This paper presents an empirical investigation to study the roles of emotional intelligence (EI) and job satisfaction (JS) on employees’ organizational citizenship behavior (OCB). The study is performed among 140 randomly selected employees who worked for an Iranian bank in province of Karaj in 2014. The study uses the questionnaire developed by Organ (1998) [Organ, D. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.] to measure organizational citizenship behavior (OCB). To measure emotional intelligence, Cyberia Shrink emotional intelligence quiz is employed. Finally, to measure job satisfaction, a revised version of the questionnaire introduced by Smith et al. (1969) [Smith, P. C. , Kendall, L. M., & Hulin, C. L. (1969). The Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.] is implemented. The results of Pearson correlation have indicated that there were some positive and meaningful relationships between EI as well as JS with OCB. In addition, the results of Stepwise regression have indicated that there were some positive and meaningful relationship between all components of EI, JS with OCB.
Identifying factors that contribute to academic achievement is important. Some studies suggest a direct correlation between emotional intelligence, self-esteem and academic achievement, but others disagree about any direct relationship. This study investigates the relationship between emotional intelligence, self-esteem and academic achievement. The sample consists of 300 university students who were selected through random sampling. Bar-on emotional Intelligence questionnaire and self-esteem test pop as well as the mean scores of students were used as academic achievement. To analyze research data, descriptive and inferential statistics were used. The results of data analysis show that emotional intelligence and self-esteem had no significant relationship with achievement. The findings also show that emotional intelligence was not different between male and female students, but the self-esteem of female students was more than male students. Therefore in considering effective factors in academic achievement just psychological constructs such as emotional intelligence, self- esteem cannot be stressed.
Emotional intelligence is very critical to the managerial effectiveness. The present study intends to explore the relationships between emotional intelligence and the three roles such as, interpersonal, informational, and decision of managerial effectiveness. Emotional intelligence is measured by using the Emotional Quotient Index (Rahim et al., 2002) [Rahim, M., Psenicka, C., Polychroniou, P., Zhao, J., Yu, C., Chan, K., Susana, K., Alves, M., Lee, C., Rahman, M.S., Ferdausy, S., & Wyk, R. (2002). A model of emotional intelligence and conflict management strategies: a study in seven countries. International Journal of Organizational Analysis, 10(4), 302-326.] while managerial effectiveness is assessed by using Tsui’s (1984) scale [Tsui, A.S. (1984). A role set analysis of managerial reputation. Organizational Behavior and Human Performance, 34, 64-96.]. Data were collected by distributing self-administered questionnaires among the working MBA students using a convenience sampling technique. Respondents are asked to rate their emotional intelligence and managerial effectiveness scales. Finally 127 usable responses are received and, then, analyzed by using the descriptive statistics, bivariate correlation, and regression analysis. Analysis shows that emotional intelligence was positively related with interpersonal role, informational role, and decision role. The main implication is that emotional intelligence could enhance managerial effectiveness guiding the managers, academics, and professionals. The limitations are the sample size and the sampling technique which might limit the generalizability of the findings. Future directions are also discussed.
This study examines the emotional intelligence (EI) of nurses by differentiating inter-personal and intra-personal dimensions, and explores the measures taken by them to maintain emotional stability. Further, it investigates the relationship of demographic factors (age, gender and year of experience) of nurses with their emotional stability. The case organization is a well performing private hospital located closer to the metropolitan city. Study collects data through both quantitative (survey) and qualitative means (discussion, observation, and interviews) using a sample of 40 nurses selected conveniently from different ranks. The study finds that the level of EI of nurses in case hospital is slightly high, and their inter-personal skills are higher than intra-personal skills. They maintain emotional stability by means of emotion gaps, emotional shifts and sharing. Findings suggest that both inter-personal and intra-personal dimensions of EI will not be equally important for nurses in dealing with patients, and the level of EI required in the job is not equal among different ranks of nurses.
This paper investigates the relationship between emotional intelligence, organizational communications and organizational citizenship behavior (OCB) for a case study of Islamic Azad University, Gorgan Branch, and Sama Institution in Iran. Statistical population includes all heads and assistants and employees of Islamic Azad University and Sama Institution in city of Gorgan, Iran as 300 people. Sample size was determined as 169 people according to Korjesi and Morgan table. This research is operational by goal, and survey and correlation by method. To determine questionnaire reliability and questionnaire validity, Cronbach Alpha coefficient for emotional intelligence questionnaire, organizational communications questionnaire, and OCB questionnaire were calculated as 0.86, 0.86, 0.87 and 0.85, respectively. To analyze data and information, Pearson correlation coefficient by inferential level was used. Results indicate that there was a significant relationship between emotional intelligence and organizational communication and OCB.
