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Health, Performance and Emotional Intelligence: An Exploratory Study of Retail Managers
Stress and Health
Abstract
Contemporary theories place emotions and self-regulation at the centre of a dynamic process of stress. Emotional Intelligence (EQ) is the ability to perceive, understand and reflectively manage one's own emotions and those of others. This study, which was situated within the management population (n = 224) of a large retail organization, investigates the relationship between a measure of EQ, subjective stress, distress, general health, morale, quality of working life and management performance. Significant correlations in the expected direction were found, indicating that managers who scored higher in EQ suffered less subjective stress, experienced better health and well-being, and demonstrated better management performance. Copyright © 2002 John Wiley & Sons, Ltd.
... Працівники організацій з емпатійним та позитивно налаштованим керівником схильні працювати ефективніше, сприяти досягненню загальних цілей для прояву вдячності за проявлену зі сторони управлінців доброту та турботу [3]. При цьому, підвищується їх ініціативність, відкритість до спілкування та обговорення проблем і з'являється більше можливостей для пошуку оптимального шляху досягнення поставленої мети [3][4][5]. Однак, підвищений ризик емоційного вигорання серед управлінців, стан емоційного виснаження та втрата контролю над власними емоціями навпаки негативно позначаються на атмосфері в організаційному середовищі та можуть зумовлювати підвищення рівня тривожності у працівників, їх прагнення дистанціюватися від роботи і виконувати виключно передбачене вимогами до їх посади [4][5][6][7]. На сьогодні відомо безліч методів розвитку навички емоційної саморегуляції для дітей і підлітків. ...
... При цьому, підвищується їх ініціативність, відкритість до спілкування та обговорення проблем і з'являється більше можливостей для пошуку оптимального шляху досягнення поставленої мети [3][4][5]. Однак, підвищений ризик емоційного вигорання серед управлінців, стан емоційного виснаження та втрата контролю над власними емоціями навпаки негативно позначаються на атмосфері в організаційному середовищі та можуть зумовлювати підвищення рівня тривожності у працівників, їх прагнення дистанціюватися від роботи і виконувати виключно передбачене вимогами до їх посади [4][5][6][7]. На сьогодні відомо безліч методів розвитку навички емоційної саморегуляції для дітей і підлітків. Водночас огляди таких стратегій для дорослих, особливо в організаційному контексті, поодинокі. ...
... The last factor that appears to be related to emotional intelligence is the quality of life factor. Thus, high emotional intelligence has been shown to be associated with positive health behaviors and better levels of well-being (Slaski & Cartwright, 2002;Yates, 1999), resistance to unhealthy behaviors such as smoking and alcohol (Trinidad & Johnson, 2002). Finally, high emotional intelligence is negatively related to mental disorders such as depression and neurosis (Duda et al., 2000;Slaski & Cartwright, 2002). ...
... Thus, high emotional intelligence has been shown to be associated with positive health behaviors and better levels of well-being (Slaski & Cartwright, 2002;Yates, 1999), resistance to unhealthy behaviors such as smoking and alcohol (Trinidad & Johnson, 2002). Finally, high emotional intelligence is negatively related to mental disorders such as depression and neurosis (Duda et al., 2000;Slaski & Cartwright, 2002). ...
School is considered the natural place for the transmission of knowledge, values, and attitudes, the process of acquiring correct social behavior that will stem from the regulation and understanding of emotions seems challenging. The development of emotional intelligence in the school environment can help students who have integration difficulties, school bullying, intellectual and learning problems, and early dropout. Thus, students create a positive attitude towards lifelong learning, a sense of autonomy, effectiveness, and respect towards teachers. Violence prevention, social service training, the ability to form and maintain relationships are just a few practical uses of learning emotional intelligence in school. The purpose of this chapter is to highlight the importance of the inclusion of emotional intelligence programs in the Greek educational system with the aim of empowering students, the critical presentation of theories under the development spirit, as well as the comparison of existing programs through processes of synthesis and analysis of the literature.
... It shows that both emotional intelligence and quality of work life contributes to employee's wellbeing. Previous studies show that emotional intelligence relates with quality of work life (Kumar & Seema, 2021;Farabakhsh, 2012;Rajini & Puspavathi, 2021;Malikka, 2010, Salaski & Cartwright, 2002. For example, one of Indian researcher, Malikka (2010) implemented research about "Emotional Intelligence Emerging as A Significant Tool for Female Information Technology Professionals in Managing Role Conflict and Enhancing Quality of Work Life and Happiness". ...
... Research done by Kumar & Seema (2021) also found that strong association between emotional intelligence and quality of work life, thus indicating that higher level of emotional intelligence led to enhanced quality of work life. Another research done by Salaski and Cartwright (2002) about "Health, Performance and Emotional Intelligence: An Exploratory Study of Retail Manager" also found that emotional intelligence had a significant correlation with quality of work life. Other researcher, Dulewicz et al. (2003) also found that emotional intelligence correlated positively with quality of work life and morale. ...
... There is an increasing awareness of the effect of the 15,16 learners' emotional state on the learning process . The ability to cope with occupational stresses has been shown 17 to improve output and productivity . The affective component of the learning process must therefore be considered to maximize the residents' overall learning process. ...
... The well-being and productivity of resident doctors has been associated with the possession of higher levels of emotional 17,18,19 intelligence . Higher levels of emotional intelligence using the instrument employed for this study are represented by scores of seventy percent and above in the various components of emotional intelligence. ...
Introduction:
Emotional intelligence (EI) aids in the management of emotions. It is presumed to be important in maintaining well-being and
organizational structure in stressful environments like the dental residency program.
This study assessed self-reported emotional intelligence skills among consenting Nigerian dentists in the residency training program.
Materials and Methods:
Eligible respondents were surveyed electronically to determine levels and patterns of EI as defined by Goleman, using the EI Inventory
(www.ysmsolutions.co.uk). Variables were described as frequencies and percentages. Means were compared with t-test or ANOVA.
Correlations were performed as appropriate. The level of statistical significance was set at p≤0.05.
Results:
Ninety residents with a mean age of 35.6 ± 4.8 years and 62(68.9%) males and 28(31.1%) females participated in the study. There were
57(63.3%) junior residents and 33(36.7%) senior residents who had spent between 1 and 12 years in the program.
The mean overall EI score was 187.4±21.4. EI scores were highest for Self-Awareness (40.7±5.1) and lowest for Managing Emotions
(33.3±5.7). Males outperformed females in social skills (p<0.001).
Conclusion:
Participants had high EI scores in self-awareness and low scores for managing emotions. Overall, EI scores were good.
... Emotional intelligence (EI) has been studied extensively in both western countries [20][21][22][23][24] and in eastern countries [25][26][27]. Different schools of research adopt different conceptualizations and measures of emotional intelligence [28]. ...
... The 2019 sample consisted of 256 Chinese university students (117 males, 139 females; ages 21-25) about half of whom (51.95%; n = 133) came from University X and about half (48.05%; n = 123) from University Y. The 2020 sample included 244 Chinese university students (132 males, 112 females; ages [21][22][23][24][25]. About half of whom (47.54%; n = 116) came from University X and the rest (52.46%; n = 128) from University Y. ...
Background
Young people often experience dramatic changes, both psychologically and physically, as they are transiting from students to working adults. However, there is still a lack of empirical studies on the relationship between the trait emotional intelligence and the career adaptability of youths in the Asia-Pacific region. This research examines that relationship in Chinese youths in Hong Kong.
Method
Cross-sectional data (N = 500) was collected from two universities in 2019 and 2020. The 2019 sample was made up of 256 Chinese university students (117 males, 139 females; ages 21-25). The 2020 sample included 244 Chinese university students (132 males, 112 females; ages 21-25). The participants were asked to complete the Wong and Law Emotional Intelligence Scale (WLEIS) to evaluate their emotional intelligence in the domains of self-emotion appraisal, other people's emotion appraisal, regulation of emotion, and use of emotion. Participants completed the Career Adapt-Abilities Scale (CAAS) to assess their career adaptability in the areas of concern, control, curiosity, and confidence.
