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EMOTIONAL INTELLIGENCE AND JOB SATISFACTION OF EMPLOYEES’
AT SAGO COMPANIES IN SALEM DISTRICT: RELATIONSHIP STUDY
Dr. R. GOPINATH*
* D. Litt. (Business Administration)-Researcher, Madurai Kamaraj University, Tamil Nadu, India.
Dr. A. CHITRA**
**Independent Researcher, Tamil Nadu, India.
ABSTRACT
Human is the valuable resource of an organization, they play important role
accomplishing the organizational goals and image building. Their satisfaction in job is the most
researched topic in recent days as it essential for their performance and retention. Aim of this
study is to investigate the influence of emotional intelligence on job satisfaction of employees of
sago companies in Salem District. This study considers emotional intelligence as a
multidimensional construct and compares the effects of these dimensions on job satisfaction. For
this purpose researcher used descriptive research design, 217 samples were collected using
stratified random sampling technique. The researcher found significant and positive
relationship between Emotional Intelligence on Job Satisfaction.
Key Words: Emotional Intelligence, Job Satisfaction
INTRODUCTION
Emotional Intelligence is a concept which has been intensively studied for the past few
decades. It has been already proved that emotional intelligence is the virtue associated with the
individual’s success in personal and as well as professional life. (Kafetsios & Zampetakis, 2008)
Emotional intelligence is an ability to monitor one's own and others' feelings and emotions, and the
ability to distinguish among them and to use this information in decision making (Huy, 1999). Every
workplace encompasses people with different strengths, personalities and emotions, which can
influence the way they work. Person with good emotional intelligence can manage those things and
make the work place peaceful and comfortable for working, it also helps to enhance the interpersonal
relationship among the employees and reduces the misunderstandings among them (Lee & Ok, 2012 &
Anari, 2012). Job satisfaction considered as the emotional attachment one has with his/her job ( Tett &
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Meyer, 1993) generally person with high emotional intelligence is considered to have higher job
satisfaction, as they have better understanding about the job stressors and they know the better ways
boost the morale of coworkers (Olivier Serrat, 2009). Keeping this in mind now days companies are
keen about the emotional intelligence of their employee during the time of recruitment itself
(Sivakumar & Chitra, 2018). The researcher finds that the family structure moderates the emotional
intelligence of the respondent; specifically students from join family are emotionally stronger than the
students from nuclear family (Gopinath & Chitra, 2020).
REVIEW OF LITERATURE
Goleman (1998) was the first person who relates the concept of Emotional Intelligence to
business, and uncovers the fact that effective leaders had a high degree of emotional intelligence. And
it is considered to play a crucial role in the modern work life (George, 2000; Goleman et al., 2002;
Law et al., 2004; Sy, & Cote, 2004). Psychological studies have also explained that understanding and
regulating emotions play substantial role in gratifying one’s life and work environment (Oriole &
Cooper, 1997). In their paper (Boyatz & Oosten, 2002; Emmerling & Goleman, 2003; Cherniss et al.,
2006) stated that If Intelligent Quotient helps a person to get a good job; Emotional Intelligence would
help him to retain it, and supports him to be successful in his workplace. Gopinath (2020) concluded
that significant relationship between Job Satisfaction, Job Involvement and Organizational
Commitment.
On the other hand job satisfaction is an important factor in the field of organizational success.
It can be defined as the extent to which employees like their jobs. It is an emotional state of attachment
of individuals that is enhanced by organizational achievements and the feelings of attachment with the
work place (Kvist et al., 2013). According to Vallerand (2004) Job satisfaction is an perception of an
employee over a period of his job, so the factors influencing job satisfaction and dissatisfaction
changes over the period of time. Spector (1996) explains the two aspects in the study of job
satisfaction, first is the global approach and the next is facet approach. The global approach considers
job satisfaction as the overall feeling towards the job, whereas the facet approach emphases on
different factors influencing the job satisfaction such as pay and the work environment. Emotional
intelligence is perceived to have relationship with job satisfaction; Studies have shown that high
degree of emotional exhaustion may leads to lower self-rated performance and higher intention to quit
the organization. (Myhren et al., 2013; Lopes et al., 2016) also supporting the relationship between
emotional intelligence and job satisfaction. But the studies of Aghdasi, 2011 & Casper, 2007 are
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contradictory; they couldn’t find any relationship between emotional intelligence and job satisfaction.