Emotional intelligence is defined to guide behavior, thoughts, effective communicating with family and within organizations. The present study aims to investigate the relationship between emotional intelligence and entrepreneurship of trainees in vocational and technical organization of Zanjan in 2014. Method of this study is practical and survey method has been conducted for data collection. The population of the survey consists of 500 trainees and the study selects a sample of 300 people. The study uses two questionnaires, one for emotional intelligence based on Bar-On questionnaire and the other for entrepreneurship, which was made by authors. Reliability for Emotional Intelligence Questionnaire was calculated 0.85 by Cronbach & apos; s alpha and for entrepreneurship was 0.81. Data analysis was performed by using SPSS software and the results showed that there was a meaningful and positive relationship between entrepreneurship and all five dimensions of emotional intelligence, including intrapersonal, interpersonal, mood, impulse control and compatibility.
This paper presents an empirical investigation to study the relationship between emotional intelligence and job performance in railroad industry. The study uses two questionnaires, one for measuring emotional intelligence adopted from Salovey and Mayer (1989) [Salovey, P., & Mayer, J. D. (1989). Emotional intelligence. Imagination, Cognition and Personality, 9(3), 185-211.] and the other one for measuring job performance. The study selects 300 full time employees who work for railroad industry in city of Tehran, Iran, distributes two questionnaires among the employees and managed to collect all filled ones. Using Spearman correlation, the study has determined a positive and meaningful relationship between emotional intelligence and job performance (r = 0.796, Sig. = 0.000). In addition, there were positive and meaningful relationships between four components of emotional intelligence, namely consciousness (r = 0.642, Sig. = 0.000), self-regulation (r = 0.41, Sig. = 0.000), self-awareness ( r = 0.552, Sig. = 0.000) and social skills (r = 0.524, Sig. = 0.000).
Winners of the future competition are managers who communicate their human resources in an effective and rewarding way. In this respect, emotional intelligence is an advanced form of focusing on humans in organizational environment and it is a new and suitable instrument for business managers and market theoreticians to direct and satisfy organizational employees and external customers. This paper investigates the relationship between emotional intelligence dimensions and components including self-awareness, self-management, self-motivation, social awareness and relation management and sales promotion activities in Iranian business enterprises. Present research was an applied one with respect to its purpose and a correlational descriptive-survey one with respect to data collection method. Statistical population of the study comprised of 534 managers operating at firms located at West Azarbaijan province in food industry. Among them 225 managers were selected using random sampling procedure based on Krejcie and Morgan’s table. Data on emotional intelligence variable were collected using Goleman’s Emotional Competence Inventory. In addition, sales promotion variable was evaluated using an author-developed questionnaire and reliabilities of these two scales were respectively 0.92 and 0.89. Given the normality of data according to Kolmogorov-Smirnov test, Pearson’s correlation test was used to identify the type of relationship between variables and results suggested a direct significant relationship between all emotional intelligence components including self-awareness, self-management, self- motivation, social awareness and relation management and sales promotion activities at significance level of p ?0.05.
Abstract: This paper studies the relationship between emotional intelligence and its components, self-awareness, self-management, social-awareness and relationship-management, with managers’ innovative work behavior. The research statistical population includes 100 managers of private bank branches in the city of Tehran selected with the random sampling method. The research type is descriptive-correlation. The tool for data aggregation is comprised of two questionnaires of emotional intelligence by Bradberry and Greaves (2006) [Bradberry, T., & Greaves, J. (2006). The emotional intelligence quick book: Everything you need to know to put your EQ to work. Simon and Schuster.] and innovative work behavior based on the studies of Janssen (2000) [Janssen, O. (2000). Job demands, perceptions of effort?reward fairness and innovative work behaviour. Journal of Occupational and organizational psychology, 73(3), 287-302.]. The Pearson correlation coefficient and multiple regression analysis have been used for data analysis. The results indicated that there was a positive and significant relationship between emotional intelligence and its components with innovative work behavior of managers. In addition, regression analysis showed that the self-management variable had the highest effect in estimating the managers’ innovative work behavior followed by relationship-management, self-awareness and social-awareness.