Results
All domains of trait emotional intelligence were positively associated with career adaptability. Multiple Regression analysis showed that self-emotion appraisal and appraisal of other people's emotional were the most predictive factors in terms of career adaptability. Together, these two dimensions of emotional intelligence explain 12.5%, 26.2%, 13.4% and 69.4% respectively of the variance in students’ concern, control, curiosity, and confidence in relation to career adaptability.
Conclusion
The results highlight the importance of emotional intelligence in career adaptability. It is thus of value to study further whether career adaptability of young people may improve if emotional intelligence is incorporated into the student curriculum. The findings offer valuable insights for educators and teachers who are responsible for well-rounded development of students, and will thereby foster healthy lifestyles, stable emotional well-being and greater career adaptability in adolescents.
... Leader well-being was investigated in 16 studies. Overall, EQ was positively linked to happiness and meaning in life (Higgs & Dulewicz, 2014) and to a reduction in negative health symptoms and stress (Slaski & Cartwright, 2002). Three studies found support for a positive association between EQ and self-efficacy, which can be seen as a main contributor to well-being (Bandura, 1994). ...
A different skillset that includes Emotional Intelligence (EQ) might be required for leaders to succeed in their increasingly complex jobs. While a range of studies examined the relationship between EQ and leadership, there have been few recent efforts to review them comprehensively and systematically. With empirical research evolving quickly and the rising popularity of EQ among HRD professionals, there is a need to synthesize past research findings. To address this issue, we systematically reviewed 101 empirical studies that investigated the relationship between leader EQ and leader outcomes in terms of leadership styles and behaviors, well-being, and performance. Our findings indicate that leader EQ is positively associated with a range of outcomes beneficial to the leader, with benefits potentially more far-reaching than previously assumed. We conclude our review by outlining practical implications for HRD professionals and key directions to further advance this domain of research.
... Emotional intelligence increases life productivity and makes individuals more positive in their daily lives. [49] also stated that emotional intelligence influences how individuals manage their internal stress levels when performing tasks, especially fieldwork. This ability can provide job satisfaction [36]. ...
Emotional intelligence, also known as EQ, and personality aspects are essential elements in shaping a student's identity. EQ refers to an individual's ability to identify, use, understand, and manage emotions positively to alleviate stress, communicate effectively, empathize, share feelings, overcome challenges, and resolve conflicts. Meanwhile, personality aspects are seen as contributors to individual differences. This study has significant implications in the field of education, especially in the realm of gifted and talented education, which is considered alongside a combination of sports school students (athletes) and mainstream school students. The aim of this study is to identify the level and differences in EQ and personality among students. A total of 419 students, comprising gifted and talented students, sports school students, and mainstream school students, participated in this study. A questionnaire containing 94 items using Likert scale measurement was used as the research instrument. The instrument's reliability value was α=0.97. The research data were analyzed inferentially using T-test and Pearson Correlation test. The findings of the study indicate a significant relationship between EQ and Personality (r=0.414, sig=0.000), with a moderately positive correlation. Meanwhile, PERMATA Program students showed higher levels of EQ and personality compared to Sports School and Mainstream School students. This study implies that EQ has a clear association with the personality aspects of gifted and talented students directly, indicating that EQ is aligned with personality aspects in shaping students' identities.
... Slaski & Cartwright (28) conducted a study of retail managers and found that those with higher EI reported lower levels of stress and higher levels of job satisfaction than their peers with lower EI. If auditors with higher EI are better able to manage stress, they may be more likely to maintain the cognitive acumen and professional skepticism required for high-quality audits. ...
Introduction: This study was conducted to examine how emotional intelligence can affect audit quality through its impact on job stress. Objectives: The aim of the study is to determine whether higher levels of emotional intelligence can reduce job stress and improve audit quality, taking into account the pressures that auditors face in Vietnam, such as tight deadlines and complex regulatory requirements. Methods: Using quantitative research methods, using a structured survey to collect data from 327 auditors, audit team leaders, audit department heads and directors of 125 independent auditing companies in Vietnam and using the SEM structure model on SPSS and AMOS 20 software to test hypotheses. Results: The results show that all dimensions of emotional intelligence (Assessing one's own emotions, Assessing others' emotions, Using Emotions, and Regulating Emotions) significantly reduce work stress and work stress, which in turn negatively affect audit quality. Conclusions: These findings are significant because they highlight the importance of emotional intelligence training and stress management interventions in improving auditor health and improving audit quality. By addressing work stress, audit firms can ensure better performance and higher audit standards in a fiercely competitive market like Vietnam, where Big4 audit firms account for 70% of the audit market share
... A study involving 120 nurses working in surgical and orthopedic specialties showed that nurses with higher EI were more likely to score higher on a patient survey of the nurse's caring behaviors, including treating patients with dignity, attentiveness in conversation, and respectfulness in regard to clinical embarrassment, spiritual beliefs, and spending the appropriate amount of time to explain procedures and medications (Rego, 2010). Further evidence exists of emotional intelligence benefits to job performance across industries as diverse as sales (Rozell et al., 2006), multinational business (Siegling et al., 2014), public organizations (Shih & Susanto, 2010), retail management (Slaski & Cartwright, 2002), and casino gaming (Prentice & King, 2013). ...
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.
... A study involving 120 nurses working in surgical and orthopedic specialties showed that nurses with higher EI were more likely to score higher on a patient survey of the nurse's caring behaviors, including treating patients with dignity, attentiveness in conversation, and respectfulness in regard to clinical embarrassment, spiritual beliefs, and spending the appropriate amount of time to explain procedures and medications (Rego, 2010). Further evidence exists of emotional intelligence benefits to job performance across industries as diverse as sales (Rozell et al., 2006), multinational business (Siegling et al., 2014), public organizations (Shih & Susanto, 2010), retail management (Slaski & Cartwright, 2002), and casino gaming (Prentice & King, 2013). ...
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.
... Similarly, Carmeli's (2003) study in Israel demonstrated that emotional intelligence supports workers under the stress of a high-demand work environment, thereby supporting better work-life balance. For example, in Europe, Slaski and Cartwright (2002) reported that emotional intelligence workers were less stressed and happier, which contributed to their well-being and work-life satisfaction. ...
... (Palmer, et al., 2002) , (Austin, et al., 2005;Trinidad et al., 2002) , (Parker, et al., 2001) . (Dulewicz & Higgs, 2004Vakola, et al., 2004) , Fletcher, 2001;Slaski, 2001;Slaski, & Cartwright, 2002) , , (Higgs & Rowland, 2002) , (Sjoberg, 2001) , (Vakola, et al., 2004) , (Jordan, Ashkanansy, Hartel, & Hooper 2002) , (Mandell & Pherwani, 2003;Mayer & Geher, 1996;Mayer, et al., 1999) . -On, 1997;Goleman, 1995) , (Lyubomirsky & King, 2005). ...
