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1
Herman, Carl R. "Development emotional intelligence for increased work engagement, organisational commitment, and satisfaction with work life." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80133.
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Thesis (MComm)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their
human capital. In order for such organisation to stay ahead investing in best practices
regarding people management and development is of paramount importance. In recent times,
work engagement has been empirically linked to many positive organisational outcomes
(Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, &
Bakker, 2006a). However, research on practical organisational interventions, aimed at
increasing work engagement, is scant.
Engaged employees often experience positive emotions (Bakker & Demerouti, 2008). Happy
people are more sensitive to opportunities at work, more outgoing and helpful to others, more
confident when interacting with others and more optimistic when taking on challenges.
According to Bakker, Schaufeli, Leiter, and Taris (2008) engagement not only stems from job
resources, but from personal resources as well. Building on Fredrickson’s (2000) Broad and
Build theory of positive emotions, it is argued in this study that Emotional Intelligence (EI) is
a personal resource that has not been studied in relation to work engagement. EI refers to the
capacity to effectively perceive, express, understand and manage emotions in a professional and
effective manner at work (Palmer & Stough, 2001). EI regulation abilities (e.g. emotional
management and control) help increase individuals’ coping and / or resilience when more
positive affect is experienced, according to Fredrickson’s Broad and Build theory, and should therefore be a particularly important personal resource for the enhancement of work
engagement. The development of EI has progressively been gaining positive momentum and
various studies have provided empirical support to suggest that EI can be developed
(Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner, 2005;
Gorgens-Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski &
Cartwright, 2003). By using the Swinburne University Emotional Intelligence Test (SUEIT)
theoretical framework, it is argued that by developing emotional recognition and regulation
abilities, specifically that of emotional management, employees would be better able to
manage their positive and negative emotions, thereby improving their positive psychological
state at work, which should increase their level of engagement. It is furthermore argued that
increased EI will also affect other positive organisational outcomes, such as organisational commitment and satisfaction with work life. To this end, an EI training intervention
programme was implemented and evaluated within an international courier company based in
Cape Town, South Africa. A controlled experimental design (two-group pre- and post-test design) was utilised for the
research. The EI training programme was evaluated in terms of its effect on EI, work
engagement, organisational commitment and satisfaction with work life. A second objective
of the study was to investigate and replicate previous research on the interrelationships
between the constructs in the study within a South African sample. The total sample
consisted of 35 full time employees. Three assessments were conducted (one week before
the start of the intervention, immediately after the completion of the training, and two and a
half months thereafter) The findings of the study demonstrated limited empirical support for
the notion that EI training could improve levels of EI. Although definite trends to suggest this
were evident in the data, the results were not statistically significant. Empirical evidence
further suggested partial and weak support for work engagement and satisfaction with work
life levels increasing as a result of the intervention. Unfortunately no support for
organisational commitment levels improving as a result of the training was found. In terms of
exploring and replicating the interrelationships between the constructs in the study,
favourable results were found. Significant positive relationships emerged between all the
related constructs. The results, however, need to be interpreted in terms of the limitations that
were identified for this study. The results suggest that more research is required in this
domain.<br>AFRIKAANSE OPSOMMING: Hoogs kompeterende maatskappye is bewus daarvan dat hul vlak van mededingingheid
grootliks opgesluit lê in hul menslike hulpbronne. Vir sulke organisasies om vooruitstrewend
te wees, is die beleging in menseontwikkeling en bestuur van uiterste belang. Empiriese
navorsing oor werknemerbetrokkenheid toon dat dit verband hou met baie positiewe
organisatoriese uitkomste (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro,
2005; Schaufeli, Taris, & Bakker, 2006a). Navorsing oor praktiese organisatoriese
intervensies om werknemersbetrokkenheid te verhoog, is egter skaars.
Werknemers met hoë werknemerbetrokkenheid ervaar gereeld positiewe emosies (Bakker &
Demerouti, 2008). Gelukkige werknemers is meer bewus van geleenthede, is meer sosiaal en
hulpvaardig, meer selfversekerd in sosiale omstandighede, en meer optimisties wanneer hulle
gekonfronteer word met uitdagings. Volgens Bakker, Schaufeli, Leiter, en Taris (2008) spruit
werknemersbetrokkenheid nie net voort uit werksbronne nie, maar ook vanuit persoonlike
hulpbronne. Na aanleiding van Fredrickson se (2000) “Broaden and Build” teorie oor
positiewe emosies word daar in hierdie studie geargumenteer dat Emosionele Intelligensie
(EI) ‘n persoonlike hulpbron is, wat nog nie in verwantskap met werknemersbetrokkenheid
bestudeer is nie. EI verwys na die kapasiteit om emosies binne die werkskonteks te kan
herken, verstaan en bestuur op ʼn professionele en effektiewe wyse (Palmer & Stough, 2001).
EI reguleringsvaardighede (bv. emosionele bestuur en beheer) bevorder individue se hanteringsvaardighede en veerkragtigheid wanneer meer positiewe emosies ervaar word.
Volgens Fredrickson se “Broaden and build” teorie behoort dit dus ʼn belangrike persoonlike
hulpbron te wees wat tot verhoogde werknemersbetrokkenheid kan lei. Positiewe
voortuitgang in studies oor die ontwikkeling van EI bestaan tans en verskeie studies het tot
dusver wetenskaplike steun verskaf vir die verwagting dat EI ontwikkel kan word (Dulewicz
& Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner. 2005; Gorgens-
Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright,
2003). Deur gebruik te maak van die Swinburne Universiteit Emosionele Intelligensie toets
(die SUEIT) se teoretiese raamwerk, word daar geargumenteer dat die bevordering van
emosionele herkennings- en reguleringsvermoë, spesifiek emosionele bestuur, werknemers se
vermoë om hulle eie positiewe en negatiewe emosies te bestuur, behoort te verbeter. Dit sou ʼn verbeterde positiewe sielkundige toestand by die werk tot gevolg kan hê, wat tot verhoogde
werknemersbetrokkenheid kan lei. Daar word ook aangevoer that verhoogde EI ook ander
positiewe organisatoriese uitkomste, soos organisatoriese toewyding en satisfaksie met
werkslewe, positief sal affekteer. Gevolglik is 'n EI opleidingsprogram geïmplementeer en
geëvalueer in ‘n internasionale afleweringsmaatskappy wat gebaseer is in Kaapstad, Suid
Afrika.
‘n Beheerde eksperimentele ontwerp (twee-groep voor- en natoetsontwerp) is gebruik in
hierdie navorsing. Die EI opleidingsprogram is geëvalueer in terme van die effek op die EI,
werknemerbetrokkenheid, organisatoriese toewyding en satisfaksie met werkslewe. ’n
Tweede doel stelling van die studie was ook om die verwantskappe tussen die konstrukte te
ondersoek en vorige navorsing in die verband binne ʼn Suid-Afrikaanse steekproef te
reproduseer. Die totale steekproef het bestaan uit 35 permanent aangestelde werknemers.
Drie assesserings het plaasgevind (een week voor die aanvang van die intervensie, direk na
die afhandeling van die opleiding, en twee en ‘n half maande daarna). Die bevindinge van die
studie het beperkte empiriese bewyse verskaf vir die aanname dat EI opleiding wel EI vlakke kan bevorder. Alhoewel daar duidelike tendense was wat dit suggereer in die data, was die
resultate nie statistiese beduidend nie. Die empiriese bewyse het verder slegs gedeeltelike en
swak ondersteuning verskaf vir die aanname dat werknemerbetrokkenheid en satisfaksie met
werkslewe verbeter het as gevolg van blootstelling aan die intervensie. Geen bewyse dat
organisatoriese toewydingsvlakke verbeter het as gevolg van blootstelling aan die intervensie,
is gevind nie. Gunstige resultate aangaande die verwagte verwantskappe tussen die
konstrukte in die studie is gevind. Positiewe, betekenisvolle verwantskappe tussen al die
konstrukte word gerapporteer. Die resultate van die studie behoort binne die konteks van die
beperkinge wat vir hierdie studie geïdentifiseer is, interpreteer te word. Die resultate toon dat
meer navorsing in hierdie domein benodig word.
2
Bailey, Cara. "Developing emotional intelligence around death and dying in emergency work." Thesis, University of Nottingham, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.503154.
