چندگانه هوش هیجانی و تاثیر آن ها بر تعهد سازمانی و عملکرد شغلی
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چندگانه هوش هیجانی و تاثیر آن ها بر تعهد سازمانی و عملکرد شغلی

عنوان فارسی مقاله: ابعاد چندگانه هوش هیجانی و تاثیر آن ها بر تعهد سازمانی و عملکرد شغلی
عنوان انگلیسی مقاله: Multiple dimensions of emotional intelligence and their impacts on organizational commitment and job performance
مجله/کنفرانس: مجله بین المللی اخلاق و سیستم – International Journal of Ethics and Systems
رشته های تحصیلی مرتبط: مدیریت، روانشناسی
گرایش های تحصیلی مرتبط: مدیریت کسب و کار، مدیریت عملکرد، روانشناسی صنعتی و سازمانی
کلمات کلیدی فارسی: عملکرد شغلی، هوش هیجانی، تعهد سازمانی، استفاده از احساسات
کلمات کلیدی انگلیسی: Job performance، Emotional intelligence، Organizational commitment، use of emotions
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: scopus – master journals
شناسه دیجیتال (DOI): https://doi.org/10.1108/IJOES-07-2017-0096
دانشگاه: School of Management – University of Science Malaysia – Seberang Perai Selatan – Malaysia
ناشر: امرالد - Emeraldinsight
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2018
شناسه ISSN: 2514-9369
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: ۲۴ صفحه
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: خیر
کد محصول: E10524
فهرست انگلیسی مطالب

Introduction


Emotional Intelligence (EI)


Emotional Intelligence and Affective Organizational Commitment


Affective Organizational Commitment and Job


Performance


Methodology


Measures


Job Performance


Self-Emotional Appraisal


Others-Emotional Appraisal


Regulation of Emotions


Use of Emotions


Respondents Profile


Analysis method: SEM


Results


Assessing Structural Model


Discussion


Limitations & Future Recommendations


Conclusion


Conflict of interest


References

نمونه متن انگلیسی مقاله

Introduction


 Emotional intelligence has become increasingly popular within industrial and organizational psychology as a psychological determinant of occupational success. Previous studies1-4 suggested that emotional intelligence, being considering an important determining factor, impacting individual and organizational attainments. Emotional intelligence can be defined as the subset of social intelligence that involves the ability to monitor one’s and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions5 which is perhaps the most widely accepted scientific definition of emotional intelligence6 . Emotional intelligence, organizational commitment, and job performance are of particular importance to Multi-National Corporations (MNCs), health care related MNCs in particular. Pharmacists working in MNCs are facing difficulties in managing and establishing control on the organizations because of the dynamic business environment7-8. Since, MNCs are a major player in the economic and social development of any nation, the attraction and retention of pharmacists to health care related MNCs deserve important research issue 9-11. Therefore, the main objective of this research is to assess the relationship between emotional intelligence, organizational commitment, and job performance. These three concepts are imperative to enhance organizational effectiveness and efficiency.


 


Emotional Intelligence (EI)


 proposed the most acceptable and precise definition of emotional intelligence. With the development in the field of EI, 12 projected four dimensions of EI including Self emotional appraisal, others emotional appraisal, use of emotions and regulation of emotions as shown in Figure1. Appraisal and expression of emotion in the self (self- emotional appraisal, SEA) relates to the individual’s ability to understand their deep emotions and be able to express these emotions naturally. Appraisal and recognition of emotion in others (others’ emotional appraisal, OEA) narrates the peoples’ ability to perceive and understand the emotions of those people around them. Regulation of emotion in the self (regulation of emotion, ROE) tells about the ability of people to regulate their emotions which will enable a more rapid recovery from psychological distress. Use of emotion to facilitate performance (use of emotion, UOE) means the ability of individuals to make use of their emotions by directing them towards constructive activities and personal performance. According to12, senior and junior coworkers’ EI did not affect job performance, although both had a positive effect on job satisfaction. Also,13 proposed that regulation ability had a positive effect on employees’ satisfaction, because employees with high EI who can control their emotions can also favorably accept positive emotion and support from the organization, resulting in high job satisfaction. 2 suggested that employees’ job satisfaction was observed to be associated with ROE and UOE.

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