سعت هذه الدراسة إلى معرفة طبيعة العلاقة المحتملة بين الذكاء الوجداني والسعادة، واستخدمت في تقدير درجة السعادة قائمة أكسفورد للسعادة، تعريب أحمد عبدالخالق، واستخدمت في قياس الذكاء الوجداني مقياسين هما استبانة الذكاء الانفعالي لرشا الديدي، ومقياس الذكاء الوجداني لفاتن موسى استخدمت الدراسة عينة مكونة من 153 طالباً و144 طالبة (ن=297) من جامعة الكويت، متوسط أعمارهم 20,1 (ع=1,60) وأظهرت النتائج ارتباطات إيجابية دالة إحصائياً بين السعادة وجميع درجات الذكاء الوجداني الكلية والفرعية، راوحت بين ,23 و ,64, ( عند مستوى دلالة (,01تشير معادلة الانحدار للتنبؤ بدرجة السعادة من خلال المقاييس الفرعية لمقياسي الذكاء الوجداني إلى أن 6,44% من التباين في درجة السعادة يمكن التنبؤ بها بصورة جوهرية من خلال أربعة مقاييس فرعية هي تنظيم الوجدان، والدافعية الشخصية، والوعي الذاتي ( من استبانة الذكاء الانفعالي) ، والتقدير والتعبير عن الوجدان ( من مقياس الذكاء الوجداني) لم تسفر النتائج عن فروق جوهرية بين الجنسين في مقياسي السعادة والدرجة الكلية لاستبانة الذكاء الانفعالي، لكنها كشفت فروقاً جوهرية بينهما في كل من الدرجة الكلية لمقياس الذكاء الوجداني، وجميع المقاييس الفرعية لها، وفي المقياسين الفرعيين المشاركة الوجدانية ومعالجة العلاقات الخاص باستبانة الذكاء الانفعالي، حيث حازت الإناث متوسطات أعلى في هذه المقاييس من متوسطات نظرائهن الذكورـ وما عدا المقياس الفرعي الدافعية الشخصية ( استبانة الذكاء الوجداني)، كانت جميع درجات المقاييس الكلية والفرعية للذكاء الوجداني مترابطة فيما بينها عند مستوى دلالة ,01 , مما يعزز الصدق التلازمي لكلا المقياسين المصطلحات الأساسية الذكاء الوجداني، السعادة، الوعي بالذات، تنظيم الذات، حفز الذات، المهارات الاجتماعية، الفروق بين الجنسين
... Negative emotions, especially those associated with unfavourable experiences, can, however, induce paralysis and discourage an entrepreneur, particularly one averse to risky actions, from initiating any ventures ( Research indicates that successful startup founders display elevated levels of emotional intelligence (Cross, Travaglione, 2003). Emotional intelligence, defined as the capacity to recognize, facilitate, and comprehend one's own emotions as well as those of others (Mayer, Salovey, 1997), plays a crucial role in stress management and emotional resilience (Slaski, Cartwright, 2002;Tsaousis, Nikolaou, 2005). Despite its importance, emotional intelligence in the context of entrepreneurship is less frequently explored compared to established firms analysis, explored the influence of general mental ability and emotional intelligence on entrepreneurial success, revealing that emotional intelligence has a more substantial and positive impact on entrepreneurial success compared to general mental ability. ...
Purpose: The aim of this article is to comprehend the role of emotions in the business decision making process and to identify the influence of emotions on the economic behaviors of entrepreneurs, considering their satisfaction levels and ability to manage emotions in the workplace. Design/methodology/approach: The theoretical part of the study draws on a critical literature review, whereas the empirical one employs a diagnostic survey based on a questionnaire as a research tool. To analyse the data, descriptive statistics were obtained and a correlation study was performed. Findings: The study revealed that most of the entrepreneurs surveyed are satisfied with the conduct of business activities and that satisfaction is related to various economic behaviours. Entrepreneurs experience both positive (satisfaction, enthusiasm) and negative (anxiety, embarrassment) emotions. Positive emotions correlate with positive economic behaviors, while negative emotions have the opposite effect. Most entrepreneurs assess their emotional management abilities at least at an average level, but there are areas for improvement. There are differences in self-assessment of emotional control abilities before making business decisions among entrepreneurs. The presented conclusions suggest the necessity for ongoing enhancement of emotional competencies to bolster the positive development of enterprises. Research limitations/implications: Study limitations include the absence of longitudinal analysis, hindering the assessment of satisfaction and economic behavior dynamics. Future research should consider exploring external factors' impact on the relationship between satisfaction and economic behaviors, providing a more comprehensive analysis of contextual influences on entrepreneurs' decisions. Practical implications: Research results reveal significant connections between entrepreneurs' satisfaction and economic behaviors, emphasizing the role of emotions in business decisions. Practical implications recommend conscious emotion management, achieving work-life balance, and diversifying support. Entrepreneurs can benefit from implementing emotion management strategies, which can improve business efficiency, encourage innovation, and improve the handling of business challenges. Originality/value: This article introduces a holistic perspective on the interplay between entrepreneurs' satisfaction and economic behaviours, emphasising emotions' role in decision making. Its value lies in combining research on satisfaction, emotions, and their management, offering practical recommendations for both business practitioners and researchers interested in the psychological aspects of corporate functioning. Keywords: Emotions in business, economic behaviors, emotional management, behavioral finance. Category of the paper: Research paper.
... An emotionally intelligent boss is frequently more eager to give back to the company (Abraham, 2000). Research by Slaski and Cartwright (2002) showed that EI and mental competency, along with a manager's performance level, are positively correlated. ...
The effectiveness of an organization is significantly influenced by the leadership styles used (Almahasneh et al., 2023). This study aims to investigate how the emotional intelligence (EI) of managers affects transformational leadership styles in North Central Vietnamese enterprises. With data from 632 samples — managers — exploratory factor analysis (EFA) and structural equation modeling (SEM) were used to define the study problem using the quantitative approach. The findings demonstrate that through the intermediary components of employee knowledge sharing at work and corporate social responsibility, managers’ EI has both direct and indirect impacts on transformational leadership style. Furthermore, information sharing has been shown to have a positive impact on corporate social responsibility toward employees and a negative impact on opportunistic behavior. Based on the findings, several recommendations are proposed to enhance and promote the effectiveness of transformational leadership styles for managers. Considering the social implications and the practicality of the research, stakeholders should push for solutions that would ensure transformational leadership styles for managers. The study’s findings contribute to our understanding of leadership and are particularly useful for teams working in Vietnamese and other Asian firms.
... Empirical research demonstrating the relationship between EI and organizational performance has been mixed. Positive relationships between EI and specific undergraduate tasks (Lam & Kirby, 2002), sales performance , and supervisory rating of job performance Slaski & Cartwright, 2002) have been identified. However, conflicting research results show no significant relationship between EI and performance (Austin, 2004;Day & Carroll, 2004), between EI and academic performance (Petrides, et al., 2004), or between EI and supervisory ratings of employee performance (Janovics & Christiansen, 2001). ...
This study adds to the research on how emotional intelligence affects employee engagement through an examination of the mediating effect of emotional labor. Emotional intelligence is examined as an antecedent to engagement, mediated by emotional labor which has two dimensions, surface acting and deep acting. Analysis of data from 243 working adults shows negative relationships between emotional intelligence and surface acting and between surface acting and engagement. Authentic employee engagement, defined as engagement supported by deep acting revealed a positive relationship with emotional intelligence. The mediating effect of emotional labor is shown as individuals operating under deep acting report stronger engagement. Data indicate that individuals operating under surface acting experience lower levels of engagement. These findings help clarify inconclusive evidence linking emotional intelligence with engagement.
... This absence of insight is important because the short-and long-term effects on multiple dimensions of occupational health (physical, psychological, psycho-social; Burton and WHO, 2010) hold important implications not just for individuals, but their families and communities as well. One should also not overlook the long-term performance of organizations, which vitally depends on the health of their human capital (Slaski and Cartwright, 2002;Ongori and Agolla, 2008). ...
This study examines the effects of the COVID-19 pandemic over time. Specifically, we derive from the organizational model of frustration to propose and test a model of pandemic-induced hidden work affecting employees’ emotional responses of frustration along with behavioral responses and outcomes with respect to occupational health. We thereby develop a concept of multiple layers of occupational health that spans across stress, satisfaction with work–life balance (SWLB), burnout, subjective well-being, and physical health. Based on a longitudinal web-based survey of 198 working professionals conducted at seven points in time (1,143 data points, with 118 fully completed responses across all time points) for a wide range of industries in 2020, the study tests the proposed relationships using random coefficient modeling. The results show that COVID-19-situation-induced hidden work invokes emotional responses of frustration, which in turn influence outcomes referring to multiple layers of occupational health—positively affecting stress and burnout, and negatively influencing SWLB, subjective well-being, and physical health. Implications for research and practice are discussed.