There are several studies supporting that emotional intelligence is prominent for success in many
professions and it has role in achieving higher job satisfaction. And, Job satisfaction of the employees
will be the core competency of the organizations which place predominant role in organizational
success.
Emotion and Motivation is characteristically determined because a motivated person moves
themselves towards some goal. Study concludes emotions in organizations toward the front of the
stage. Employees choose their jobs opportunity for situation selection beyond that method to regulate
emotions (Gopinath, 2011). (Gopinath, 2014 a) examined that among the executives, significant
positive changes were observed in the areas of somatic symptoms, psychological symptoms and stress
resilience by development of emotional intelligence. It concluded that emotional intelligence is very
effective in self actualization causes of executives. This emotional intelligence is acting as a drive to
get the best, accomplish goals and to actualize the potential. And even it places a prominent role in
managing stress also (Gopinath & Ganesan, 2014) they very well know about their strength and
weakness. Improvement in the total Emotional Quotient score, improvement in stress management
skills which was contributed from development of Emotional Intelligent (Gopinath, 2014 b). Gopinath
(2019 c) emphasizes that relationship between the Job Involvement and Organizational Commitment.
The study concluded Organizational commitment is usually limited to the extent to which employees
are loyal to the organization. Job satisfaction is recognized as an element of organizational
commitment and also that the work environment gives a positive relationship to job satisfaction.
Gopinath (2016 a) studied made an effect to analysis the impact of job satisfaction on
managing people. The job satisfaction was evaluated by using work, promotion, supervision, pay and
co worker in Job Descriptive Index (JDI) Scale (Smith et al., 1969). It concluded HRD practices
techniques of managing people, which makes the employees, were highly satisfied in doing their jobs.
Similarly, another research concluded good industrial relation process with the employees was highly
satisfied (Gopinath, 2016 b). Gopinath (2016c) suggested that based up on the HRD importance to the
Job Satisfaction using by JDI Scale. From the CFA model and path model of this study concluded that,
HRD practices giving high impact to the job satisfaction. Another research study revealed that
Compensation Management and Welfare Measure gives good impact to Job Satisfaction for the
employees by the measure of JDI scale (Gopinath, 2016 d). Gopinath (2016 e) confirmed that the
effect to analysis the impact of job satisfaction employee health and safety system which is highly
accepted through job satisfaction by using work, supervision, pay, promotion and co worker in JDI
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scale. Gopinath (2016 f & g) investigated the impact of job satisfaction on Promotion and Transfer and
Industrial Relation of the organization’s good performance management systems and transparent,
quick widely accepted promotion & transfer policy which makes the employees, were highly satisfied.
Gopinath (2016 h) examines the impact of to Job Satisfaction using JDI Scale. It analyzed
Measurement and Path Model ‘Recruitment & Selection and Job Satisfaction’. Similarly, job
satisfaction evaluated by using work, pay, promotion, supervision, and co worker in JDI scale. Study
concluded impact of job satisfaction on training and development, which makes the employees, were
highly satisfied (Gopinath, 2016 i). Gopinath (2016 j) studied made an effect to analysis the impact of
job satisfaction analysis by JDI scale on appraisal and reward. The Employee attitudes typically reflect
in Industrial Relations, Managing People and Performance Management Influencing Job Satisfaction.
Job Satisfaction Employees would make a positive contribution to their respective organization and
may lead to increase the effectiveness (Gopinath, 2016 k).
Gopinath & Shibu (2016 a & b) study investigates that the few Human Resource Development
factors influencing Job Satisfaction. Job Satisfaction using by JDI Scale (Smith et al., 1969). It
concluded the Job Satisfaction factors influencing people at work and with their relationship within the
organization. Study concludes level of job satisfaction in high level to the organization.
Gopinath & Shibu (2015 a & b) confirmed the impact of job satisfaction factors are the
satisfactions with promotion opportunities, pay, supervision, coworkers, and the work itself (Smith et.
al., 1969). Study concluded significant difference between Job Satisfaction factors associated with
overall Job satisfaction and there is a positive relationship exists between the factors of job
satisfaction.
