Emotional Intelligence and Emotional Labour: A Comparison Study Using the Emotional Capital Report (ECR)

Newman, Martyn; Smith, Kenneth H.

doi:10.7459/es/32.1.04

Cited by 8 publications

(17 citation statements)

References 40 publications

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“…Though comprehensive measures of emotional capital have been developed, they are limited in that they are only suitable for narrowly defined populations and environments. For example, one measure developed by Newman assesses all ten dimensions of emotional capital; however, it is designed for middle and high-level managers and its items are exclusively tailored to target only work and business conditions [ 45 , 46 ].…”

Section: Discussionmentioning

confidence: 99%

“…Second, high levels of emotional capital are associated with better social relationships and the ability to maintain positive relationships even when they are challenged [ 9 ]. Among the various models of emotional capital, the competency-oriented model encompasses essential components for emotional capital and integrates emotional and social competencies, skills, and abilities in a conceptual network [ 45 , 46 ]. This model lends itself to guiding training programs designed to realize the benefits of enhancing emotional capital [ 45 , 46 ].…”

Section: Discussionmentioning

confidence: 99%

“…For example, many of these questionnaires do not assess the full range of dimensions that comprise personal emotional capital [ 7 , 8 ]. Moreover, several measures are narrowly tailored to business and work environments [ 4 , 45 , 46 ], and thus are inappropriate to assess emotional capital in many domains.…”

Section: Introductionmentioning

confidence: 99%

“…Two researchers, Gendron and Newman, each provided different conceptualizations of emotional capital. However, their conceptualizations share 10 components: (1) Self-awareness (to recognize how one’s feelings and emotions affects personal opinions, attitudes and judgments); (2) Self-Confidence (to respect and like oneself and be confident in personal skills and abilities); (3) Self-Reliance (to take responsibility for oneself, back one’s own judgments and be self-reliant in developing and making significant decisions); (4) Straightforwardness (to give clear messages and express one’s feelings and points of view openly in a straightforward way and be comfortable challenging the views of others while demonstrating respect for their views); (5) Self-Actualization (to manage one’s reserves of emotional energy and maintain an effective level of work/life balance and thrive in setting challenging personal and professional goals); (6) Relationship Skills (to establish and maintain collaborative and rewarding relationships characterized by positive expectations); (7) Empathy (to understand the thoughts and feelings of others, and create resonant emotional connections with others); (8) Adaptability (to adapt one’s thinking, feelings and actions in response to changing circumstances, and be receptive to new ideas and tolerant of others); (9) Self-Control (to remain patient and manage one’s emotions well; restrain action and remain calm in stressful situations without losing control); and (10) Optimism (to sense opportunities, be resilient, and focus on the possibilities of what can be achieved even in the face of adversity [ 45 , 46 , 47 , 48 ].…”

Section: Introductionmentioning

confidence: 99%

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Development and Assessment of the Personal Emotional Capital Questionnaire for Adults

Khazaei

Holder

Sirois

et al. 2021

IJERPH

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(1) Background: The present study developed and evaluated a personal emotional capital questionnaire (PECQ) for adults that assessed 10 domains of personal emotional capital. (2) Method: Initially, 100 items were created and then administered to students attending Semnan University and Semnan University of Medical Sciences in Iran. Of the 700 questionnaires distributed, 527 were completed in full. Students were sampled using the multi-stage random cluster method. Exploratory factor analyses, Cronbach’s alpha, and test–retest reliability were used to evaluate the scale. (3) Results: The ten components of the  PECQ were confirmed. Test–retest correlations after 30 days were high, as was Cronbach’s alpha (0.94).  The components highly correlated with overall emotional capital. The PECQ displayed convergent validity as it positively correlated with the Keyes’s Mental Health Continuum—Short Form and students’ GPAs. The PECQ displayed divergent validity as it negatively correlated with measures of depression, anxiety and stress (Depression Anxiety and Stress Scale (DASS21)).  Differences in overall PECQ scores and its components were examined for several variables including gender, age, marital and employment status, academic program, and field of study. PECQ scores were not sensitive to the order of administering questionnaires. (4) Conclusion: The results suggest that the PECQ is a valid and reliable measure of personal emotional capital and supports its use in adults.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Development and Assessment of the Personal Emotional Capital Questionnaire for Adults