... Research shows that many aspects, both substantial and minor, affect worker performance. Major factors such as a healthy physical or mental constitution have a positive influence on worker performance (Slaski & Cartwright, 2002;Wright et al., 1993). Smaller things, like low-cost incentives or interventions, for example, symbolic awards (Jalava et al., 2015;Kosfeld & Neckermann, 2011), employee recognition (Bradler et al., 2016), private performance feedback (Gerhards & Siemer, 2016), being ranked first or last as an employee (Gill et al., 2019), or reinserting meaning to workers' tasks (Chadi et al., 2017) have a positive influence on worker performance. ...
Understanding and assessing worker performance is of major sociological and economic interest. This importance is mirrored in the extent of research that analyzes incentives and behavioral traits influencing worker performance. Most of this research focuses on workers in a peaceful or stable environment. However, a large share of the global population works in a country that is at war. To examine the situation of workers in such a vulnerable situation, micro-level data is necessary but often unavailable. Esports is an exception as data regarding professional players – workers – is accessible. Here, we examine how Ukrainian and Russian professional players behave before and since the Russian invasion. Contrary to popular thinking, we find a sizable improvement in performance. For Ukrainians, the effect is especially prominent for live events, and for Russians, for online events. Our results demonstrate that the behavior of professional gamers rapidly changed after the occupation.
... Ciarrochi et al. (2001) found that emotional intelligence affects mental health, especially occupational stress. Slaski and Cartwright (2002) found that emotionally intelligent chief executive officers (CEOs) had less stress and better mental and physical health. Gardner and Stough (2002) found that EI and job stress are negatively correlated. ...
The major goal of the research is to examine the relationship between workplace stress and the commonality of mental disorders in the Pakistani police officers. Furthermore, effects of protective factors are also investigated in the context of mediators and moderators. Employing the survey method, 820 police officers aged 20-60 years and selected through purposive sampling technique provided data on the questionnaires of workplace stress, mental health, emotional intelligence, resilience and interpersonal tolerance. The data were analyzed through Hayes Process Macro Model 21 on Statistical Package for the Social Sciences (SPSS), version 21. Findings revealed that a majority of the participants in the study reported significant levels of workplace stress, hence, low level of mental health. The Hayes process macro allows for the implementation of multiple moderation and mediation analyses. In the model 21, it was found that emotional intelligence does not act as a mediator between workplace stress and mental health. However, interpersonal tolerance was found to moderate the relationship between emotional intelligence and mental health disorders. This suggests that interpersonal tolerance influences the link between emotional intelligence and mental health problems. Additionally, the causal relationship between workplace stress and emotional intelligence is not moderated by resilience. On the basis of these findings, the police department should implement the strategies to address the work-related stress and psychological health to enhance the overall well-being of police personnel.
... Besides, understanding the emotions of employees in the working environment has been identified as a crucial factor for ensuring project success (Doan et al., 2020). Researchers have established that individuals who scored high in EI enjoyed better health and well-being, exhibit better management effectiveness, show less stress, and displayed better work performance (Spector & Goh, 2001;Slaski & Cartwright, 2002;Duran et al., 2004). The study also showed that emotion can predict satisfaction while satisfaction had an effect on performance in their workplace (Khan & Qianli, 2017). ...
Many organizations have realized that to stand out in today's competitive business world, they need not only academic skills but also emotional intelligence (EI). This study aims to investigate the relationship between EI and the organizational performance of university teachers. The convenient sampling technique has been used to select 200 respondents from 25 universities, and a self-administered research instrument has been employed to collect data from the respondents. The reliability test of items is confirmed by Cronbach's Alpha test using SPSS. Factor analysis has been used to find out the significant constructs of EI, which influence organizational performance. Likert scale and multivariate regression analysis have been used for measuring questionnaire items and testing hypotheses. The key outcomes of this study suggest that interpersonal competence, job performance, effective leadership, motivation and creativity, and social competence have a vital influence on organizational performance. The study also reveals that a decision-making system should be developed and the policymakers and concerned authorities should give more emphasis on key variables of EI that are affecting the advancement of higher education. Further investigation is encouraged to identify the mediating and moderating effects of EI on the relationship between employee work engagement and job performance in the organization.
... Seminal research on emotional intelligence defined EI as an ability which focuses on the perception and expression of emotion accurately and adaptively; along with the ability to understand emotional knowledge, use feelings to facilitate thought, and to regulate emotions, in not only oneself, but also others (Salovey et al., 2003). It has been linked to various positive outcomes such as work attitudes (Carmeli, 2003), team cohesiveness and performance (Slaski & Cartwright, 2002;Wong & Law, 2002). Some believe EI contributes to cultural adjustment in global assignments and some think that it should be incorporated in the training for international experiences (Ornstein & Nelson, 2006). ...
】 This paper presents an overview of the concept of multiple intelligences by discussion of four types of intelligence: conative, cultural, emotional, and spiritual. The authors further discuss the important roles that an understanding of these types of intelligence can play in business contexts and how they can inform management and leadership decisions. 【Keywords】 multiple intelligences, leadership, conative intelligence, emotional intelligence, cultural intelligence, spiritual intelligence
... The EI abilities give people the ability to pick from a variety of options for handling stress without collapsing, to be optimistic about solving a problem, and to feel in control of the circumstance (Slaski and Cartwright, 2002). EI-competent workers control their negative emotions at work, report fewer psychological issues, and exhibit high levels of job satisfaction and organizational commitment. ...
This study aims to determine how working women’s emotional intelligence and work-life balance affect job stress. The phrase “work-life balance” refers to methods for balancing the demands of employees’ personal and professional lives. It is challenging to find time to balance work and personal obligations due to the expectations and pressures of the workplace. The advancement of women is impacted by women who take up the problem of work-life balance. Organizations may also foster work environments and cultures that show concern for their employees’ lives outside of the office. Organizations should regularly assess their current work procedures to identify those that increase employee stress and inefficiency. In light of this, the current study was conducted to assess the work-life balance of Indian career women. The current study focuses on how emotional intelligence and role efficacy connect to career women’s work-life balance. Emotional intelligence is significantly impacted by factors impacting role effectiveness. Our emotions influence every action, choice, and evaluation we make. People with emotional intelligence know this and utilize their thoughts to control their emotions rather than allowing them to control them.
... Giao et al. (2020) also claim that EI influence employee intention to quit and perceptions of organisational support. Slaski and Cartwright (2002) maintain that emotionally intelligent people build strong relationships with stakeholders and co-workers. People with high EI are more positive and optimistic, which allows them to seek solutions rather than complain about failure (Da Camera et al., 2015;Besharat, 2005). ...
The contemporary workforce is being radically transformed by the emergence of Generation Z and the explosive growth of the gig economy. Gen Z differs from other generations in valuing flexibility, autonomy, and purposeful work more than the long-term employment model. Their technological literacy has redefined work standards, with freelancing, temporary contracts, and remote work becoming the new norm. While this trend is beneficial in the sense that it provides work-life balance and diversified sources of income, it has challenges in employment security, mental well-being, and career advancement. HR practitioners need to shift by embracing innovation, technology, and flexibility. The old model of employment does not suit Gen Z's needs anymore, calling for dynamic practices such as on-demand learning, customized benefits, and AI-enabled talent management. Yet, aligning digital evolution with a people-centric strategy continues to be the key.
The continuous review is expected to assess the effect of the capacity to profoundly figure out people on work fulfillment, with hierarchical value filling in as an intervening element. Directed in open area colleges across India, including Mumbai College, Gujarat College, and the College of Delhi, the examination gathered information from 321 teachers through an organized poll utilizing a delineated testing technique. The free factor was the capacity to understand individuals on a profound level, estimated through an approved scale, while work fulfillment was surveyed utilizing the Minnesota Fulfillment Poll, and hierarchical value was assessed with a redid hierarchical equity scale. The discoveries uncovered that more significant levels of the capacity to understand anyone on a profound level were fundamentally connected with more noteworthy work fulfillment, as teachers with compelling close to home mindfulness and relational abilities revealed feeling more satisfied in their jobs. Furthermore, there was a positive connection between the capacity to understand people on a profound level and view of hierarchical equity, with those seeing reasonableness in their organizations bound to encounter higher work fulfillment. Prominently, authoritative equity was found to some extent intercede the connection between the capacity to appreciate anyone on a deeper level and occupation fulfillment, showing that the capacity to comprehend people significantly influences work fulfillment both straightforwardly and through saw reasonableness inside the hierarchical setting. The review features the significance of the capacity to understand people on a profound level and hierarchical equity in upgrading position fulfillment among teachers, proposing that colleges ought to put resources into preparing projects to foster ability to appreciate people on a deeper level and guarantee even handed practices to cultivate a seriously fulfilling workplace.
