Emotional Intelligence and Job Satisfaction

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Muhammad Ali Jinnah University


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Group no. 4

Safa Riaz MM131015

Kiran Shaukat MM131042

Noureen Mushtaq MM131044

Group Profile:


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Emotional Intelligenceas a

Predictor of Job Satisfactionwith a Moderating Role of

Big-Five Personality

Traits:A study of Pakistani Banking

Sector


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Conceptual Model


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Research Questions:

What role does Emotional Intelligence play in

predicting job satisfaction?

How Big-Five personality traits moderate the

relationship between Emotional Intelligence and Job

satisfaction?

Research Objective:To identify:

The extent to which emotional intelligence predicts

job satisfaction.

The extent to which Big-five personality traits

moderates the relationship between emotional

intelligence and job satisfaction.

The extent to which job satisfaction is influenced by

emotional intelligence and Big-five personality traits in

context of Pakistan?


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but once you are in

that field, emo tionalintel l igence emerges

as a much stronger

predictorof who will be

most successfu l,because it is how we

handle ourselves in our

relationships that

determines how well we

do once we are in agiven job

Daniel Goleman


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For the effective organizations,

neither the behavior not its inner

processes could be ignored

(Baumeister, Voh s & Funder, 2007)

For Effective Organization

Build effective HR

Build effective business


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There are countless

studies on the

negative spillover of

job pressure onfamily life, but few

on how Job

Satisfaction

enhances the quality

of family life also

(Albert Bandura, 1977)


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(in order to identify the someones personality traits)

Basically there are

five basic questions

about a stranger, one

is going to know or

ask when they meet

Lewis R.Goldberg

(1981, 1982 and 1983


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From Machines to

Hands..finally

believed as Humans!!!

From Taylosrim (1911),

through human movements and

hawthorns studies (1933), it was

established that Employees are

Human Beings

Emotions and Cognitions


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Theoretical Support from Literature forpresent studys model


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AFFECTIVE EVENT THEORYBy Weiss and Corpranzano (1996)

UNDERPINING THEORY


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RELATING WITH MODEL


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INTRODUCTIONHighlights of the supporting literature and significant contextual perspective

of paper


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INTRODUCTION

EI has a concrete role in any workplace

(Zeinder, Matthews & Roberts, 2004)

Managing Emotion contributes positively to work outcomes(George, 2000).

EI results in Job Satisfaction, Effective Commitment & Job Performance(Carmeli.A, 2003)

EI refers that one must practice it as well(Rode and Mooney et al,2007)

EI facilitates Change (organizational & individual level)(Huy. Q. N., 1999)

EI is perceived to be more productive than general intelligence(Kirby and Lam, 2010)

Along with Big-five Personality traits, EI help individuals to tactically adjustthemselves.

(Maria, Tsaousis and Nikolaou, 2003).


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CONTINUED

Emotional intelligence and job satisfaction are interrelated(Judge, Thoresen, Bono and Patton, 2001; Mousavi, Yarmohammadi, Nosrat and Tarasi, 2012)

According to the status of employee(Ealias and George, 2012)

EI is also associated with leadership effectiveness and cultural adjustment andalso moderates emotional exhaustion exhibited among employees, whichensures productive outcomes

(Rosete & Ciarrochi, 2005; Gabel, Dolan & Cerdin, 2005; Szczygiel, 2013)

EI is an important factor for JS(Chin and chen, 2013)

Personality traits do predict better employee performance & job satisfaction(Awadh &Ismail, 2010; Furnham, Eracleuos & Premuzic, 2009; Barkhuizen, Swanepoel & Ermakova,

2012)


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CONTINUED

Positive and Negative personality with EI has significant impact on JS(Kafetsiosis and Zampetakis, 2008).

Personality Traits distinguishes individuals behaviors at workplace, job

performance & indidvualsoutcomes.(Berg and Feij, 2003; Hurtz and Donovan, 2000; Avsec and Kavcic, 2011)

Big five personality traits as the predictor of job satisfaction(Judge, Heller and Mount, 2002; sheykhshabani and Beshlideh, 2012).


