelligence was not significantly related to GRE scores (r =.14, p = 0.31) or pre-requisite school GPA (r = 0.10, p = 0.46). Discussion and Conclusion. Within the limitations of this research, the MSCEIT did not prove to be a successful predictor either by itself or in combination with other variables in predicting CPI performance. Future work with emotional intelligence surveys as predictors of CPI performance should start with examining those who pass the clinical experience part of the PT program compared to those who do not. After understanding the relationship between success and failure on the CPI, an examination of those that score high on the CPI versus those that merely pass could be studied.
... Further, an emerging strand of empirical literature has shown that EQ plays a significant role in the effective performance of firms (e.g., Bachman et al, 2000;Ezzi et al, 2016;Mavroveli et al, 2007;Kim, 2020;Souissi and Jarboui, 2018;Tai et al, 2018). They give support for the notion that an emotionally intelligent manager has ability to motivate idea generation, and makes proper decision and strategy making (Bouzguenda, 2018;Meisler and Vigoda-Gadot, 2014), which may help him to develop relationship with employees, shareholders and customers, to minimize agency and transaction costs (Ezzi et al, 2016;Trehan and Shrivastav, 2012), to be conscious of firms' financial situation (Tai et al, 2018), and to explore the productive capacity of his firm in a positive way (Cote and Miners, 2006). ...
An under-researched question in the current literature is to what extent managers’ emotional intelligence (EQ) play a role in driving business practices. To explore this question, we carried out a survey with 320 textile and garment SMEs in Vietnam. We find that one standard deviation increase in EQ of managers is related to 3.87% increase in business practices adoption. Notably, EQ levels of managers have different impact on adoption of each business practices. These effects on marketing practices are strongest, while EQ level of managers has modest effect on financial planning practices.
... Past research on the relationship between EI and JP suggests that a positive relationship exists between them. For instance, EI is found to be positively associated with JOEPP 9,1 the JP of account officers (Bachman et al., 2000), bank employees (Aqqad et al., 2019), criminal investigation officers (Sembiring et al., 2020) and project success (Rezvani et al., 2016). Based on these results, we wish to explore this relationship in the context of Indian female employees and therefore stipulate that H1. ...
Purpose
The paper aims to examine the mediating role of emotional exhaustion and job satisfaction in the emotional intelligence (EI) and job performance (JP) relationship.
Design/methodology/approach
The data have been collected using a structured questionnaire from 527 females working in education, health and IT/BPO sectors across three cities of Punjab, India. A serial multiple-mediated regression has been used to estimate EI's direct and indirect effects on JP mediated through emotional exhaustion and job satisfaction.
Findings
The findings reveal that EI has an indirect positive effect on JP through its influence on emotional exhaustion and job satisfaction in serial. The results also suggest that the control variables (namely age, qualification, experience and income) have a limited effect on EI, JP, emotional exhaustion and job satisfaction of female employees.
Practical implications
The present study asserts that organizations should seek employees with high EI to have high employee performance. The study assists supervisors and human resource (HR) managers in their different functions like recruitment and selection decisions, training and development activities, and designing high-performance work systems. Enhanced EI will improve mental health and well-being, which further drives positive work behaviors.
Originality/value
This study attempts to examine the EI–JP relationship for working females in more depth. Since the study is based on an Indian sample, it adds to the growing literature on EI and JP of females in the context of non-Western countries. The results are of great value to HR managers and practitioners who aim to develop practices that would increase the performance of females in the workplace.
... Hence, the agency costs, transaction, and others come out. According to the searches of Bachman, Stein, Campbell, and Sitarenios (2000), Bar-On (1997), Dulewicz and Higgs (2000), Janovics and Christiansen (2001), emotional intelligence is related to the business performance and affects the end result. Weinberger (2003) divided emotional intelligence into three categories: the ability to understand the emotions of the others, to maintain good social relations, and to adapt obliteration to the environmental changes. ...
This article scrutinizes the leader’s emotional intelligence effect on the enterprises’ performance (diversification is the main strategy). After the theoretical discussion which approaches our subject matter, we propose our research assumptions. Thus, this research attempts to answer our central question: How can emotional intelligence affect the performance of Tunisian enterprises (diversifiable companies)? Our methodology consists of two parts. The first is used to identify the data sample selection and the second is devoted to the results interpretation. The main contribution of this work is to explain how the behavioral finance (we speak about emotional intelligence) allows to present answers regarding performance of companies (which the strategy the adopted is the diversification). The results obtained from the linear regressions made on a sample of the show well the significant and positive CEO emotional intelligent on the financial, social and environmental performance.
