The Contribution of Emotional Intelligence to Human Resource Development and Career Success: a Review

Abstract

This paper is the review of the main scientific literature about the role of emotional intelligence in career success and human resource development. It aims to analyze how emotional intelligence and its components determine human resource development or career success. Through documentary analysis the paper is based on reviewing leading scientific publications and summarizes main theoretical approaches. The results of the analyze show that emotional intelligence helps employees in many ways to achieve success at work and also highlight the need for more attention to the development of employees' emotional intelligence in organizations. The review also addresses promotion issues which consideration will avoid organizations further problems. This analysis will be especially useful for managers to improve the quality of employees' performance. This review on emotional intelligence issues in terms of career success contributes to review literature about human resource management and development and it may also indicate future directions for surveys.

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The Contribution of Emotional Intelligence to Human
Resource Development and Career Success: A Review
Ana Chagelishvili
PhD Candidate, Ivane Javakhishvili Tbilisi State University,
Faculty of Economics and Business, Tbilisi, Georgia
Abstract
This paper is the review of the main scientific literature about the role of
emotional intelligence in career success and human resource development. It
aims to analyze how emotional intelligence and its components determine
human resource development or career success. Through documentary
analysis the paper is based on reviewing leading scientific publications and
summarizes main theoretical approaches. The results of the analyze show
that emotional intelligence helps employees in many ways to achieve success
at work and also highlight the need for more attention to the development of
employees' emotional intelligence in organizations. The review also
addresses promotion issues which consideration will avoid organizations
further problems. This analysis will be especially useful for managers to
improve the quality of employees' performance. This review on emotional
intelligence issues in terms of career success contributes to review literature
about human resource management and development and it may also
indicate future directions for surveys.
Keywords: emotional intelligence, career success, human resource development
Introduction
During a lifetime, emotions determine a person’s motivation, decisions and actions in
personal relationships or at work. Due to such a power, emotions directly or
indirectly determine a person's success. Regarding this, researchers have concluded
that career success need to be discussed by extrinsic and intrinsic factors (Spurk,
Hirschi, Dries, 2019: 35-69).
In organizational activities, a person has to be a participant in social relations, realizes
his/her skills and knowledge, develops and gains new work experiences, achieves
goals, advances on the path of career development. During this work life business
environment is full of challenges, responsibilities, stress, difficulties or even failures.
People have feelings and express emotions constantly, however, there is less of
observation and thinking about them. Immature and uncontrollable emotions can

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even be the beginning of a number of destructive actions. At first glance, emotionality
is perceived as a weakness at work, however, not the emotions themselves, but the
emotion-thoughts-action process determines the successful or unsuccessful job
performance. Nowadays stressful work environment and problems complicate to
transform emotions into the right decisions, under which emotional intelligence has
become even more important at work.
Emotional intelligence has always been contributed in human success, and its
increasing popularity does not mean that it has become necessary only now. Reality
has made it clear that strengthening the idea of a perfect employee in a modern,
global, rapidly changeable and stressful work environment with technical knowledge
and a high IQ (intelligence quotient) only is not enough. Consequently, scientific
researches about emotional intelligence issues had begun and nowadays
organizations pay attention to it in a frame of employee development. Emotional
intelligence has an affect on communications and all areas where social relationships
are crucial to success. In view of aforementioned, the study of emotional intelligence
issues in the work environment and its role in career development are undoubtedly
relevant, interesting and practical.
The organizational progress leads to the development of human resources and vice
versa. Nowadays, organizational success is unreal without strong partnerships and
without satisfied customers, and internally without harmonious, collaborative work
of employees. A prerequisite for all this, among other important issues, are people
with high emotional intelligence, technical skills, as well as high IQ. The aim of the
research is to study well-known and recent researches and find out how emotional
intelligence is realized in issues that contribute in human resource development and
career success.
The results of the research have practical value for employees and managers, as well
as for all interested people who work in social environment. From a scientific point
of view, the paper contributes to the management field and development of human
resources, also, it provides a basis for further research. In the future, the range of
issues in which emotional intelligence is realized and how the career success of an
employee is determined may be explored and enhanced.
Methodology
The general objective of this research is to examine the published scientific literature
about emotional intelligence contribution in human resource development and on
career success. To achieve objectives, the research proceeds through a qualitative
approach with a systematic literature review-SLR design (Fink, 1998; Soaita, Serin,
Preece, 2019: 1-24). At first, the following selection criteria were defined:
1. Harvard Business Review is the main database selected for research, with
a number of well-known authors articles about emotional intelligence and
human resource development.

