scholarly journals The influence of emotional intelligence and organizational politics on employee turnover and performance

2020 ◽  
Vol 1 (2) ◽  
pp. 51-62
Author(s):  
Al-Dubai Omar Yaseen ◽  
Keyword(s):  
Emotional Intelligence ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Organizational Politics ◽  
Service Industries ◽  
Employee Outcomes ◽  
Older Employees ◽  
And Performance ◽  
The Relationship

Employees are viewed as the most valuable organizational assets especially in today’s competitive environment. Accordingly, it is essential to retain skilled employees and provide a supportive environment to improve their performance especially in service companies as their employees have direct communication and interaction with customers. The purpose of this research is to examine the influence of organizational politics and emotional intelligence on two fundamental employee outcomes: turnover intention and employee performance. In addition, the current study examined the moderating impact of emotional intelligence on the relationship between organizational politics and turnover intention, and on the relationship between organizational politics and employee performance. Further, the study examined the association between employee characteristics: gender, age and work experience, and their turnover intention and performance. This study employed a quantitative research method and used administered survey questionnaire to collect data from 400 employees working in four service industries in Kuala Lumpur and Selangor states, Malaysia: banking, telecommunication, insurance and tourism. Structural equation modelling using Smart-PLS was used to analyze collected data. The research findings revealed that organizational politics and emotional intelligence had a significant impact on turnover and employee performance. However, emotional intelligence had no significant moderating impact on the relationship between organizational politics and the two employee outcomes: turnover intention and employee performance. Moreover, employees’ age was found to be significantly related to their turnover intention as employees as older employees were found to have a low turnover intention. The findings of this research provide a significant managerial implications which revolve around the need for managers to ensure a fair and effective organizational politics and retain employees with good level of emotional intelligence.

scholarly journals The Effect of Intellectual Intelligence and Emotional Intelligence on Competence and Employees Performances

2021 ◽  
Vol 25 (2) ◽  
pp. 222
Author(s):  
Darman Darman, Wahyu Maulid Adha
Keyword(s):  
Emotional Intelligence ◽  
Data Analysis ◽  
Structural Equation ◽  
Employee Performance ◽  
Empirical Studies ◽  
Civil Servant ◽  
The Other ◽  
And Performance ◽  
The Right ◽  
The Relationship

This study aims to test the relationship and influence between intellectual intelligence and emotional intelligence towards competency and performance and partially test both variables. The object of this study was a civil servant at the inspectorate office in Gorontalo province with a sample of 150 respondents by spreading questioner online. This study also uses structural equation technique with data analysis using SEM-PLS. The results showed that intellectual intelligence variables positively and significantly influence employees' competence and performance. On the other hand, emotional intelligence does not have a significant effect on employee performance. This research can reference relevant agencies in looking at the relationship between intellectual intelligence and emotional intelligence to employees' competence and performance to take the right policies. This research in the design is static. The model that we developed based on empirical studies and testing is limited to establishing simple relationships related to intellectual intelligence and emotional intelligence variables that can affect employees' competence and performance.

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

scholarly journals Is the Role of Work Engagement Essential to Employee Performance or ‘Nice to Have’?

2019 ◽  
Vol 11 (4) ◽  
pp. 1050 ◽  
Author(s):  
Woocheol Kim ◽  
Soo Han ◽  
Jiwon Park
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Personal Resources ◽  
Full Time ◽  
Direct Effects ◽  
The Relationship

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work engagement, whereas the other model (Model 2) specified that job and personal resources only indirectly influence turnover intention and job performance through work engagement. The results of the competing models demonstrated that overall, Model 2 adequately fit better than Model 1. The results also showed that the direct effects of job and personal resources on work engagement, as well as the direct effects of work engagement on job performance and turnover intention were statistically significant. In addition, the results of the study revealed statistically significant mediating effects of work engagement, not only on the relationship between job and personal resources and job performance, but also on the relationship between job and personal resources and turnover intention. Based on the results, theoretical and practical implications for human resource management, limitations, and recommendations for further research are discussed.

scholarly journals THE EFFECT OF THE UTILIZATION OF INFORMATION TECHNOLOGY AND ORGANIZATIONAL CULTURE ON EMPLOYEE MOTIVATION AND PERFORMANCE