... Certainly, researches have demonstrated that EI applies a positive impact on representatives' work attitudes, actions and project performance and identifies with different work related results (Bachman et al., 2000;Tischler et al., 2002), leadership success (Higgs, 2003;Sivanathan and Fekken, 2002), citizenship practices (Day and Carroll, 2004), critical thinking (Rahim and Minors, 2003) and conflict management . ...
... Certainly, researches have demonstrated that EI applies a positive impact on representatives' work attitudes, actions and project performance and identifies with different work related results (Bachman et al., 2000;Tischler et al., 2002), leadership success (Higgs, 2003;Sivanathan and Fekken, 2002), citizenship practices (Day and Carroll, 2004), critical thinking (Rahim and Minors, 2003) and conflict management . ...
... Berkaitan dengan perbezaan ini, hasil analisis menunjukkan bahawa tahap kompetensi emosi dalam kalangan pemimpin sekolah berkesan adalah lebih tinggi berbanding dengan pemimpin di sekolah kurang berkesan. Hasil kajian oleh Boyatzis (1982), Goleman (2001), Sitarenios (2000), Derman (1999), Bachman, (2000, Berr, Church, dan Waclawski (2000), Rozell, (2006), dan Rode, Money, Arthaud-Day, Near, Baldwin, Rubin & Bommer, (2007) yang turut mendapati bahawa kompetensi emosi pemimpin dalam organisasi yang berkesan adalah lebih tinggi berbanding dengan organisasi yang kurang berkesan. ...
Kepemimpinan merupakan proses hubungan interpersonal yang dinamik, meluas merangkumi aspek-aspek kognitif, kompetensi emosi dan beroperasi dalam konteks sosial. Kajian ini bertujuan meneliti tahap kompetensi emosi pemimpin dan kepemimpinan transformasional di sekolah berkesan dan sekolah kurang berkesan. Seramai 485 pemimpin secara random telah terpilih dari sekolah tersebut dengan mengunakan Emotional Competencies Inventory (ECI-2) dan Multifactor Leadership Questionnaire (MLQ5x). Dapatan menunjukan terdapat perbezaan yang signifi kan dalam tahap kompetensi emosi dan kepemimpinan transformasional di sekolah berkesan dan sekolah kurang berkesan. Perbezaan ini memberi pengaruh yang sangat besar ke atas kejayaan dan imej terhadap kepimpinan sekolah. Oleh itu, usaha-usaha perlu dilakukan untuk meningkatkan tahap kompetensi emosi dan kepemimpinan transformasional pemimpin di sekolah kurang berkesan dalam usaha untuk meningkatkan bilangan sekolah-sekolah berkesan.
... Emotional intelligence is a strong predictor in determining a person's success and work performance (Abraham, 2000;Ashforth & Humphrey, 1995;Ashkanasy & Daus, 2002;Goleman, 1995Goleman, , 1998. Many studies have shown a positive relationship between managers' emotional intelligence and job performance (Bachman et al., 2000;Jordan et al., 2002;Wong & Law, 2002). Emotional intelligence indicators and their use for managers are significantly important, governing manager's decisions, influencing work acumen, affecting the process of establishing, maintaining and developing relationships in firms, affecting trust, cohesion, and efficiency of business operations. ...
The study aims to examine direct and indirect impacts of managers’ emotional intelligence on performance of firms through determinants of job satisfaction, trust and opportunistic behav-ior. Data are collected from 617 respondents as managers of firms in Vietnam. The results show that the managers’ emotional intelligent not only had a direct and positive impact on the firm performance but also indirectly affects through two intermediaries of their satisfaction and trust. In addition, the findings reveal the relationship between determinants such as satisfaction positively influencing their trust and negatively affecting opportunistic behavior. Opportunistic behavior has a negative impact on trust and firm performance in the context of emerging countries like Vietnam.