Gopinath & Shibu (2014 a & b) examined that the HRD practices related entities and its impact
towards job satisfaction in BSNL at various workplaces. The BSNL has a clear, fair and well
Appraisal and Reward policy, which makes the employees, were highly satisfied (Gopinath & Shibu,
2014 c). Gopinath & Shibu (2014 d) identify the relationship between Job Satisfaction factors by Job
Descriptive Index (JDI) Sacle. Based on the result, concluded that there is a positive relationship exists
between HRD Practices and Job satisfaction. And also another study on few job related entities
influencing job satisfaction using by JDI Scale. Examined the level of Job Satisfaction and influenced
Factors of job satisfaction (Gopinath & Shibu, 2014 e).
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OBJECTIVE
To study the difference among demographic profile of the respondents with respect to
Emotional Intelligence and Job Satisfaction
To identify the relationship between Job Satisfaction and Emotional Intelligence among the
academic leaders.
To investigate or influence the impact of Job Satisfaction on Emotional Intelligence among the
academic leaders.
HYPOTHESIS
H01: There is no significant difference among the demographic profile of the respondents with
respect to Job Satisfaction and Emotional Intelligence.
H02: There is no significant relationship between Job Satisfaction and Emotional Intelligence.
H03: There is no significance of Job Satisfaction on Emotional Intelligence.
RESEARCH METHODOLOGY
The study was conducted to study the relationship between Emotional Intelligence and Job
Satisfaction among the employees of sago industry. There are totally 359 Sago industries are there in
Tamil Nadu out of that 194 are located in Salem District. So Salem considered as the hub of Sago
industries. As Sago industries are labor intensive, the management is always find difficult to satisfy
them, so this study was conducted with the view of supporting them. For this purpose researcher used
descriptive research design, 217 samples were collected using stratified random sampling technique.
The study is based on primary data, Goleman’s Emotional competence Inventory with its five
components and self-administer questionnaire on job satisfaction was used to collect the data.
ANALYSIS OF FINDINGS
1.1. Demographic profile of the respondents with respect to Job Satisfaction and Emotional
Intelligence
Regarding Age of the respondents, Since the P value is less than 0.01 the null hypothesis is
rejected at 1% level of significance with regard to self-awareness, managing emotions, motivating self,
empathy, social skills and job satisfaction. Hence there is a significant difference among age group
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with respect to self-awareness, managing emotions, motivating self, empathy, social skills and job
satisfaction of employees.
Table 1.1.1. Showing difference among demographic profile of the respondents with respect to
Emotional Intelligence and Job Satisfaction
Variables
Emotional Intelligence Job
Satisfaction
Self-
Awareness
Managing
Emotions
Motivating
One-Self Empathy Social Skills
F P F P F P F P F P F P
Age
3.832
0.005**
12.587
<0.001**
6.724
<0.001**
5.401
<0.001**
4.936
<0.001**
11.194
<0.001**
Education
qualification
14.265
<0.001**
4.662
<0.001**
6.424
<0.001**
2.878
0.024*
7.543
<0.001**
5.931
<0.001**
Year of
Experience
2.596
0.037*
10.703
<0.001**
4.289
0.002*
3.932
0.004*
4.965
<0.001**
4.034
0.004*
Grade
7.880
<0.001**
4.614
0.010*
5.223
<0.001**
3.410
<0.001**
5.264
0.004*
4.786
<0.001**
Gender
3.473
.001**
2.995
0.881
4.096
0.009
2.522
0.005*
3.824
.498
2.960
0.006
** denotes significance at 1% level. * denotes significance at 5% level.
Regarding educational qualification of the respondents, Since the P value is less than 0.01 the
null hypothesis is rejected at 1% level of significance with regard to self-awareness, managing
emotions, motivating self, social skills and job satisfaction. And at 5% level of significance with
regards to empathy .Hence there is a significant difference among educational qualification with
respect to self-awareness, managing emotions, motivating self, empathy, social skills and job
satisfaction of employees.
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Regarding experience Since the p value is less than 0.01 the null hypothesis is rejected at 1%
level of significance with regard to managing emotions and social skills and null hypothesis is rejected
at 5% level of significance with regards to motivating self, empathy and job satisfaction. Hence there
is a significant difference among experience with respect to self-awareness, managing emotions,
motivating self, empathy, social skills and job satisfaction of employees.
