scholarly journals The Relationship Between Emotional Intelligence and Organizational Commitment of Pakistani University Librarians

2014 ◽  
Vol 15 ◽  
pp. 11-21
Author(s):  
Asad Khan ◽  
Mohamad Noorman Masrek ◽  
Fuziah Mohd Nadzar
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Research Method ◽  
Response Rate ◽  
Empirical Studies ◽  
Three Dimensions ◽  
Service Orientation ◽  
Self Assessment ◽  
Survey Response Rate ◽  
The Relationship

Despite the growing literature advocating the significance and importance of emotional intelligence, empirical studies on the topic about Pakistani university librarians are unavailable. Drawing upon this gap, the article reports the findings of a study investigating emotional intelligence and organizational commitment among Pakistani university librarians. It used survey research method involving 225 randomly selected librarians from a population of 670 university librarians in Pakistan. The survey response rate was 82%. The results suggest that three dimensions of emotional intelligence, namely self-assessment, optimism and service orientation significantly predict organizational commitment. However, teamwork and collaboration, despite being correlated significantly with organizational commitment, was not a predictor of organizational commitment among Pakistani university librarians. The findings showed the importance and contributions of emotional intelligence towards organizational commitment.

scholarly journals Study of Relationship between Emotional Intelligence and Organizational Commitment with Job Satisfaction of Staff of Ebne Sina Hospital by Using the NEO Personality Inventory

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Marjan Mohammadian ◽  
Farnoosh soltanmmohamadi ◽  
Farshid ebrahimi
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Research Method ◽  
Positive Relationship ◽  
Reliability And Validity ◽  
Personality Inventory ◽  
Neo Personality Inventory ◽  
Measuring Tool ◽  
The Relationship

Purpose: The purpose of this study was identifying the relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina Hospital. Method: For this purpose, NEO personality inventory and Minnesota job satisfaction questionnaires were used and after assuring of reliability and validity, Measuring tool were distributed among 125 sample of staffs of the Ebne Sina hospital. The research method is survey-correlation. Results: The results showed that there is a significant positive relationship between emotional intelligence and organizational commitment with job satisfaction of staff of Ebne Sina hospital.

scholarly journals The Influence of Emotional Intelligence on Employee’s Counterwork Behavior and Organizational Commitment: Mediating Role of Transformational Leadership

2020 ◽  
Vol 71 ◽  
pp. 377-402
Author(s):  
Bikhtiyar HUSSEIN ◽  
Mehmet YESILTAS
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Empirical Studies ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Equation Modeling ◽  
Endogenous Variables ◽  
The Relationship

The study investigated direct and indirect impact of emotional intelligence on employee counterproductive work behavior and organizational commitment through transformational leadership. On the basis of theoretical and empirical studies, one exogenous variable (emotional intelligence) and three endogenous variables i. e transformational leadership, counterproductive work behavior, and organizational commitment were analyzed through structural equation modeling with the aid of AMOS V24. The participants were 302 administrative staff of private universities in Kurdistan region of Iraq. This study found emotional intelligence to significantly reduce counterproductive work behavior, while it was also found to significantly enhance employee commitment to their organization and transformational leadership. Moreover, transformational leadership was found to have a significant effect of reducing counterproductive work behavior among the staff, while it encourages their commitment to the university. In addition, transformational leadership was found to have a positive partial mediation in the relationship between emotional intelligence and counterproductive work behavior on one hand, and the relationship between emotional intelligence and organizational commitment on the other hand. Finally, the theoretical and practical implications of the study were addressed.

scholarly journals Organizational Justice and Organizational Commitment: A Study on It Sector

2017 ◽  
Vol 4 (4) ◽  
Author(s):  
Mandakini Rathore ◽  
Dr. Chandrani Sen
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Organizational Justice ◽  
Three Dimensions ◽  
The Relationship ◽  
Correlation Design

The purpose of the present paper was to analyse the relationship between perceived organizational justice and organizational commitment on IT sector (India). The research was conducted on 90 employees working in IT sector. A Correlation design was deployed to analyse the data. The three dimensions of organizational justice- procedural, distributive and interactional were positively correlated with organizational commitment wherein distributive justice contributed the most to commitment.