2021 ◽  
Vol 2 (1) ◽  
pp. 73-92
Author(s):  
Ni Komang Prasiani ◽  
Anik Yuesti ◽  
Nengah Sudja
Keyword(s):  
Information Technology ◽  
Organizational Culture ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Sem Analysis ◽  
Equation Modeling ◽  
And Performance ◽  
The Relationship ◽  
Positive Effect

The purpose of this study is to determine the relationship between organizational culture variables, information technology, and employee performance, whether or not technology plays a role in improving employee performance. The population in this study is the Information System Users (SINERGY) in the Bali Design and Business Institute, consisting of 81 lecturers and employees. Data relating to research variables were collected using questionnaires that were distributed to all respondents and filled in by the respondents themselves based on the respondents' perceptions. Based on the instrument test performed, it was proven that all statement items in the questionnaire are valid and reliable. This study uses Structural Equation Modeling (SEM) analysis. The results indicate that: the use of information technology has a positive and significant effect on motivation. Organizational culture has a positive effect on motivation. The use of information technology has a positive on employee performance. Organizational culture has a positive effect on employee performance. Motivation has a positive and significant effect on employee performance. Keywords: Information Technology, Organizational Culture, Motivation and Employee Performance.

scholarly journals The role of mediation morale: The effect of Islamic leadership and emotional intelligence on employee performance

2017 ◽  
Author(s):  
Baharuddin Jumaing ◽  
Murdifin Haming ◽  
Bahar Sinring ◽  
Ibrahim Dani
Keyword(s):  
Emotional Intelligence ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Employee Morale ◽  
And Performance ◽  
Faculty Of Education ◽  
Islamic Leadership ◽  
Research Equipment

The approach in this study is an explanatory research that is used to describe the effect of the Islamic leadership and emotional intelligence on morale and performance employees. 91 employees at the Faculty of Faculty of Faculty of Education &amp; Teacher Training and Faculty of Science &amp; Technology of the Alauddin State Islamic University of Makassar as a sample. Hypothesis testing is done using SEM (Structural Equation Modeling) with the WaphPLS Ver. 5.0 as research equipment. This study analyzes the influence of Islamic leadership, emotional intelligence on morale and performance of employees. The research proves that the Islamic leadership is a positive and significant effect on employee morale. The low of emotional intelligence cannot provide significant effect on the increase in employee morale. Islamic Leadership can make to improve employee performance. The low of emotional intelligence cannot provide significant effect on employee performance. The high employee morale and demonstrated by employees is now making a positive and significant effect to employee performance. Morale is significantly functioning as a mediating variable in explaining the Islamic leadership effect on employee performance. Pad other parts morale is not able to act as a mediating variable in explaining the effect of emotional intelligence on employee performan

Does leader-member exchange enhance performance in the hospitality industry?

2016 ◽  
Vol 28 (5) ◽  
pp. 969-987 ◽  
Author(s):  
Chung-Jen Wang
Keyword(s):  
Structural Equation ◽  
Hospitality Industry ◽  
Employee Performance ◽  
Equation Modeling ◽  
Leader Member Exchange ◽  
Content Type ◽  
Task Motivation ◽  
Member Exchange ◽  
And Performance ◽  
The Relationship

Purpose This paper aims to integrate leader–member exchange (LMX), creativity and performance research and to develop a model to investigate the relationships among LMX, task motivation, creativity and performance in the hospitality industry. Design/methodology/approach Structural equation modeling (SEM) with bootstrap estimation was conducted with a sample of 312 leader–employee dyadic data from international tourist hotels in Taiwan. Findings The results revealed that LMX positively affected performance and creativity. Most important of all, task motivation was found to mediate the relationship between LMX and creativity, while both task motivation and creativity were found to mediate the relationship between LMX and performance. Research limitations/implications With efforts to combine research variables into a unified theoretical model, this study is the first in the field of hospitality research which explores the two-path mediating effects of these relationships in an integrated SEM framework. More specifically, this study provides a synthesized perspective with bootstrap analyses to broaden hotel research with regard to LMX and examine its influences on employees’ creativity and performance. Practical implications The results of this study suggest that human resource departments in hotel companies should provide training programs for supervisors and employees to enhance their reciprocal relationships, and establish reward mechanisms to encourage the development of more creative services at work. Originality/value This study added to the literature with its use of a non-Western sample, and extended the prior research in the context of the hospitality industry. Overall, the conclusions provide empirical evidence in an integrated model that task motivation can strengthen the influence of LMX on creativity and can also nourish the influence of creativity on employee performance.