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2. Besides, different scientific databases were chosen for the research.
Within the search characteristics, 3 word combinations were taken into
account: Emotional Intelligence; Human Resource Development and
Career Success. The search was carried out without a date limit and as for
the type of documentation, articles, conferences-proceedings- and books
were included.
Over 100 manuscripts were obtained from which 2 analysis criteria were applied:
1. Human resource development was considered only in terms of
employees.
2. Emotional intelligence was considered only in terms of human recource
development and career success.
The Essence of Emotional Intelligence
From the 19th century the interest in emotional intelligence was becoming stronger.
Initially, its ideology originated with the concept of social intelligence (Thorndike,
1920: 227-235), then transformed into the term emotional strength and now it has
formed as the subject of researches with the name of emotional intelligence.
Many authors interpret the essence of emotional intelligence differently according to
the different theories. In the future it may lead to an excess of terms and cause
confusion. In general, it can be said that emotional intelligence is the ability to
understand and manage one's own and others' feelings (Alsughayir, 2021: 1310-
1311). Since the last century, many authors have written papers on a number of
issues of emotional intelligence and have begun to focus on it in terms of human
resource management, however, the main practical value of emotional intelligence is
success in social relationships or careers.
Daniel Goleman, who contributed greatly to the scientific research of emotional
intelligence, in the last century focused on a bizarre fact: how it happened that some
talented people were unsuccessful in their work, and some less talented employee
were quite successful in their career. After have done 188 company competency
model analysis, he named emotional intelligence as the reason for such strangeness,
and it was completely different from cognitive and technical skills. It should be noted
that Goleman was not denying the necessity of intellect and technical skills for the
success, however, he presented them as an incomplete set of success without
emotional intelligence (Goleman, 2004: 82-91). H. Gardner has a similar view.
According to the theory of multiple intelligences, the author supports the fact that a
high IQ alone is not sufficient for success (Gardner, 2011).
According to Goleman, learnable emotional intelligence combines 5 components: self-
awareness, self-regulation, motivation, empathy, and social skill. As the author
divides, the first three components are self-management skills, while the last two are
relationship management skills. Often, a number of reasons lead to an inadequate

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perception of a person’s inner and outer world, simply put, insincerity to oneself.
Therefore, self-awareness is revealed and achieved only when a person evaluates
himself realistically and sincerely. In self-awareness, Goleman considers
understanding one's own values and goals first. Goleman characterizes self-
regulation as the liberation from the captivity of one's own feelings and compares to
a "ongoing inner conversation." Self-regulation involves directing emotions in useful
activities. Its productivity is manifested in the fact that instead of panic, people are
able to make and adapt rational decisions. Goleman also notes that often, people with
self-regulatory ability are perceived as insensitive people, however, based on
research, he concludes the ineffectiveness of extreme manifestations of emotion
(Goleman, 2004: 82-91). If we go deeper, the management of one’s own emotions
implies the existence of a controlling object, or feelings, which is logically contrary to
the view that people with self-regulation are devoid of feelings.
Regardless of emotional intelligence, motivation is also considered to be one of the
main characteristics of a leader. According to Goleman, emotional intellectual
motivation arises not only for the sake of status and salary, but also, motivation is
directed towards achievements. As for empathy, which may sound irrelevant for
business, Goleman describes it as an in-depth understanding of employee’s feelings
in the decision-making process. The role of empathy is especially evident in
teamwork, where it is difficult to reconcile emotions and thoughts of all members.
The importance of empathy for a leader is also increased by the pace of globalization
and cross-cultural relationships, when empathetic employees need to pay attention
to even the smallest nuances. Since a simple definition of social skill does not exhaust
the essence, Goleman offers a description of it. He describes that a person with social
skills has a wide circle of acquaintances, can find common ground with any type of
person and have a good ability to persuade. In the workplace, people with social skills
may seem less hard-working, however, Goleman sees social skills as the basis of a
leader's main task of doing the job through other people (Goleman, 2004: 82-91).
Emotional Intelligence at Work
Development and success for the employees who is not satisfied with their job is
almost unrealistic. High emotional intelligence determines job satisfaction to some
extent, after that employees begin developing and succeeding (Goleman, 1998;
Kafetsios, Zampetakis, 2008: 712–722; Yuan, Tan, Huang, Zou, 2014: 1057-1068;
Miao, Humphrey, Qian, 2017: 177-202; Urquijo, Extremera, Azanza, 2019: 4809). Self-
awareness helps a person to understand aspirations, field of desired job and values.
As a result, a person seeks and starts a professional career in a desired job, which is
accompanied by a high level of job satisfaction. Job satisfaction in turn lays the
foundation for development and success.
Job satisfaction is related to employee productivity. It directly or indirectly
contributes to the success not only of the organization but also of the employees.
Productivity is determined by many factors, among which are the inner state of a