... Some research studies mention that Emotional intelligence and job performance are related positively (e.g. Behbahani, 2011;Birol, 2009;Carmeli and Josman, 2006;Goleman, 1998), showing that Emotional intelligence can predict the performance of undergraduate students in single tasks (Lam and Kirby, 2002); sales performance ; performance of managers and professionals (Sue-Chan and Latham, 2004); supervisory ratings of job performance Slaski and Cartwright, 2002); the performance of account officers in terms of collection (Bachman et al., 2000) Prior studies reveal that performance of employees in the organization can be determined by several variables such as satisfaction with job security (Yousef, 1998); general intelligence (Dulewicz and Higgs, 2000); motivation (Suh and Shin, 2005); personality (Berry et al., 2007); and emotional intelligence (Higgs, 2004;Langhorn, 2004). But Chaudhry and Usman (2011) mentioned that Emotional intelligence has been responsible for greater change in the job performance than any other factor. ...
... The idea of emotional intelligence has lately enchanted a lot of curiosity from entrepreneurs around the globe; emotional intelligence is believed to be essential as it influences the performances of organisation [1,2,3]. Emotions are the humans' reactions to their environmental circumstances which are formed by the combination of thoughts, feelings and actions. ...
This study contends that emotional intelligence has repercussions on entrepreneurial performance. This investigation interrogates and affirms the link ascribing emotional intelligence to entrepreneurial performance. This investigation adopted the qualitative research method, with the use of secondary data sourced from extended and informed literature from the 1990s still date. The study applied the general theory of entrepreneurship and emotional intelligence theory as the context for textual investigation of disputes/foci that illuminated the discussion, conclusion and recommendations. Findings reveal that defective emotional intelligence has the consequence of a poor combination of competencies; the skills that bequeath on person/s the requisite ability to succeed in managing their own emotions and properly measure the emotional conditions of others and influence views towards the achievement of the organisational objectives. This is critical for Original Research Article Oriarewo et al.; SAJSSE, 3(1): 1-13, 2019; Article no.SAJSSE.46234 2 better entrepreneurial performance and if not achieved inhibited entrepreneurial businesses. The recommended suggestions in this study are capable of addressing the gaps and problems identified.
... Emotional intelligence (EI) can play a significant role in the work environment (Goleman, Boyatzis, and McKee, 2002;Wong and Law, 2002). Specifically, researchers assert that employees' emotional intelligence can predict work related outcomes, especially job satisfaction (Brunetto, et al., 2012;Kafetsios and Zampetakis, 2008;Güleryüz, et al., 2008;Bachman, Stein, Campbell, and Sitarenios, 2000;Prati, Douglas, Ferris, Ammeter, and Buckley, 2003;Wong and Law, 2002). Even Daus and Ashkanasy (2005) and Van Rooy and Viswesvaran (2004) pointed out that emotional intelligence is an important predictor of key organizational outcomes including job satisfaction. ...
This study examines the effects of perceived organizational and social support and emotional intelligence of banking sector employees' on job satisfaction. Survey responses from 223 bank employees in Turkey were analyzed and which factor effects job satisfaction more was determined. When the research results are examined, the H1 hypothesis established on the assumption that perceived organizational support has a positive effect on job satisfaction has been supported. The H2 hypothesis based on the assumption that perceived social support has a positive effect on job satisfaction is rejected. H3 hypothesis based on the idea that emotional intelligence has a positive effect on job satisfaction has been rejected. The findings of this research have important theoretical and practical implications for banking sector. Applied implications of the results are discussed.
... Captivatingly, Emotion intelligence supports positively the role of improvement of the teacher qualities (Corcoran & Tormey, 2012). Hence, emotional intelligence can enhance the predictive workload by the teachers and may be reformulate the picking ability of the teachers in their ever changing administrative environment as concern to job performance, job satisfaction and level of job stress (Wong & Law, 2002;Bachman, Stein, Campbell, & Sitarenios, 2000;Prati, Douglas, Ferris, Ammeter, & Buckley, 2003). ...
System of Education has speedily changes, having fluctuate experiences, and reforms due to influential role of the job performance of the teacher in all about of the world. In spite of these changes, the performances of teachers are still a burning topic in any educational environment. This present research study highlights the breach in the reviews by previous studies at the role of emotional intelligence in job performance of teachers. This investigating study also examinations the relationship between emotional intelligence (EI) which having four proportions i.e. self-regulations, self-awareness, self motivation and social skill and job performances. The sample of the study was consisted on 215 Subject specialists (teachers) of 46 higher secondary schools of Dera Ghazi Khan Division. Data was gathered from questionnaire and results of significant correlation appear from the data between emotional intelligence and satisfaction of job. On the whole, this research highlights that the emotional intelligence and performance of job of the subject specialists have significant relatioIJnship at high level of their confidence and for meaningful outcomes form the teachers in any educational field the administrations of educational institutions should develop and implications well organized programs of teacher trainings for the teachers to enhance the emotional intelligence and job performance at higher secondary education system.