Gritty Leaders: The Impact of Grit on Positive Leadership Capacity

2018 ◽  
Vol 122 (4) ◽  
pp. 1449-1470 ◽  
Author(s):  
Sarah E. Schimschal ◽  
Tim Lomas
Keyword(s):  
Leadership Practices ◽  
Evidence Base ◽  
Leadership Capacity ◽  
Three Dimensions ◽  
Leadership Strategies ◽  
Self Assessment ◽  
Positive Leadership ◽  
Convenience Sampling ◽  
The Impact ◽  
The Relationship

The concepts of grit and positive leadership are central to extraordinary performance. However, to date there has been little empirical analysis of the relationship between a leader’s level of grit and their capacity to implement positive leadership strategies and practices. This correlational study explores these linkages, taking grit subfactors into consideration as well as three dimensions of positive leadership. Convenience sampling was used to survey 100 leaders across a range of industries. Respondents completed the Grit Scale and 18 questions from the Positive Leadership Practices Self-Assessment. Results indicated that grit positively correlated with positive leadership, and perseverance exhibited a stronger relationship than passion. Further, grit accounted for variance in positive leadership. These findings provide a solid evidence base for giving leaders access to development opportunities that can accelerate the growth of grit and positive leadership.

The role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

2020 ◽  
Vol 30 (5) ◽  
pp. 1383-1405
Author(s):  
Bowen Guan ◽  
Carol Hsu
Keyword(s):  
Organizational Commitment ◽  
Security Policy ◽  
Affective Commitment ◽  
Abusive Supervision ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

scholarly journals Emotional Intelligence as an Important Asset for HR in Organizations: Attitudes and Working Variables

2019 ◽  
Vol 12 (2) ◽  
pp. 21
Author(s):  
Chara Papoutsi ◽  
Athanasios Drigas ◽  
Charalabos Skianis
Keyword(s):  
Emotional Intelligence ◽  
Training Programs ◽  
Empirical Studies ◽  
Working Environment ◽  
The Other ◽  
Positive Correlations ◽  
The Relationship

<strong><span lang="EN-US">The contribution of emotional intelligence in a working environment has been studied in a good extent in the literature. The findings from empirical studies signify the importance of emotional intelligence</span><span lang="EN">in ensuring the good functioning of an organization</span><span lang="EN-US">. This paper aims at investigating the effect of emotional intelligence on workplaces by gathering the findings that show the positive correlations between EI, attitudes and working variables. More specifically, it presents the link between emotional intelligence and six variables, very significant for a better and more effective working environment. Furthermore, it can be a kind of help for managers and researchers to better realize the relationship between EI and the other factors, its effectiveness so to incorporate training programs in courses and in companies based on EI and empathy. </span></strong>

Research on the Relationship among Enterprise Employee's Job Satisfaction, Organizational Commitment and Job Performance

2013 ◽  
Vol 411-414 ◽  
pp. 2477-2480
Author(s):  
Ling Ma ◽  
Yun Xing ◽  
Yu Wang ◽  
Hao Tian Chen
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Empirical Research ◽  
Research Method ◽  
Key Factors ◽  
Employee Job Satisfaction ◽  
Intermediary Role ◽  
The Relationship ◽  
Positive Effect

Employee job satisfaction and organizational commitment are the key factors that affecting the performance of enterprise’s employees. Through using empirical research method to explore the relationship among the three with the sample of 330 employees of an enterprise. The results show that: Employees’ job satisfaction have a positive effect on job performance significantly; Employees job satisfaction positive effect on organizational commitment; Organizational commitment played a partial intermediary role in the process of job satisfaction improving performance.

Emotional Intelligence and Organizational Commitment between the Hotel Staff in Tehran, Iran

2012 ◽  
Vol 1 (1) ◽  
pp. 54 ◽  
Author(s):  
K Mohamadkhani ◽  
M Nasiri Lalardi
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Data Gathering ◽  
Descriptive Survey ◽  
The Relationship ◽  
Emotionally Intelligent ◽  
Different Levels

The aim of this paper is to find out the relationship between emotional intelligence and organizational commitment of the hotel staff in 5-Star hotels of Tehran, Iran. The research enjoys an applied, descriptive, survey-based, and correlational framework. The population of the study was comprised of 423 employees (N =423) of public 5- star hotels in Tehran including Esteghlal, Laleh, and Homa. The sample was randomly selected based on Kerjesi- Morgan table and included 142 (n=142) individuals. The data gathering instruments were two standard questionnaires measuring emotional intelligence and organizational commitment. To analyze the data, Pierson correlation, ANOVA, and Qi-square were employed and results revealed that there was a significant relationship between the two main variables of the study, namely; emotional intelligence and organizational commitment and some of the components of these variables. This signifies the necessity of attracting and employing highly emotionally intelligent individuals, training them in different levels and leading them towards the application of the skills required. Paving the ground for the development and continuation of emotional intelligence within managers and the staff of the hotels and residential centers are also inevitable factors to be followed.

Sign in / Sign up

Export Citation Format

Share Document