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Jin, Tao 1971. "An exploratory study on information work activities of competitive intelligence professionals." Thesis, McGill University, 2008. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=94185.
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Competitive intelligence (CI) can be loosely defined as the process by which an organization legally and systematically collects, organizes, analyzes, and disseminates the information about its competitive environment. Notwithstanding the growing interest in CI, there are few empirical investigations on the work activities of CI professionals. This research addresses three basic questions: Who are CI professionals, which tasks and activities are they engaged in and how do they go about them, and what factors constrain their performance and completion of these tasks and activities? Twenty-eight CI professionals across Canada participated in the study from 24 different organizations, representing 16 specific industries. These CI professionals include various intelligence managers and analysts, market researchers, strategic advisors, and information specialists, representing two main groups: business professionals and information professionals. Their major goals are to heighten awareness of the competitive environment in which their organizations compete and to enhance decision making by their various clients. To achieve these goals, they engage in 10 general classes of activities: news scanning and monitoring; project management; responding ad hoc requests; communicating with various stakeholders; preparing CI products/deliverables; perusing and evaluating various materials; writing and editing diverse documents; coaching and training other staff for CI; undertaking training themselves; and administrative, non-CI, and sundry other activities. Among them, most of time is allocated to preparing CI products or deliverables, communicating with various stakeholders, and email processing and news scanning. Most of the information needs of the participants are not personal but derive from their organizational needs and clientele. The information seeking behavior of the participants can be situated on four axes: cyclical and noncyclical, reactive and proactive, linear and<br>Malgré l’intérêt grandissant pour la veille concurrentielle, il existe peu d’études empiriques traitant du travail des professionnels oeuvrant dans ce domaine. La présente étude pose trois questions de base: qui sont les professionnels faisant de la veille concurrentielle; quelles sont leurs tâches et activités et comment sont elles réalisées; et finalement, quels facteurs limitent leur performance et capacité de compléter ces tâches et ces activités. À travers le Canada, 28 professionnels de la veille concurrentielle ont été recrutés pour l’étude représentant 24 organisations différentes dans 12 industries générales et 16 de type spécifique. Ces professionnels représentent des analystes, des gestionnaires de l’information, des chercheurs en études de marché, des conseillers stratégiques et des spécialistes de l’information. Leurs objectifs principaux consistent à accroître la conscientisation à l’environnement concurrentiel dans lequel leurs organisations rivalisent et à rehausser la qualité de la prise de décision chez leurs différents clients. Pour atteindre ces objectifs, ils et elles s’impliquent dans dix catégories distinctes d’activités: scruter les nouvelles et gérer une veille informationnelle; gérer des projets; répondre aux demandes d’information ponctuelles; communiquer avec les différentes parties; élaborer des produits de veille concurrentielle; lire et évaluer le matériel diversifié; rédiger et réviser des documents variés; former des employés à la veille concurrentielle; recevoir une formation continue; et s’impliquer dans d’autres activités administratives non-reliées au domaine de la veille. La plupart du temps est consacré à la préparation des produits de veille concurrentielle, aux communications avec les diverses parties, à la gestion de courriel et à la scrutation des nouvelles. La plupart des besoins informationnels des participants ne sont pas individuels mais$
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Tohemer, Mohammad. "The Association between Emotional Intelligence and Work Engagement in Frontline Nursing." Thesis, Capella University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13807083.
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<p> The purpose of this study was to assess the relationship between emotional intelligence and work engagement in the context of frontline nurses in acute care settings. The relationship between age, gender, years of experience, educational attainment, and specialization was investigated in relation to frontline nurses’ emotional intelligence and work engagement. This quantitative nonexperimental study was conceptualized to bridge a knowledge gap regarding the extent to which emotional intelligence and demographic factors are associated with work engagement in nursing. This study was based on theories concerning emotional intelligence and work engagement constructs. Participants included 142 frontline nurses working in an acute care setting within the United States. All data were gathered quantitatively using an online survey. The survey instrument included a compilation of two measurement scales (the Assessing Emotions Scale [AES] and the Utrecht Work Engagement Scale [UWES]) and a demographic questionnaire. The data analysis procedures included one-way analysis of variance, Spearman’s <i> rho</i> correlations, independent <i>t</i>-tests, and multiple regression analysis. The results of the study revealed that there is no statistically significant correlation between age, gender, years of experience, educational attainment, and specialty with emotional intelligence. Moreover, the findings revealed that there was a statistically significant positive correlation between emotional intelligence and age with work engagement level among frontline nursing. There was no statistically significant correlation found between gender, years of experience, educational attainment, and specialty with work engagement. The study results provide a pathway for researchers to better understand nurse emotional intelligence and work engagement in relation to demographic variables.</p><p>
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Arnold, Nathan S. "Reexamining Deus ex Machina: Artificial Intelligence, Theater, & a New Work." Ohio University Honors Tutorial College / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1569001838298508.
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Wiggins, Louis-Jane. "Group work to enhance emotional intelligence in vulnerable children in middle childhood." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27309.
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The researcher has identified an aspect of the practical implementation of the social services rendered to vulnerable children that required attention. This was that a child’s emotional wellness is influenced by the circumstances in which the child is raied. Children removed from the care of their primary caregiver and placed in alternative care tend to be emotionally needy. Without efficient stimulation, the cycle of unhealthy emotional intelligence will continue from one generation to the next, as children cannot stimulate their own children appropriately when they become parents, if they were never stimulated appropriately themselves. This study dealt with the influence that group work may have on the emotional intelligence of vulnerable children in middle childhood. A literature study was conducted, which contains information regarding group work and the emotional development of children in middle childhood. This information also formed the basis of a questionnaire. The empirical study involved group work with five vulnerable children in middle childhood placed in places of safety under the auspices of Tsenang Homes of Safety. The study was conducted in the onegroup- pre-test-post-test context of the quasi-experimental design. Therefore a pretest was conducted to gain an understanding of the group members’ pre-existing emotional intelligence. After eight group work sessions, two post-tests, utilising the same questionnaire as was used during the pre-test, were conducted by each group member. The pre-test and post-tests results were compared and illustrated in the findings. The empirical data obtained in this study revealed that group work can be utilised to enhance the emotional intelligence of vulnerable children in middle childhood. Therefore, from this study conclusions and recommendations for future studies and practice were formulated.<br>Dissertation (MSW)--University of Pretoria, 2010.<br>Social Work and Criminology<br>unrestricted
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Diemer, Barbara Joanna. "The Relationship Between Cultural Intelligence and Work Outcomes of Expatriates in China." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1820.
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International assignment failures cost an organization roughly 3 to 4 times an expatriate's annual salary with the most expatriate failures cited for work assignments in China. Previous scholarly research identified cultural intelligence (CQ) as being influential to expatriate work outcomes. The purpose of this correlational study was to examine the relationships among a subset of CQ predictor variables and work outcome related dependent variables. Quantitative analysis regarding the relationship between CQ and work outcomes for U.S. nationals working in China does not currently exist in the scholarly research. Improvement of expatriate work outcomes and reduction of failed assignment costs is the intention. The study included self-reported measurements collected via online surveys from 88 U.S. nationals with work experience in China. Pearson correlation test results and multiple linear regression analysis indicated significant predictive relationships between CQ and work performance (F(4, 83) = 8.202, p < .001, adjusted R2 = .249) and between CQ and job satisfaction (F(4, 83) = 3.522, p < .05, adjusted R2 = .104). Motivational CQ had a statistically significant predictive power for work performance and job satisfaction. These findings suggest that the CQ construct may help to assess expatriate assignment readiness. The social change implications of this study include the utilization of CQ in better identification, selection, and training of employees for international assignments; improvement of expatriate work outcomes; reduction of expatriate turnover; and reduction of expatriate assignment costs.
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Ötting, Sonja Kristine [Verfasser]. "Artificial intelligence as colleague and supervisor: Successful and fair interactions between intelligent technologies and employees at work / Sonja Kristine Ötting." Bielefeld : Universitätsbibliothek Bielefeld, 2021. http://d-nb.info/1231994789/34.
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Taylor, Madeline. "Technical skill, emotional intelligence, and creative labour: The collaborative work of costume realisation." Thesis, University of Melbourne, 2021. https://minerva-access.unimelb.edu.au/handle/11343/295015.