... The findings of our study have also revealed that the EI had a positive impact on job performance. These findings are consistent with the arguments of the researchers (Goleman, 1995(Goleman, , 1997(Goleman, , 1998a1998b;Bachman et al., 2000;Cherniss & Goleman, 2001;Wong & Law, 2002;Carmeli, 2003;Melita Prati et al., 2003;Stough & DeGuara, 2003;Dulewicz et al., 2003;Higgs, 2004;Law et al., 2004;Carmeli & Josman, 2006;Singh, 2006;Sy, Tram & O'Hara, 2006;McShane & Steen, 2009;Huang et al., 2010;Downey et al., 2011;O'Boyle et al., Hawver & Story, 2011) who have argued EI's positive effect on job performance. ...
This paper examined the relationship between job stress and job performance, along with the moderating effect of emotional intelligence (EI) and perceived organizational support (POS) among employees in the Istanbul financial sector. 564 employees and their 78 immediate supervisors were surveyed. The findings of this study suggest that job stress was negatively associated with job performance, where EI and POS were able to reduce the effect of stress on job performance. The results largely support the significant impact of job stress on job performance, moderated through EI and POS as hypostasized. This paper demonstrates the important role of the job stress on job performance which contributes to conceptual understanding of organizational efficiency. The study has used self-reports-as well as supervisor reports to study the effects of job stress on organizational performance.
... The concept of emotional intelligence has recently attracted a lot of interest from academicians all over the world (Bachman, Stein, Campbell, & Sitarenios, 2000. Emotional intelligence is considered to be important as it affects the academic achievement of students positively, not only during the years they are taught but also during the years to follow. ...
As emotional intelligence competencies are seen as the key to personal and professional success, thus it becomes significant to study the relationship of experience and age of an individual on the level of emotional intelligence. This study aims at finding out the perception and the level of emotional intelligence in a person on the basis of his/her age group and gender. The study is exploratory in nature where quota sampling was used to collect data. This study attempts to study the level of emotional intelligence among faculty members of academic institutions (who are the institution's greatest asset), like Amity University, SRM University, Delhi University, Lucknow University, and Christ University. A 2x3 factorial design was prepared to compare emotional intelligence between age and gender of academic professionals. A self-designed questionnaire, prepared on Likert type scale was distributed among 200 academicians of India, out of which 165 were responded and eventually, 160 questionnaires were selected for analysis. Tools like item to total correlation, reliability, factor analysis, and Z-Test were used to analyse the data. Various factors like proficiency, holistic wisdom, candidness, insight, sensibility, understanding situations, truth loving, being relaxed; matured, balanced, having optimism, sagaciousness, calmness and development were identified. Results of the Z-Test shows that respondents in different age groups differ in emotional intelligence except between age groups of 25-35 and above 55. Results further show that females have higher emotional intelligence than males.
... Consequently, extant literature clearly produces evidence that the leaders' EI accounts for the variations in the outcomes of employees' behavior in organizations (Kiyani et al., 2013;Bagshaw, 2000). The leaders' EI has thus been related to employees' job-related outcomes (Kiyani et al., 2013) including their job performance (Goleman, 1996;Tischler et al., 2002;Bachman et al., 2000), quality problem solving (Rahim and Minors, 2003) and citizenship behaviors (Day and Carroll, 2004) amongst others. ...
Abstract
Purpose – The purpose of this paper is to determine the extent to which leaders’ emotional intelligence (EI) predict the voluntary work behaviors (i.e. organizational citizenship behavior (OCB) and counterproductive workplace behavior (CWB)) of employees in the Ghanaian banking sector.
Design/methodology/approach – Quantitative approach was adopted to collect data from 234 respondents working in both high- and low-performing banks in Ghana. Both purposive and simple random
sampling techniques were used for the selection of the respondents.
Findings – The findings of the study revealed that the leaders’ EI positively predicted the OCB of employees while a negative relationship was found between leaders’ EI and its prediction of employees’ CWB. Thus, emotionally intelligent leaders are able to evoke citizenship behaviors while mitigating CWBs of employees in the Ghanaian banking sector.