Khazaei

Holder

Sirois

et al. 2021

IJERPH

View full text Add to dashboard Cite

show abstract

“…Bratton, Dodd and Brown (2011) labelled the ability model as the key characteristic model that manages one's own and other's emotions and enables the creation of thoughts and behaviors. While, the mixed model (traits with abilities) is a combination of intellect and various measures of personality and affect (Newman & Smith, 2014).…”

Section: The Relationship Between Ei and Job Performancementioning

confidence: 99%

The Influence of Emotional Intelligence on Job Performance of Frontline Service Employees: The Moderating Role of Service Types

Othman

Muhsin

2020

ABRIJ

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Service organizations rely heavily on humans to deliver the service. The only difference is the level of dependency on the human aspect for different types of service. Professional service depends mostly on humans to deliver the service but mass service is the least dependent on human element when delivering the service. Therefore, investigating the role of emotional intelligence in influencing employee performance by looking at different types of service is crucial because it has been widely accepted that emotional intelligence is the panacea to poor employee performance. This study involved employees from three different types of service organizations; higher learning institutions, insurance agencies and banks. A series of moderated multiple regression analyses were performed to analyze the research data and the results indicate the significant relationship between use of emotion and job, the relationship between use of emotion and career role, and the relationship between use of emotion and team role. Regarding the moderating role of service types, the study found that professional service moderates the relationship between self-emotion appraisal and job role, the relationship between others emotion appraisal and job role, the relationship between regulation of emotion and organization role, the relationship between use of emotion and career role, and the relationship between use of emotion and innovator role. Service shop, on the other hand, moderates the relationship between self-emotion appraisal and job role, and the relationship between use of emotion and team role. The implications of the study are discussed in the paper.

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What helps or hinders the emotional intelligence practice? A study of Vietnamese hotel workers

Nguyen¹,

Ladkin

Osman

2021

IJCHM

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Purpose Drawing from emotional labour (EL) and emotion regulation (ER) theories, this paper aims to identifiy what helps and what hinders the emotional intelligence (EI) practice of Vietnamese hotel workers. Researching EI qualitatively from a novel context highlights the influence of culture on EI. Design/methodology/approach The critical incident technique (CIT) was adopted as the qualitative methodological approach using a self-administered form and semi-structured interviews to collect empirical data from a sample of 34 Vietnamese hotel workers in 19 different hotels. Findings The findings show that following Joseph and Newman’s (2010) cascading model of EI would help hotel workers in their practice. The research also found different factors hindering the EI practice from the individual and organisational levels. Vietnamese culture was believed to guide deep-acting and meditation. Language barrier and manager support emerged as significant factors that could help or hinder their EI practice. Research limitations/implications The research proposes a conceptual framework addressing the factors that could help or hinder the EI practice and provides implications for HR practices and management. Caution could be taken when applying the research implications because of the small sample as a nature of qualitative research. Originality/value To the best of the authors’ knowledge, this is the first attempt to appraise the EI practice adopting the CIT as a qualitative methodological approach in an under-research context and add evidence to the theoretical links between EI, EL and ER.

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Emotional Intelligence and Emotional Labour: A Comparison Study Using the Emotional Capital Report (ECR)

Cited by 8 publications

References 40 publications

Development and Assessment of the Personal Emotional Capital Questionnaire for Adults

Development and Assessment of the Personal Emotional Capital Questionnaire for Adults

The Influence of Emotional Intelligence on Job Performance of Frontline Service Employees: The Moderating Role of Service Types

What helps or hinders the emotional intelligence practice? A study of Vietnamese hotel workers

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