Regarding grade of the respondents, Since P value is less than 0.01 the null hypothesis is
rejected at 1% level of significance. Hence there is highly significant difference between Executive
and Non-Executive with respect to factors of Self-Awareness, Motivating One-Self, Empathy, and job
satisfaction. And at 5%level of significance, there is a significant difference between executive and no
executive with respect to Managing Emotions and Social Skills. Based on the mean score non-
executives have better Self-Awareness, Managing Emotions, Motivating One-Self, Empathy, Social
Skills and Job Satisfaction.
With respect to gender of the respondents, Since P - value is less than 0.01 the null hypothesis
is rejected at 1% level of significance. Hence there is significant difference between male and female
with respect to self-awareness. Based on the mean score male has more self-awareness than female.
Since P value is greater than or equal to 0.05 null hypothesis is accepted at 5% level of significance.
Hence there is difference between male and female with respect to Managing Emotions, Motivating
one Self, Empathy, Social Skills and Job Satisfaction.
1.2. Relationship between Job Satisfaction and Emotional Intelligence
The correlation coefficient between Self-Awareness and Managing Emotions is 0.611
which indicates 61.1 percentage positive relationships between Self-Awareness and Managing
Emotions at 1% level of significance. The correlation coefficient between Self-Awareness and
Motivating One-Self is 0.647 which indicates 64.7 percentage positive relationships between Self-
Awareness and Motivating One-Self at 1% level of significance. The correlation coefficient between
Self-Awareness and Empathy is 0.646 which indicates 64.6 percentage positive relationships between
Self-Awareness and Empathy at 1% level of significance. The correlation coefficient between Self-
Awareness and Social Skills is 0.596 which indicates 59.6 percentage positive relationships between
Self-Awareness and Social Skills at 1% level of significance. The correlation coefficient between Self-
Awareness and Job Satisfaction is 0.547 which indicates 54.7 percentage positive relationships
between Self-Awareness and Job Satisfaction at 1% level of significance, as like other factors are also
positively correlated with each other.
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Table 1 . 2.1 show i n g Pea r s o n Corre l a tion Co e f f icient b e tween f a c t ors of
Emoti o n a l Intel l i gence a n d Job S a t i s facti o n
Factors of
Emotional
Intelligence
and Job
Satisfaction
Self-
Awareness
Managing
Emotions
Motivating
One-Self Empathy Social
Skills
Job
Satisfaction
Self-
Awareness 1.000 0.611** 0.647** 0.646** 0.596** 0.547**
Managing
Emotions 1.000 0.581** 0.583** 0.523** 0.586**
Motivating
One-Self 1.000 0.705** 0.639** 0.685**
Empathy 1.000 0.565** 0.582**
Social Skills 1.000 0.637**
Job
Satisfaction 1.000
**. Correlation is significant at the 0.01 level (2-tailed).
1.3. Significance of Job Satisfaction on Emotional Intelligence
Regression Analysis
Multiple Regressions is the determination of statistical relationship between more variables.
More than two (independent) variables is the cause of the behavior of another one (dependent)
variable.
Regression analysis is concerned with the derivation of an appropriate mathematical expression
is derived for finding values of a dependent variable on the basis of independent variable. Thus it is
designed to examine the relationship of
a variable Y to a set of other variables X1, X2, X3……………Xn, the most commonly used liner
equation in Y=b1 X1 + b2 X2 +………………+ bnXn+ b0.
Here Y is the dependent variable which is to be found. X1, X2,……..and Xn are known
variables with which predictions are to be made and b1, b2,……...bn are coefficient of the variables.
In this study the dependent variable is Job Satisfaction, Independent variables are Social Skills,
Managing Emotions, Empathy, Self-Awareness, and Motivating One-Self are discussed as follows:
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Dependent variable : Job Satisfaction (Y)
Independent Variable :
• Self-Awareness (X1)
• Managing Emotions (X2)
• Empathy (X3)
• Social Skills (X4)
• Motivating One-Self (X5)
Multiple R value : 0.754
R -Square value :
0.568
F- value : 55.561
P- value : <0.001
The multiple correlation coefficients are 0.754 measures the degree of relationship between the
actual values and predicted values of Job Satisfaction. Because the predicted values are obtained as a
liner combination of Self-Awareness (X1), Managing Emotions (X2), Empathy (X3), Social Skills (X4),
Motivating One-Self (X5). The coefficient value of 0.754 indicates the relationship between Job
Satisfaction and four independent variables are positive and the relationship between Job Satisfaction
and Self Awareness(X1) is negative.
