Emotional Intelligence and Employee Performance: An Intervention Based Experimental

Study

Title: Emotional Intelligence and Employee Performance: An Intervention Based

Experimental Study
Introduction: The study, "Emotional Intelligence and Employee Performance: An Intervention
Based Experimental Study" by Muhammad Munir and Rauf I Azam, aims to investigate the
impact of emotional intelligence (EI) training and coaching on employee performance. This
study is particularly significant as it delves into the relationship between emotional intelligence
and workplace outcomes, offering insights into whether enhancing emotional intelligence can
lead to improved employee performance.
Methodology:
 Participants: The study involved 266 employees from a private sector hospital in
Islamabad, Pakistan, providing a diverse sample for the research.
 Design: A one-group pretest-posttest experimental design was utilized, enabling a direct
comparison of participants' emotional intelligence levels before and after the intervention.
 Interventions: Emotional intelligence training and coaching interventions were provided
to 126 employees identified with lower emotional intelligence levels. The specific
content and duration of these interventions were not detailed in the study.
 Measures: Standardized scales were used to measure emotional intelligence, in-role
performance, and extra-role performance, enhancing the reliability and validity of the
data.
 Analysis: Various statistical analyses were conducted, including normality analysis
(Kolmogorov–Smirnov and Shapiro–Wilk tests), homogeneity of variances (Levene's
Test), paired samples t-tests, ANOVA, and regression analysis, providing a robust
evaluation of the data.

Findings:
 1. Enhancement of Emotional Intelligence:
 The study found a significant increase in emotional intelligence levels among
participants after the training and coaching interventions. This supports the
effectiveness of the interventions.
 The effect size of the interventions on emotional intelligence was moderate (eta
squared = 0.098), indicating a meaningful impact on participants' emotional
intelligence levels.
2. Impact on Employee Performance:
 Emotional intelligence had a substantial positive impact on employee
performance, as evidenced by the regression analysis.
 Emotional intelligence explained 22.9% to 25% of the variance in employee
performance, indicating a strong relationship between emotional intelligence and
workplace outcomes.
 Both pretest and posttest analyses indicated a significant relationship between
emotional intelligence and employee performance, adding credibility to the
findings.
Discussion:
 Theoretical Implications:
 The study provides empirical evidence that emotional intelligence can be
enhanced through training and coaching.
 The moderate effect size suggests that emotional intelligence training can have a
meaningful impact on employee behavior and outcomes.
 Emotional intelligence is crucial in workplace success, influencing how
individuals manage emotions, navigate social complexities, and make decisions.
 Practical Implications:
 Organizations can benefit from incorporating emotional intelligence training
programs into their employee development strategies.
 Immediate results achieved through these interventions highlight the practicality
and effectiveness of focusing on emotional intelligence enhancement.
 Employee well-being and performance can be improved through targeted
interventions that enhance emotional intelligence.
 Limitations:
 The study focuses solely on emotional intelligence as a predictor of performance,
suggesting future research consider additional variables.
  Use of the ability model of emotional intelligence may limit generalizability.
 Potential issues of generalizability and Hawthorne effects could impact external
validity.
 Future Research Directions:
 Future studies could explore additional variables such as employee engagement,
motivation, and commitment.
 Different models of emotional intelligence measurement could be compared to
understand their effectiveness.
 Further investigation into various motivational factors affecting emotional
intelligence training could provide deeper insights.
Conclusion:
 The study concludes that emotional intelligence is a learnable skill that positively
contributes to employee performance.
 Emotional intelligence training and coaching interventions enhance workplace outcomes,
offering actionable insights for human resource management.
 Implications for talent development strategies suggest focusing on emotional intelligence
can lead to improvements in employee performance and overall organizational success.
Overall Analysis:
 The study's methodology is robust, utilizing a one-group pretest-posttest experimental
design with a diverse sample.
 Findings on the enhancement of emotional intelligence and its impact on employee
performance are well-supported by statistical analyses.
 The discussion provides a thorough exploration of the theoretical and practical
implications of the findings.
 Limitations are acknowledged, suggesting areas for future research.
 The study's conclusion offers a succinct summary of key findings and implications for
practice.
In summary, "Emotional Intelligence and Employee Performance: An Intervention Based
Experimental Study" presents a comprehensive analysis of the relationship between emotional
intelligence and workplace outcomes, contributing to the existing literature and offering practical
implications for organizations seeking to enhance employee performance through emotional
intelligence interventions.