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Muhammad Ali Jinnah University
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Group no. 4
Safa Riaz MM131015
Kiran Shaukat MM131042
Noureen Mushtaq MM131044
Group Profile:
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Emotional Intelligenceas a
Predictor of Job Satisfactionwith a Moderating Role of
Big-Five Personality
Traits:A study of Pakistani Banking
Sector
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Conceptual Model
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Research Questions:
What role does Emotional Intelligence play in
predicting job satisfaction?
How Big-Five personality traits moderate the
relationship between Emotional Intelligence and Job
satisfaction?
Research Objective:To identify:
The extent to which emotional intelligence predicts
job satisfaction.
The extent to which Big-five personality traits
moderates the relationship between emotional
intelligence and job satisfaction.
The extent to which job satisfaction is influenced by
emotional intelligence and Big-five personality traits in
context of Pakistan?
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but once you are in
that field, emo tionalintel l igence emerges
as a much stronger
predictorof who will be
most successfu l,because it is how we
handle ourselves in our
relationships that
determines how well we
do once we are in agiven job
Daniel Goleman
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For the effective organizations,
neither the behavior not its inner
processes could be ignored
(Baumeister, Voh s & Funder, 2007)
For Effective Organization
Build effective HR
Build effective business
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There are countless
studies on the
negative spillover of
job pressure onfamily life, but few
on how Job
Satisfaction
enhances the quality
of family life also
(Albert Bandura, 1977)
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(in order to identify the someones personality traits)
Basically there are
five basic questions
about a stranger, one
is going to know or
ask when they meet
Lewis R.Goldberg
(1981, 1982 and 1983
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From Machines to
Hands..finally
believed as Humans!!!
From Taylosrim (1911),
through human movements and
hawthorns studies (1933), it was
established that Employees are
Human Beings
Emotions and Cognitions
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Theoretical Support from Literature forpresent studys model
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AFFECTIVE EVENT THEORYBy Weiss and Corpranzano (1996)
UNDERPINING THEORY
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RELATING WITH MODEL
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INTRODUCTIONHighlights of the supporting literature and significant contextual perspective
of paper
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INTRODUCTION
EI has a concrete role in any workplace
(Zeinder, Matthews & Roberts, 2004)
Managing Emotion contributes positively to work outcomes(George, 2000).
EI results in Job Satisfaction, Effective Commitment & Job Performance(Carmeli.A, 2003)
EI refers that one must practice it as well(Rode and Mooney et al,2007)
EI facilitates Change (organizational & individual level)(Huy. Q. N., 1999)
EI is perceived to be more productive than general intelligence(Kirby and Lam, 2010)
Along with Big-five Personality traits, EI help individuals to tactically adjustthemselves.
(Maria, Tsaousis and Nikolaou, 2003).
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CONTINUED
Emotional intelligence and job satisfaction are interrelated(Judge, Thoresen, Bono and Patton, 2001; Mousavi, Yarmohammadi, Nosrat and Tarasi, 2012)
According to the status of employee(Ealias and George, 2012)
EI is also associated with leadership effectiveness and cultural adjustment andalso moderates emotional exhaustion exhibited among employees, whichensures productive outcomes
(Rosete & Ciarrochi, 2005; Gabel, Dolan & Cerdin, 2005; Szczygiel, 2013)
EI is an important factor for JS(Chin and chen, 2013)
Personality traits do predict better employee performance & job satisfaction(Awadh &Ismail, 2010; Furnham, Eracleuos & Premuzic, 2009; Barkhuizen, Swanepoel & Ermakova,
2012)
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CONTINUED
Positive and Negative personality with EI has significant impact on JS(Kafetsiosis and Zampetakis, 2008).
Personality Traits distinguishes individuals behaviors at workplace, job
performance & indidvualsoutcomes.(Berg and Feij, 2003; Hurtz and Donovan, 2000; Avsec and Kavcic, 2011)
Big five personality traits as the predictor of job satisfaction(Judge, Heller and Mount, 2002; sheykhshabani and Beshlideh, 2012).
