emotional intelligence and organizational citizenship behavior
226601853
EMOTIONAL INTELLIGENCE AND LEADERSHIP EFFECTIVENESS: MEDIATION EFFECT OF TRUST AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF THE MIDDLE LEVEL MANAGERS IN LIFE INSURANCE CORPORATIONS IN CHITTOOR DISTRICT A SEQUENTIAL MEDIATION WITH TWO MEDIATORS
Departments play a crucial role in the performance of effectiveness and performance of departments depends on effectiveness of their manager. This research is an attempt to assess heads of the departments Emotional Intelligence and its relationship with leadership effectiveness at Chittoor District. Results suggested that the heads interpreted and expressed by both Trust and Organization Citizenship Actions partly mediate the effects of Emotional Intelligence and Leadership. The aim of this study was to analyze the behaviors associated with Emotional Intelligence and Leadership Effectiveness and to decide if there were different dimensions of confidence and OCB predicts both EI and Leadership Effectiveness. It was assumed that there would be a mediating effect of trust and OCB on both EI and LE, as found in previous studies (Konovsky Pugh, 1994, Podskoff, Mackenzie, Moorman Fetter, 1990) Non experimental, quantitative analysis method The Macro SAS model was used to test the hypothesis. Independent variable, emotional intelligence was measured using a self reported EI scale developed by Wong and Law (2002) The Trust mediator component calculated by the Work Place Trust survey (Adopted) developed by Ferres (2002) The mediator OCB variable was calculated using the OCB (Adopted) checklist developed by Suzy Fox (2011) Non experimental, quantitative analysis method the model of the Macro SAS was used to test the hypothesis. The results indicated partial mediation in the case of trust and OCB mediating factors. The implications of the study, the limitations of the study and the recommendations for future research are presented.
A Poornima S Mary Sujatha
221664658
Conflict Resolution Strategies and Workplace Frustration and Organizational Citizenship Behavior: The Moderating Role of Emotional Intelligence
The purpose of this research is to determine the relationship between conflict resolution strategies (accommodating, avoiding, compromising, collaborating, and competing) with workplace frustration and organizational citizenship behavior (OCB) with the moderating role of trait emotional intelligence (EI) on their relations. Data was collected through a close ended questionnaire from 298 employees (male 197, female =101) working at different private organizations of the manufacturing and service industry within the city of Karachi. The data were analyzed using confirmatory factor analysis and structured equation modeling. The results indicated that accommodating and avoiding strategies don't seem to have any effect on both frustration and OCB. Accommodating seems positively and significantly affect both. Compromising significantly and positively affect OCB, however, dominating is affecting frustration. Emotional Intelligence also seems to influences both OCB and frustration. EI also complements accommodating and collaboration strategies with workplace frustration. This study is first of its kind in the local context in private sectors and paves the way for further research in the public sector.