Supervisor, co-worker, and customer-initiated incivility in the services industry dominate the literature. Incivility studies in academic institutions are beginning to emerge and students’ initiated incivility has taken the center stage, whereas studies on lecturer-initiated incivility are lacking. This study, therefore, seeks to find out the direct and interactive roles of lecturer-initiated incivility, emotional intelligence, and academic persistence on emotional exhaustion among undergraduates. Data were collected from undergraduate students ( N = 254) across Alex Ekwueme Federal University, Ndufu-Alike, Nigeria. Moderation analyses showed that both emotional intelligence and academic persistence moderated the relationship between lecturer-initiated incivility and emotional exhaustion. Findings of the study imply that emotional intelligence and academic persistence of students help alleviate emotional exhaustion.
Employee turnover intention is one of the crucial areas where every organization pay keen attention to reduce it as it keeps organizational intellectual assets stick with it. Therefore, current study seeks to empirically examine the moderating effect of emotional intelligence on the relationship between role ambiguity and intention to quit. The questionnaires were distributed to employees working in the hotels and restaurant of Kingdom of Bahrain. Total 366 questionnaires were received in a complete form hence used for the final analysis. PLS-SEM was employed to test the hypothesis due to the complex model. The results reveal that role ambiguity has a significant effect on intention to quit. Similarly, second hypothesis also reveals the significance of emotional intelligence on moderating the relationship between role ambiguity and intention to quit within the hotel and restaurant industry of Kingdom of Bahrain.
The research delves into the realm of emotional well-being among professionals engaged in a spectrum of creative industries, including but not limited to publishing, media, graphic design, music, film, information technology (IT), and software development. The primary objective is to examine how individual emotions and professional responsibilities interact within the creative sectors. The study on the emotional well-being of professionals in CI utilized quantitative research methods for the collection of numerical data, enabling measurements and statistical analysis. In addition to employing general scientific methods for results analysis, surveys were used for data collection. The study unfolds under thematic headings, each elucidating layers of understanding. Through this comprehensive lens, the aim is to unravel the emotional threads that weave the unique fabric of professional life within the dynamic and ever-evolving realm of CI. Acknowledging the emotional nuances embedded in creative work fosters a deeper understanding of the challenges, motivations, and inherent complexities that sculpt the professional lives of individuals in creative fields.
The increasing cases of depression and low self-esteem lead to the dysfunctioning of society. Individuals form groups and groups build society; hence, it is of outmost concern to priorities at the micro level first i.e.; the individual that eventually works on the maintenance of social harmony.Emotional Intelligence (EI) as a concept focuses on self-awareness and management, social awakens, relationship management and personality. EI helps in monitoring human emotions and understanding them differently. EI uses the conceived information to guide human behavior and thoughts Modern day issues with modern solutions, Artificial Emotional Intelligence (AEI) is a computing device that detects and analyses human emotions distinctly and help to undergo the cause of a certain mental illness. AEI is in its budding stage but with a mature intention of restoring mental health with human-robot collaboration via Emotional Intelligence. This paper intends to magnify the effectiveness of EI in the domain of mental health.
The developments in the field of emotional intelligence are well documented in the literature. However, presenting these developments that among other things could include the various models as well as the association of emotional intelligence with other organizational outcome variables is conspicuously missing in the extant literature. The study in hand thus is an attempt to bridge this gap by critically examining the contributions of academics and practitioners and in line to this association between emotions and cognition is thoroughly reviewed and how these emotions finally progressed into today's modern construct of emotional intelligence is also discussed. Besides, the three prominent EI models of Mayer and Salovey, Daniel Goleman and Baron have been thoroughly reviewed in the study. Association of EI with other important constructs is also discussed. Finally, conclusions and implications for future research have been also addressed in the present paper.
The workplace is a formal setting in which coordinated action sequences produce outcomes in terms of services and products. Such action sequences largely depend upon the quality of relationships and communication that become central to the effective functioning of an individual and an organization. In this context, emotions play a vital role in determining the way people pay attention, make decisions, communicate, collaborate, and contribute to organizational effectiveness. While emotions are approached from many perspectives, it is generally agreed that they are consistent discrete responses to internal/external stimuli that have relevance. These responses are functional and take negative and positive forms. Emotional responses, when exhibited for a more extended period, become stable dispositions. The yardstick to measure human efficiency has evolved and filtered into a more refined format, which now includes a vital aspect of human behavior: emotional intelligence (EI). Against this backdrop, this chapter examines the theoretical advances in conceptualizing EI and its influence on leadership, motivation, self-efficacy, and personal and professional development. Finally, an assessment of the impact of coaching and training to enhance EI and thus improve efficiency and effectiveness is made and the relationship of EI with culture is delineated.
La calidad de vida laboral (CVL) es un constructo despertó interés desde la segunda mitad del siglo XX, con un enfoque científico basado en evidencia. Actualmente el interés por su estudio se ha hecho evidente con el incremento de publicaciones en un contexto laboral desafiante, en que las tecnologías y la consecuente transformación digital tienen un rol relevante. El propósito de este estudio ha sido presentar un análisis bibliométrico y cienciométrico respecto a la CVL con el fin de identificar los autores más destacados, los países a que pertenecen, en qué instituciones trabajan, con qué autores colaboran y sus respectivos campos de desarrollo. Los resultados muestran que los últimos cinco años concentran el 49,4% de la producción científica en este tema. Un 67,54% de artículos tiene más de 50 citas, y el año de mayor producción científica es 2022, con 170 artículos, denotando un alto interés investigativo. El autor más influyente es Joseph Sirgy, quien concentra el 3,8% de citas totales. La revista más productiva en WoS es International Journal of Environmental and Public Health. En tanto la institución más in-fluyente es UDICE French Research Universities. La institución más productiva es Virginia Polytechnic Institute State University. Un 68,4% de artículos son producidos por 10 países, siendo Estados Unidos el país con mayor producción. Estos hallazgos ofrecen una síntesis de avances teóricos permitiendo identificar oportunidades de investigación para el futuro.
The development of investigative competencies is one of thQuality of work life (QWL) is a construct that aroused interest since the second half of the 20th century, with a scientific approach based on evidence. Currently, interest in its study has become evident with the increase in publications in a challenging work context, in which technologies and the consequent digital transformation play a relevant role. The purpose of this study has been to present a bibliometric and scientometric analysis regarding the CVL to identify the most prominent authors, the countries to which they belong, in which institutions they work, with which authors they collaborate and their respective fields of development. The results show that the last five years account for 49.4% of scientific production, 67.54% of articles have more than 50 citations, and the year with the highest scientific production is 2022, with 170 articles, indicating high research interest. The most influential author is Joseph Sirgy, accounting for 3.8% of total citations. The most productive journal in WoS is the International Journal of Environmental and Public Health, while the most influential institution is UDICE French Research, and the most productive is Virginia Polytechnic Institute State University.
The purpose of this article is to examine the need for emotional intelligence (EI) in conflict resolution and workplace. Based on the review of emotional intelligence models, we aimed to comprehend the ability to resolve the effect of conflict and the process of regulation and processing of conflicts. Data were collected from a total of 280 university employees through Emotional Quotient Inventory (EQ-i 2.0) and Thomas-Kilmann Conflict Mode Instrument (TKI). The results showed that the categories most frequently used by the participants were 'Accommodation’, ‘Avoidance' and 'Compromise'. Women are among those who have used this kind of conflict resolution most. Additional results revealed significantly higher EI levels in females, a positive relationship between emotional intelligence and social intelligence, positive emotional intelligence in the Social Sciences department, and the significant impact of emotional intelligence on conflict resolution styles.The present article reported the impact of emotional intelligence on conflict resolution models, including the role of administrative staff in the Albanian context.
