Emotional intelligence and participation in decision‐making: strategies for promoting organizational learning and change

Scott‐Ladd, Brenda; Chan, Cato

doi:10.1002/jsc.668

Cited by 97 publications

(78 citation statements)

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“…Organizations implement participative decision making to benefit from the motivational effects of increased employee involvement, job satisfaction and organizational commitment (Scott-Ladd and Chan, 2004).…”

Section: Organizational Learning Capabilitymentioning

confidence: 99%

The Relationship between Organizational Learning Capability and Job Satisfaction

Jolodar

2012

ijhrs

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The effectiveness and productivity of an organization depends on its staff and if they don't be satisfied from their job, continues of living for such organization is impossible. One of the important factors which influence on job satisfaction, is an organizational learning capability (OLC). So, the purpose of this paper is to analyze the relationship between organizational learning capability and its dimensions (experimentation, risk taking, interaction with the external environment, dialogue and participative decision making) with job satisfaction. The results of study show that there is a positive relationship between organizational learning capability with job satisfaction. Furthermore, the results revealed the five dimensions of organizational learning capability (experimentation, risk taking, interaction with the external environment, dialogue and participative decision making) had positive relationship with job satisfaction.

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Section: Organizational Learning Capabilitymentioning

confidence: 99%

The Relationship between Organizational Learning Capability and Job Satisfaction

Jolodar

2012

ijhrs

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“…Organizations implement participative decision making to benefit from the motivational effects of increased employee involvement, job satisfaction and 6 organizational commitment (Daniels and Bailey, 1999; Latham et al, 1994;and Witt et al, 2000;Scott-Ladd and Chan, 2004).…”

Section: Organizational Learning Capabilitymentioning

confidence: 99%

Emotional intelligence and job satisfaction: the role of organizational learning capability

2008

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Emotional intelligence is becoming one of the most important individual competencies for organizations, which has been theoretically related to organizational performance and to individual variables like job satisfaction. However, some emotionally intelligent people seem to be satisfied with their jobs while others do not. This paper proposes that organizational learning capability plays a significant role in determining the effects of emotional intelligence on job satisfaction. We assess this empirically through the responses of 157 employees from 8 companies in the Spanish ceramic tile sector. Implications of the findings for both academic and practitioners are examined. 2 INTRODUCTIONAccording to Goleman (2001, p. 14), emotional intelligence (henceforth EI), at the most general level, refers to the abilities to recognize and regulate emotions in ourselves and in others. Salovey and Mayer (1990, p. 189) understand EI as the ability to monitor one's own and others' emotions, to discriminate between them, and to use the information to guide one's thinking and actions. Publications from Salovey and Mayer (1990) and Goleman (1995) represent the beginning of the EI era in the academic and practitioner contexts, respectively. The construct of EI has received increasing attention in a variety of literature bases, such as competency management (Capaldo et al., 2006). Following this view, EI might be considered as a group of individual competencies essential for organizational performance.EI can affect an individual's success in an organization (Goleman, 2001). According to popular opinion and workplace testimonials, EI increases performance and productivity (Lam and Kirby, 2002). However, EI literature over-relies on expert opinion, anecdote, and unpublished surveys (Zeidner et al., 2004). The review by these authors underlines the scant, and sometimes highly controversial, empirical evidence used to support the importance of EI in the workplace and recommends that scientific studies be carried out in organizations.Very little empirical research analyzes the relationship between EI and job satisfaction, which has probably been the most extensively researched work attitude in the organizational behavior literature (Blau, 1999). Zeidner et al. (2004) suggest that EI could be acutely sensitive to possible factors, and, unlike conventional ability, EI may have both positive and negative associations with performance, depending on contextual factors. Bar-On's study (1997) is the only research that reports a modest relationship between total EI scores and job satisfaction.However, this direct positive effect could be due to the sample, comprised of a group of individuals in higher level occupations. Abraham (2000) found that although EI was related to job satisfaction, this was moderated by an environmental characteristic: job control. It is not sufficient to hire emotionally intelligent employees; for them to thrive, the environment must offer autonomy in decision making. In sum, some EI people are satisfied...

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“…According to them social intelligence is the process to identify one's own emotions and other people's emotions and internal states and as a result of act in a proper manner. Emotional intelligence leads to effective decision making (Ladd & Chan, 2004). Social intelligence consists of social skills that are very crucial element, comprising of capabilities such as to involve oneself in social relations, to handle different situations, knowledge of social norms, team management, and individual problem resolving skills (Riggio & Reichard, 2008).…”

Section: Literature Review Emotional Intelligencementioning

confidence: 99%

Effect of Emotional Intelligence on Investment Decision Making With a Moderating Role of Financial Literacy

Hadi¹

2017

CUBR

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This study explores the impact of emotional intelligence on investment decision making with a moderating role of financial literacy. The data are collected by using convenient sampling technique through a 5-point Likert scale questionnaire from a sample of 160 investors from stock exchange and banks. We found a positive and significant relationship between emotional intelligence and investment decision making and the same between financial literacy and investment decision. In addition, when we examined these two relationships under financial literacy, the relationship between emotional intelligence and investment decision making was further strengthened and significantly associated. The results suggest that to make suitable investment decisions, investors should have control on their emotions. Moreover, financial literacy of investors moderates this relationship. Investor's decision making may depend on other factors that need to be explored for in addition to what we have found in our study.The sample size and geographical coverage should increase to consider the importance of this study.

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Emotional intelligence and participation in decision‐making: strategies for promoting organizational learning and change

Cited by 97 publications

References 50 publications

The Relationship between Organizational Learning Capability and Job Satisfaction

The Relationship between Organizational Learning Capability and Job Satisfaction

Emotional intelligence and job satisfaction: the role of organizational learning capability

Effect of Emotional Intelligence on Investment Decision Making With a Moderating Role of Financial Literacy

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