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MAJOR CONTRIBUTORSAuthors and researchers:
Mayer and Salovey (1989)
Leuner (1886)
Greenpond (1989)
Golman (1995 )
Bar-On(1997)
Rode & Mooney et al (2007)
Gurlford (1948)
Eysneck (1947)
Cattel (1957)
Gurlfurd (1955)
Chnstal (1958) Norman (1963) & others
Hoppock (1935)
Arvey (1989 & 1991)
Janssen Mobley (1982)
Emotional Intelligence
Job Satisfaction
Big Five Personality Traits
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There is a lack of
empirical studies,
conducted contextuallyon this relationship
(Alam, 2009) such as in
Pakistan.
The effects of EI andpersonality traits may
also vary contextually.
This study is aimed to
fill this gap by
contributing through this
empirical study in this
field and context of
Pakistan
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H1: Emotional intelligence intensifies job satisfaction as it ispositively related with job satisfaction.
H2: Personality traits moderate the relationship between
emotional intelligence and job satisfaction and;
2a: Extraversion is positively associated with job satisfaction.
2b: Neuroticism is negatively associated with job satisfaction.
2c:Agreeableness is positively associated with job satisfaction.
2d: Conscientiousness is positively associated with job satisfaction.
2e: Openness to experience is moderately associated with job satisfaction.
HYPOTHESIZES
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Emotional Intelligence
Emotional Intelligence defined as an ability-trait, (Mayer,
Caruso and Salovey 2008)consisting of recognition,
understanding, utilization and management of ones own
emotional states and of others, to solve emotions-loaded
problems and to regulate the behavior (Mayer & Salovey, 1995
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FOUR DIMENSIONS OF EMOTIONAL
INTELLIGENCE ( DANIEL GOLEMAN 1997)
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According to some researchers emotional intelligence is a
center of human talent
(Boyatzis, Goleman & Rhee, 1999).Every individual differs greatly in interpreting the
information that he receives from surroundings and then
ultimately using that information to behave in a certain way
(Cartwright and Pappas, 2008).
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Job satisfaction
Job satisfaction is a pleasant feeling of emotion when individualevaluates their job (Locke, 1969).
Employee retention is big issue nowadays, which can be resolved by
job satisfaction in this regard JS is positively related with employee
retention (Judeh, 2013)
Emotional intelligence is effectual because it helps individuals to
monitor their own emotions as well to rationally handle the behaviors
and stress faced in organizations which makes them more satisfied
towards their job (Schutte et al, 2001; Mayer, Roberts and Barsade,
2008).
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Jofri, Jofri and Moghadam (2010) suggested that emotionalintelligence adds managerial capabilities, job skills in employees ,
that result in better performance and ultimate job satisfaction.
Ganzach (1998) also found cognitive abilities such as emotional
intelligence to be the determinant of job satisfaction.
Jeloudar and Goodarzi (2013) have found that degree of job
satisfaction increases with the increase in emotional intelligence.
Emotional intelligence predicts happiness and satisfaction among
employees (Platsidou, 2013).
Emotional intelligence enables individuals to manage feelings and
handle stress (Yunus, Khalid & Nordin 2012).
H1: Emotional intelligence intensifies job
satisfaction
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Effective performance is related with level of job satisfaction whereas
emotional incompetency can result negatively .
(Ahangar, 2012; Druskat and Wolff, 2001).
Effective performance is related with EI to improve their abilities such
as decision making power and respond to organizational change
(Chiva and Alerge, 2008 ;Scott-Lad and Chan, 2004)
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Professional institutes of India
(Mandip, Ali, Barkha, Godulika and Kamna, 2012)
Banking sector in Turkey(Orhan and Dincer, 2012)
Government organizations in Kerman city
(Shiri, Dehqani and Taha, 2013)
Physicians in Greece(Psilopanagioti, Anagnostopoulos, Mourtou and Niakas, 2012)
Vocational high schools in Taiwan
(Chin and Chen, 2013).