Even if today's managers can use technology, they are accused of lacking emotional stability. However, to manage the corporate house effectively, a leader needs to possess the decisive trait of emotional stability. So, the study aimed to examine how Goleman's notion of emotional intelligence applies to bank managers. The study's participants included branch heads of commercial banks located in Kathmandu, Bhaktapur, and Lalitpur districts. Information about emotional intelligence was obtained from 215 branch heads using convenience sampling. Exploratory and confirmatory factor analyses were employed using 25 test items to confirm the constructs of emotional intelligence. Due to a low standardized regression weight, one out of 25 items could not be retained. According to the findings, self-awareness, self-regulation, motivation, empathy, and social skills are the five categories into which Nepalese bank managers fall under the emotional intelligence concept. Thus, companies can use this emotional intelligence measure to assess the characteristics of managers who constitute true leaders.
The study was designed to examine the relationship between Emotional Intelligence and Organizational Performance in commercial banks in Uyo Metropolis of Akwa Ibom State. A cross-sectional survey was adopted for the study and a sample of 162 respondents was drawn from the population of 271 using Taro Yamane's scientific sampling technique. For the objectives of the study to be achieved, two hypotheses were formulated and tested. The study utilized structured questionnaire and interview as the major instruments for data collection. 162 questionnaires were distributed and 135 were returned. Data were collected and analyzed using simple percentage and ordinal logistic regression. Results showed that there is a significant and positive relationship between variables of emotional intelligence such as self-control, self-management and, and employee performance in commercial banks in Uyo Metropolis of Akwa Ibom State. It was recommended that, self-control should be sustained by bank employees by continually developing the capacity to alter their thoughts, feelings, and behaviors to align them with organizational goals to enhance performance as well as developing the capacity to manage emotions as one of the major determinants of harmonious relationship among members in an organization.
Aims: The project's primary aim is to better understand the skills and knowledge necessary for success in the architecture field, as well as to evaluate the intelligence and aptitude of those intending to pursue a career in architecture, which will ultimately benefit job counseling. Methods: An investigation into Gardner's multiple intelligences theory was conducted by employing the Delphi method and a qualitative research questionnaire, with ten experts being asked questions. By using a methodical quantitative questionnaire, this research approach provides insight into the ratio of intelligence and its sections that are either natural or acquired and determines the influence of nature and nurture on architecture tasks by mathematics calculations. Findings: The achievement of architectural skills is influenced by the nature and nurture components in approximately equal amounts, which in the contract principles are at least 5/1, consisting of 25/49 for nurture and 75/50 for nature. Likewise, a maximum of 7/16 percent goes to management plans and interaction with clients, 75/41 to nurture, and 25/58 to nature. Conclusion: Concerning the effects of nature and nurture, the pursuit of architecture at the academic level should be done with one's genes and characteristics inherent in a person. On the other hand, the importance of nurturing in training highly qualified individuals is greater than its counterpart and therefore should be adequately maintained.
The 81st book published by Minkowski Institute Press:
This handbook serves as a supportive resource for higher education courses in communication sciences and language proficiency. While it is not intended to be exhaustive, it focuses on theories and concepts, that I, through my own experience in higher education, find especially valuable.
The understanding and application of the knowledge in this book have repeatedly shown to contribute to the aforementioned fields.
The domain of communication is fast-paced and ever-evolving, as well as it plays a significant role in a myriad of scientific fields, such as psychology, general language education or
management.
Purpose: Emotional Intelligence, often referred to as EQ, is a skill set that involves recognizing, understanding, managing, and effectively using our own emotions as well as understanding and influencing the emotions of others. The study of emotional intelligence in the banking sector serves a crucial purpose in enhancing client relationships, conflict resolution, leadership, and stress management. Adaptation to technological changes, and risk management. As the industry continues to evolve, the ability to understand and manage emotions – both our own and those of others – will only become more essential for success. Developing emotional intelligence is a valuable investment that can lead to improved client satisfaction stronger teams, and a more resilient banking sector overall. Design: This research adopted the conceptual research by using a descriptive research design. Secondary data has been collected and analyzed to find out the factors affecting the Banking sector. This will help them to cope with the work environment and to effectively handle different situations. It could be absorbed that the students with high levels of IQ at school levels were also not able to shine in their profession, just because of lacking a moderate level of EQ. Findings: The findings from studies on emotional intelligence in the banking sector underscore its profound impact on customer relationships and leadership effectiveness. In our exploration of Intricate Interplay between Emotional Intelligence and Job Performance in the Public Banking Sector, a major finding emerges. A robust correlation exists between high emotional intelligence and enhanced job performance. Employees demonstrating superior emotional intelligence exhibit superior interpersonal skills, adaptability, and stress management, leading to increased productivity and job satisfaction. This underscores the crucial role emotional intelligence plays in shaping a positive and efficient work environment within the public banking sector, emphasizing its significance for individual and organizational success. Originality/value: This study includes a detailed analysis of the Intricate Interplay between Emotional Intelligence and Job Performance in the Public Banking Sector Paper type: Conceptual Research
The study aims to evaluate the association of Emotional Intelligence (EI) with Organizational Role Stress (ORS) among post-graduate students of public health and healthcare management at various institutes in India. Evidence indicates a depletion and exhaustion of mental and physical energies due to the numerous demands on both post-graduate students personal and professional fronts. Long-term exposure to such demands has been shown to have dysfunctional consequences on students, which can cause stress in their roles. Individuals with higher emotional Intelligence have been perceived to use stress-coping mechanisms effectively.A total of 157 students in post-graduate degree programs in public health and healthcare management were surveyed for data. The 50-item Organizational Role Stress scale and 33-item emotional intelligence scale were used to collect the required data. The findings demonstrate an insignificant correlation between organizational stress and emotional Intelligence. However, among the ten role stressors, inter-role distance and role erosion exhibit a significant positive correlation with emotional Intelligence.
The study was designed to examine the relationship between Emotional Intelligence and Organizational Performance in commercial banks in Uyo Metropolis of Akwa Ibom State. A cross-sectional survey was adopted for the study and a sample of 162 respondents was drawn from the population of 271 using Taro Yamane's scientific sampling technique. For the objectives of the study to be achieved, two hypotheses were formulated and tested. The study utilized structured questionnaire and interview as the major instruments for data collection. 162 questionnaires were distributed and 135 were returned. Data were collected and analyzed using simple percentage and ordinal logistic regression. Results showed that there is a significant and positive relationship between variables of emotional intelligence such as self-control, self-management and, and employee performance in commercial banks in Uyo Metropolis of Akwa Ibom State. It was recommended that, self-control should be sustained by bank employees by continually developing the capacity to alter their thoughts, feelings, and behaviors to align them with organizational goals to enhance performance as well as developing the capacity to manage emotions as one of the major determinants of harmonious relationship among members in an organization.
Emotional intelligence (EI) has been reported to play a major role in the success and happiness of individuals. Researchers such as Goleman have emphatically stated that it contributed to about eighty percent while the balance could be accounted for by traditional intelligence as conceptualized in literature on intelligence. The present study was carried out to assess the EI of young Indians who were in their twenties. This period was that of transition to adulthood and the emotional capabilities during this stage were hypothesized to play a major role in the life ahead. The EI scale developed by Schutte and her associates in 1998 was used to assess the EI levels of 310 young adults drawn randomly from Delhi, India. The distribution of EI with respect to age, gender and occupational status were analyzed using SPSS 20. The analysis revealed significant variation in EI with respect to age and occupational status. No significant difference was observed on the basis of gender. The findings of the study may be utilized to highlight the emotional caliber of the young Indians. It may also help the policymakers in the educational sector as well as in the industry to develop suitable interventions to hone the emotional quotient of the individuals so that they were better equipped to face the challenges of life and work.
