A Gendered Analysis of Emotional Intelligence in the Workplace

Thory, Kathryn

doi:10.1177/1534484312469100

Cited by 18 publications

(15 citation statements)

References 84 publications

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“…Yet concluding that a feminine orientation gives higher EI will not hold good as the proportion of the gender role profiles was found to be uneven in the present study. However, the earlier research findings that expression of feminine traits contributes to higher emotional intelligence levels perhaps can explain the higher emotional intelligence scores of 'feminine' gender role identities (Thory, 2012). It was found that it was the men who were adopting feminine attributes in our study.…”

Section: Discussioncontrasting

confidence: 65%

“…However, many of the empirical researches later concerned on gender differences in EI. With increased women in work force now and more to come (Elder & Johnson, 2001;Wirth, 2001; Rupavataram, 2017), a concept like emotional intelligence which is primarily concerned with expression and management of emotions, it was postulated that women are better in expression of emotions and hence will have better scoring on emotional intelligence (Garner & Estep, 2001;Gartzia et al, 2012;Thory, 2012). A biological explanation for this says that the cerebral processing of emotions differs between men and women, that women's biochemistry is better prepared to consider one's own emotions and those of others as certain part of the brain dedicated to emotional processing seems to be larger than men (Petridges & Furnham, 2000; Fernandez-Berrocal et al, 2012).…”

Section: Sex and Emotional Intelligencementioning

confidence: 99%

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Exploring Emotional Intelligence of Managers Through the Lens of Sex and Gender Role Identity

Mukundan¹,

Tjprc²

2019

IJHRMR

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Emotional Intelligence (EI) is a vital competency for managers for several job outcomes in today's workplaces and it is claimed that it varies across sex. As we are witnessing a greater number of females into managerial roles in the last two decades an investigation of EI through the lens of sex and the gender role identity that managers assume, might be of interest as there is a paucity of conclusive research findings in this direction. Data was collected from 140 managers employed in the service sector. BEIS (Bhattacharya Emotional Intelligence) and Bem Sex Role Inventory (BSRI) short form was used to measure EI and gender role identity respectively. The emotional intelligence of managers was explained better by gender role identity than sex. The findings of the study show that majority of the respondents were androgynous and higher EI Scores were reported. Significant differences were found between feminine, masculine and androgynous category of gender role identity. JEL Classification: M12

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Section: Discussioncontrasting

confidence: 65%

Section: Sex and Emotional Intelligencementioning

confidence: 99%

Exploring Emotional Intelligence of Managers Through the Lens of Sex and Gender Role Identity

Mukundan¹,

Tjprc²

2019

IJHRMR

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“…That said, this comes with its own risks of reducing focus to the development of high potential employees, in addition to reproducing value systems and potentially undermining the value of women and their type of emotional skills (Thory, 2013).…”

Section: Discussionmentioning

confidence: 99%

Emotionally Intelligent Mentoring

Opengart

Bierema

2015

Human Resource Development Review

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Separate examinations of emotional intelligence (EI) and mentoring reveal their career-enhancing potential, yet little research exists connecting the two. Emotionally intelligent people have an increased likelihood of having and maintaining successful relationships, and mentored professionals achieve higher levels of position, pay, and career satisfaction. The purpose of this review is to systematically review existing literature to illustrate how EI affects the mentoring relationship and influences its effectiveness for both the mentor and protégé. Questions guiding this research include the following: (a) What potential connections between EI and mentoring exist? and (b) How might these connections inform mentoring theory and practice? This review explicitly connects EI and mentoring literatures to show theoretical and practical synergies that are applicable to mentors, protégés, research, and practice. The article concludes with a proposed model of "emotionally intelligent mentoring" (EIM).Keywords emotionally intelligent mentoring, emotional intelligence, mentoring, developmental relationships, systematic literature reviewMentoring is a developmental relationship that traditionally occurs between a more experienced individual (the mentor) and a less experienced individual (the protégé), which involves close interpersonal interactions and focuses on the protégé's career options and

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“…The research on stress especially related to comparison between gender has been mixed. In some studies, it has been observed that men experience more stress than women (Palmer et al, 2005;Thory, 2013;Mohan & Ashok, 2011;Tarafdar et al, 2011;Tandon et al, 2014). According to Swanson et al (1998) male medical doctors experience more occupational stress and less job satisfaction than female medical doctors (Swanson et al, 1998).…”

Section: Literature Reviewmentioning

confidence: 99%

Occupational Stress and Demographic Characteristics among Information Technology Professionals

Anantharaman¹,

Rajeswari²,

A³

et al. 2018

IJBM

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Occupational stress among information system professionals is gaining more recognition because it may lead to high turnover and less productivity. The present research focuses on software development professionals to examine their occupational stress and demographic characteristics in India. A questionnaire was developed to identify the occupational stress among software development professionals (SDP) using dimensions such as age, average daily working hours, gender, training and nature of work. Data from 156 respondents working in information technology companies in Chennai and Bangalore was collected. It was found that those who were more than 30 years of age have stress due to work family interface. Employees working less than 10 hours daily experience more stress due to fear of obsolescence, individual team interaction, work culture, lack of family support and technical risk propensity. In terms of gender, men and women professionals do not differ in their occupational stress. However, employees who had computer training especially in software programming in addition to their engineering degree face more stress due to fear of obsolescence and technical risk propensity. Software development professionals whose nature of work is purely technical experience more stress because of fear of obsolescence than others. The results are discussed and based on these the relevant implications are suggested.

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A Gendered Analysis of Emotional Intelligence in the Workplace

Cited by 18 publications

References 84 publications

Exploring Emotional Intelligence of Managers Through the Lens of Sex and Gender Role Identity

Exploring Emotional Intelligence of Managers Through the Lens of Sex and Gender Role Identity

Emotionally Intelligent Mentoring

Occupational Stress and Demographic Characteristics among Information Technology Professionals

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