Research limitations/implications – The research addresses the gap in literature on how leaders’ EI influence employees’ tendency to exhibit either OCB or CWB specifically in the Ghanaian context.
Practical implications – The findings suggest that organizational leaders especially in the Ghanaian banking sector should be trained to be emotionally intelligent in their relationship with employees as such skills boost positive voluntary behaviors and have the tendency to alleviate the negative behaviors by employees.
Originality/value – The study provides an in-depth account on how the leaders’ EI influence both employees’ OCB and CWB and how to appropriately evoke or alleviate them, respectively.
Keywords: Emotional intelligence, Ghana, Organizational citizenship behaviour, Leadership, Counterproductive workplace behaviour, Voluntary workplace behaviours
Paper type Research paper
This study aimed to identify current research trends and future directions in the field of emotional intelligence and job performance through bibliometric and thematic analysis. Data were collected from 327 documents published between 2000 and 2024 in the Scopus database. Using descriptive statistics, bibliometric analysis, and thematic analysis with VOSViewer software, the findings indicate that the relationship between emotional intelligence and job performance has been a longstanding research focus and continues to grow, especially in fields like business and management, with concentrated research efforts in leading developed nations such as the United States, the United Kingdom, and Australia. Thematic analysis identified five primary research directions and confirmed the strong relationship between emotional intelligence and job performance. Particularly in critical fields like education, healthcare, information technology, banking, and hospitality, this topic has received considerable attention and is expected to continue producing notable research in the future. Additionally, the study’s findings suggest that the rapid advancement of science and technology, multicultural business environments, and the increasing complexity of workplace crises and conflict resolution underscore the necessity for continued exploration of emotional intelligence and its connection to job performance. Future research in this area is anticipated to diversify and expand across various industries and organizational types, adapting to the evolving demands of modern business settings. AcknowledgmentThis study is a product of the doctoral dissertation project carried out under decision No. 4740/QD-ĐHDT dated October 18, 2023, from Duy Tan University, Vietnam.
The present study was designed to examine the emotional intelligence and occupational stress of special educators working with intellectually disabled children. The total number of subjects participated were forty. Emotional Intelligence Scale and Occupational Stress Scale were administered on each subject individually to collect the data. Collected data were analyzed and interpreted with respect to the objective of the study. Finding of the study reveal that in overall 72.5 % of the special educators show high emotional intelligence, only 27.5% of the special educators show moderate emotional intelligence and no special educators show low emotional intelligence. Result indicates that there is highly significant difference in the emotional intelligence and occupational stress of male and female special educators. Study also reveals that there is highly negative relationship between the emotional intelligence and occupational stress of special educators.
Nghiên cứu về ảnh hưởng của trí tuệ cảm xúc và vốn tâm lý với kết quả công việc thông qua vai trò trung gian của sự hài lòng công việc và hạnh phúc của nhân viên các doanh nghiệp du lịch tại Thành phố Hồ Chí Minh (Tp.HCM). Các giả thuyết nghiên cứu từ khảo sát 327 nhân viên du lịch đều được chấp nhận, trong đó, tác động của trí tuệ cảm xúc đến vốn tâm lý là mạnh nhất; giữa trí tuệ cảm xúc, vốn tâm lý và kết quả công việc có mối quan hệ trung gian với hài lòng công việc và hạnh phúc của người lao động. Kết quả cũng cho thấy có sự khác biệt về giới tính trong mối quan hệ giữa trí tuệ cảm xúc với hài lòng công việc và vốn tâm lý của nhân viên; giữa vốn tâm lý với kết quả công việc; cũng như có sự khác biệt giữa quản lý và nhân viên về mối quan hệ giữa trí tuệ cảm xúc và vốn tâm lý với kết quả công việc của nhân viên các doanh nghiệp du lịch tại Tp. HCM. Từ kết quả nghiên cứu, một số hàm ý cho nhà quản trị nhằm nâng cao trí tuệ cảm xúc, vốn tâm lý, sự hài lòng công việc và hạnh phúc để góp phần cải thiện kết quả công việc của nhân viên các doanh nghiệp du lịch.