scholarly journals REKRUTMEN, SELEKSI, PENEMPATAN DAN KINERJA KARYAWAN

2020 ◽  
Vol 9 (11) ◽  
pp. 3558
Author(s):  
Ni Made Widnyani
Keyword(s):  
Structural Equation Modeling ◽  
Statistical Analysis ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Technical Service ◽  
Sample Number ◽  
And Performance ◽  
Questionnaire Method ◽  
The Relationship

This research was conducted to determine the influence of the recruitment, selection, placement and performance of employees at PT. Bumi Sentosa which is still trusted to be the service provider, especially in the field of technical service. This research was conducted by analyzing the relationship between variables recruitment, selection, placement and performance of employees. This research was conducted by questionnaire method and the type of research is quantitative. Statistical analysis and hypothesis testing using Structural Equation Modeling (SEM) with Amos as the application program. Respondents in this research were employees of technical service at PT. Bumi Sentosa with a sample number of 110 people. The results showed that the influence of recruitment to the placement was significant, the influence of selection to the placement is significant, the influence of the placement to the employee's performance is significant, the influence of recruitment to employee performance is significant and the influence of selection to the performance of employees is significant too, which means the entire hypothesis is verified. This research shows that more better of recruitment, selection and placement conducted by PT. Bumi Sentosa, the performance of employees will more better too. Keyword : recruitment, selection, placement, employee performance

Toward an understanding of the relationship between LMX and performance over time: the role of trust in leader and appraisal satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachel Gabel-Shemueli ◽  
Franco Alberto Riva Zaferson
Keyword(s):  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Content Type ◽  
And Performance ◽  
One Year ◽  
The Impact ◽  
The Relationship ◽  
Over Time ◽  
Trust In Leader

PurposeThe purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal satisfaction both cross-sectionally and after one year, and the reciprocal effect of employee performance on LMX one year later.Design/methodology/approachA full panel data design was applied and the sample consisted of 289 employees of a Peruvian insurance organization. Structural equation modeling (SEM) was used to test the research hypotheses.FindingsThe results show the relationship between LMX and performance was sequentially mediated by trust in leader and appraisal satisfaction on both occasions. Additionally, employee performance at Time 1 positively influenced LMX at Time 2.Originality/valueThis study highlights the dynamic and complex relationship between LMX and employee performance over time while identifying relevant variables that influence it.

The Influence of Cognitive and Affective Reactions to Feedback on Subsequent Goals

2010 ◽  
Vol 15 (2) ◽  
pp. 121-131 ◽  
Author(s):  
Remus Ilies ◽  
Timothy A. Judge ◽  
David T. Wagner
Keyword(s):  
Performance Feedback ◽  
Business School ◽  
Structural Equation ◽  
Emotional Reactions ◽  
Equation Model ◽  
Proposed Model ◽  
And Performance ◽  
Dispositional Measure ◽  
The Relationship ◽  
Reactions To Feedback

This paper focuses on explaining how individuals set goals on multiple performance episodes, in the context of performance feedback comparing their performance on each episode with their respective goal. The proposed model was tested through a longitudinal study of 493 university students’ actual goals and performance on business school exams. Results of a structural equation model supported the proposed conceptual model in which self-efficacy and emotional reactions to feedback mediate the relationship between feedback and subsequent goals. In addition, as expected, participants’ standing on a dispositional measure of behavioral inhibition influenced the strength of their emotional reactions to negative feedback.

KONFLIK DAN KINERJA KARYAWAN

2018 ◽  
Vol 3 (3) ◽  
pp. 431-440
Author(s):  
Santi Retno Sari
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Managerial Practices ◽  
Research Findings ◽  
Job Levels ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

The purpose of this paper is to examine the relationships to which leadership style (task and relations oriented leadership) moderate the impact of conflict on employee performance. Data were collected from 92 employees in different job levels. Partial least squares variance-based structural equation modeling (PLS-SEM) was used to test the relationship in the models. The results showed that task and relation conflict was associated with employee performance. The research findings also showed that leadership styles moderated the relationship between conflict and employee performance. This study offers implications for managerial practices. Practical implications and suggestions described in the paper Keywords: leadership style, conflict, performance.

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