Table.1.3.1. Multiple Correlation
Variables Unstandardized
coefficients SE of B Standardized
coefficients t -value P- value
(constant) 0.103 .232 - .443 0.659
Self-
Awareness -0.012 .064 -.012 -.183 0.855
Managing
Emotions 0.211 .063 .207 3.363 <0.001**
Motivating
One-Self 0.401 .083 .352 4.836 <0.001**
Empathy 0.083 .088 .066 .941 0.348*
Social Skills 0.246 .056 .274 4.368 <0.001**
** denotes significance at 1% level. * denotes significance at 5% level.
The coefficient of determination R-Square measures the goodness of fit of the estimated
Sample Regression Plan (SRP) in terms of the proportion of the variation in the dependent variables
explained by the fitted sample regression equation. Thus the value of R square is 0.568 which means
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56.8 percentage variation in Job Satisfaction is explained by the estimated SRP that uses, Managing
Emotions, Motivating One self, and Social Skills as independent variables and R-square value is
significant at 1% level and also Empathy as independent variable R square value is significant at 5%
level, and there is no significant variation in Job Satisfaction is explained by the estimated SRP that
uses Self Awareness as the independent variable.
The multiple regression equation is
Y = 0. 1 0 3 + (-0. 0 1 2X1) + 0. 2 07X2 + 0 . 3 5 2X3 + 0 . 0 66X4 +0.2 7 4X5
Hence the coefficient of X1 is -0.012 represents the negative effect of Self-Awareness on Job
Satisfaction, holding the other variables as constant. The negative sign implies that job satisfaction
would decrease by 0.012 for every unit of decrease in Self-Awareness. The coefficient of X2 0.207
represents the positive effect of Managing Emotions on Job Satisfaction holding the other variables as
constant. The estimated positive sign implies Job Satisfaction would increase by 0.207 for ever unit of
increase in Managing Emotions and this co efficient value is significant at 1% level.
The coefficient of X3 is 0.352 represents the positive effect of motivating self on Job
Satisfaction, holding the other variables as constant. The estimated positive sign implies that Job
Satisfaction would increase by 0.352 for every unit of increase in motivating self and this coefficient
value is significant at 1% level. The coefficient of X4 is 0.066 represents the positive effect of
Empathy on Job Satisfaction. Holding the other variables as constant the estimated positive sign
implies that job satisfaction would increase by 0.066 for every unit of increase in Empathy and this
coefficient value is significant at 5% level. The coefficient of X5 is 0.274 represents the positive effect
of Social Skills on Job Satisfaction. Holding the other variables as constant the estimated positive sign
indicates, job satisfaction would increase by 0.274 for every unit of increase in Social skills and this
coefficient value is significant at 1% level.
Based on standardized coefficient Managing Emotions (0.207), Motivating One-Self (0.352)
and Social Skills (0.274) are the most contributing factor to Job Satisfaction, Empathy ( 0.066) is the
least contributing factor to Job Satisfaction. Self-Awareness (-0.012) is the negative contributing
factor to Job Satisfaction.
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CONCLUSION
The study is to examine the influence of emotional intelligence on job satisfaction. The
demographic profile of the respondents is significantly differencing with the dimensions of emotional
intelligence and job satisfaction. Each dimension of emotional intelligence has positive and significant
relationship with job satisfaction. Self- awareness has 54.7%; Managing emotions has 58.6%;
Motivating self has 68.5%; Empathy has 58.2%; Social skill have 63.7% positive relationship with Job
satisfaction. The regression analysis shows -0.012 negative effect of Self-Awareness on Job
Satisfaction, which means job satisfaction would decrease by 0.012 for every unit of decrease in Self-
Awareness. 0.207 regressions of managing emotions indicate, Job Satisfaction would increase by
0.207 for ever unit of increase in Managing Emotions. The regression value, 0.352 represents the
positive effect of motivating self on Job Satisfaction; this implies that Job Satisfaction would increase
by 0.352 for every unit of increase in motivating self and job satisfaction would tend to increase by
0.066 for every unit of increase in Empathy and 0.274 for every unit of increase in Social skills. As a
whole the Emotional Intelligence has significant and positive relationship with job satisfaction. So the
job satisfaction can be influenced by enhancing the level of emotional intelligence of employees.
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