A meta-analysis of job attitudes and emotional intelligence is discussed in the study. Journal of Occupational and Organizational Psychology is the title of the journal. Furthermore, it was released in 2006 by Humphrey, Miao, and Qian.
According to Humphrey et al. (2016)’s report A Meta-Analysis of Emotional Intelligence and Work Attitudes, emotional intelligence is the capacity to perceive, interpret, and control our own emotions. Furthermore, it entails comprehending, recognizing, and manipulating the feelings of others. Importantly, it raises understanding of feelings initiating our behaviors in such a way that they affect the individuals we communicate with in both positive and negative ways. Correspondingly, it comprises learning to control both our and other people’s emotions when subjected to pressure.
The research was a meta-analysis, which led to the variation in the research methods used. However, it put into consideration the variety of published studies regarded emotional intelligence and the satisfaction and performance at work. Pointedly, although the meta-analysis reviewed various studies, they fortunately included all the adults who are currently involved in the variety of profession’s workforce.
The authors had their primary interest in explaining the effect of emotional intelligence in job turnover, commitment, and satisfaction.
Several findings were demonstrated in the meta-analysis research. First, there are three types of emotional intelligence which are the self-report, ability and mixed emotional intelligence. Moreover, all the three kinds are significantly related to satisfaction in jobs. Markedly, mixed and self-report emotional intelligence demonstrates modest and also real significance in incremental validity (Δ R 2 = .06 for mixed EI and Δ R 2 = .03 for self-report EI). Further, the two types of emotional intelligence’s importance in the presence of personality and cognitive ability in the prediction of job satisfaction are relatively large (42.8% for mixed EI and 31.3% for self-report EI).
Importantly, there is a significant relation of the emotional intelligence with both turnover intentions (self-report EI: = −.33), and also organizational commitment (mixed EI: = .43; self-report EI: = .43). Essentially, both the mixed emotional intelligence and the self-report emotional intelligence show a great increase in validity after controls. Additionally, the two show more importance in the prediction of organizational commitment (44.2% for mixed EI; 46.9% for self-report EI). Besides, self-report emotional intelligence plays (60.9%) relative importance and incremental validity in the prediction of turnover intentions.
Summary of Crucial Points
The employees who possess high emotional intelligence express higher job satisfaction, lower turnover intentions, and greater organizational commitment. Besides, if emotional intelligence measures are added to the current cognitive actions and set of personality that is being used, then it automatically improves the employees’ turnover intentions, job satisfaction, and organizational commitment. Critically, emotional intelligence helps the employees reduce negative feelings, increase positive feelings and improve their job performance hence the automatic achievement of job satisfaction. To come up with satisfied and productive workers, there should be an incorporation of emotional intelligence in the recruitment of the employees, their training, and the development programs.
The Limitations of the Study
Inherently, the study was subject to bias by the researchers is a meta-analysis. In fact, there is a possibility that the researchers only the articles that led to a particular conclusion during the analysis process. Arguably, it is impossible to confirm whether the conclusions drawn from the research were done soundly and as per the best scientific practices in psychology. On the flip side, the article contentedly answered the question in place despite the limitations encountered.
Future Research Areas
1. How can I/O psychologists embed emotional intelligence into the workplace to increase worker satisfaction?
2. What are the outcomes of including emotional intelligence into other cognitive and personality measures currently being used in the workforce to assess job satisfaction, turnover, and commitment?
3. How does emotional intelligence (measured at recruitment and upon hire) predict future success in organizations and longevity of employees?
Humphrey, R.H., Miao, C., and Qian, S. A Meta-Analysis of Emotional Intelligence and Work Attitudes. Journal of Occupational and Organizational Psychology, no. 90(2), 2016, pp. 2044-2046, http://onlinelibrary.wiley.com/doi/10.1111/joop.12167/abstract. Accessed 30 Dec., 2016.