The purpose of the study is to investigate issues related with the identities, specifically self-related aspects such as self-actualization and self-efficacy and understand the emotional intelligence levels of undergraduate students in Turkey and analyze the relations of these aspects. The sample consists of 278 undergraduate students from Istanbul University Business Administration Faculty. Results reveal that emotional intelligence has significant and positive effect on self-actualization and self-efficacy. Selfactualization has also significant and positive effect on selfefficacy. Results are discussed.
The aim of this study is to investigate the relationship between teamwork and organizational trust. In the implementation section the data from the survey of 250 workers is employed in call centers in Erzurum by using relevant statistical methods. Consequently, it is found that there is a positive and significant relationship between teamwork and organizational trust. Thus, the hypothesis of the study is supported as it was expected. Besides, it is found that there are positive and significant relationships between communication, openness to innovation, participation-trust in teamwork and organizational trust, trust in management, trust in co-workers, and trust in workplace.
The purpose of the study is twofold. The first purpose of the study is to investigate the relations between personality characteristics and emotional intelligence of the Millennials. Costa and McCrea's Big Five Personality Inventory (IPIP-NEO) is used to measure the personality characteristics of the millenials. Emotional intelligence dimensions are measured by Wong and Law emotional intelligence scale (WLEIS). Secondary purpose of the study is to find self-evaluations of the Millenials related with their characteristics. Roger's Q-Sort Scale is used to find out Millenials self perceptions. An advantage of the Q-Sort Scale is that it offers straightforward assumptions about the underlying structure of a concept within demographical segments. Results reveal that use of emotion is positively correlated with conscientiousness whereas regulation of emotion is negatively correlated with Neuroticism. Furthermore, personality characteristics have effects on emotional intelligence dimensions. The effects are much more significant for regulation and use of emotions dimensions. These dimensions are assumed to be important determinants of performance within organizations so it is important to analyze the personality constructs associated with them. Depending on their self-perceptions, millienials evaluate themselves relatively high on positive traits (e.g. honest, outgoing, etc.) and low on negative traits (e.g. unhelpful, dishonest, etc.). Regarding personality characteristics, they evaluated themselves highest in openness and lowest in neuroticism. Millenials will be the dominating workforce for the upcoming years, so if they are willing to establish high performance relations, managers should better understand Millenial characteristics and perspective.
Leader member exchange (LMX) theory focuses to the dyadic relations between leader and each member. Members are classified into two groups as in-group and out-group members. As out-group members try to fulfill their predefined tasks, in-group members' roles and responsibilities are negotiated and expanded. LMX process can be identified as reciprocal sacrifice. In-group members do more than expected for their leaders and in exchange they get more concern, understanding, help and support from their leaders. Members align with the leaders for several reasons as they like their leaders, they believe in the capabilities or wisdom of their leaders, they identify themselves with the leader or sometimes they are just willing to achieve their own goals or satisfy their own needs in a quicker way. The expectations, needs, values and personalities of the members are assumed to be important as being a member of the in-group. Although emotional intelligence level of the leader is investigated as an antecedent for LMX, researches analyzing the emotional intelligence dimensions of the members are relatively few. This research focus to the emotional intelligence dimensions of the members and investigates the impact of these dimensions on being a member of in-group or out-group.
PurposeThis study examines the relationship between emotional intelligence, self-efficacy and organizational commitment, focusing on the mediating role of self-efficacy in the relationship between emotional intelligence and organizational commitment.Design/methodology/approachThe authors used an online survey to collect data for this purpose. The sample consisted of 145 employees of different organizations in Kosovo. To test the hypothetical model, a mediation analysis was conducted using PROCESS Model Type 4.FindingsThe results show that emotional intelligence is positively related to self-efficacy and that self-efficacy is positively related to organizational commitment. Furthermore, the results of the mediation analysis confirm that the relationship between emotional intelligence and organizational commitment is mediated by self-efficacy.Research limitations/implicationsFor future research, the authors recommend using the sub-dimensions of the above variables to test this model, and multiple models could be formulated. At the same time, the survey can be applied to managers to examine their emotional intelligence and to determine whether emotional intelligence influences their organizational commitment through self-efficacy. Consistent with the findings of this study, managers and executives in organizations should consider the emotional intelligence of their employees and that the employees with higher emotional intelligence have higher self-efficacy and can perform better.Originality/valueThis study extends the current literature in organizational behavior and provides a comprehensive understanding of the relationship between emotional intelligence, self-efficacy and organizational commitment. This study was also conducted in a developing country context, which can always lead to different results than studies conducted in developed countries.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
customersupport@researchsolutions.com
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.