Various studies on EI-SJ relationship in
Literature:
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Big Five Personality Traits
Fit between individuals and environment
(Tanoff,1999).
Incorporation of EI concept in Big-five
(Petrides, Pita and Kokkinaki, 2007).
Constructive implications of EI and personality traits
(Navi, Redzuan and Hmasan, 2012: Zadel, 2006)
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Main contribution of Goldburg (1999)
Extraversion
Agreeableness
Conscientiousness
Neuroticism
Openness to Experience
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Big- Five Trait Explanation:
ExtraversionExpressive, Assertive, Rewarding
Interactions
AgreeablenessIndividuals tendency to be Co-
operative
Responsible , result OrientedConscientousness
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Neuroticism Moody, Insecure
Openness
How much a person is unusual
towards experiences
-ve emotions
+ve emotions
Big- Five Trait Explanation (Continued)
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Investigation of Traits and Different outcomes:
Positive results of agreeableness, extroversion
and conscientiousness with Job satisfaction
(Kappagoda, 2012: Kumar &Bakhshi, 2012, Ali
Hussain &Zaidi, 2011).
Neuroticism. Less friendly,More trouble at work
(Klien, Lim, Saltz & Mayer, 2004).
Role of Agreeableness in collectivit Societies like
Asia (Templer, 2012).
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Personality traits predict Job performance
(Awadh & Ismail, 2010).
Personality traits predict Job satisfaction
(Furnham,Eracleuos & Premuzic, 2009).
REASONS:
Extroversion....Energy and confidence to move aheadOpennessCreativity and Learning
Conscientiousness Rational approach to work
(Soldz & Vaillant, 1999).
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Individuals who can deal with pressures at
work (emotional intelliegance) and make
profitable relationships with others (Big-five
traits) enjoy more success and satisfactionwith jobs (Khalatbri et al, 2011).
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So, our next Hypothesis is developed as;
H2: Personality traits moderates the relationship between emotionalintelligence and job satisfaction;
H2(a). Extraversion is positively associated with job satisfaction.
H2(b). Agreeableness is positively associated with job satisfaction.
H2(c). Conscientiousness is positively associated with job satisfaction
H2(d). Neuroticism is negatively associated with job satisfaction.
H2(e). Openness to experience is moderately associated with job
satisfaction.
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Measures
The scales used in this study for empiricaltesting were of five likert scaleand were developed by :
1. Emotional Intelligence:
Schutte et al (1998) used by Chiva.R., & Alerge. J. (2006).
2. Job Satisfaction :(Cammann.C., Fichman.M., Jenkins.D., & Klesh.J. (1983).
3. Big five Personality TraitsJohn.O.P., & Sarivastave.S. (1999). The big five trait taxonomy
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Findings & Data Analysis
Model R. Square Adjusted
R. Square
F.
Change
Sig.F.
Change
1 0.135 0.098 3.711 0.002
2 0.220 0.158 3.019 0.013
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Model Beta T-values Significance1 Constant 3.937 0.000
EXTRO -1.73 -1.410 0.161
AGREE 0.000 -0.002 0.998
CONSEN 0.135 1.206 0.230
NEU -0.175 -1.645 0.102
OPEN 0.253 2.283 0.024
EI 0.189 2.026 0.045
Model 1
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Model 2
Model Beta T-values Significance2 Constant
EXT_EI 3.568 2.590 0.011
AGREE_EI 0.479 0.359 0.194
CONSEN_EI -0.884 -0.765 0.445
NEU_EI -1.946 -1.314 0.199
OPEN_EI 1.271 0.966 0.336
EI -1.163 -1.995 0.048
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For your time and attention!!!