The Influence of Emotional Labor and Emotional Intelligence on Job Performance: Does Ownership Type Matter? A Comparison of Public and Private Organizations in China

Ma, Shaozhuang; Silva, María Gabriela; Trigo, Virgínia; Callan, Victor J.

doi:10.1080/01900692.2019.1646276

Cited by 6 publications

(7 citation statements)

References 70 publications

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“…Perceived social support and experience moderates the relationship between CQ and CCA. Ma et al (2020) found that emotional labor was to have a significant effect on in-role performance, and EI moderated the link between emotional labor and JP in public organizations, but not in private organizations. Therefore, this study proposes the following hypothesis:…”

Section: Psychological Capital and Organizational Citizen Behaviormentioning

confidence: 87%

Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

Liao

Huang

2022

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PurposeEmotional intelligence (EI) affect behavior and thinking patterns are linked to physical and mental health, employee interpersonal relationships and job performance. Regarding individual EI, workplace employees expect high organizational support with positive employee relations, because they regard employee relations as a perceived support from the organization, which reflects a positive organization's citizenship behavior. Thus, in terms of human resource management, enhancing organizational citizen behavior can ensure that employees continue to improve job performance by maintaining a positive psychological state and employee relations.Design/methodology/approachUsing a questionnaire survey and structural equation modeling, this study aims to investigate the relationships between EI, psychological capital, job performance, organizational citizenship behavior (OCB) and perceived organizational support. The research subjects (N = 536) were in life insurance companies in Taiwan.FindingsThe results showed that psychological capital plays a mediating role in the effect of EI on OCB. Perceived organizational support is used to determine the existence of the effect of moderated mediation in the proposed research model.Originality/valueThis is the first study to find that the indirect effect of EI on organizational citizen behavior through psychological capital is stronger when there are higher levels of perceived organizational support than when there are lower levels of perceived organizational support. In addition, in terms of employee relation development, employee perceived organizational support from organizations is a critical influence which bridges employees' EI and organizational citizen behavior through psychological capital on the human resource management.

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Section: Psychological Capital and Organizational Citizen Behaviormentioning

confidence: 87%

Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

Liao

Huang

2022

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“…Despite this, there is still a lack of findings on employee's emotional labor and how their levels of emotion could affect their work performance (Ma et al, 2020). Further research needs to be conducted to address these research gaps.…”

Section: Significance Of the Studymentioning

confidence: 99%

“…Further research needs to be conducted to address these research gaps. Additionally, the topic of emotional intelligence and its outcomes in the private sector have received significant attention among scholars (Kotze and Venter, 2011), questions have arisen regarding the evidence in the public sector (Ma et al, 2020) especially within the context of Malaysia (Supramaniam & Singaravelloob, 2020). To compound the issue, it has been found that the public sector performance has declined since 2014 (Zahiid, 2019).…”

Section: Significance Of the Studymentioning

confidence: 99%

Unraveling the Link between Emotional Intelligence and Work Performance: Public Sector Evidence

Yusoff,

Zulkafli,

Jahya

et al. 2023

IJARBSS

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Organizational performance is determined by the performance of its employees. The organization cannot achieve success if employees are unable to perform well. While organizations may provide various kinds of work-related support to assist employees in performing their duties effectively, the employees themselves ultimately control their performance. This is where emotional intelligence comes into play. A substantial body of literature in this domain has primarily focused on the private sector to explore the correlation between emotional intelligence and employee work performance, raising inquiries about the extent of evidence available for the public sector context. To study the relationship between the mentioned variables, a cross-sectional online survey design was employed. The study was conducted among employees in a selected government agency. Using convenience sampling method, an online survey link was distributed through social media platform, and 136 usable responses were collected. Through Pearson Correlation Analysis and Multiple Regression Analysis, all research objectives were achieved, and four hypotheses were accepted indicating a positive and significant relationship between emotional intelligence constructs and work performance. Among the four constructs of Goleman's emotional intelligence -selfregulations, self-awareness, self-motivation and social skills -self-motivation was found to be the strongest predictor (β=0.269; p = 0.004) of employees' work performance. Additional studies are required to assess the generalizability of these findings to different work settings and sectors, as well as to pinpoint effective approaches for fostering improved emotional intelligence management among employees, particularly within the public sector. Considering the vital role of government servants in providing the best services for citizens, these research findings could help the government understand the importance of ensuring that employees are skilled in managing their emotion while performing their works.

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“…At the organizational level, organizations often create the necessary emotional context for carrying out their desired collective actions (Charmine 2008). Emotional labor research has shown that employees present the appropriate emotional behaviors to meet organizational demands (Ma et al 2020). According to Shlomo and Anat (2008), emotions at the organizational level are dynamic and show a positive spiral trend.…”

Section: Organizational Emotional Capabilitymentioning

confidence: 99%

“…Emotional labor research has shown that employees present the appropriate emotional behaviors to meet organizational demands (Ma et al. 2020). According to Shlomo and Anat (2008), emotions at the organizational level are dynamic and show a positive spiral trend.…”

Section: Literature Reviewmentioning

confidence: 99%

The impact of ability‐, motivation‐ and opportunity‐enhancing strategic human resource management on performance: the mediating roles of emotional capability and intellectual capital

Jia

Seufert

et al. 2021

Asia Pac J Human Res

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We used data from 441 managers of science and technology enterprises to empirically test the dynamic capability path and resource-based path of ability-enhancing, motivation-enhancing and opportunity-enhancing (AMO) strategic human resource management as influencing factors on performance. The results show that AMO-enhancing strategic human resource management affects organizational performance through organizational emotional capability and organizational intellectual capital in the start-up stage. In the development stage, ability-and opportunity-enhancing strategic human resource management affects performance through organizational emotional capability and organizational intellectual capital, while motivation-enhancing strategic human resource management has no significant impact on performance. In the mature stage, ability-enhancing strategic human resource management influences performance through organizational emotional capability, while motivation-and opportunity-enhancing strategic human resource management has no significant effect on performance.

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The Influence of Emotional Labor and Emotional Intelligence on Job Performance: Does Ownership Type Matter? A Comparison of Public and Private Organizations in China

Cited by 6 publications

References 70 publications

Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

Unraveling the Link between Emotional Intelligence and Work Performance: Public Sector Evidence

The impact of ability‐, motivation‐ and opportunity‐enhancing strategic human resource management on performance: the mediating roles of emotional capability and intellectual capital

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