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MAJOR CONTRIBUTORSAuthors and researchers:

Mayer and Salovey (1989)

Leuner (1886)

Greenpond (1989)

Golman (1995 )

Bar-On(1997)

Rode & Mooney et al (2007)

Gurlford (1948)

Eysneck (1947)

Cattel (1957)

Gurlfurd (1955)

Chnstal (1958) Norman (1963) & others

Hoppock (1935)

Arvey (1989 & 1991)

Janssen Mobley (1982)

Emotional Intelligence

Job Satisfaction

Big Five Personality Traits


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There is a lack of

empirical studies,

conducted contextuallyon this relationship

(Alam, 2009) such as in

Pakistan.

The effects of EI andpersonality traits may

also vary contextually.

This study is aimed to

fill this gap by

contributing through this

empirical study in this

field and context of

Pakistan


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H1: Emotional intelligence intensifies job satisfaction as it ispositively related with job satisfaction.

H2: Personality traits moderate the relationship between

emotional intelligence and job satisfaction and;

2a: Extraversion is positively associated with job satisfaction.

2b: Neuroticism is negatively associated with job satisfaction.

2c:Agreeableness is positively associated with job satisfaction.

2d: Conscientiousness is positively associated with job satisfaction.

2e: Openness to experience is moderately associated with job satisfaction.

HYPOTHESIZES


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Emotional Intelligence

Emotional Intelligence defined as an ability-trait, (Mayer,

Caruso and Salovey 2008)consisting of recognition,

understanding, utilization and management of ones own

emotional states and of others, to solve emotions-loaded

problems and to regulate the behavior (Mayer & Salovey, 1995
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FOUR DIMENSIONS OF EMOTIONAL

INTELLIGENCE ( DANIEL GOLEMAN 1997)


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According to some researchers emotional intelligence is a

center of human talent

(Boyatzis, Goleman & Rhee, 1999).Every individual differs greatly in interpreting the

information that he receives from surroundings and then

ultimately using that information to behave in a certain way

(Cartwright and Pappas, 2008).
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Job satisfaction

Job satisfaction is a pleasant feeling of emotion when individualevaluates their job (Locke, 1969).

Employee retention is big issue nowadays, which can be resolved by

job satisfaction in this regard JS is positively related with employee

retention (Judeh, 2013)

Emotional intelligence is effectual because it helps individuals to

monitor their own emotions as well to rationally handle the behaviors

and stress faced in organizations which makes them more satisfied

towards their job (Schutte et al, 2001; Mayer, Roberts and Barsade,

2008).


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Jofri, Jofri and Moghadam (2010) suggested that emotionalintelligence adds managerial capabilities, job skills in employees ,

that result in better performance and ultimate job satisfaction.

Ganzach (1998) also found cognitive abilities such as emotional

intelligence to be the determinant of job satisfaction.

Jeloudar and Goodarzi (2013) have found that degree of job

satisfaction increases with the increase in emotional intelligence.

Emotional intelligence predicts happiness and satisfaction among

employees (Platsidou, 2013).

Emotional intelligence enables individuals to manage feelings and

handle stress (Yunus, Khalid & Nordin 2012).

H1: Emotional intelligence intensifies job

satisfaction
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Effective performance is related with level of job satisfaction whereas

emotional incompetency can result negatively .

(Ahangar, 2012; Druskat and Wolff, 2001).

Effective performance is related with EI to improve their abilities such

as decision making power and respond to organizational change

(Chiva and Alerge, 2008 ;Scott-Lad and Chan, 2004)


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Professional institutes of India

(Mandip, Ali, Barkha, Godulika and Kamna, 2012)

Banking sector in Turkey(Orhan and Dincer, 2012)

Government organizations in Kerman city

(Shiri, Dehqani and Taha, 2013)

Physicians in Greece(Psilopanagioti, Anagnostopoulos, Mourtou and Niakas, 2012)

Vocational high schools in Taiwan

(Chin and Chen, 2013).