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Over the last few decades, the creative practice of costume designers, primarily responsible for conceptualising the costume design, has increasingly received welcome and deserved recognition. However, the creative practice of costume technicians responsible for planning, sourcing, and constructing the costumes are less recognised and valued. This position is predominantly due to historically determined prejudices around creativity and craft work, and the hierarchical structures of theatre-making. In response to this longstanding devaluing, this thesis asks, what does a close study of costume technicians’ work reveal about the costume workshop's creative practices and social dynamics?<br/><br/>The thesis hypothesises that costume technicians’ work in design realisation has three main domains: technical, emotional, and creative. In this thesis, I argue the importance and contribution of technicians’ emotional intelligence and creative labour, alongside their technical skills, in their collaboration with designers. I evidence this through exploring these two domains’ deployment in the collaborative mechanisms of costume design development. <br/><br/>Linguistic ethnography is used to investigate this topic. As a methodology, linguistic ethnography marries ethnographic fieldwork with linguistic analysis, which I supplement with interviews with industry practitioners and extensive design theory. Comprehensive ethnographic studies of three sizeable Australian theatre costume workshops enable a detailed examination of costume design realisation and the collaborative partnership of costume technicians and designers. This generative methodology is novel to the costume field and establishing its value for costume research is one of the new knowledge contributions this thesis makes. <br/><br/>This thesis contributes to costume practice and research through its explication of costume realisation’s collaborative processes. Three key findings emerged from the study. Firstly, the importance of the costume community of practice in learning the values, behaviours and boundaries of creative decision making, secondly the creative contributions costume technicians make to the design development during the costume realisation process due to their interpretive role, and thirdly how the strict hierarchies of costume labour are negotiated by the people working within them. It further identifies several collaborative mechanisms consistently used in costume realisation to simultaneously align collaborator’s various interpretations of the intended design and the trust between them. Overall, this thesis enables an expanded understanding of the design realisation process, and the emotional intelligence and creative judgement required by costume work.
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Barrass, Deon Brian. "The relationship between authentic leadership, cultural intelligence and employee behaviour." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020336.
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Employee performance is a constant concern for any manager in a company or organisation. Managers have the unenviable task of balancing the meeting of organisational targets through the resources at their disposal. They must also manage their own responsibilities and personal targets which could be different to targets of the employees. These differences could create divergent priorities and affect the manager-employee relationship. Managers, in an effort to create a healthy work environment, need to show leadership qualities that encourage cooperation from their employees. These qualities must enable employees to form trustworthy relationships with their colleagues and the organisation thereby encouraging employee engagement and improved performance. A specific leadership quality that can create this type of positive and productive environment is authenticity. Authentic leadership can engender employee trust and organisational commitment and improve performance. Authentic leadership encourages improved relationships in the organisational environment by allowing employees and managers to communicate effectively. This encourages understanding of individual and organisational limitations in a non-threatening manner. Cultural intelligence is another quality that can enhance the employee manager relationship and affect the organisational climate. In South Africa’s culturally diverse environment managers from various cultural backgrounds will need to form healthy working relationships with employees and colleagues to encourage cooperation. These challenges and opportunities form the basis for this research study in the hope of informing managers of the relevance of the research topic and encouraging a change of behaviour and further study within the South African work environment.
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Permall, Charne Lee. "Emotional intelligence and work engagement of leaders in a financial services organisation undergoing change." Thesis, University of the Western Cape, 2011. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_9569_1320754375.
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Research (Sartain et al., 2006) indicates that engagement demands a more thoughtful way to address the everyday realities of organisational life. The current research endeavours to elucidate the relationship between emotional intelligence and work engagement amongst leaders in a financial service organisation undergoing change.
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Calvaress, Vanessa. "The future of work: Careers and skills needed in the age of robots." Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/625758.
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Vanessa Calvaressi representante de la Universidad de Torrens en Australia expone sobre el futuro de la inteligencia artificial y la robótica. Además, informa respecto a las carreras que ofrece la Universidad de Torrens, ligadas a estos temas
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Applewhite, Pamela Applewhite. "Examining the Role of Emotional Intelligence in the Work and Life Balance of Foster Care Workers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3517.
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Foster care workers are an important part of the social service system, as they are the first line of support for children without families or who have been subjected to tragic events leading to their need for foster care. Foster care workers often experience work-life boundary issues due to the emotional nature of their work. The purpose of this quantitative study was to examine the relationship between (a) emotional intelligence and absenteeism and (b) emotional intelligence and work-life balance with foster care workers. Data was collected from foster care workers in the state of South Carolina employed with the Department of Social Services (n=200). Participants completed the Emotional Social Competency Inventory (ESCI) and the Work Related Quality of Life Scale (WRQoL) via pen and paper and email receipts. Ordinary least squares regression was used, including methods for mediation testing; multivariate analysis of covariance was also carried out for robustness testing purposes. No significant relationship was found between emotional intelligence and absenteeism. There was a significant relationship between various elements of emotional intelligence and various elements of work-life balance, but the effect sizes were small (> 0.04). There were no significance effects based on the results for absenteeism. Overall, the results illuminate the role of emotional intelligence on the work and life balance of foster care workers. One recommendation for future research would be to distinguish between voluntary and involuntary absenteeism. The results of the study can be used by organizations that employ foster care workers to improve the work and life balance and the effects of absenteeism in this line of work.
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Walters, Ryan L. "The Predictive Power of Machiavellianism, Emotional Manipulation, Agreeableness, and Emotional Intelligence on Counterproductive Work Behaviors." Wright State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=wright1623081304072487.
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Torres, de Souza Madyana. "Marco: Promoting social interactions on coworking spaces with artificial intelligence." Thesis, Umeå universitet, Designhögskolan vid Umeå universitet, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-126082.
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With an increase in alternative forms of work, people are no longer limited to traditional office spaces. The aim for a healthier integration of private and work comes with the advantages of experimenting with new technologies. As a result, coworking spaces are spreading through the urban centers. But our way of dealing with work is still marked by our corporate-focused past. This project aims to explore how can co-working spaces occupy a more meaningful role by connecting people with their interests. My interest is to unveil the social rules of the space and turn interactions between coworkers more pleasant and easy. The result is a reflection about the future of collaborative workplaces. The success of the experiments reflect the openness of most co-workers and hosts. On a higher level the project gave me a better understanding of how AI could help to improve the social aspect of our workplaces.
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Hoppe, Magnus. "The intelligence worker as a knowledge activist : An alternative view on intelligence by the use of Burke’s pentad." Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-19060.
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As society and business is becoming more complex, the creation and management of knowledge attracts more attention. For intelligence research it offers an alternative perspective on the art and science of intelligence that challenges a previous dominance of strategy and decision-making theories. The article is based on semi-structured interviews with intelligence personnel in four different multinational companies. Through the use of Burke’s pentad this article gives an account of important challenges encountered by intelligence personnel in modern business organizations due to an increasing dependence on different knowledge processes. These challenges are summarized in four central tasks for knowledge activists; that is to initiate and focus knowledge creation, to reduce the time and cost needed for knowledge creation, to leverage knowledge creation initiatives throughout the corporation and to guide knowledge creation by the instigation of complementary reference points. By engaging in these types of activities intelligence workers are able to stage and influence different sorts of analytical conversations, where the insights from these conversations as reformed knowledge govern an evolving strategy in dispersed circumstances. Thus, intelligence workers fulfil their purpose, which in this perspective can be viewed as creating better business in whatever process they engage in.
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Flowers, Lakeesha A. "The Relationship between Mentoring and Social Status at Work: A Social Network Status Study." Doctoral diss., University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5214.
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Mentoring is an important means of developing talent. Typically, mentoring involves two individuals – a mentor, who provides career development and psychosocial support to a less experienced counterpart (the protege). Because mentoring is related to several desired outcomes such as career advancement, and job satisfaction, it is important to understand which individual characteristics are important to obtaining or providing effective mentoring. It is also necessary to examine potential but unconfirmed outcomes of mentoring such as social network status. This study examined the relationships between several individual characteristics, namely social intelligence and emotional intelligence, and mentoring relationships. In addition, this study examined the relationships between mentoring and social network status. In this non-experimental study, there were several unique relationships among these constructs. The results indicate a person's social intelligence is indicative of their status as a mentor (or not a mentor) but is not related to status as a protege (or not a protege). In addition, a mentor's perception of the costs and benefits of mentoring were explained by the protege's social intelligence and emotional intelligence. A mentor's social intelligence also explained the quality of the mentoring given. Finally, a mentor's social network status was related to the protege's social network status but this relationship was not due to the mentoring received. This study provides one of the first examinations of the relationship between mentoring and social network status and provides areas for future research and practical considerations.<br>ID: 031001464; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Adviser: Kimberly A. Smith Jentsch.; Title from PDF title page (viewed July 8, 2013).; Thesis (Ph.D.)--University of Central Florida, 2012.; Includes bibliographical references (p. 118-129).<br>Ph.D.<br>Doctorate<br>Psychology<br>Sciences<br>Psychology; Industrial and Organizational
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Pangilinan, John Simon. "IMPACT OF COMPASSION FATIGUE AND EMOTIONAL INTELLIGENCE ON THE QUALITY OF CARE IN SKILLED NURSING FACILITIES." CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/648.
