Emotional Intelligence and Job Performance of Academicians in Malaysia

Abstract

This study explores the predictive utility of an emotional intelligence measurement that is based on the Role-Based Performance Scale (RBPS) measure of job performance. This inquiry aims to investigate whether the level of emotional intelligence score of each academic staff in the selected private higher educational institutions affects job performance. This research applied a quantitative method approach to cast the researchers’ net wider to include selected higher educational institutions to obtain as much data as possible. The results demonstrate a significant relationship between emotional intelligence and job performance of academic workers in private higher educational institutions. Therefore, these significant findings shed further light on the theoretical and practical utility of the construct of emotional intelligence and job performance, and have proven the fact that emotional intelligence is accountable for and could predict job performance.

Can Job Satisfaction Mediate the Relationship between Emotional Intelligence and Spiritual Intelligence on Teacher Performance?

“…The research findings are in accordance with the results of a study by Yani & Istiqomah (2016), whose findings stated that there was no significant effect of emotional intelligence on performance. The results of this study contradict the research presented by Chong et al, (2020) andMulyasari, (2019), which stated that there was a significant effect of emotional intelligence on performance. An individual who can control their emotions wisely and well will certainly have implications for improving good performance as well (Sahir et al, 2020).…”

Prevalence Causes of Stress and Coping Strategies Among Malaysian University Lecturers

“…An organization includes higher education such as the university (Chong et al, 2020), polytechnic (Ramlee et al, 2020) and community college (Diana, 2011) which also face the same situations on stress issues at the work place. These include, work overload, time constraint, lack of promotion opportunities, inadequate recognition, inadequate salary, changing job role, inadequate management or participation in management, inadequate resources and funding, and student interaction (Gillespie et al, 2001) (Darabi et al 2017).…”

Desempeño laboral en instituciones de educación superior: una revisión Latinoamericana de literatura

“…Existe la necesidad de gestionar el talento humano y brindar apoyo organizacional, siendo estos factores determinantes en el logro de resultados en IES, ya que su impacto en formación de profesionales es estratégico, quienes serán los motores del desarrollo de una comunidad, región o nación. Coskuner et al (2018), argumentan que las IES se benefician al tener trabajadores que perciban niveles altos de apoyo organizacional y Chong et al (2020) afirma que, gestionar el talento humano, entrenarlos y ayudarlos que adquieran técnicas de manejo de emociones, comportamiento, amabilidad, empatía y circunstancias difíciles, pueden ayudar a mejorar resultados.…”