Aimen Mairaj Danish Ahmed Siddiqui
216494455
Effect of Elderly Physical Instructor's Emotional Intelligence on Leader Member Interchange Relation (LMX) and Organizational Citizenship Behavior
This paper aims to figure out an effect of aged sports instructors' emotional intelligence on leader member exchange (LMX) and organizational citizenship behavior and to improve a work environment by developing members' emotional intelligence. To achieve this goal, it handed out a survey to 282 elderly sports instructors from five sports centers and elderly sports centers located in Seoul, Gyeonggi, and Chonan in Chungcheongnam do and collected it from them. After then, it conducted a relationship analysis and multiple regression analysis and showed the following findings. First, it suggested that emotional intelligence of elderly sports instructors significantly affected leader member exchange (LMX) positively. Next, it turned out that the emotional intelligence had a significant positive influence on organizational citizenship behavior. Last, it found that leader member exchange (LMX) of the instructors did significantly impact on the organizational citizenship behavior positively. Therefore, as a result, it is very important that the paper demonstrated the emotional intelligence of the aged sports instructors significantly contributed to the advancement of leader member exchange (LMX) and organizational citizenship behavior, and the development of members' emotional intelligence had a positive effect on the effectiveness of organizations. keyword |Elderly Physical Instructor|Emotional Intelligence|Leader member Interchange Relation (LMX) |Organizational Citizenship Behavior| jeobsuilja 2020nyeon 01weol 03il sujeongilja 2020nyeon 01weol 15il simsawanryoil 2020nyeon 01weol 15il gyosinjeoja sonjiyeong, e mail sonjiyoung555@hanmail.net hangugkontenceuhaghoenonmunji '20 Vol. 20 No. 2 338
Son Ji Young
212694233
The Influence of Organizational Citizenship Behavior, Continuance Commitment, Emotional Intelligence, and Spirituality on Performance
The research aims to describe and analyze the influence of emotional intelligence and spiritual intelligence on nurse performance with organizational citizenship behavioral and continuance commitment as the intervening variable. The population used was all nurses of Columbia Asia Semarang Hospital. Sampling techniques used the Purposive Sampling method and obtained 58 data. The analytical tool used was path analysis. The test results showed that emotional intelligence and spiritual intelligence had a positive and significant influence on organizational citizenship behavior and continuance commitment. Similarly, emotional intelligence, spiritual intelligence, OCB, and continuance commitment positively influenced nurse performance.
Adnan Hakim A Y Pristika
213422800
The cross cultural moderators of the influence of emotional intelligence on organizational citizenship behavior and counterproductive work behavior
This meta analysis found that the emotional intelligence organizational citizenship behavior relationship is stronger in long term oriented and restraint cultures. However, this relationship does not differ between individualistic and collectivistic cultures, masculine and feminine cultures, high uncertainty avoidance and low uncertainty avoidance cultures, and high power distance and low power distance cultures. The emotional intelligence counterproductive work behavior relationship is stronger in collectivistic, feminine, high uncertainty avoidance, high power distance, long term oriented, and restraint cultures. Emotional intelligence organizational citizenship behavior/counterproductive work behavior relationships are mediated by both state positive affect and state negative affect. Human resource development professionals from cultures where the effects of emotional intelligence are stronger are especially recommended to hire emotionally intelligent employees and/or provide emotional intelligence training to stimulate organizational citizenship behavior and to restrain counterproductive work behavior. Although there are important cross cultural differences, emotional intelligence universally encourages organizational citizenship behavior and almost universally diminishes counterproductive work behavior across cultures.
Chao Miao Ronald H Humphrey Shanshan Qian
225501035
Peran Organizational Citizenship Behavior sebagai Variabel Mediasi Pengaruh Emotional Intelligence terhadap Kinerja di Fakultas Ekonomi Universitas Negeri Surabaya
The purpose of this study is to analyze the effect of emotional intelligence on performance through organizational citizenship behavior. Respondents in this study were lecturers at the Faculty of Economics, Universitas Negeri Surabaya and 56 samples were obtained for analysis. Data analysis technique used is a Partial Least Square with SmartPLS 3.0 software.The results show that there is a positive and significant effect between emotional intelligence with performance, emotional intelligence with organizational citizenship behavior, OCB with performance, and emotional intelligence with performance through OCB.
Inas Khildah Fatmawati Nur Indawati
222266607
Does SCM Moderate the Relationship of Emotional Intelligence, Work Discipline and Job Stress with Organizational Citizenship Behavior?
The prime aim of this investigation is to examine the relationship between emotional intelligence, job stress, work discipline, and organizational citizenship behavior with the moderating effect of supply chain management. The method used in this research is descriptive method. The SEM was employed in this investigation. The results showed emotional intelligence does not have an effect on job stress. Emotional intelligence significant positive effect on organizational citizenship behavior (OCB) Emotional intelligence significant positive effect on employee performance. Work discipline significant negative effect on job stress. Work discipline significant positive effect on OCB. Work discipline significant negative effect on employee performance. Job stress significant negative effect on OCB. Job stress does not have an effect on employee performance. OCB significant positive effect on employee performance. Supply chain management significantly and positively inserts moderating effect among the relationship between emotional intelligence, job stress, work discipline, and organizational citizenship behavior.