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Staff in skilled nursing facilities (SNF) can experience physical and emotional strain via caregiving. The purpose of this study was to educate staff on the harm of compassion fatigue and a lack of emotional intelligence and provide steps that can be taken by administration to improve the quality of care provided. It was hypothesized for staff that having low compassion fatigue and high emotional intelligence would result in a higher quality of care. The study design utilized a quantitative approach and a purposive sample from a SNF. Participants were provided with The Professional Quality of Life 5 Scale (ProQoL 5), Wong & Law Emotional Intelligence Scale (WLEIS), and survey data received from Department of Public Health. A Multiple Regression test analyzed the relationship between compassion fatigue and emotional intelligence on the quality of care provided by staff members. The results of this study indicated that staff’s compassion fatigue was not indicative of quality of care; however, Self-Emotional Appraisal, a subscale of WLEIS, was found to predict the quality of care. This study assisted with informing SNF staff in recognizing how managing their emotions could be a useful tool to improve the quality of care they provide. Lastly, SNF administration could implement policies, procedures, and in-services to ensure that all staff members are educated in identifying emotions and practicing self-care
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Yngström, Sofia. "ADHD och musik : Jobbar skolan med musik som inlärningmetod för barn med ADHD?" Thesis, Karlstads universitet, Estetisk-filosofiska fakulteten, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-15454.
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A pupil with ADHD is constantly getting new impulses and is unable to focus and remain concentration on their task at school. When the pupil loses concentration he or she can often be loud and thereby disturbing all the other pupils in the classroom. One of the reasons for losing their concentration is that these pupils got poor working memory. A recently study shows that working memory can be improved by playing and practice music. A theory that all people have a multiple intelligence that emerges from learning is a part of this study because school should encourage all children and ensure their individual learning. Multiple intelligences means that each person learns in different ways, for example through the musical intelligence that this essay partly focuses on. Pupils with musical intelligence are absorbing information and learn through songs, rhythms and melodies. Then they associate their knowledge through this. In this essay, I interviewed two special education teachers and asked them how and if they use music in their special education with pupils that got ADHD. The result is that they are not using the music to a greater extent, but they would like to. Two music teachers were also interviewed to get a picture of what teachers with interest in music would like to do in school to make use of the music for the pupils that struggles.<br>ADHD är en diagnos som gör att eleven och till viss del alla omkring eleven får det jobbigt. En elev med ADHD får ständigt nya impulser och har svårt att rikta sin koncentration till samma ställe. Detta gör att det blir svårt för eleven att ta in instruktioner om en skoluppgift samt att bibehålla fokus och koncentration på uppgiften. När eleven tappar koncentrationen kan hon eller han ofta bli högljudd och därmed störa alla andra elever i klassrummet. Att eleverna tappar koncentrationen beror till viss del på svagt arbetsminne, vilket går att träna upp. En studie har visat att man genom musik, i detta fall instrumentalt genom övning, kan träna upp sitt arbetsminne. Teorier om att alla människor har en multipel intelligens som framträder vid inlärning är en del i denna uppsats då skolan ska främja alla barn och se till individen och dess lärande. Multipla intelligenser innebär att varje människa lär sig på olika sätt, exempelvis genom den musikaliska intelligensen som denna uppsats till viss del riktar in sig på. Genom musikalisk intelligens tar eleven till sig information och lär sig genom sånger, rytmer och melodier och associerar sedan sin kunskap genom detta. Till denna undersökning har jag intervjuat två specialpedagoger om hur och om de använder musiken i deras specialundervisning med elever med ADHD. Resultatet är dock att de inte använder musiken i större utsträckning, men att de vill veta mer. Två musiklärare intervjuades också för att få en bild om vad lärare med musikintresse tycker att man ska göra i skolan för att använda sig av musiken.
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Colonia-Willner, Regina C. "Practical intelligence at work : relationship between aging and cognitive efficiency among managers in a bank environment." Diss., Georgia Institute of Technology, 1995. http://hdl.handle.net/1853/29443.
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McComas, Amy Benilde. "The relationship of a leader's cultural intelligence to organizational citizenship behaviors in a multicultural work group." Thesis, Indiana Wesleyan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3716243.
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<p> Globalization is resulting in increasingly culturally diverse work environments, and prompting the examination of the multicultural leader. This quantitative study explored the relationship of the cultural intelligence (CQ) of the leader and the helping and voice organizational citizenship behaviors (OCB) in a multicultural work group. The cultural intelligence of the leader as well as the organizational citizenship behaviors, particularly helping and voice behaviors amongst peers, of the multicultural work group were assessed to determine if a statistically significant relationship exists. A statistically significant relationship was found between leader metacognitive CQ and helping and voice OCB in a multicultural work group, as well as between leader behavioral CQ and helping and voice OCB in a multicultural work group.</p>
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Elkes, Pauline. "The Political Warfare Executive : a re-evaluation based upon the intelligence work of the German Section." Thesis, University of Sheffield, 1996. http://etheses.whiterose.ac.uk/6022/.
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Conventional interpretations regarding the role of the Political Warfare Executive during the Second World War have concentrated almost exclusively on the propaganda output of the organisation. The role of the intelligence sections working for and within the organisation have been largely disregarded or overlooked in the existing history of Executive. This thesis offers a re-evaluation of the PWE which includes this `missing dimension', specifically here the intelligence work of the German Section of the Executive. This approach widens the scope of enquiry to include an exploration of the links between intelligence and propaganda, subversion and sabotage and considers the importance of this relationship for the way in which the PWE emerged. The examination of the Weekly Reports of the German Section identifies a different `type' of intelligence which can be described as `social political' intelligence, which provided the British government with a unique view of the social and political conditions in Germany throughout the duration of the war. The thesis concentrates on the period after the announcement of Unconditional Surrender in January 1943 to the early months on 1946, when the personnel and expertise of the German Section were transferred to the Foreign Office. The analysis of the intelligence reports of the German Section is focussed on three particular issues of interest to government at the time and to historians today. These are German resistance and public opinion, British occupational rule, and the emergence of the perception of the Russian `threat' in Whitehall which signalled the beginning of the Cold War. Taken together these illustrate the way in which the PWE incrementally expanded it's activities over this period of time, and provide the basis for the re- evaluation of the Executive.
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Du, Plessis Anita Gesiena. "The relationship between emotional intelligence, locus of control, self-efficacy, sense of coherence and work adjustment." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86263.
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Thesis (MComm)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: The military is a unique working environment that poses several challenges to
soldiers. These include numerous ambiguities, psychological stressors,
physical demands and resource challenges. In order for the military to be
successful, it is important to employ individuals who will be able to thrive in
this environment. The theory of work adjustment proposes correspondence
between an individual and his or her work environment. The military needs
individuals who will fit well into the organisation and enhance its capabilities.
The objective of this study was to explore the possible relationships between
emotional intelligence, locus of control, self-efficacy, sense of coherence and
work adjustment within a military sample. The data was collected from a
sample of 295 members of the South African National Defence Force
preparing for an international deployment. The descriptive statistics included
76,6% males and 23,4% females with the majority of respondents (292) from
the South African Army (99%), while the other respondents (3) were from the
South African Military Health Service (1%). Quantitative research techniques were employed to test the stated
hypotheses. Emotional intelligence, locus of control, self-efficacy and sense
of coherence were analysed as independent variables and work adjustment
as the dependant variable. The findings supported the hypotheses, and
relationships between emotional intelligence, locus of control, self-efficacy
and sense of coherence were established. Contributions towards theory,
literature, practice, labour, policies and military commanders are made.
