Emotional Intelligence Effect on Job Performance

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The Effect of Emotional Intelligence on Performance

Mohamed Farouk Ahmed (S0709030)

The German University in Cairo

Supervised By Prof. Dr. Ahmed Amin

June 2011


I. Introduction:
1. Problem: Emotional Intelligence effect on Performance
2. Theoretical Background: Emotional intelligence introduction and development. 3. Purpose and Research question: Is there an effect of Emotional Intelligence on individual workplace performance? 4. Definitions of variables: Emotional Intelligence and individual performance.

II. Methodology Section:
1. Keywords that guided the research: emotional*, intelligence*, workplace* performance*. 2. Years covered: 1990 - 2011
3. Sources used: EPNET database
4. Exclusion and inclusion

III. Results section:
1. Effect of emotional intelligence on workplace performance: (Lam, L. T. & Kirby, S.L., 2002; Carmeli, A. and Josman, Z. E.,2006; Slaski, M. and Cartwright, S.,2003; Cote, S. and Miners, C.T.H, 2006; Rozell, E.J., Pettijohn, C.E. and Parker, R.S.,2006; Rode, J.C., Mooney, C.H., Arthaud-Day, M.L., Near, J.P., Baldwin, T.T., Rubin R.S. and Bommer, W.H..,2006; Hawkins, J. and Dulewicz, V.,2007; Rathi, N. and Rastogi, R.,2008; Dulewicz, C., Young, M. and Dulewicz, V., 2005; Bachman, J., Stein, S. Campbell, K and Sitarenios, G., 2000; Mishra P.S. and Mohapatra D.A.K., 2010;; Khokar C. P. and Kush T. H. 2009; Mustafa L. and Amjad S. 2011; Bostjncic E. 2010; Jadhav S. and Mulla R. Z. 2010)

a) Questions/hypothesis
b) Sample
c) Instruments and procedures
d) Results
e) Practical implications
IV. Discussion
1. An overview of the findings in relation to the research question 2. Similarities between the findings of the research articles 3. Differences among the research articles and interpretations of those differences 4. Recommendations for future research.

I- Introduction:

The term emotional intelligence was developed and introduced for the first time by Salovey and Mayer (1990). It was defined as, “the ability to monitor one’s own and others’ feelings and emotions,to discriminate among them and to use this information to guide one’s thinking and actions”. Although, the construct of EI was initially proposed by Salovey and Mayer (1990), it was Goleman (1995) who popularized the concept with his famous and best selling book Emotional Intelligence. Goleman (1998) defined EI as, “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships”. Further, he suggested that EI is made-up of five general components—self-awareness, self-regulation, motivation, empathy, and social skills. Research on EI does suggest that individuals who show higher levels of EI are more likely to experience performance-related success than the individuals who exhibit lower EI levels. EI is important not only for the managerial jobs, but is also crucial in the academic field.

On the other hand, criticism from the academic community was largely spurred by the immense popularity of Goleman's (1995) book and the subsequent proliferation of models and scales for emotional intelligence, which claimed that emotional intelligence could guarantee success in almost any area of one's life (Mayer, 1999). Some academicians have criticized the concept of emotional intelligence as suspect because most of its conclusions are based on data from proprietary databases, which are not available for scientific scrutiny (Landy,2005).

Perhaps the strongest criticism of these models has been their measurement. A significant part of the controversy surrounding the concept is due to confusion in the different measures of emotional intelligence. The measures vary widely in their content as well as their measurement using a self-report, an informant approach, or an ability-based assessment.

Defenders of emotional intelligence concede...
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