Vol. 7 (05) pp. 492-497 DOI: 10.21474/IJAR01/9064

THE MEDIATING EFFECT OF EMPLOYEE RELATIONS ON THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND EMPLOYEES PERFORMANCE.

and
  • MS Scholar - Abasyn University Peshawar, KPK, Pakistan.
  • Assistant Professor - Abasyn University Peshawar, KPK Pakistan.
46 Downloads 158 Views
Crossref

Download Full Paper (PDF)

Abstract

The study is conducted with aim to determine mediating effect of employee relations in association between emotional intelligence and employee performance. A random sample by adopting arbitrary approach, comprising of 165 employees of various levels from different manufacturing units in Peshawar, KPK, Pakistan was used to collect data by using adopted questionnaire. The findings have shown all mediation conditions verified and finally it is concluded that relationship between emotional intelligence and employee performance is mediated by employee relationship. Therefore, the antecedent of employee relations must be taken into account to enhance productivity and performance of employees.

Keywords

Article Analytics

References

  1. Adhia, H., Nagendra, H. R., & Mahadevan, B. (2010). Impact of adoption of yoga way of lifeon the emotional intelligence of managers. IIMB Management Review, 22(1?2), 32-41.doi: 10.1016/j.iimb.2010.03.003
  2. Ashkanasy, N. M., H?rtel, C. E. J., & Zerbe, W. J. (2000). Emotions in the workplace: Research, theory, and practice. In N. M. Ashkanasy, C. E. H?rtel& W. J. Zerbe (Eds.),Emotions in the workplace: Research, theory, and practice (pp. 3-18). Westport, CT,US: Quorum Books/Greenwood Publishing Group.
  3. Bar-On, R. (1997). The emotional intelligence inventory (EQ-I): Technical manual. Toronto,Canada: Multi-Health Systems.
  4. Bar-On, R. (2000). Emotional and social intelligence: insights from the Emotional QuotientInventory The handbook of emotional intelligence (I ed., pp. 363-388): Jossey-Bass,San Francisco.
  5. Bar-On, R., Handley, R., & Fund, S. (2006). The impact of emotional intelligence onperformance. Linking emotional intelligence and performance at work: Currentresearch evidence with individuals and groups, 3-19.
  6. Boyatzis, R. E. (1982). The competent manager: A model for effective performance: WileyNew York.
  7. Cherniss, C., & Adler, M. (2000). Promoting emotional intelligence in organizations: Maketraining in emotional intelligence effective: American Society for Training andDevelopment.
  8. Cooper, R., &Sawaf, A. (2001). Executive EQ: Emotional Intelligence in Business: TexerePublishing.
  9. Dulewicz, V., & Higgs, M. (2000). Emotional intelligence ? A review and evaluation study.Journal of Managerial Psychology, 15(4), 341-372. doi: 10.1108/02683940010330993
  10. George, J. M. (2000). Emotions and leadership: The role of emotional intelligence. Human relations, 53(8), 1027-1055.
  11. Goleman, D. (1996). Emotional Intelligence: Why It Can Matter More Than IQ: BloomsburyPublishing.
  12. Gupta, S. (1996). Managerial Effectiveness: Conceptual Framework and Scale Development. Indian Journal of Industrial Relations, 31(3), 392-409. doi: 10.2307/27767425
  13. Hyde, A., Pethe, S., & Dhar, U. (2001). Emotional intelligence scale. Vedant publication,Lucknow.
  14. Johnson, P. R., &Indvik, J. (1999). Organizational benefits of having emotionally intelligent managers and employees. Journal of workplace learning, 11(3), 84-88.
  15. Khokhar, C., & Kush, T. (2009). Emotional Intelligence and Work Performance among Executives. Europe?s Journal of Psychology, 5(1). doi: 10.5964/ejop.v5i1.280
  16. Likert, R. (1961). New patterns of management: McGraw-Hill.
  17. Mayer, J. D., & Cobb, C. D. (2000). Educational policy on emotional intelligence: Does itmake sense? Educational Psychology Review, 12(2), 163-183. 4DIJMS.

How to Cite This Article

Jamshed Khaliq And Aftab Alam. (2019); THE MEDIATING EFFECT OF EMPLOYEE RELATIONS ON THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND EMPLOYEES PERFORMANCE., Int. J. of Adv. Res., 7 (05), 492-497, ISSN 2320-5407. DOI: https://doi.org/10.21474/IJAR01/9064

Corresponding Author

Jamshed Khaliq
Abasyn University Peshawar
Creative Commons Attribution 4.0 This work is licensed under a Creative Commons Attribution 4.0 International License.