Recommendations for future research are also presented.
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Marmander, Alida. "Omvärldsanalys as a profession : Who would like to work in business intelligence and why, why not?" Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-32941.
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Grossman, Justin Brett. "Supporting the cognitive work of information analysis and synthesis: a study of the military intelligence domain." The Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=osu1406887910.
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Henderson, Paul. "“Love is rich in intelligence and intelligence is full of love” : An exploration of reason, love, and their interrelation in selected works of Joseph Ratzinger in the light of work by Bernard Lonergan." Phd thesis, Australian Catholic University, 2021. https://acuresearchbank.acu.edu.au/download/4625e4e7b412b15c44ae77da1c7739b1282fa830cfcb5b629d14221c1d7c086e/1412306/Henderson_2021_Love_is_rich_in_intelligence_and.pdf.
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While some scholars have highlighted the importance of reason in Joseph Ratzinger’s theology, and others love, less attention has been paid to their interrelation. The thesis in this dissertation is that reason, love, and their interrelation are of critical interest to Ratzinger—that he pays considerable longitudinal attention to each. Further, that he upholds reason and love as inseparable. Moreover, Bernard Lonergan’s articulation of the same subject matter acts as an informative and constructive interlocution to Ratzinger’s assertion of the interrelation between love and reason. Lonergan’s presentations of conscious intentionality, conversion, a scale of values, and his four-point hypothesis with created participations bring particular clarity to Ratzinger’s work on the relation between reason and love, especially as they pertain to our understanding of God, the human person, apologetics, and an outworking of the common good.
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Zhao, Jia Lin. "“Feel-good” Factors at Work: A Study of the Roles of Positive Affectivity and Individualism as Moderators of the Relationship between Emotional Intelligence and Work Well-being." Thesis, The University of Sydney, 2014. http://hdl.handle.net/2123/11559.
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Emotional intelligence (EI) is about a person’s ability to deal with emotions. It is assumed that employees with high EI may experience high well-being at work. However, empirical findings are somewhat mixed. While some studies have identified a significant relationship between EI and well-being, others have not found such relationship. Considering these inconclusive findings, this study focusses on two personal factors - Positive Affectivity (PA) and Individualism - and examines how they may moderate the effect of EI on work well-being. Based on the assumption that EI only reflects a person’s effortful way of treating emotions, it is proposed that both PA and Individualism can activate and motivate the use of EI among employees, and therefore, can enhance its effect. The hypotheses were tested among a sample of 240 Chinese managers, following a cross-sectional design. EI was assessed by emotion understanding and regulation in the Mayer-Salovey-Caruso Emotional Intelligence Test. Work well-being was operationalised by three self-rated scales: job satisfaction, stress, and burnout. PA and Individualism were also captured by self-reports. The study further included measures of Negative Affectivity and Collectivism for controlling and exploratory purposes. The research findings generally confirm the moderating effects of PA and Individualism on EI. Among employees with high PA or high Individualism, EI can contribute to them becoming more satisfied and less burnt out at work. It was also found that PA significantly enhanced the negative effect of EI (based on the US scoring) on job stress. However, the interaction between Individualism and EI did not have a significant effect on job stress. The main effect of EI was also not significant for the three well-being indicators, which suggested that EI, in the absence of salient motivators, may have little effect on well-being. These findings are discussed in detail, particularly with respect to their implications for methodology, theory and management practice.
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Shearer, Catherine G. "Do Emotionally Intelligent People Express Their Faith at Work? An Empirical Investigation." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/honors/439.
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The question posed is: “Do Emotionally Intelligent People Express Their Faith at Work?” This study will use self-reported measures of emotional intelligence (EQ), Faith at Work, and Religious Commitment to determine the degrees to which individuals who are members of the Johnson City Chamber of Commerce express a level of EQ as well as faith in the workplace. The current study will test each hypothesis to determine if there is a significant relationship between the four factors of EQ and faith in the Workplace. The four factors of EQ are: Self-Awareness, Self-Management, Social Awareness, and Relationship Management.
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Botma, Nadia. "Emotion experience, emotional intelligence and well-being in South Africa / Nadia Botma." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4340.
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Erasmus, Linda. "Job demands, job resources, emotional intelligence and work-related well-being in a call centre / L. Erasmus." Thesis, North-West University, 2006. http://hdl.handle.net/10394/747.
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Call centre employees in the insurance industry constantly interacts and negotiates with
strangers, and are confronted with the unknown, unfamiliar and the unpredictable. They use
interactive display terminals during telephone calls and thus perform multiple-tasks with
frequent interruptions. Their jobs are also characterised by repetitive movements, while
complex information is processed. In addition, call centre employees often work in noisy
environments under time pressure, and their performance is usually monitored on line. Job
demands and job resources can influence the well-being of call centre employees. Emotional
intelligence is deemed to aid in the conceptualisation of psychological well-being and can be
applied as a means to successfully cope with daily demands and pressures.
The objective of this research was to determine the relationship between job demands, job
resources, emotional intelligence (EQ) and work-related well-being of call centre employees.
A cross-sectional survey design was used. The study population (n = 141) consisted of call
centre employees in a corporate insurance environment in Gauteng. The Bar-On EQ-i,
Maslach Burnout Inventory-General survey, UWES, Job characteristics scale and a
biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients,
inter-item correlation coefficients, factor analysis, Pearson product moment correlation
coefficients and structural equation modelling were used to analyse the data.
Principal component analysis resulted in a fifteen factor model of emotional intelligence
namely emotional self-awareness, assertiveness, self-regard, self-actualisation, independence,
empathy, interpersonal relationship, social responsibility, problem-solving, reality testing,
flexibility, stress tolerance, impulse control, happiness and optimism. Regarding the Job
Characteristics Scale, eight factors were extracted, namely role clarity, supervision, pay and
benefits, workload, job security, colleague support, opportunity to grow and social contact
between the call centre agents. For the MBI-GS two factors were extracted namely:
exhaustion and cynicism and for the UWES one factor was extracted, namely
vigour/dedication.
The correlation coefficients indicated that exhaustion was statistically a significant positive
correlation (practically significant, large effect) with cynicism and a statistically significant
positive correlation (practical1y significant, medium effect) with workload. Exhaustion was
also a statistically significant negative correlation (practical1y significant, large effect) with
engagement and a statistically significant negative correlation (practically significant,
medium effect) with role clarity, col1eague support, self-regard, self-actualisation, flexibility,
stress tolerance, impulse control, and happiness. Cynicism showed a statistically significant
negative correlation (practical significant, large effect) with engagement and a statistically
significant negative correlation (practical significant, medium effect) with role clarity,
supervision, opportunity to grow, engagement, emotional self-awareness, self-regard, self actualisation,
flexibility, and happiness.
The results indicated that EQ directly influences the experience of burnout (main effect),
however, no results could be obtained supporting the moderating effect of EQ between
emotional demands and burnout.
Recommendations were made for cal1 centre management in the insurance industry and for
future research purposes.<br>Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
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Mueller, Michelle Maureen Kennedy Larry DeWitt. "The educational implications of multiple intelligence groupings within a cooperative learning environment." Normal, Ill. Illinois State University, 1995. http://wwwlib.umi.com/cr/ilstu/fullcit?p9604379.
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Thesis (Ed. D.)--Illinois State University, 1995.<br>Title from title page screen, viewed April 25, 2006. Dissertation Committee: Larry D. Kennedy (chair), John V. Godbold, John T. Goeldi, Barbara S. Heyl. Includes bibliographical references (leaves 129-136) and abstract. Also available in print.
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Dolce, Valentina. "International mobility fo studies and work : career paths and improvement of competencies." Thesis, Mulhouse, 2019. http://www.theses.fr/2019MULH4204.
