Research Proposal on Impact of

Emotional Intelligence on Job

Performance

Presented To
Ms. Nighat Ansari
Presented By
Bushra Riaz
Samara Munir
Mehwish Asghar
Sahar Imtiaz
THE IMPACT OF EMOTIONAL
INTELLIGENCE ON JOB
PERFORMANCE

“Working With People Means Working With

Emotions”
 INTRODUCTION
 Emotional Intelligence
 used as a measure to identify candidates
 used as a T&D tool to enhance
performance
 describes an ability to perceive, assess &
manage the emotions of
 One'sSelf
 Others

 Emotional Quotient (EQ) measures EI

 INTRODUCTION (continued)
 Performance is influenced by emotions
 Emotional Intelligence
 learned
 makes the difference in individual
performance
 essential for success

 impacts organizational effectiveness

 Various researches conducted to find the

EI-Performance relationship
EI found to increase Profits
CONCEPTUALIZATION
 Emotional Intelligence
 controversial
 debate about meaning

 elusive construct

 EI is the capacity for recognizing our own

feelings and those of others, for
motivating ourselves and for managing
self and others’ emotions effectively
 Emotional Stability
CONCEPTUALIZATION
(continued)
 Four EI Dimensions (Davies et al)
 Self Awareness
 Social Awareness

 Self Management / Control

 Relationship Management
 Four Quadrant EI Model
Self Others’
Self Awareness Social Awareness
Awareness
Emotional awareness Social awareness
Self image Impact
Self expression Empathy

Self Control Relationship Management

Actions Stress Management Communication

Achievement Teamwork & Collaboration
Initiative Conflict Management
Integrity Trust & Intimacy
CONCEPTUALIZATION
(continued)
 Job
 task or duty

 regular activity performed in exchange

for payment
 Performance

 accomplishment
 efficiency
CONCEPTUALIZATION
(continued)
 Job Performance
 One’s accomplishment of task as
compared to the standards of that
particular job
 Effective Performance

 having an intended or expected effect

 that produces desired results
 EI’s NATURE & DEVELOPMENT
 The concept of EI has roots that reach deep
into the study of psychology in the past
century
 Thorndike (1920), “social intelligence”

 Gardner (1983), “personal intelligence”

 Intrapersonal Intelligence

 Interpersonal Intelligence
 EI’s NATURE & DEVELOPMENT
 “The ability to perceive accurately, appraise, and
express emotion; the ability to access and/or
generate feelings when they facilitate thought; the
ability to understand emotion and emotional
knowledge; and the ability to regulate emotions to
promote emotional and intellectual growth” (Mayer
& Salovey, 1997)
 definitions tend to be complementary rather than
contradictory (Ciarrochi, Chan & Caputi, 2000)
 LITERATURE REVIEW
 Emotional intelligence is a set of abilities that
includes the abilities to perceive emotions in the
self and in others, use emotions to facilitate
performance, understand emotions and
emotional knowledge, and regulate emotions in
the self and in others (Mayer and Salovey, 1997)
 According to their idea, some organization
members may perform effectively because they
have high emotional intelligence (Goleman, 1998;
Caruso and Salovey, 2004)
 LITERATURE REVIEW
(continued)
 Several organizations have incorporated
emotional intelligence into their employee
development programs (Fast Company, 2000)
 The concept of emotional intelligence has had
an unusually important impact on managerial
practice (Ashkanasy and Daus, 2002)
 LITERATURE REVIEW
(continued)
 These studies found that emotional intelligence
predicts the performance of undergraduate
students on a single task (Lam and Kirby, 2002),
the classroom performance of managers and
professionals (Sue-Chan and Latham, 2004), the
collection performance of account officers
(Bachman et al., 2000), sales performance (Wong,
Law, and Wong, 2004), and supervisory ratings of
job performance (Slaski and Cartwright, 2002;
Law, Wong, and Song, 2004)
 LITERATURE REVIEW
(continued)
 As a result, knowledge of whether
emotional intelligence is related to job
performance and of the mechanisms that
may underlie such a relation is limited. This
uncertainty has contributed, in part, to
criticisms of the scientific status of
emotional intelligence in organizational
research (Becker, 2003; Landy, 2005; Locke,
2005)
LITERATURE REVIEW
(continued)
 Emotional intelligence (EI) is a set of abstract
concepts connected to various definitions and
operations, which have garnered criticism as
“poorly defined and poorly measured”
(Murphy, 2006, p. 346)
 Although there is some evidence that EI is
related to job satisfaction in Chinese samples
(Wong & Law, 2007), there is little evidence
concerning the effect of EI on job performance
among Chinese employees
 RESEARCH OBJECTIVES
1. To study emotional intelligence of employees
2. To study the relationship of emotional
intelligence to job performance
3. To study human psyche in more depth
4. To make a comparison of impact of different
traits on job performance and hence to point out
the importance of EI on job performance
 RESEARCH QUESTION
How job performance of employees is
influenced by emotional intelligence?
 INVESTIGATIVE QUESTIONS
1. What are the factors that contribute to emotional
intelligence?
2. How emotional intelligence affects job
performance?
3. What is the impact of other factors on job
performance?
4. Which jobs require emotional intelligence?
 HYPOTHESIS
 Emotional intelligence will have a significant
influence on job performance
Theoretical Process Model