Muhammad Ali Jinnah University

Group Profile:

Group no. 4

Safa Riaz MM131015 Kiran Shaukat MM131042 Noureen Mushtaq MM131044

Emotional Intelligence as a Predictor of Job Satisfaction

with a Moderating Role of

Big-Five Personality Traits:

A study of Pakistani Banking Sector

IQ gets you Hired.!! EI gets you Promoted.!!

Conceptual Model

Research Questions:
What role does Emotional Intelligence play in predicting job satisfaction? How Big-Five personality traits moderate the relationship between Emotional Intelligence and Job satisfaction?

Research Objective:
To identify: The extent to which emotional intelligence predicts job satisfaction. The extent to which Big-five personality traits moderates the relationship between emotional intelligence and job satisfaction. The extent to which job satisfaction is influenced by emotional intelligence and Big-five personality traits in context of Pakistan?

but once you are in that field, emotional intelligence emerges as a much stronger predictor of who will be most successful, because it is how we handle ourselves in our relationships that determines how well we do once we are in a given job
Daniel Goleman

For the effective organizations, neither the behavior not its inner processes could be ignored
(Baumeister, Vohs & Funder, 2007)

For Effective Organization

Build effective HR Build effective business

There are countless studies on the negative spillover of job pressure on family life, but few on how Job Satisfaction enhances the quality of family life also
(Albert Bandura, 1977)

(in order to identify the someones personality traits)

Basically

there are five basic questions about a stranger, one is going to know or ask when they meet
Lewis R.Goldberg (1981, 1982 and 1983

From Machines to Hands..finally believed as Humans!!!

From Taylosrim (1911), through human movements and hawthorns studies (1933), it was established that Employees are Human Beings Emotions and Cognitions

Theoretical Support from Literature for present studys model

AFFECTIVE EVENT THEORY

By Weiss and Corpranzano (1996)

UNDERPINING THEORY

RELATING WITH MODEL

INTRODUCTION
Highlights of the supporting literature and significant contextual perspective of paper

INTRODUCTION
EI has a concrete role in any workplace
(Zeinder, Matthews & Roberts, 2004)

Managing Emotion contributes positively to work outcomes

(George, 2000).

EI results in Job Satisfaction, Effective Commitment & Job Performance

(Carmeli.A, 2003)

EI refers that one must practice it as well

(Rode and Mooney et al,2007)

EI facilitates Change (organizational & individual level)

(Huy. Q. N., 1999)

EI is perceived to be more productive than general intelligence

(Kirby and Lam, 2010)

Along with Big-five Personality traits, EI help individuals to tactically adjust themselves.
(Maria, Tsaousis and Nikolaou, 2003).

CONTINUED
Emotional intelligence and job satisfaction are interrelated
(Judge, Thoresen, Bono and Patton, 2001; Mousavi, Yarmohammadi, Nosrat and Tarasi, 2012)

According to the status of employee

(Ealias and George, 2012)

EI is also associated with leadership effectiveness and cultural adjustment and also moderates emotional exhaustion exhibited among employees, which ensures productive outcomes
(Rosete & Ciarrochi, 2005; Gabel, Dolan & Cerdin, 2005; Szczygiel, 2013)

EI is an important factor for JS

(Chin and chen, 2013)

Personality traits do predict better employee performance & job satisfaction

(Awadh &Ismail, 2010; Furnham, Eracleuos & Premuzic, 2009; Barkhuizen, Swanepoel & Ermakova, 2012)

CONTINUED
Positive and Negative personality with EI has significant impact on JS
(Kafetsiosis and Zampetakis, 2008).

Personality Traits distinguishes individuals behaviors at workplace, job performance & indidvuals outcomes.
(Berg and Feij, 2003; Hurtz and Donovan, 2000; Avsec and Kavcic, 2011)

Big five personality traits as the predictor of job satisfaction

(Judge, Heller and Mount, 2002; sheykhshabani and Beshlideh, 2012).

MAJOR CONTRIBUTORS
Authors and researchers: Mayer and Salovey (1989) Leuner (1886) Greenpond (1989) Golman (1995 ) Bar-On(1997) Rode & Mooney et al (2007) Gurlford (1948) Eysneck (1947) Cattel (1957) Gurlfurd (1955) Chnstal (1958) Norman (1963) & others Hoppock (1935) Arvey (1989 & 1991) Janssen Mobley (1982)

Emotional Intelligence

Big Five Personality Traits

Job Satisfaction

There is a lack of empirical studies, conducted contextually on this relationship (Alam, 2009) such as in Pakistan. The effects of EI and personality traits may also vary contextually. This study is aimed to fill this gap by contributing through this empirical study in this field and context of Pakistan

HYPOTHESIZES
H1: Emotional

intelligence intensifies job satisfaction as it is positively related with job satisfaction.

H2: Personality

traits moderate the relationship between emotional intelligence and job satisfaction and;

2a: Extraversion is positively associated with job satisfaction. 2b: Neuroticism is negatively associated with job satisfaction. 2c:Agreeableness is positively associated with job satisfaction. 2d: Conscientiousness is positively associated with job satisfaction. 2e: Openness to experience is moderately associated with job satisfaction.

Emotional Intelligence
Emotional Intelligence defined as an ability-trait, (Mayer, Caruso and Salovey 2008) consisting of recognition, understanding, utilization and management of ones own emotional states and of others, to solve emotions-loaded problems and to regulate the behavior (Mayer & Salovey, 1995

FOUR DIMENSIONS OF EMOTIONAL INTELLIGENCE ( DANIEL GOLEMAN 1997)

According to some researchers emotional intelligence is a center of human talent (Boyatzis, Goleman & Rhee, 1999). Every individual differs greatly in interpreting the information that he receives from surroundings and then ultimately using that information to behave in a certain way (Cartwright and Pappas, 2008).