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Cette étude vise à étudier les relations entre l'expérience du programme Erasmus et l'augmentation de l'intelligence culturelle (CQ), de la résilience et des compétences transversales. Cette étude contribue à lala compréhension du "processus d'apprentissage interculturel", en fusionnant les données quantitatives et qualitatives. Le siteLa recherche a impliqué 170 étudiants Erasmus et 52 étudiants universitaires qui n'ont jamais participé auProgramme Erasmus. Ces données ont été collectées en deux phases : pour les étudiants Erasmus avant leur départet à la réadmission et pour le groupe témoin avec un intervalle de temps entre les deux administrations d'environ 6mois. Les résultats ont montré des augmentations significatives de la qualité cognitive, de la résilience et des compétences transversales pour les échantillons des étudiants Erasmus, au contraire, tout changement significatif a été constaté pour le groupe de contrôle.Les données qualitatives des rapports d'"incidents critiques" permettent de mieux comprendre le rôle joué par les étudiants Erasmus à l'étranger.expérience sur le processus d'apprentissage interculturel. Cette étude fournit des preuves sur le programme Erasmuset semble confirmer l'attente élaborée par le processus de Bologne 2020<br>This study aims to investigate the relationships between Erasmus program experience and theincrease of cultural intelligence (CQ), resilience and transversal skills. This study contributes to theunderstanding of “the cross-cultural learning process”, merging quantitative and qualitative data. Theresearch involved 170 Erasmus students and 52 college students who have never participated toErasmus program. These data were collected in two phases: for Erasmus students before departureand at re-entry and for control group with a time interval between the two administration of around 6months. Findings showed significant increases of cognitive CQ, resilience and transversal skills forthe Erasmus students’ sample, on contrary any significant change was found for the control group.Looking at ‘critical incident’ reports, qualitative data further clarify the role played by abroadexperience on the cross-cultural learning process. This study provides evidences about the Erasmusprogram value and seems to confirm expectation elaborated by Bologna process 2020
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Saad, Karene. "Emotionally Smart Makes You More Motivated: Associations between Emotional Intelligence, Motivation, and Work Outcomes in Police Source Handlers." Thèse, Université d'Ottawa / University of Ottawa, 2011. http://hdl.handle.net/10393/20107.
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Emotional intelligence and self-determined motivation have been independently identified as important personal variables that are liable to foster optimal work functioning. However, the relationship between these two variables has never been assessed. Furthermore, research has also provided evidence that supervisor support, a social variable, is considered to be a significant source of influence on self-determined behaviour regulation. Thus the primary objective of the project was to jointly assess emotional intelligence and supervisor support as antecedents of self-determined work motivation; secondly, to assess the associations of self-determined work motivation on work outcome variables and psychological welfare; and thirdly, to examine the association between emotional intelligence and psychological well-being on 512 police source handlers. Specifically, it was proposed that emotional intelligence would be positively associated to self-determined work motivation and would display a unique association with work motivation, once the variance from supervisor support has been controlled for. It was further proposed that self-determined work motivation would, in turn, be positively associated with positive work outcomes; specifically, job satisfaction, job performance, future work intentions, and psychological well-being. Lastly, it was hypothesized that emotional intelligence would be positively associated to psychological well-being. Data was analyzed using structural equations modeling. Results revealed that emotional intelligence and supervisor support were both uniquely associated with work motivation. Together, these two variables explained a high proportion of the variance of work motivation. Work motivation, in turn, was positively associated with job satisfaction, job performance, future work intention, and psychological well-being. Emotional intelligence and psychological well-being were also positively associated. Overall, the findings of this thesis provide a basis for future research aimed at determining the causal relationship between emotional intelligence and self-determined motivation. It is further suggested that findings gleaned from this study can provide a better understanding of how certain interpersonal behaviours can impact specific work outcomes, which can provide researchers and practitioners with information to improve individual and organizational outcomes of interest.
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Grape, Johan. "Exploring the relationships between Physical activity level, Emotional intelligence and Work engagement with control for age and gender." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-95772.
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Tatil, Serkan. "Effects of Tasks on Information-Seeking Behavior in a Police Work Environment in the Context of Criminal Intelligence." Thesis, University of North Texas, 2010. https://digital.library.unt.edu/ark:/67531/metadc28484/.
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Although dominant effects of tasks on individuals' information-seeking behavior is accepted by many scholars, a limited number of studies has been conducted to reveal the nature of the relationship between tasks and information-seeking behavior. In their studies, some earlier researchers categorized tasks according to their complexity while others did the same according to the specifications of tasks. Two of the groundbreaking researchers in this area are Katriina Byström and Kalervo Järvelin who contributed to the understanding of the relationship between task complexity and information-seeking behavior. However, their findings also need empirical support for theory growth. In response to this need, this study attempts to test Byström and Järvelin's findings through a research using different research methods and applied in a police work environment. Other than providing empirical support for theory growth, this research is also expected to contribute to the understudied area of police information-seeking behavior. Both qualitative and quantitative data were collected from the participants who came from traffic, homicide, and anti-terrorism divisions of Ankara, Eskisehir, and Kirikkale Police Departments in Turkey. The participants identified terrorism cases as the most complex cases to solve, followed by homicide and traffic accident cases. Differences in the information-seeking behavior of three groups of police officers were examined through qualitative and quantitative data analysis. Oneway ANOVA technique and post hoc comparisons were used to analyze the quantitative data. In addition to shedding light on information-seeking behavior of police officers investigating related cases in Turkey, the results provided support for Byström and Järvelin's findings. For instance, the officers investigating more complex tasks used significantly more information sources than the others, while the use of external information sources was significantly higher in more complex cases.
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Chen, Yueh-Ti. "Relationships Among Emotional Intelligence, Cultural Intelligence, Job Performance, and Leader Effectiveness: A Study of County Extension Directors in Ohio." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1374064106.
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Sánchez, Gómez Martín. "Emotional intelligence:a new way to assess it and its importance to understand work outcomes." Doctoral thesis, Universitat Jaume I, 2021. http://dx.doi.org/10.6035/14109.2021.423380.
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This doctoral thesis develops an instrument for measuring emotional intelligence that reduces the weaknesses of existing ones and makes it possible to determine the role of EI on some variables of great importance in the work environment.
The main results of this thesis indicate that: 1) MEIT (Mobile Emotional Intelligence Test) is a reliable and valid measure of EI, as well as the advantages of taking advantage of technology for it; 2) EI of employees is indirectly related to job performance through professional efficiency and burnout; EI acts as a protective variable when it comes to preventing the development and chronic progression of worker burnout; 3) It is those workers with the highest EI and the capacity for emotional repair who achieve the greatest professional success, which leads to obtaining a higher salary.<br>La presente tesis doctoral desarrolla un instrumento de medida de inteligencia emocional que reduce las debilidades de los existentes y permite determinar el papel de la IE sobre algunas variables de gran importancia en el entorno laboral.
Los principales resultados de esta tesis señalan que: 1) MEIT (Mobile Emotional Intelligence Test) es una medida fiable y válida de la IE, así como las ventajas de aprovechar la tecnología para ello; 2) la IE de los empleados está indirectamente relacionada con el rendimiento laboral a través de la eficacia profesional y el agotamiento; la IE actúa como variable protectora a la hora de prevenir el desarrollo y la progresión crónica del agotamiento de los trabajadores; 3) son aquellos trabajadores con mayor IE y capacidad de reparación emocional los que alcanzan mayor éxito profesional, lo que conduce a obtener un salario superior.<br>Programa de Doctorat en Psicologia
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Edholm, Peter. "Artificial Human Intelligence Resources : Speech recognition i anställningsintervjuer." Thesis, Umeå universitet, Pedagogiska institutionen, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-182689.
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Syftet med denna studie var att med en kvalitativ ansats undersöka hur rekryterare ställde sig till implementeringen av AI-baserad speech recognition i anställningsintervjuer, hur de trodde att denna teknik kommer att påverka HRM, vilka fördelar de anser hade kunnat uppnås samt vilka etiska principer som borde beaktas vid införandet av denna teknik. Undersökningen gjordes genom att tematiskt analysera de intervjuer som hölls. Resultatet visar på att rekryterarna var ambivalenta till denna teknik. Rekryterarna uttryckte både farhågor och förhoppningar med ett eventuellt införande i deras organisation och i rekryteringsbranschen. En slutsats som kunde dras utifrån denna studie var att det fanns en föreställning hos rekryterare om att målet med denna teknik var att ge Speech recognition agenter beslutsmandat och ersätta mänskliga rekryterare.
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Yao-Juntunen, L. (Lusi). "A job filled with emotions:a narrative study on the emotional dimensions and related emotional intelligence in class teachers’ work." Master's thesis, University of Oulu, 2019. http://urn.fi/URN:NBN:fi:oulu-201901121050.