REASONS AND EXPECTATIONS OF CUSTOMERS TOWARDS SHAMPOO BRANDS
“Doing Business in India: International Perspectives (With Particular Reference to Business Process Outsourcing (BPO) Industry)”, Refereed Proceedings, International Conference on “ Resurging India : Myths & Realities”, March 17 – 18, 2012, Teerthanker Mahaveer University, Moradabad, India, Copyright © 2012 , pp. 3 – 11, ISBN 978-93-82062-04-2, Excel India Publishers, New Delhi. (With James Ondracek, Andy Bertsch, and Matthew Cohen)
ABSTRACT: The country of India is one of the fastest growing economies in the world. With beneficial business incentives and a
wealth of highly qualified, highly motivated potential employees, India is becoming a hub for economic growth and
technological advancement. With so much expansion in India many industries, specifically the contact center and
Business Process Outsourcing (BPO) industry, have entered into the global market with vigorous development.
Currently India is ranked number one in the world in both the call center and BPO industries, has been able to grow the
BPO and IT export sector to more than $47 billion USD, and has captured half of the entire world’s offshore service
business. This study provides an overview of business climate, glimpses of socio- cultural, economic, and technological
environments, with particular reference to insights pertaining to business process outsourcing industry. This article is
recommended reading for those interested in doing business in India including students of international business.
Developed by the United Nations Development Programme (UNDP), the intent of the Human Development Index (HDI) was to assess country development through the lens of human capability development and potential, as an alternative to the reliance on economic growth. The HDI has served as a proxy for the determination of quality of life, which is measured in terms of life expectancy at birth, educational attainment in terms of number of years of school, and the gross national income (GNI) per capita as a reflection of the standard of living. While the HDI has been an effective measure that has guided country development and enabled human progress, existential research and Human Development Reports of the UNDP have acknowledged deficiencies in the existing HDI algorithm, highlighting a gap between HDI scores and quality of life. Through a narrative review and synthesis of literature published between 1978 and 2020, the aim of this research is to address the appropriateness of the HDI as a measure of quality of life. Three propositions along with an outcome-based process approach to quality of life are proposed to shape future research and development of the HDI.
This study employed Hunter and Schmidt meta-analytic method to investigate the relationship between emotional intelligence (EI) and job performance. It contributes to the existing literature on five counts: we include more than twice as many studies that have more than triple the sample size than previous meta-analyses, we employed a more suited methodology, we followed the criterion driven-strategy, we imposed rigorous inclusion criteria, and we investigated a series of moderators of EI and job performance relationships not studied before. Results showed that EI had operational predictive validity of 0.45 (k = 99, N = 17,889) and self-reported ability EI measures proved to be the most valid. In addition, we found that the job context and the job performance measures types moderates this correlation and job position of incumbents proved to partially moderate the EI validity. The results support the overall validity of both ability and trait models of EI.
This study employed Hunter and Schmidt meta-analytic method to
investigate the relationship between emotional intelligence (EI) and job performance. It contributes to the existing literature on five counts: we include more than twice as many studies that have more than triple the sample size than previous meta-analyses, we employed a more suited methodology, we followed the criterion driven-strategy, we imposed rigorous inclusion criteria, and we investigated a series of moderators of EI and job performance relationships not studied before. Results showed that EI had operational predictive validity of
0.45 (k = 99, N = 17,889) and self-reported ability EI measures proved to be the most valid. In addition, we found that the job context and the job performance measures types moderates this correlation and job position of incumbents proved to partially moderate the EI validity. The results support the overall validity of both ability and trait models of EI.
Bu çalışmanın amacı çağrı merkezi çalışanlarının örgütsel vatandaşlık davranışlarına duygusal zekâ ve iş-aile yayılımlarının etkisinin incelenmesidir. Çalışma ilişkisel tarama olarak tasarlamış ve 200 çalışan araştırmaya dâhil edilmiştir. Araştırmanın verilerinin toplanması amacıyla “Örgütsel Vatandaşlık Davranışı Ölçeği”, “Duygusal Zekâ Ölçeği” ve “İş-Aile Yayılımı Ölçeği” kullanılmıştır. Araştırma verileri IBM SPSS 22 paket programı kullanılarak analiz edilmiştir. Araştırma sonuçlarına göre örgütsel vatandaşlık ile duygusal zekâ, pozitif iş-aile ve aile iş yayılımı arasında olumlu, negatif aile-iş, iş-aile yayılımı arasında olumsuz ilişki mevcuttur. Araştırmada kadın katılımcıların duygusal zekâ ve negatif iş-aile yayılımı algıları erkek katılımcılara göre daha yüksek bulunmuştur. Örgütsel vatandaşlığın yordanma düzeyinin anlaşılmasına ilişkin çoklu regresyon analizi gerçekleştirilmiştir. Bunun sonucunda duygusal zekâ ve pozitif iş aile yayılımının örgütsel vatandaşlığın olumlu yordayıcıları oldukları anlaşılmıştır. Çalışma sonuçlarına dayalı olarak çalışanların örgütsel vatandaşlık davranışlarında duygusal zekâ düzeyleri ve iş-aile dengelerinin daha detaylı anlaşılmasına ilişkin önerilerde bulunulmuştur.