Job satisfaction
Job satisfaction is a pleasant feeling of emotion when individual evaluates their job (Locke, 1969). Employee retention is big issue nowadays, which can be resolved by job satisfaction in this regard JS is positively related with employee retention (Judeh, 2013)

Emotional intelligence is effectual because it helps individuals to monitor their own emotions as well to rationally handle the behaviors and stress faced in organizations which makes them more satisfied towards their job (Schutte et al, 2001; Mayer, Roberts and Barsade, 2008).

H1: Emotional intelligence intensifies job satisfaction

Jofri, Jofri and Moghadam (2010) suggested that emotional intelligence adds managerial capabilities, job skills in employees , that result in better performance and ultimate job satisfaction. Ganzach (1998) also found cognitive abilities such as emotional intelligence to be the determinant of job satisfaction. Jeloudar and Goodarzi (2013) have found that degree of job satisfaction increases with the increase in emotional intelligence. Emotional intelligence predicts happiness and satisfaction among employees (Platsidou, 2013). Emotional intelligence enables individuals to manage feelings and handle stress (Yunus, Khalid & Nordin 2012).

Effective performance is related with level of job satisfaction whereas emotional incompetency can result negatively . (Ahangar, 2012; Druskat and Wolff, 2001).

Effective performance is related with EI to improve their abilities such as decision making power and respond to organizational change (Chiva and Alerge, 2008 ;Scott-Lad and Chan, 2004)

Various studies on EI-SJ relationship in Literature:

Professional institutes of India
(Mandip, Ali, Barkha, Godulika and Kamna, 2012)

Banking sector in Turkey

(Orhan and Dincer, 2012)

Government organizations in Kerman city

(Shiri, Dehqani and Taha, 2013)

Physicians in Greece
(Psilopanagioti, Anagnostopoulos, Mourtou and Niakas, 2012)

Vocational high schools in Taiwan

(Chin and Chen, 2013).

Big Five Personality Traits

Fit between individuals and environment

(Tanoff,1999).

Incorporation of EI concept in Big-five

(Petrides, Pita and Kokkinaki, 2007).

Constructive implications of EI and personality traits

(Navi, Redzuan and Hmasan, 2012: Zadel, 2006)

Main contribution of Goldburg (1999) Extraversion

Agreeableness Conscientiousness Neuroticism Openness to Experience

 Big- Five Trait Explanation:

Extraversion

Expressive, Assertive, Rewarding Interactions

Agreeableness

Individuals tendency to be Cooperative

Conscientousness

Responsible , result Oriented

Big- Five Trait Explanation (Continued)

Neuroticism

Moody, Insecure

Openness

How much a person is unusual towards experiences -ve emotions +ve emotions

Investigation of Traits and Different outcomes:

Positive results of agreeableness, extroversion and conscientiousness with Job satisfaction (Kappagoda, 2012: Kumar &Bakhshi, 2012, Ali Hussain &Zaidi, 2011).
Neuroticism. Less friendly,More trouble at work (Klien, Lim, Saltz & Mayer, 2004).

Role of Agreeableness in collectivit Societies like Asia (Templer, 2012).

 Personality traits predict Job performance (Awadh & Ismail, 2010).

Personality traits predict Job satisfaction (Furnham,Eracleuos & Premuzic, 2009).

REASONS: Extroversion....Energy and confidence to move ahead OpennessCreativity and Learning Conscientiousness Rational approach to work

(Soldz & Vaillant, 1999).

 Individuals who can deal with pressures at work (emotional intelliegance) and make profitable relationships with others (Big-five traits) enjoy more success and satisfaction with jobs (Khalatbri et al, 2011).

 So, our next Hypothesis is developed as;

H2: Personality traits moderates the relationship between emotional intelligence and job satisfaction; H2(a). Extraversion is positively associated with job satisfaction. H2(b). Agreeableness is positively associated with job satisfaction. H2(c). Conscientiousness is positively associated with job satisfaction H2(d). Neuroticism is negatively associated with job satisfaction. H2(e). Openness to experience is moderately associated with job satisfaction.

Measures
The scales used in this study for empirical testing were of five likert scale and were developed by :

1. Emotional Intelligence:
Schutte et al (1998) used by Chiva.R., & Alerge. J. (2006).

2. Job Satisfaction :
(Cammann.C., Fichman.M., Jenkins.D., & Klesh.J. (1983).

3. Big five Personality Traits

John.O.P., & Sarivastave.S. (1999). The big five trait taxonomy

Findings & Data Analysis

Model 1 2

R. Square Adjusted F. R. Square Change 0.135 0.220 0.098 0.158 3.711 3.019

Sig.F. Change 0.002 0.013

Model 1
Model 1 Constant EXTRO -1.73 AGREE 0.000 CONSEN 0.135 NEU -0.175 OPEN 0.253 EI 0.189 Beta T-values 3.937 -1.410 -0.002 1.206 -1.645 2.283 2.026 Significance 0.000 0.161 0.998 0.230 0.102 0.024 0.045

Model 2
Model 2 Constant EXT_EI 3.568 AGREE_EI 0.479 CONSEN_EI -0.884 NEU_EI -1.946 OPEN_EI 1.271 EI -1.163 2.590 0.359 -0.765 -1.314 0.966 -1.995 0.011 0.194 0.445 0.199 0.336 0.048 Beta T-values Significance

For your time and attention!!!