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person, visions and attitudes (Kharkheli, Morchiladze, 2016: 618-619). An
emotionally intelligent person clarifies his inner state through self-awareness, after
that certain visions emerge and attitudes are formed. An essential prerequisite for
productivity is employee purposefulness. Going towards the goal, the desire and
effort to do the job best is nothing but motivation, which is the compiler of emotional
intelligence as well.
Both, job satisfaction and productivity are typical of standard workflows. Often,
professional or personal development means overcoming difficulties and thus
learning. What if a person meets certain obstacles, stress, or failures on the way to
success? How valuable would knowledge, experience, or talent can be if a person
simply could not withstand such difficulties? Nowadays, in stressful, fast-changing,
and unexpected world, such difficulties are not uncommon. On the one hand,
motivation may play a major role in dealing with difficulties, however, motivation
only is not enough to keep moving forward, employees need more - the ability to
respond to external factors, but not in a way that destroys a person from emotion.
Diane L. Coutu names that such ability is human resilience. In a view of ethics, the
author does not consider the concept of resilience in positive or negative contexts.
She sees it as the ability to maintain resilience under the high stress. She points out
that according to almost all theories of resilience, there are 3 characteristic aspects of
a resilient person: 1. Acceptance of reality; 2. A deep belief that life is meaningful. Such
attitudes are often driven by rigid values and 3. the ability to improvise (Coutu, 2002:
46-51).
In order for a person to be able to manage something, it is necessary to give a name
to a control object, which means to know the essence. Accepting reality is nothing
more than self-awareness and empathy. Coutu notes that because the existence of
meaning thus determines the resilience of people, it is not surprising that
organizations have solid value systems: "Strong values infuse an environment with
meaning because they offer ways to interpret and shape events" (Coutu, 2002: 46-
51).
Important issues of meaning therapy are discussed by psychiatrist Victor E. Frankl, in
his book Man's Search for Meaning. The issues are directly related to resilience and
emphasizes that one should not lose the meaning of life even in a seemingly
completely hopeless situation (Frankl, 1992: 45-50).
As for the third component of resilience - the ability to improvise, Coutu describes it
as "the ability to make do with whatever is at hand". She points out that resilience
may be based on human optimism, however, as long as it maintains a perception of
reality. Coutu emphasizes that the main challenge when talking about resilience may
be its unstable nature. It implies that showing resilience in one situation does not
mean having the same ability in other difficult situations (Coutu, 2002: 46-51).
Similarly, to this reasoning, although emotional intelligence is a consistently
characteristic feature of a person, it does not imply the infallibility of the individual

