مشخصات مقاله:
عنوان فارسی مقاله:
رابطه بین هوش هیجانی و مقیاس های شخصیت شغلی در مدیریت ارشد
عنوان انگلیسی مقاله:
The relationship between emotional intelligence and occupational personality scales in senior management
مناسب برای رشته های دانشگاهی زیر:
روانشناسی
مناسب برای گرایش های دانشگاهی زیر:
روانشناسی صنعتی و سازمانی
وضعیت مقاله انگلیسی و ترجمه:
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فهرست مطالب:
Abstract
1. Introduction
1.1. This study
2. Method
2.1. Participants
2.2. Measures
2.3. Procedure
3. Results
4. Discussion
Appendix. Supplementary materials
Research Data
References
قسمتی از مقاله انگلیسی:
1. Introduction
It has been argued, in both popular books and academic papers, that emotional intelligence (EI) is essential for leadership and management success (Goleman, 1998). In addition, recent meta-analyses indicate that EI remains a stable predictor of performance in the workplace (Joseph, Jin, Newman, & O’Boyle, 2015). Since the start of the Millennium there has been a stream of empirical papers on EI (Jordan et al., 2002; Petrides & Furnham, 2000, 2006; Quebbeman & Rozell, 2002). Zeidner, Matthews and Roberts (2004) provided a useful critical overview of the role of EI in the workplace and argue that EI is an index of potential. They also asked if EI does predict job satisfaction, productivity, and effective team work, the question is what is the process or mechanism that accounts for this? They suggested that high EI people are better at communicating their ideas, intentions and goals. They noted that high EI leaders can accurately identify what followers feel and need, as well as, be more inspiring and supportive. Research looking at EI and derailers shows that higher EI tends to buffer the emergence of dysfunctional work behaviours, and is also linked to having fewer derailers overall (Taylor & de Beer, 2010). There have been a number of papers that have examined the relationship between EI and work-place skills. Thus Di Fabio and Palazzeschi (2012) demonstrated the incremental validity of EI over personality traits in measuring four measures of organisational justice. Farnia, Nafukho and Petrides (2018) also demonstrated the incremental validity of EI over personality traits in predicting career decision making. More recently Szczgiel and Mikolajczak (2018) showed emotional competence moderated the relationship between a workers extraversion and ratings of likeability by their peers.