In recent years, a few organizations have experienced rapid changes to globalization and competitiveness. Such organizations should, therefore, hire a new generation of qualified officers to deal with and address the changes and competition. Human Resource Development (HRD), which seeks to organize and improve the tools for fair victory for individuals and organizations, plays a critical role in developing and improving the capacity of the officers. EI is one of the most significant performance indicators for workers. The basis for bonuses, compensation, promotions, employee retirements, and efficiency. From recruitment to resignation, emotional intelligence is closely associated with the company. Therefore, well-managed emotions play a central role in the productivity of employees. Emotional intelligence affects not only the career but also the workplace. Emotionally intelligent work improves the performance of people by encouraging positive relationships, good group performance, and social conditions. This article explores from a theoretical perspective the impact of emotional intelligence on the success of individuals.
It is established that human resources form the backbone of any organization. From an employer’s perspective, employee-friendly policy practices make the employees satisfied with their work and to retain them in the organization. Even from the employee’s perspective, the task accomplishment in the given work standards cannot be achieved with intelligence only, thus requiring emotional stability to sustain the challenges in the contemporary context. This paper attempts to study the importance of emotional intelligence (EI) through human resource practices that leads to sustainable development. The study focused and proposed a conceptual model to illustrate the importance of EI in the sustainability of human resources through select HR practices (recruitment and selection, performance management, compensation or incentives). Secondary data was used in the study. Data was gathered from the literature and scholarly articles relating to EI. A conceptual model was proposed linking the importance of EI in sustainable development of human resources. The proposed model illustrates that EI is a construct that helps in sustaining and developing workforce in organization. EI helps employees to deal with themselves and others to enable them to be productive. The study revealed that EI was a vital construct for employers in sustaining workforce. Employees understood their emotions and how it affected their decisions. EI was seen as a sine qua non which cannot be overlooked in a milieu of competition amongst organizations.
This research investigates occupational stress as mediator of relationship between workload, emotional intelligence and performance of teachers in Probolinggo regency. A number of 198 teachers from both public and private secondary school in the regency were randomly selected. Data collected using questionnaires and analyzed using Structural Equation Modelling (SEM). The analysis on the validity of workload, emotional intelligence, occupational stress and performance instrument gives result above 0.139 (rtable). This tells that all instruments are valid while the reliabilities based on the analysis result in Alpha coefficient of 0.6, which is reliable. The results showed that both workload and emotional intelligence significantly influence work stress and teacher performance, and work stress is able to mediate the effect of workload and emotional intelligence on teacher performance.
Bangladesh's geographical location, economic and population fundamentals has attracted foreign direct investment (FDI), full participation in regional and continental development partnerships with its neighbors especially China. China viewed Bangladesh as a crucial and vital partner to its regional development plans especially to its land locked western region. These led to Chinese companies entering the Bangladesh economic sectors to invest and execute projects. However, factors such as the labour laws, availability & the level of human capacity, the business terrain, the cultural ramifications of the Bangladesh workforce, also the priorities and dynamic government policies influence the success of collaborations across various sectors. The aim of this study is to examine the level of readiness and collaborations across various sectors between Bangladesh and Chinese companies operating in Bangladesh business and built environment. This study reviewed data from secondary sources to form the literature that led to the outlined sectors for the collaboration, which forms the backbone of the questionnaire survey based on the mono quantitative method adopted. The empirical results shows that Bangladesh is ready to collaborate with Chinese companies across all the outlined sectors and welcome such investments as was corroborated by the hypotheses showing the significance in the collaborations. However, such collaboration will significantly influence the corporate strategy, human resource management strategy, investment strategy within these companies and Bangladesh as a country based on its priorities in its sectors.