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in making all decisions and by the equal activity level of the components of emotional
intelligence.
In a work environment full of problems and stress, the flow of negative thoughts and
emotions further complicates the situation, which may lead to negative consequences
for organizations. Instead of succumbing to emotions or expelling thoughts,
emotionally intelligent people are able to manage wisely, which David and Congleton
call emotional agility. The authors highlight 4 practical steps adapted from acceptance
and commitment therapy to manage this negative process and achieve a positive
outcome, which were originally developed by Stephen S. Hayes: 1. Recognizing and
understanding pattern); 2. Label thoughts and emotions; 3. Accept thoughts and
emotions; 4. Act on values (Hayes, 2004: 639–665; Congleton, 2013: 125-128).
In a stressful situation, it becomes especially important to regulate emotions, which
then becomes the basis for an effective decision. Stress management through
emotional intelligence is thought to the management of own emotions to alleviate or
avoid the negative effects of stress. Adaptation in a stressful situation means
accepting and adapting to changed circumstances.
Conflicts and controversies in an organization are similar to stressful situations,
which hinder the proper functioning of the system and which is undoubtedly a
significant issue for organizations. Conflicting, non-teamworking and lacking social
skills employees rarely if ever succeed. In exceptional cases, it is demotivating for
employees to be subordinated for such a person, and his or her leadership is generally
in question. That is why the importance of emotional intelligence is huge for both
inside and outside the organization, for satisfied customers or for establishing win-
win relationships with partners.
How does emotional intelligence handle conflicts? The best answer to this question
would probably be conflict prevention. Neutralizing the very embryo of conflict
requires much more effort and skill than it may seem at first glance. Self-regulation,
which protects a person from emotional outbursts, will inevitably weaken the
escalation of conflicts, motivate efforts to resolve problems, while empathy towards
conflict party and social skills will facilitate the achievement of the set goals.
A sense of humor may be attributed to socio-emotional competence. Its rational use
is of great importance in both non-conflict and conflict situations and is often very
effective in preventing escalation. Emotional intellectual humor often relieves tension
and reduces the negative impact of stress on the person, while in a normal situation
it promotes the formation of benevolent social relationships. However, it is also
noteworthy that humor can often have a negative impact on relationships and can be
transformed into destructive forms such as sarcasm, manipulation, ridicule, insults,
irritability and etc. (Nikic, Travica, Mitrovic, 2014: 281-292).
Development and success depend on internal processes, especially thinking and
attitudes. According to psychologist Carol Dweck, people may be grouped into two

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contrasting groups based on their attitudes and thinking. Some are distinguished by
unchanging thinking, perceive the environment as a given, and even small
inconsistencies have a destructive effect on them. The second group is distinguished
by a growing mindset, perceive change as a challenge, and address their growth and
development. Exactly the last kind of employees achieve great career success than the
first category of people, who may have possessed more intelligence (Dweck, 2006).
In an age of changes and innovations, the organization must also be flexible to the
challenges of the environment. The same is required of the people who make up the
organization. Growing, developing thinking and adaptability to innovations are
undoubtedly of great value of employees, however, everything is necessary in parallel
with the development of emotional and cognitive intelligence. The growth of thinking
means personal growth, which is unreachable without the development of emotional
intelligence.
„Success“ can not always be successful. It is often the case when organizations
promote talented, active and hardworking employees to higher hierarchical levels.
After a certain period of time, the decisions made by them do not turn out to be so
right, for which employee itself, the organization and even the consumer pay the
price. The issues of such a paradox were explored by Bunker, Kram and Ting. The
authors point out that it is erroneous to promote premature and ambitious top
personnel with great potential, because they may do not have developed the most
important aspects of emotional intelligence, which is a vital precondition for their
career advancement (Bunker, Kram, Ting, 2002: 80–87). In the end, it turns out that
speed is a waste of great potential.
If career advancement turns out to be timely, a much higher level of emotional
intelligence will be required for further success. Interestingly, Goleman concludes
that the higher a person's position in an organization, the greater the share of
emotional intelligence in the effectiveness of his/her activities. In other words,
emotional intelligence plays an increasingly important role for those working at the
highest hierarchical levels of the organization for the best results of success and
performance. Hence, it is logical to conclude that the concept of emotional intelligence
is undoubtedly important for the characteristics of a leader (Goleman, 2004: 82-91).
A major determinant of the need for emotional intelligence in activities at a high
hierarchical level is an increase in the frequency of social interactions. Researches
have shown similar results and have shown that managers, including those at a higher
hierarchical level, have a better sense of humor, more satisfaction with life, and more
social activity (Nikic, Travica, Mitrovic, 2014: 281-292).
Numerous studies confirm the importance of emotional intelligence in successful and
transformational leadership (Hajncl, Vučenović, 2020: 119-129). Emotional
competence directly determines the effectiveness of both general and team
management (Kunalić, Mujkić, Jusić, Pajević, Rovčanin, 2016: 297-310). Because
leadership is about motivate other people to work more effectively, it is emotional

