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The Impacts Of Emotional Intelligence And Emotional Dissonance: A Systematic Review

Table 1:

S# Author Title Sample Size Findings
1 Chiva & Alegre (2008) EI and job satisfaction: the role of organizational learning capability. N=157 Workers of Ceramic tile manufacturers Spain. Organizational Learning Capability plays a significant role in determining the effects of EI on job satisfaction.
2 Sener, Demirel, & Sarlak (2009) The effect of the EI on job satisfaction. N=80 Nurses and midwives of Turkey. Association was found between the EI and job satisfaction.
3 Ismail, Yao, Yeo, Lai-Kuan, & Soon-Yew (2010) Occupational stress features, EI and job satisfaction: an empirical study in private institutions of higher learning. N=80 Academic Employees. EI acts as a partial moderating variable in the relationship between occupational stress and job satisfaction.
4 Naseer, Chishti, Rahman, & Jumani (2011) Impact of EI on Team Performance in Higher Education Institutes. N=15 teams consisting of 5-15 members. Results indicated that EI had positive impact on team performance.
5 Hur,, Berg,& Wilderom,C. P. (2011). Transformational leadership as a mediator between emotional intelligence and team outcomes. N= 55 teams consisting of 859 employees of public organizations of Korea. TFL mediates the relationship between EI and leader effectiveness.
6 Çekmecelioğlu, Günsel, & Ulutaş,(2012) Effects of Emotional Intelligence on Job Satisfaction. N=135, Academicians from Universiti Utara Malaysia. Findings indicated that employees with high emotional recognition have higher levels of internal job satisfaction.
7 Al Ali, Garner, & Magadley,. (2012). An Exploration of the Relationship Between Emotional Intelligence and Job Performance in Police Organizations. N=310 police officers. The results showed significant correlations between EI levels and police job performance.
8 Heidarzadeh & Mirvaisi, (2013) A survey on impact of EI, organizational citizenship behaviors and job satisfaction on employees’ performance in Iranian hotel industry. N=225Hotel employees. The results confirmed that EI have positive impacts on job performance, organizational citizenship behavior.
9 Mortan,Ripoll, Carvalho, & Consuelo,(2014) Effects of EI on entrepreneurial intention and self-efficacy. N=394, Volunteer students. Results indicated that two dimensions of EI, regulation and utilization of emotions, positively affect entrepreneurial self-efficacy.
10 Shamsuddin, & Rahman, (2014). The relationship between emotional intelligence and job performance of call centre agents. N=118 call centre agents of Kuala Lampur. Two EI dimensions regulation appraisal emotion (RAE) and use of emotion (UOE) contributed to job performance.
11 Chen, Bian, & Hou, (2015) Impact of transformational leadership on subordinate’s EI and work performance. N=243, Employees of Taiwan. The data indicated that EI had a positive relationship with work -performance; meanwhile, perceived leader’s TFL positively moderated the relationship between subordinate’s EI and work performance.
12 Rezvani,Chang,Wiewiora,Ashkanasy,Jordan, &Zolin,(2016). Manager emotional intelligence and project success: The mediating role of job satisfaction and trust. N=373 Project managers of Australians defense industry. EI has positive impact on project success, job satisfaction and trust.
13 Makkar. & Basu (2017) The Impact of Emotional Intelligence on Workplace Behaviour: A Study of Bank Employees. N=300 Bank employees. The results revealed that high EI shows positive workplace behaviour as compared to employees who scored less in EI.
14 Akhter, Ghufran, Hussain & Shahid (2017) The effect of EI on employees’ performance: The moderating role of Perceived Organizational Support. N=316, Employees working in banks located in Islamabad (Pakistan) Findings suggest that EI has positive impact on employee’s job performance, and perceived organizational support.
15 Bozionelos, & Singh (2017). The relationship of emotional intelligence with task and contextual performance: More than it meets the linear eye. N=188 Expatriates. Employees with high score in EI has strongest job performance ratings.
16 Dust, Rode, Arthaud-Day, Howes, & Ramaswami, (2018). Managing the self-esteem, employment gaps, and employment quality process: The role of facilitation- and understanding-based EI. N=157 Alumni of a university in USA. Results suggest that subjects with low EI lack the ability to harness emotional information to enhance their thinking and to make connections between emotions and situations.
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