In personnel selection procedures candidates usually try to make the “right” impression and act in line with situational demands. The present thesis investigated the impact of the adequate perception of situational demands on self-presentation and performance in personnel selection procedures. Four studies were conducted to examine different aspects of the topic. The first two studies investigated possible cues for situational requirements and their effects on candidates’ self-presentation. Results of an online-survey with applicants and interviewers confirmed the assumptions that interviewers share their expectations about what behaviors are appropriate and that applicants’ use of self presentational behaviors correspond to these expectations. The second study used an experimental setting to examine interindividual and intraindividual effects on applicants’ self-presentation in a personality test. Results revealed that job requirements stated in a job advertisement activated applicants’ cognitive schema of the situational demands in a selection situation. Furthermore, results showed that for participants with high levels of impression motivation self presentation was more strongly influenced by their cognitive schema than for those with low levels of impression motivation. The third and the fourth study obtained data in selection simulations. Both considered the adequate perception of situational demands and investigated whether this helps to perform well. The findings of the third study revealed that social perceptiveness (i.e., the ability to adequate perceive situational demands) contributes to performance in the assessment center, the interview, and the job. Additionally, results confirmed that it also contributes to the criterion-related validity of assessment centers and structured interviews. The fourth study examined whether individual differences in adequately perceiving the situation moderate the relationship between personality traits and performance. The results indicate that adequate perception of situational demands is needed to perform well, that is to accurately activate trait-driven behavioral responses. Overall, the presented research contributes to a better understanding of impression management and its consequences for personnel selection and offers important implications for research and practice. Bewerber und Bewerberinnen versuchen häufig, in Personalauswahlsituationen den „richtigen“ Eindruck zu machen und den Anforderungen der Situation zu entsprechen. Die vorliegende Arbeit untersucht die Bedeutung der adäquaten Situationswahrnehmung auf die Selbstdarstellung und die Leistung in Personalauswahlverfahren. In vier Studien wurden verschiedene Aspekte davon untersucht. Die ersten beiden Studien untersuchten mögliche Hinweisreize für die Anforderungen der Situation und ihren Einfluss auf die Selbstdarstellung der Bewerber und Bewerberinnen. Die Ergebnisse einer Online-Studie mit Bewerberinnen und Bewerbern und Interviewern bestätigten die Annahmen, dass Interviewer ihre Erwartungen teilen, welche Verhaltensweisen in einem Vorstellungsgespräch angemessen sind und dass die Selbstdarstellung von Bewerberinnen und Bewerbern diesen Erwartungen entspricht. Die zweite Studie untersuchte in einem experimentellen Setting interindividuelle und intraindividuelle Effekte auf die Selbstdarstellung von Bewerberinnen und Bewerbern im Persönlichkeitstest. Die Ergebnisse zeigten, dass Anforderungen in einer Stellenanzeige bei Bewerberinnen und Bewerbern kognitive Schemata über die Anforderungen der Auswahlsituation aktivieren. Darüber hinaus machten die Ergebnisse deutlich, dass die Selbstdarstellung bei Personen mit hoher Selbstdarstellungsmotivation stärker von ihrem kognitiven Schema beeinflusst wird als bei Personen mit geringer Selbstdarstellungsmotivation. Für die dritte und vierte Studie wurden Daten in einem simulierten Auswahlverfahren erhoben. Beide Studien betrachteten die adäquate Wahrnehmung der situationalen Anforderungen und untersuchten, ob diese zu guter Leistung führt. Die Ergebnisse der dritten Studie offenbaren, dass die Fähigkeit, die situationalen Anforderungen adäquat wahrzunehmen, positiv mit der Leistung im Assessment Center, im Interview und im Beruf zusammenhängt. Zusätzlich bestätigten die Ergebnisse, dass diese Fähigkeit zu der Kriteriumsvalidität von Assessment Centers und Interviews beiträgt. Die vierte Studie untersuchte, ob individuelle Unterschiede in der adäquaten Situationswahrnehmung den Zusammenhang zwischen Persönlichkeitseigenschaften und Leistung moderieren. Die Ergebnisse weisen darauf hin, dass es notwendig ist, die situationalen Anforderungen adäquat wahrzunehmen, damit sich Persönlichkeit in Leistung ausdrückt. Alles in allem tragen die Forschungsergebnisse zu einem besseren Verständnis von Selbstdarstellung und ihren Konsequenzen für Personalauswahl bei und bieten wichtige Implikationen für Forschung und Praxis.
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