Sarton Sinambela
216241655
The Effect of Organizational Justice and Emotional Intelligence on Service Quality through Organizational Citizenship Behavior
Quality public services have many choices in a competitive environment, therefore organizations need to pay attention to details in organizational dynamics such as Organizational Justice and Emotional Intelligence. This research method is a quantitative research using analytic observational design and a cross sectional approach. The population in this study were employees of the Makassar City Polombek Shipping Polytechnic with a total sample of 75 people. The results showed that organizational justice had a positive but not significant effect on the quality of service through Organizational Citizenship Behavior on the employees of the Barombong Shipping Polytechnic Makassar City and emotional intelligence had a positive but not significant effect on the quality of service through Organizational Citizenship Behavior on the Barombong Shipping Polytechnic employees in Makassar Makassar city.
Ilham Ashari Rakhmat Rakhmat Atta Irene Allorante Badu Ahmad
229483440
The impact of leadership style on organizational citizenship behavior: does leaders' emotional intelligence play a moderating role?
The study investigates the effect of autocratic, democratic and transformational leadership styles on employees' organizational citizenship behavior (OCB) The study further examines the moderating role of leaders' emotional intelligence between leadership styles and OCB.,Questionnaires were used to collect data from 618 small and medium sized enterprises' (SMEs) employees in Ghana. For this study, both simple random and convenient sampling were adopted in selecting respondents. Regression was used to test the hypotheses in the research model using IBM Statistical Package for the Social Sciences (SPSS),The results show that democratic and transformational leadership styles both positively predicted the OCB of SME employees, although transformational leadership has a more significant influence. On the contrary, autocratic leadership style was found to have an insignificant relationship with OCB of SME employees when the interactive effect of the various leadership styles and emotional intelligence were introduced into the model. The results also show that whereas leaders' emotional intelligence positively moderate the relationship between autocratic leadership style and OCB, the relationships between democratic leadership style and OCB and between transformational leadership style and OCB are not significantly moderated by leaders' emotional intelligence.,An examination of other prominent leadership styles (for example, the transactional leadership style and the laissez faire leadership style) could be key areas for future research as it is a potential limitation of this study. Similarly, the use of a Western leadership instrument could also be a potential limitation in the Ghanaian context, although these instruments and scales may be applicable. Future studies could also consider a longitudinal approach to give a more holistic picture of the effect of the leadership styles on OCB.,In general, the findings of the study support the idea that the autocratic leadership style affects SME employees' OCB both directly and indirectly through leaders' emotional intelligence. This study recommends that leaders of SMEs should focus on leadership styles that combine both result oriented and people centric behaviors to encourage SMEs' employees to engage in OCB.,This study provides firsthand information on the impact of autocratic leadership style, democratic leadership style and transformational leadership style on an employee's OCB from the Ghanaian SME perspective.
Ahmed Zakaria Abdullahi Ebenezer Bugri Anarfo Hod Anyigba
149380431
A Cross Cultural Meta Analysis of How Leader Emotional Intelligence Influences Subordinate Task Performance and Organizational Citizenship Behavior
Global human resource managers need to understand which personality characteristics contribute to leadership effectiveness in different cultures for both selection and training purposes. This meta analysis demonstrates that leaders' emotional intelligence (EI) demonstrates incremental validity and relative weight in predicting subordinates' task performance and organizational citizenship behavior (OCB) after controlling for the Big Five and cognitive ability. The relationship between leaders' EI and subordinates' task performance is stronger in collectivistic, feminine, and high uncertainty avoidance cultures. The relationship between leaders' EI and subordinates' OCB is stronger in high power distance, collectivistic, feminine, high uncertainty avoidance, long term oriented, and restraint cultures.
Chao Miao Ronald H Humphrey Shanshan Qian