The Impact of Emotional Intelligence on Employee Work

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The Impact of Emotional Intelligence on Employee Work Engagement Behavior: An Empirical Study Dr. K. Ravichandran Assistant Professor, School of Management, New York Institute of Technology Abu Dhabi Campus, UAE E-mail: Dr. R. Arasu (Professor and Head) PG Department of Management Sciences- MBA, Velammal Engineering College Velammal nagar, Ambattur -Redhills Road, Chennai-600 066, India E-mail: S. Arun Kumar Assistant Professor, Department of Management Studies Saranathan College of Engineering, Trichy, Tamilnadu, India E-mail: Received: June 15, 2011 doi:10.5539/ijbm.v6n11p157 Accepted: July 18, 2011 Published: November 1, 2011 URL:

Abstract Although EI has become a popular tool in organizations there is still a need for increased empirical research on the construct (Salovey, Woolery, & Mayer, 2002). This study contributes to the literature by providing more information about Emotional intelligence which may alleviate Work Engagement Behavior. It does this by building on the small existing pool of knowledge in order to extend the research on EI. The expected outcome of this study was an increased understanding of how EI impacts on Work Engagement Behavior. Emotional intelligence was measured using the 33-item Schutte Self-Report Inventory (SSRI) developed by Schutte and colleagues (Schutte et al, 1998). Engagement was measured using the shortened version of the Utrecht Work Engagement Scale (UWES) (Schaufeli et al., 2006). The scale consists of 9 items and was designed to measure the three components of engagement: vigor, absorption, and dedication. The samples of 119 employees who are from information technology services and Information technology enabled services of Chennai city in India, chosen for the study. Self Administered questionnaire distributed and information collected. Research design descriptive type with non probability purposive sampling technique was used for the study. The data were analyzed using SPSS (statistical package for social science) version 14.The statistical tools like Cronbach's Alpha Reliability Test, Correlation, Chi – Square Test, One – Way ANOVA, Post – Hoc Test, Factor Analysis and Regression Analysis were employed for the research study. From these Research Findings, managerial as well as theoretical implications have been discussed in this study. Keywords: Emotional intelligence, Work engagement behavior, Schutte Self-Report Inventory (SSRI), Utrecht Work Engagement Scale (UWES) 1. Introduction Emotional Intelligence refers to the ability to perceive, control, and evaluate emotions. Emotional Intelligence plays an important role in helping the managers and employees to cope with this dynamic change in the business environment. Some researchers suggest that emotional intelligence can be learned and strengthened, while other claim it is an inborn characteristic. Employees need to enhance their emotional intelligence skills, apart from technical skills, which in turn will enhance their productivity on the job. Management of emotional intelligence by the team members will help in developing interpersonal skills of the team members. Organization’s to be successful, need to develop employee’s emotional intelligence skills to work effectively in the organization, Emotional Intelligence in modern organizations induce energetic and dedicated employees: people who are engaged with their work. These organizations expect proactive, initiative and responsibility for personal development from their employees. Motivating people to engage in their work is a classic problem in organizations, complicated by the existence of multiple roles, because the attitudes, behaviors, and emotions associated with one role may spill over to another. People do not always check their problems or triumphs at the door when walking into the office or coming home from work. Moreover, as careers have become more...
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