Nghiên cứu này xem xét ảnh hưởng của căng thẳng trong công việc đến hiệu suất công việc và kiểm định tác động điều chỉnh của năng lực quản lý cảm xúc đến mối quan hệ giữa căng thẳng trong công việc và hiệu suất công việc của nhân viên trong Ngân hàng Thương mại Việt Nam. Dựa trên kết quả khảo sát 296 nhân viên ngân hàng thương mại ở Việt Nam, nghiên cứu khẳng định vai trò điều tiết của năng lực quản lý cảm xúc đến mối quan hệ giữa căng thẳng trong công việc và hiệu suất công việc của nhân viên trong Ngân hàng Thương mại Việt Nam. Kết quả nghiên cứu giúp các nhà lãnh đạo cũng như bản thân nhân viên Ngân hàng Thương mại Việt Nam thấy được sự cần thiết phải đào tạo, nâng cao năng lực quản lý cảm xúc và qua đó cải thiện hiệu suất công việc.
This chapter analyses how emotional intelligence (EI) demonstrated by service employees as external service can be incorporated into the personal service encounter in the service sector to enhance customer experience and relationship with the service provider. This chapter focuses on service operations in the service industry to support contributions to theory of the antecedents and outcomes of achieving high employee emotional intelligence. This chapter first discusses the link of service quality to business profitability. Second, the characteristics of service encounter and the role of service employees are analysed. The discussion extends to how emotional intelligence exhibited by employees can induce a successful encounter and garner positive service experience, followed by explaining the role of customers’ emotional intelligence in service experience and other related outcomes.
This study aimed at exploring the levels of emotional intelligence, happiness and self- confidence among Al- Aqsa University students. The study aimed also at knowing relationship of emotional intelligence with happiness and self- confidence, and the effects of gender on emotional intelligence, happiness and self- confidence. The sample of the study consisted of (85) male and (146) female. The researcher used Emotional Intelligence scale, Oxford Happiness Inventory and Self- Confidence Scale. The results revealed that, the levels of emotional intelligence, happiness and self- confidence were as follows: 70,67%, 63,16%, 62,34%. The results revealed that, emotional intelligence was positively related to happiness and self- confidence. The results also revealed that, there were no significant mean differences in total score on emotional intelligence, happiness and self- confidence due to gender.
هدفت هذه الدراسة إلى الكشف عن مستويات الذكاء الانفعالي والسعادة والثقة بالنفس لدى طلبة جامعة الأقصى، والتعرف على العلاقة بين الذكاء الانفعالي وكلٍ من السعادة، والثقة بالنفس، ومعرفة الفروق بين متوسطات أفراد العينة في الذكاء والسعادة والثقة بالنفس، والتي يمكن أن تعزى إلى النوع (ذكر- أنثى)، وقد بلغت عينة الدراسة (231) طالباً وطالبة (85 طالب- 146 طالبة)، وقد استخدمت الباحثة في الدراسة ثلاثة مقاييس الأول لقياس الذكاء الانفعالي، والثاني لقياس السعادة، والثالث لقياس الثقة بالنفس. وتوصلت نتائج الدراسة إلى أن مستويات الذكاء الانفعالي والسعادة والثقة بالنفس هي على التوالي 70.67%، 63.16%، 62.34%، كما توصلت إلى وجود علاقة ارتباط موجبة بين الذكاء الانفعالي وكلٍ من السعادة، والثقة بالنفس، كذلك توصلت إلى عدم وجود فروق بين متوسطات درجات أفراد العينة في الدرجة الكلية للذكاء الانفعالي، والسعادة، والثقة بالنفس تعزى لمتغير النوع.
The view that emotional intelligence should be included within the traditional cognitive abilities framework was explored in 3 studies (total N = 530) by investigating the relations among measures of emotional intelligence, traditional human cognitive abilities, and personality. The studies suggest that the status of the emotional intelligence construct is limited by measurement properties of its tests. Measures based on consensual scoring exhibited low reliability. Self-report measures had salient loadings on well-established personality factors, indicating a lack of divergent validity. These data provide controvertible evidence for the existence of a separate Emotion Perception factor that (perhaps) represents the ability to monitor another individual's emotions. This factor is narrower than that postulated within current models of emotional intelligence.
Studied personality as a conditioner of the effects of stressful life events on illness onset. Two groups of middle- and upper-level 40-49 yr old executives had comparably high degrees of stressful life events in the previous 3 yrs, as measured by the Schedule of Recent Events. One group of 86 Ss suffered high stress without falling ill, whereas the other group of 75 Ss reported becoming sick after their encounter with stressful life events. Illness was measured by the Seriousness of Illness Survey (A. R. Wyler et al 1970). Discriminant function analysis, run on half of the Ss in each group and cross-validated on the remaining cases, supported the prediction that high stress/low illness executives show, by comparison with high stress/high illness executives, more hardiness, that is, have a stronger commitment to self, an attitude of vigorousness toward the environment, a sense of meaningfulness, and an internal locus of control. (43 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
This article presents a framework for emotional intelligence, a set of skills hypothesized to contribute to the accurate appraisal and expression of emotion in oneself and in others, the effective regulation of emotion in self and others, and the use of feelings to motivate, plan, and achieve in one's life. We start by reviewing the debate about the adaptive versus maladaptive qualities of emotion. We then explore the literature on intelligence, and especially social intelligence, to examine the place of emotion in traditional intelligence conceptions. A framework for integrating the research on emotion-related skills is then described. Next, we review the components of emotional intelligence. To conclude the review, the role of emotional intelligence in mental health is discussed and avenues for further investigation are suggested.
Investigated whether emotional intelligence (EQ) is associated with the use of transformational leadership in 49 managers. Managers completed questionnaires assessing their own emotional intelligence and attributional style; their subordinates (n = 187) provided ratings of their transformational leadership. Controlling for attributional style, multivariate analyses of covariance showed that three aspects of transformational leadership (i.e. idealized influence, inspirational motivation, and individualized consideration) and constructive transactions differed according to level of emotional intelligence. In contrast, no multivariate effects emerged for transactional leadership (i.e. laissez faire or management-by-exception). Some suggestions for future research are offered.
Emotional intelligence has become increasingly popular as a measure for identifying potentially effective leaders, and as a tool for developing effective leadership skills. Despite this popularity, however, there is little empirical research that substantiates the efficacy of emotional intelligence in these areas. The aim of the present paper was to explore the relationship between emotional intelligence and effective leadership. Emotional intelligence was assessed by a modified version of the Trait Meta Mood Scale in 43 participants employed in management roles. Effective leaders were identified as those who displayed a transformational rather than transactional leadership style as measured by the multifactor leadership questionnaire. Emotional intelligence correlated with several components of transformational leadership suggesting that it may be an important component of effective leadership. In particular emotional intelligence may account for how effective leaders monitor and respond to subordinates and make them feel at work.
Reports 4 studies on the psychometric properties of the Coping Inventory for Stressful Situations (CISS). Study 1 examined the factor structure of the CISS in samples of 832 college students and 483 adults. Strong support was found for the multidimensionality of the CISS, suggesting that the scale independently assesses 3 basic dimensions: task-, emotion-, and avoidance-oriented coping. Study 2 further investigated the construct validity of the CISS by comparing it with 2 measures of basic coping styles. Study 3 also examined the construct validity of the CISS by comparing it with various measures of psychopathology. Study 4 investigated the concurrent validity of the CISS by studying the relationship between coping style (assessed by the CISS) and situation-specific coping responses used in 2 different stressful situations. Overall, the results of the 4 studies suggest that the CISS is a valid and reliable measure of basic coping styles. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The effects of reward or reinforcement on preceding behavior depend in part on whether the person perceives the reward as contingent on his own behavior or independent of it. Acquisition and performance differ in situations perceived as determined by skill versus chance. Persons may also differ in generalized expectancies for internal versus external control of reinforcement. This report summarizes several experiments which define group differences in behavior when Ss perceive reinforcement as contingent on their behavior versus chance or experimenter control. The report also describes the development of tests of individual differences in a generalized belief in internal-external control and provides reliability, discriminant validity and normative data for 1 test, along with a description of the results of several studies of construct validity.
