WRITE 8-9 pages on Topic- EMOTIONAL INTELLIGENCE IMPACTS ON THE WORKFORCE

ANNOTATED BIBLIOGRAPHY 6

Annotated Bibliography

13 Feb 2021

Brooks, J. K. (2003). Emotional competencies of leaders: A comparison of managers in a financial organization by performance level (Order No. 3073312). Available from Retrieved from: https://nuls.idm.oclc.org/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fdissertations-theses%2Femotional-competencies-leaders-comparison%2Fdocview%2F305313268%2Fse-2%3Faccountid%3D25320

Brooks (2013) in his article expounds on the emotional competencies of leaders. The author makes a comparison of managers in a financial organization by considering their performance level. The author points out that emotional competencies such as self-awareness, empathy, adaptability, ability to develop others, self-control among others contribute significantly to effective leadership. The article also states that it has reached a point where companies are expected to function more without emotional interferences. The aim of the study was to determine whether there exists emotional intelligence among high performers in an organization. Specifically, the study aimed to understand whether the successful managers in the financial organization showed a higher level of emotional intelligence as compared to the managers who performed poorly. The data was collected from a sample of 57 members of a large regional financial organization. The participants completed self-report versions. The managers participating in the study also asked those who worked with them to also complete well-detailed reports that enabled to provide feedback on the participating managers. Some of the data collected entailed title, area, position, gender, education level, most recent performance ratings on a five-point scale among others. Data analysis was achieved through a statistical analysis computing system (SAS8). The study concluded that the highest performing managers had high levels of emotional intelligence.

Khalili, A. (2012). The role of emotional intelligence in the workplace: A literature review. International Journal of Management, 29(3), 355-370. Retrieved from https://nuls.idm.oclc.org/login?qurl=https%3A%2F%2F www.proquest.com%2Fscholarly-journals%2Frole-emotional-intelligence-workplace-literature%2Fdocview%2F1040715974%2Fse-2%3Faccountid%3D25320

Khalili (2012) writes an article about the role of emotional intelligence in the workplace. The article aims at providing comprehensive literature review on the emergence of emotional intelligence in various organizations as well as the various theories of emotional intelligence according to relevant literature and previous empirical studies. There are various themes that have been considered in the workplace and they include negligence, avoidance, irrational and negation, weakness and lack of self-control. Many researchers have pointed out that excellent organizations are characterized by management of feelings, or even maturing or removing them completely. It is inevitable that workplaces are arenas of emotions which can lead to disruption of the normal functioning of the entity. The author compiles their data from various previous works. One model which is covered in this article is Mayer and Solvey (1997) who recognized that traditional measures of intelligence were not capable of measuring individual differences in the emotional intelligence ability to effectively conduct emotions. Their scale included intrapersonal, interpersonal, stress management, adaptability, and general mood. Their emotional intelligence model included emotional perception, management, integration, and understanding. The second model covered is Goleman (1998) which covers dimensions such as self-awareness, self-regulation, motivation, empathy, and social skills.

Miao, C., Humphrey, R. H., & Qian, S. (2017). A meta-analysis of emotional intelligence and work attitudes. Journal of Occupational & Organizational Psychology, 90(2), 177–202. https://doi-org.nuls.idm.oclc.org/10.1111/joop.12167

Miao, Humphrey, & Qian (2017) do an article on meta-analysis of emotional intelligence and work attitudes. The authors define emotional intelligence as the set of abilities both verbal and nonverbal that enable an individual to generate, express, recognize, understand, and evaluate their own and other people's emotions to guide thinking and actions that cope with environmental requirements, demands, and pressures. Emotional intelligence predicted outcomes such as emotional labor, academic performance, job performance, organizational citizenship behavior, life satisfaction, leadership, workplace deviance, team process effectiveness, work-family conflict, stress, and trust. The authors performed a meta-analysis on the relationships between emotional intelligence and three vital work attitudes which are organizational commitment, job satisfaction, turnover intentions. The authors did a literature search by setting the range of dates from the earliest date of each database, conference, or journal up to 2014. The keywords they used include emotional intelligence, emotional ability, emotional competency, work satisfaction, job satisfaction, turnover intention, and organizational commitment. The authors also performed incremental validity, relative weight analyses, and meta-analytic structural equation modelling. The conclusions from the study showed that emotional intelligence relates to organizational commitment, mixed, and turnover reactions. Therefore, emotional intelligence plays a major role in determining the success of organizations. If well utilized, then it can lead to conducive working environments.

Nikolaou, I., & Tsaousis, I. (2002). EMOTIONAL INTELLIGENCE IN THE WORKPLACE: EXPLORING ITS EFFECTS ON OCCUPATIONAL STRESS AND ORGANIZATIONAL COMMITMENT. International Journal of Organizational Analysis, 10(4), 327-342. Retrieved from https://nuls.idm.oclc.org/login?qurl=https%3A%2F%2Fwww.proquest.com%2Fscholarly-journals%2Femotional-intelligence-workplace-exploring%2Fdocview%2F198703266%2Fse-2%3Faccountid%3D25320

Nikolaou & Tsaousis (2012) expound on emotional intelligence in the workplace by exploring its effects on occupational stress and organizational commitment. The aim of the study was to explore the relationship between emotional intelligence and sources of occupational stress affecting a sample of professionals from mental health fraternities. The participants were 212 in number from mental health institutions. Data collected included demographic characteristics like gender, family status, job description, and educational level. The majority of the participants were married females with professional degrees and the mean age of the sample was 36.14 years. The participants completed self-questionnaires. The questionnaires consisted of 91 self-referencing statements and expected every participant to state how each statement related to them on a scale of 0 to 5. The workplace stress was measured with Organizational Stress Screening Tool (ASSET). The authors also came to a conclusion that the stress levels experienced by mental health professionals matches with the occupational stress experienced by executives and middle-level managers in contemporary organizations. They found out that there was a positive relationship between emotional intelligence and organizational commitment considered as an implication of stress. Emotional intelligence was also described as a determinant of employee loyalty.

Tischler, L., Biberman, J., & McKeage, R. (2002). Linking emotional intelligence, spirituality and workplace performance: Definitions, models and ideas for research. Journal of Managerial Psychology, 17(3), 203-218. doi:http://dx.doi.org.nuls.idm.oclc.org/10.1108/02683940210423114

Tischler, Biberman, & McKeage (2002) talk in their article about linking emotional intelligence, spirituality, and workplace performance. The authors point out that there has been a reluctance on the part of some organizational researchers in dealing with subjects of spirituality or emotions. However, recent researchers have stated the need for relating the two aspects to workplace performance. They are also point out that neither emotions nor spirituality have a universal definition. The authors go ahead and acknowledge some previous works of other researchers. There is a consistency in many findings that conclude that emotional intelligence has an impact on the success of work in an organization. The authors also model the impact in terms of components and mechanisms of emotional intelligence that have impact on work success. The competencies are categorized into awareness and skills which can be further divided into personal and social. The authors also review spirituality findings by dividing it into four parts. They are, the definition of spirituality, previous works on spirituality, modeling the impact in terms of mechanisms and components of spirituality that have such impact on work success. The researchers conclude their work by encouraging future research on areas like the enhancement of work success by studying different spiritual techniques over time to see what changes are actualized in the work due to the practices. Therefore, spirituality and emotions affect workplace performance depending on how they are embraced.