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This master’s thesis attempts to empirically examine the connection between emotional intelligence and the teaching profession. There has been a growing amount of quantitative or mixed methods research demonstrating the solid interrelation between teachers’ emotional intelligence and teaching profession. However, the concern of teachers’ emotional intelligence and its corresponding actions requires more empirical researches. Thus, the focus of this narrative research lies on finding out how three Finnish class teachers describe the role of emotions and the emotional experiences in their work. Teachers’ stories are analyzed from the perspective of emotional intelligence. The theoretical framework of this thesis is based on Goleman’s theory of emotional intelligence, and the justification of applying Goleman’s theory is made along with other influential theory constructs. Furthermore, this thesis aims to explore how the emotional dimensions in teachers’ work can be seen in light of emotional intelligence particularly in terms of Goleman’s EI construct.
Methodologically, this master’s thesis applies the principles of narrative inquiry. The data has been collected by interviewing three class teachers with varied teaching experiences. The teachers also work in different classroom contexts – a regular Finnish mainstream classroom, an international school classroom and a preparatory classroom. This master’s thesis applies the holistic-content reading approach in data analysis process; each interview is analyzed individually. By using this method, the analysis results provide a two-dimensional finding for each interview. The first dimension offers an overview or general impression of each teacher’s emotional experience related to work. The second-dimension reveals more specific themes related to emotional dimensions in teachers’ work from the perspective of emotional intelligence.
The findings of the thesis suggest that the class teachers describe the emotional dimensions in their work in a similar way, although emphasizing different emotional aspects. These teachers display their acknowledgement of the critical role of emotions through their living experience and reflections. They recognize the urge for teachers to acquire the set of substantial skills which are embedded in Goleman’s emotional intelligence theory: self-awareness, self-regulation, empathy, motivation and social skills. Furthermore, the findings of this empirical thesis reveal that teachers’ working environment is an emotional place. The teaching job is argued to be an emotional labor which is far beyond simply delivering a lesson. Related to the importance of emotions in teachers’ work, teacher wellbeing as another major theme emerges from the findings. Therefore, this master’s thesis aims to raise awareness of the significance of emotions in teachers’ work and shred lights on both pre-service and in-service teachers’ need of developing emotional intelligence as teaching proficiency. Nevertheless, promoting teacher wellbeing in the profession should also be essential and prevalent.
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Obenoskey, Kim. "Trait Emotional Intelligence, Motivation, Engagement, and Intended Retention of Court-Appointed Special Advocate Volunteers." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2747.
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U.S. volunteer-dependent organizations continue to look for more effective ways to support their volunteer recruitment, training, and retention efforts. No prior research has evaluated what variables support sustained volunteerism for CASA volunteers. The purpose of this study was to investigate sustained volunteerism by evaluating the relationships between trait emotional intelligence (trait EI) measured using the Trait Emotional Intelligence Questionnaire, motivation to volunteer using the Volunteers Functional Inventory, volunteer work engagement using the Utrecht Work Engagement Scale, and intended retention of CASA volunteers. One hundred fifty five CASA volunteers from different CASA organizations responded to an on-line survey. Correlational and regression analysis of survey data showed global trait EI to be significantly related to volunteer's intent of finishing their current case and their intent to take a new case within six months after completing their current case. Trait EI and functional motivations to volunteer were significantly related to volunteer work engagement. High values and understanding motives to volunteer were significantly and negatively related to the volunteer considering quitting their current case. Social motivation to volunteer was significantly and positively related to the intent of taking another case within six months after completing the current case. This research is designed to benefit CASA organizations in moving closer to their goal of having a CASA volunteer for each child in the challenging state child welfare foster care systems.
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Duarte, Cristina Paula Pereira. "Inteligência emocional e inteligência espiritual: contributos para a humanização do Serviço Social numa sociedade em mudança." Doctoral thesis, Instituto Superior de Ciências Sociais e Políticas, 2018. http://hdl.handle.net/10400.5/17792.
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Tese de Doutoramento em Ciências Sociais, na especialidade de Serviço Social<br>O tema da inteligência espiritual e inteligência emocional no Serviço Social aqui colocado no âmbito da investigação num processo de pesquisa e de Doutoramento em Ciências Sociais, procura aprofundar a presença de uma dimensão holística da intervenção do Serviço Social, seja com indivíduos, grupos e/ou comunidades, a nível micro, meso e macro, e entender de que forma este modelo de desenvolvimento pessoal contribui para a reafirmação dos valores da categoria profissional e contribuem também para a humanização do Serviço Social, numa sociedade em mudança.
Entendemos que a dimensão holística (do grego holos – total) dá ao Serviço Social no plano geográfico, político, socioeconómico, cultural, psicológico e espiritual uma possibilidade de análise coerente da pessoa e das situações, ao mesmo tempo possibilita ao profissional desenvolver competências de empatia, de flexibilidade, de motivação, de relutância em causar o mal, de superação do sofrimento, de consciência e autoconsciência, de autorregulação e de responsabilidade para com o outro e para com a humanidade, nos processos de relação de ajuda que desenvolve com os sujeitos históricos.
Entendemos também que o processo de humanização, próprio da intervenção social, dá ao Serviço Social a categoria de profissão de ajuda pela qual ele se afirma. Esta mesma humanização requer um olhar novo dos profissionais a partir das competências da inteligência emocional e da inteligência espiritual.
Em termos metodológicos foram aplicadas duas escalas a assistentes sociais da área geográfica de Lisboa e realizadas entrevistas. As escalas procuraram a medição da inteligência emocional e da inteligência espiritual num grupo de 232 assistentes sociais e a entrevista foi realizada a 41 assistentes sociais.
A nossa perceção é da presença destas competências nos assistentes sociais e da necessidade de as desenvolver para que a relação de ajuda flua com a qualidade que merece numa linha de dignificação da pessoa humana. Para isso torna-se necessário investimento em investigações deste âmbito e em formações dos assistentes sociais. Estas formações podem integrar os próprios planos curriculares do Serviço Social ou serem formações contínuas.
O Serviço Social, na panóplia do campo das Ciências Sociais e da ciência em geral, como também no plano da sua ação, pode afirmar-se se tiver a preocupação de inserir na sua ação e investigação estas competências. Vemos ser este um contributo útil e necessário nesta aldeia global em que atuamos e com as populações com quem trabalhamos.<br>The topic of spiritual intelligence and emotional intelligence in Social Work, here considered in the context of research and a PhD thesis in Social Sciences, looks for further enhancement of the holistic dimension of Social Service intervention, whether with individuals, groups and / or communities, at micro, meso and macro levels, and understanding how this model of personal development contributes to the reaffirmation of the values of the professional category and also contribute to the humanization of Social Service in a changing society.
We understand that the holistic dimension (from the Greek holos - total) gives to the Social Work in the geographical, political, socioeconomic, cultural, psychological and spiritual level, the opportunity to perform a coherent analysis of the individual and the situations, at the same time it allows the professional to develop empathy, flexibility, motivation, reluctance to cope with evil, overcoming suffering, conscience and self-awareness, self-regulation and responsibility skills towards the other and humanity , in the processes of aid relationship developed with the historical subjects.
We also understand that the humanization process, inherent to the social intervention, gives Social Work the status of helping profession by which it stands. This very humanization requires that professionals acquire a new outlook from the emotional and spiritual intelligence skills.
Concerning the methodology, two scales were applied to social workers in the geographic area of Lisbon and interviews were conducted. The scales looked to measure the emotional and spiritual intelligence in a group containing 232 social workers and the interview was conducted on 41 social workers.
Our perception is that these skills are present on social workers and the need to develop them so that the aid relationship flows with the quality it deserves, in line with the dignity of the individual. For that it becomes necessary to invest in research of this genre and in social workers training. This training can integrate the very curricular projects of Social Work or be ongoing training.
Social Work, on the scope of the field of Social Sciences and of Science, in general, as well as on its frame of action, can assert itself if it has the concern of inserting in its action and research these skills. We see this a useful contribution and a necessary one on this global village in which we act and with the populations we work with.<br>N/A
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SHEN, YU-TSUEN, and 沈育存. "The Effect of Cultural Intelligence and Emotional Intelligence on Tour Guide Work Related Results." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5v2dr5.
Full textAbstract:
碩士<br>銘傳大學<br>國際企業學系碩士班<br>106<br>The development of science and technology now makes transportation more convenient, which in turn shortens the distance between people and accelerates the development of globalization.