The view that emotional intelligence should be included within the traditional cognitive abilities framework was explored in 3 studies (total N = 530) by investigating the relations among measures of emotional intelligence, traditional human cognitive abilities, and personality. The studies suggest that the status of the emotional intelligence construct is limited by measurement properties of its tests. Measures based on consensual scoring exhibited low reliability. Self-report measures had salient loadings on well-established personality factors, indicating a lack of divergent validity. These data provide controvertible evidence for the existence of a separate Emotion Perception factor that (perhaps) represents the ability to monitor another individual's emotions. This factor is narrower than that postulated within current models of emotional intelligence.
During the past two decades, the nature of work has changed dramatically, as more and more organizations downsize, outsource and move toward short-term contracts, part-time working and teleworking. The costs of stress in the workplace in most of the developed and developing world have risen accordingly in terms of increased sickness absence, labour turnover, burnout, premature death and decreased productivity. This book, in one volume, provides all the major theories of organizational stress from the leading researchers and writers in the field. It is a guide to identifying the sources of pressures in jobs and the workplace so that we may be able to intervene to change and manage the growing problem of organizational stress.
This paper provides a theoreticalframework for the study of occupational stress. The theory is based on a cybernetic model, which the authors feel is consistent with much of the empirical work already engaged in by researchers in the field of occupational stress. This model draws attention to certain information and feedback characteristics frequently neglected in research in this area.
Examined personal and work related factors which contribute to a police officer's psychological well-being within a Perceived Quality of Life (PQOL) framework that integrates personality, coping processes and a police officer's positive (beneficial to well-being) and negative (harmful to well-being) work experiences. Structural equation analyses were conducted on questionnaire data obtained from 527 police officers during 2 related studies. Two structural equation models showed that positive and negative work experiences independently contributed to an officer's PQOL, and that organizational rather than operational experiences were more important. A 3rd model supported these findings, but showed that the personality dimensions of neuroticism and extraversion were the strongest predictors of an officer's PQOL. Problem-focused coping resulted in positive work experiences, whereas emotion-focused coping contributed to negative work experiences. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Text: book; for graduate and undergraduate students in psychology. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The development of two self-report scales that measure police daily hassles and uplifts is reported These scales reflect the positive and negative work experiences common to police officers. Self-report questionnaire data were provided by 330 police officers drawn from a systematic sample of all ranks and work sections within an Australian police department. Results showed that 19 dimensions of police hassles and 12 dimensions of police uplifts could be grouped into two broad domains of organizational and operational experiences. Correlations with job satisfaction and perceived quality of life (PQOL) indicators supported the construct validity of the scales and suggested that organizational hassles and uplifts were more important than operational experiences in determining a police officer's PQOL. When compared to population norms, police officers reported more favorable levels of PQOL. These results raise questions about the assertion that policing is highly stresful, and they demonstrate the need for a more systemic view of police work that takes into account experiences that are beneficial as well as experiences that are harmful to an officer's well-being.
Self-esteem has been shown to moderate the stress-illness relationship, although the mechanisms by which this occurs has not been directly tested. This research examined the potential moderating influence of self-esteem on stress appraisal and reactivity in a stress-inducing laboratory exercise. Two experiments examined whether participants who are exposed to a high self-esteem manipulation show less stress responsivity. The results from Study 1 (N = 53) revealed the expected effect: participants in the high self-esteem group reported experiencing less stress and achieved better performance on the Stroop task. The results from Study 2 (N = 29) pointed to differences in underlying autonomic reactivity, with the high self-esteem group demonstrating less heart-rate arousal during a social performance task. These studies suggest that self-esteem may moderate against the pernicious effects of stress via the primary appraisal process.
This thoroughly revised and updated edition offers a comprehensive guide to measures of health and is an essential reference resource for all health professionals and students. Containing details of the use of most of the major measures of health and functioning, the new edition includes: a new chapter on measuring global quality of life; updated analysis of measures of subjective well-being; and a revised and up-to-date selection of useful addresses.
Measuring Health is key reading for upper level undergraduates and postgraduates in health studies, health sciences, research methods and social sciences.
SYNOPSIS
This study reports the factor structure of the symptoms comprising the General Health Questionnaire when it is completed in a primary care setting. A shorter, 28-item GHQ is proposed consisting of 4 subscales: somatic symptoms, anxiety and insomnia, social dysfunction and severe depression. Preliminary data concerning the validity of these scales are presented, and the performance of the whole 28-item questionnaire as a screening test is evaluated. The factor structure of the symptomatology is found to be very similar for 3 independent sets of data.
Personality was studied as a conditioner of the effects of stressful life events on illness onset. Two groups of middle and upper level executives had comparably high degrees of stressful life events in the previous 3 years, as measured by the Holmes and Rahe Schedule of Recent Life Events. One group (n = 86) suffered high stress without falling ill, whereas the other (n = 75) reported becoming sick after their encounter with stressful life events. Illness was measured by the Wyler, Masuda, and Holmes Seriousness of Illness Survey. Discriminant function analysis, run on half of the subjects in each group and cross-validated on the remaining cases, supported the prediction that high stress/low illness executives show, by comparison with high stress/high illness executives, more hardiness, that is, have a stronger commitment to self, an attitude of vigorousness toward the environment, a sense of meaningfulness, and an internal locus of control.
Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different of situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.
Transforma-tional leadership and EQ
- J Barling
- F Slater
- K Kelloway
Barling, J., Slater, F., & Kelloway, K. (2000). Transforma-tional leadership and EQ. Leadership and Organisational Development Journal, 21, 145–150.
In preparation) What is emotional intelligence? Can it be developed in managers? If so, what are the effects on stress, health, wellbeing and performance
- M Slaski
- S Cartwright
Slaski, M., & Cartwright, S. (In preparation). What is emotional intelligence? Can it be developed in managers? If so, what are the effects on stress, health, wellbeing and performance.
United Kingdom: Evaluation of a stress management programme in the public sector Preventing stress, improving productivity
- L Whatmore
- S Cartwright
- C L Cooper
Whatmore, L., Cartwright, S., & Cooper, C.L. (1999). United Kingdom: Evaluation of a stress management programme in the public sector. In M. Kompier, & C.L. Cooper (Eds), Preventing stress, improving productivity. London: Routledge. Copyright 2002 John Wiley & Sons, Ltd. Stress and Health 18: 63–68 (2002)
The QPASS manual. Australia: Psychology Department
- P M Hart
- M A Griffin
- A J Wearing
- C L Cooper
Hart, P.M., Griffin, M.A., Wearing. A.J., & Cooper, C.L. (1996). The QPASS manual. Australia: Psychology Department, University of Queensland.
Stress and behaviour in organisations
- J E Mcgrath
McGrath, J.E. (1976). Stress and behaviour in organisations. In M. Dunnette (Ed.), Handbook of industrial and organisational psychology (pp. 1352–1395). Chicago: Rand McNally.
Bar-On Emotional Quotient Inventory: A measure of emotional intelligence, Technical Manual. Toronto: Multi-Health Systems Measuring health: a review of quality of life measurement scales
- R Bar-On
Bar-On, R. (1997). Bar-On Emotional Quotient Inventory: A measure of emotional intelligence, Technical Manual. Toronto: Multi-Health Systems. Bowling, A. (1997). Measuring health: a review of quality of life measurement scales. Buckingham: Open University Press.
Stress A cybernetic theory of occupational stress
- T Cox
- Macmillan
- T G Cummings
- C L Cooper
Cox, T. (1978). Stress. London: MacMillan. Cummings T.G., & Cooper, C.L. (1979). A cybernetic theory of occupational stress. Human Relations, 32, 395–418.
- Cox
- Davies
Transformational leadership and EQ
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