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competence that plays a major role in this process. It may even be unrealistic that a
leader could properly manage others without the ability of social relationships
(Kharkheli, Morchiladze, 2016: 618-619).
Regression analysis has shown that emotional intelligence not only as a whole, but
also its constituents individually determine the effectiveness of management
(Saddiqui, Jawad, Naz, Niazi, 2018: 99-130). At the hierarchical level, empathy plays
one of the key roles in achieving success. It is empathy that helps a leader influence
employee by understanding and sharing his/her emotional state. Nicholas Epley has
discussed this view in his book Mind wise: How We Understand What Others Think,
Believe, Feel, and Want. He writes the extent to which the ability of empathy
determines the success of leaders themselves. It is empathy that helps managers
understand the needs and desires of employees, after which they are given the
opportunity to motivate them (Epley, 2014).
What does it mean to use empathy skills at work? The answer cannot be simple and
unambiguous, because empathy manifests itself in different ways in different
situations. It can be observing anything while listening to a person, understanding in
a certain situation or just solve others problem. For an emotionally intelligent person,
empathy dictates the algorithm of action itself.
One of the most important issues in the study of emotional intelligence is the
influence of leader's emotional style. Mood swings are a real neurological
phenomenon in humans, as confirmed by numerous psychological and physiological
studies. Goleman, Boyatsis, and McKee point out that a leader's mood has a huge
impact on a job performance quality, because it governs the behavior of all other
employees. The authors describe emotional intelligence providers in relation to
leader's mood and the ideal leader as follows: An emotionally intelligent leader,
through self-awareness, can track his own mood, use self-control to change for the
better, empathize - understand his influence, and manage relationships to improve
the mood of others (Goleman, Boyatzis, McKee, 2001: 42-51). It should be noted that
the development of leadership in the organization in some way contributes to
maintaining a balance between family and career, which is confirmed by researches
(Pirtskhalaishvili, Faresashvili, Kulinich, 2021: 261) and which in some respects is
achieved through high emotional intelligence.
Results and Conclusion
The number of papers selected according to the criteria from the retrieved
publications reached about 80%. In conclusion, we can say that emotional
intelligence contributes to the development and success of a person through different
activities at different stages of career development. Initially, it may be intellectual
abilities that will lead to career advancement, however, in the long run, emotional
intelligence will play a much bigger role in career advancement. In this regard, for
future success it is important for a person to realize the importance of a particular

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skill at a particular stage and to improve their emotional intelligence level through
some kind of emotional training.
Development and success are largely based on job satisfaction, on which a career
must be built. Even in stressful and conflict situations, emotional intelligence takes
the form of resilience and does not lose meaning, which determines future vitality. A
great deal of importance is attached to the sense of humor in defusing tense
situations, however, transforming it into a destructive form is dangerous. As a
recommendation, it can be said that it is important for a person to define his / her
personal or professional values and values in a normal and quiet business period, in
order to help him / her overcome difficulties in a difficult situation in the future. Along
with meaning, it is important to show resilience, which is stronger the stronger and
clearer the meaning of personality.
Emotional intelligence issues also consider growing thinking and rational attitudes
that can contribute to a person’s future success. Growing thinking is in some ways
also a teacher of personality development. A key issue is the timeliness of career
advancement, where speed can be devastating even in the long run. The reason for all
this may be the fact that career advancement requires more and more developed
emotional intelligence.
Finally, a high level of emotional intelligence, or even its constituents individually,
may be a kind of example and contagious phenomenon for other employees: the
emotional style of management spreads throughout the team, the motivation of the
leader also becomes a motivator for subordinates, and so on.
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