Various studies on EI-SJ relationship in

Literature:


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Big Five Personality Traits

Fit between individuals and environment

(Tanoff,1999).

Incorporation of EI concept in Big-five

(Petrides, Pita and Kokkinaki, 2007).

Constructive implications of EI and personality traits

(Navi, Redzuan and Hmasan, 2012: Zadel, 2006)


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Main contribution of Goldburg (1999)

Extraversion

Agreeableness

Conscientiousness

Neuroticism

Openness to Experience


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Big- Five Trait Explanation:

ExtraversionExpressive, Assertive, Rewarding

Interactions

AgreeablenessIndividuals tendency to be Co-

operative

Responsible , result OrientedConscientousness


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Neuroticism Moody, Insecure

Openness

How much a person is unusual

towards experiences

-ve emotions

+ve emotions

Big- Five Trait Explanation (Continued)


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Investigation of Traits and Different outcomes:

Positive results of agreeableness, extroversion

and conscientiousness with Job satisfaction

(Kappagoda, 2012: Kumar &Bakhshi, 2012, Ali

Hussain &Zaidi, 2011).

Neuroticism. Less friendly,More trouble at work

(Klien, Lim, Saltz & Mayer, 2004).

Role of Agreeableness in collectivit Societies like

Asia (Templer, 2012).


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Personality traits predict Job performance

(Awadh & Ismail, 2010).

Personality traits predict Job satisfaction

(Furnham,Eracleuos & Premuzic, 2009).

REASONS:

Extroversion....Energy and confidence to move aheadOpennessCreativity and Learning

Conscientiousness Rational approach to work

(Soldz & Vaillant, 1999).


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Individuals who can deal with pressures at

work (emotional intelliegance) and make

profitable relationships with others (Big-five

traits) enjoy more success and satisfactionwith jobs (Khalatbri et al, 2011).


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So, our next Hypothesis is developed as;

H2: Personality traits moderates the relationship between emotionalintelligence and job satisfaction;

H2(a). Extraversion is positively associated with job satisfaction.

H2(b). Agreeableness is positively associated with job satisfaction.

H2(c). Conscientiousness is positively associated with job satisfaction

H2(d). Neuroticism is negatively associated with job satisfaction.

H2(e). Openness to experience is moderately associated with job

satisfaction.


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Measures

The scales used in this study for empiricaltesting were of five likert scaleand were developed by :

1. Emotional Intelligence:

Schutte et al (1998) used by Chiva.R., & Alerge. J. (2006).

2. Job Satisfaction :(Cammann.C., Fichman.M., Jenkins.D., & Klesh.J. (1983).

3. Big five Personality TraitsJohn.O.P., & Sarivastave.S. (1999). The big five trait taxonomy


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Findings & Data Analysis

Model R. Square Adjusted

R. Square

F.

Change

Sig.F.

Change

1 0.135 0.098 3.711 0.002

2 0.220 0.158 3.019 0.013


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Model Beta T-values Significance1 Constant 3.937 0.000

EXTRO -1.73 -1.410 0.161

AGREE 0.000 -0.002 0.998

CONSEN 0.135 1.206 0.230

NEU -0.175 -1.645 0.102

OPEN 0.253 2.283 0.024

EI 0.189 2.026 0.045

Model 1


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Model 2

Model Beta T-values Significance2 Constant

EXT_EI 3.568 2.590 0.011

AGREE_EI 0.479 0.359 0.194

CONSEN_EI -0.884 -0.765 0.445

NEU_EI -1.946 -1.314 0.199

OPEN_EI 1.271 0.966 0.336

EI -1.163 -1.995 0.048


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For your time and attention!!!

Emotional Intelligence and Job Satisfaction

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