Influence of Emotional Intelligence on the Workforce for Industry 5.0 (original) (raw)
Since the introduction of emotional intelligence by Salovey and Mayer (1990) and its subsequent popularization by Goleman (1995), the construct has garnered intense interest from both scientists and practitioners and, as illustrated in this volume, it has been broadly applied. Chapters in this volume examine its application in Health (Pennebaker), Education (Zins et al.), Clinical Psychology (Bagby), as well as its links to Artificial Intelligence (Picard).
Emotional intelligence in the workplace
Indian Journal of Positive Psychology, 2017
Emotional Intelligence (EI) as a concept has grown in significance since its conception in 1990 and popularization outside the academic world in 1995 after Daniel Goleman's seminal work, Emotional Intelligence: why it matters more than IQ. After that many different EI assessment tools have been developed in order to measure an individual's EI and with that numerous research studies were conducted to find out the relationship between EI and leadership style, occupational stress, job performance, conflict management etc. This article aims to capture the wide variety of researches done to prove the utility of emotional intelligence in the work setting.
A Study on Emotional Intelligence and Its Role on Job Performance
Amity Global HRM Review, 2019
In recent years, a few organizations have experienced rapid changes to globalization and competitiveness. Such organizations should, therefore, hire a new generation of qualified officers to deal with and address the changes and competition. Human Resource Development (HRD), which seeks to organize and improve the tools for fair victory for individuals and organizations, plays a critical role in developing and improving the capacity of the officers. EI is one of the most significant performance indicators for workers. The basis for bonuses, compensation, promotions, employee retirements, and efficiency. From recruitment to resignation, emotional intelligence is closely associated with the company. Therefore, well-managed emotions play a central role in the productivity of employees. Emotional intelligence affects not only the career but also the workplace. Emotionally intelligent work improves the performance of people by encouraging positive relationships, good group performance, and social conditions. This article explores from a theoretical perspective the impact of emotional intelligence on the success of individuals.
Mathematics, 2020
The purpose of this paper is creating analyses for understanding the personality characteristics related to emotional intelligence and how can this define the development program of personal characteristics in the processes of education for Industry 4.0. The main research goal is to measure dimensions of emotional intelligence in the student population based on a quantitative survey (Emotional Competence Inventory) through dimensions of emotional intelligence: self-regulation, self-awareness, and attitude towards changes. Since the student population was the research target, a group of 338 engineering students was selected. The group was characterized by highly diversified geographic origin, having previously completed school and achieved success. The results show that there are statistically significant differences between all three dimensions of emotional intelligence. Namely, self-regulation and attitude towards changes (both directly and indirectly through self-regulation) are p...
Impact of Emotional Intelligence on Performance of Employees at Manufacturing Organizations
International Journal of Recent Technology and Engineering
Emotional intelligence of Employee was examined by the Researcher in the present study in association with performance in manufacturing organization. Competency of Emotional Intelligence and Employee Performance were also investigated in this study. Pilot study has been conducted on the basis of sample of 100 Employee from Navi Mumbai, Mumbai industrial area, data collection, convenient sampling technique was used for study purpose. Responses from Employees and Employers were recorded separately with the help of questionnaire distributed among them. The study was conducted to get good reliability of questionnaire and therefore questionnaire can be used for further survey with few modifications in the question. The study examined the competency Performance of Employee (EI) and factor impacting performance of Employee (EI). The study was also conducted to examine the Self-regulation and Social skill, Self-awareness, Relationship Management in associated with Emotion of Employees.