The purpose of this study is to understand the effects of cultural intelligence and emotional intelligence on work-related outcomes, to verify the effects of cultural intelligence and emotional intelligence on work-related outcomes, and to examine the mediating effect of cultural intelligence on emotional intelligence and consumer work outcomes.
This study uses narrative statistics, linear regression and Pearson correlation coefficient. The empirical results show that (1) the age of the guides in the sample size is “50-59 years old”, and that the tour guide’s marriage is “married”(65%). (2) Emotional intelligence and cultural intelligence each positively influence the job performance, communication effectiveness, and job satisfaction of the tour guides. (3) Emotional intelligence and cultural intelligence each negatively affect the working pressure on the tour guides. (4) Cultural intelligence can be as the mediating effect of work performance, job satisfaction, communication effectiveness, and work stress in various aspects, the work results of this study include aspects
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Byers, John. "Real time, intelligence-led operations : making collaborative policing work." 2013. http://hdl.handle.net/10170/597.
Full textAbstract:
Currently responsible for policing over one million citizens, the Calgary Police Service (CPS) has earned its reputation as a progressive law enforcement organization in part by focusing on the early recognition and acknowledgement of evolving crime trends. To maintain essential public trust CPS remains attuned to the constant shifting of legal and moral public accountability, an issue highlighted by judicial inquiries that have illustrated a consistent lack of police interagency cooperation. Since police are restricted by geographic jurisdictional boundaries, the answer to inter-jurisdictional challenges appears to be the timely sharing of intelligence, something the CPS has proposed through its newly developed Real Time Operations Centre (RTOC). This study investigated the question of how CPS might best develop an Alberta law-enforcement collaborative based upon the paradigm of a central real-time operations centre (RTOC), feasibility of this model, and potential challenges to its implementation. This study conducted qualitative action research with the leaders of all major law enforcement organizations in the Province of Alberta. Research data generated by one-on-one interviews with each participant was thematically analyzed to produce knowledge sufficient to plant the seeds of change for both organizational transformation and future inquiry. Study findings suggest it will be incumbent upon police leaders to create and develop the organizational social awareness necessary to enhance and leverage social capital essential to inter-agency cooperation and collaboration. Identifying positive aspects of a strong organizational culture will create a culture of well-being able to address crucial communication issues and the critical alignment of resources.
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De, Freitas Daniel Roberto. "Sex role identity, emotional intelligence and satisfaction at work." Thesis, 2015. http://hdl.handle.net/10539/18426.
Full textAbstract:
Master of Arts
Organisational Psychology
University of the Witwatersrand
February 2015<br>A South African study, based on a sample of 595 employees working across a wide range of
industries, was conducted in order to determine the emotional intelligence and job
satisfaction scores of different sex role identities. Three self-report questionnaires were
completed by the participants, namely the Extended Personal Attributes Questionnaire –
Revised edition (EPAQ-R), the Schutte’s Self Report Emotional Intelligence Test (SSREIT)
and the Job Satisfaction Survey (JSS), which measured sex role identity, emotional
intelligence and job satisfaction respectively.
Biological sex has been shown to be a poor proxy for measuring differences in emotional
intelligence and job satisfaction; therefore support for the analysis of sex role identity, instead
of biological sex, was provided due to the development and existence of ‘between sex’
differences and ‘within sex’ differences.
The results of the study suggested that there were significant differences between the positive
and negative sex role identities on emotional intelligence and job satisfaction scores. The
findings generally followed the proposed hypotheses with androgynous individuals
presenting with the most amount of significant differences, illustrating that such individuals
are associated with positive psychological and workplace outcomes when compared to the
negative identities. Negative masculinity proved to be an exception to the proposed
hypotheses, as negatively masculine individuals did not score differently from the positive
identities on utilisation of emotion, optimism and total job satisfaction.
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LIU, CHENG-I., and 劉政益. "The Effect of Emotional Intelligence on Work-family Interference." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8f599y.
Full textAbstract:
碩士<br>開南大學<br>商學院碩士在職專班<br>104<br>Salovey & Mayer proposed the notion of emotional intelligence in 1997. It describes how an individual monitors the emotions and feelings of himself and others, distinguishing and using this information to guide his own thinking and behaviors. Our study focuses on how emotional intelligence can help current military personnel on work-family interference..
Our study uses emotional intelligence questionnaires for empirical analysis to obtain these important conclusions: a military personnel requires self-control to solve work-family interference (WFI); emotional intelligence includes personal ability and social ability; managers with higher emotional intelligence have better work performance, and those with higher emotional intelligence will end up with better career development.
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LIN, CHIH-HSUAN, and 林芷瑄. "Work in China: The Relationship among Cultural Intelligence, Work Adjustment and In-role Performance." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/p7jhay.
Full textAbstract:
碩士<br>國立臺北大學<br>企業管理學系碩士在職專班<br>107<br>The purpose of the study was to examine the relationship among cultural intelligence (CQ), work adjustment and in-role performance of the Taiwanese workers who works in the cross-cultural settings. We collected data from the Taiwanese workers who currently working in China, and we distributed our questionnaire through the Internet. By excluding invalid questionnaires, there were 271 responses which were valid.
We adopted hierarchical regression to analyze the data and to test the effects of CQ on work adjustment and in-role performance. Moreover, we also investigated the mediating effect of work adjustment on the relationship between CQ and in-role performance. The results indicated that individuals’ personal factors had a significant difference between one’s CQ, work adjustment and in-role performance. Besides, we found that CQ has a positive effect on in-role performance. Furthermore, work adjustment fully mediates the relationship between CQ and in-role performance. Finally, our current study provides discussion, theoretical implications, practical contributions, limitations, and recommendations for the future study and management.
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Chu, Yi Ting, and 朱宜亭. "The Relationship between Cultural Intelligence and Work Satisfaction —The Mediating Effect of Overseas Work Adjustment." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/39402137108536966977.
Full textAbstract:
碩士<br>長庚大學<br>工商管理學系<br>101<br>The purpose of this study is to examine the relationship among culture intelligence, overseas work adjustment and work satisfaction. 480 questionnaires were distributed to Philippine workers in Taiwan. 392 copies were returned and 317 copies were valid, resulting a returned rate of 66.40%. We applied the structural equation modeling to analyze the data. The results of this study were: (1) cultural intelligence was positive related to overseas work adjustment; (2) overseas work adjustment had positive effect on work satisfaction; (3) cultural intelligence had positive effect on work satisfaction; and finally, (4) overseas work adjustment partially mediated the relationship between cultural intelligence and work satisfaction. In the end, discussion, limitations, suggestions to future study, and conclusions were made.
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Chen, Mei-li, and 陳美麗. "THE EFFECTS OF TRANSFORMATIONAL LEADERSHIP, SELF-EFFICACY, FAMILY-WORK BALANCE, AND EMOTIONAL INTELLIGENCE ON WORK SATISFACTION AND WORK COMMITMENT." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/56rjbd.
Full textAbstract:
碩士<br>大同大學<br>事業經營學系(所)<br>107<br>The purposes of this study are meaning to explore the effects of transformational leadership, self-efficacy, family-work balance, and emotional intelligence on work satisfaction and work devotion. The research subjects of this study are office workers; an online version questionnaire has been distributed by convenience sampling. All 177 copies returned questionnaires are valid, 177 copies were recovered and the effective recovery rate was 100%.
The empirical data were analyzed and hypotheses were tested by using SPSS 21.0 and AMOS 21.0 software. The results indicated that transformational leadership and self-efficacy positively affect work satisfaction and work devotion. Respectively,emotional intelligence positively affects work satisfaction but does not affect work devotion. However, family-work balance does not affect work satisfaction and work devotion. According to mediating effects, work satisfaction has partially effect on the relationship between leadership style and work devotion. Work satisfaction also has partially effect on the relationship between self-efficacy and work devotion; work satisfaction has totally effect on the relationship between emotional intelligence and work devotion; and work satisfaction does not have mediate effect on the relationship between family-work balance and work devotion.
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Van, der Merwe Natashia Chantel. "A theological evaluation of emotional intelligence." Thesis, 2008. http://hdl.handle.net/10210/225.
Full textAbstract:
Emotional intelligence has been a recent topic of evaluation within the scholarly world. This is due to its importance for personal development and the effectiveness of institutions within society. Currently two models of emotional intelligence have emerged. These are the ability model by Salovey and Mayer and the mixed model by Goleman. Although, Goleman popularized the concept of emotional intelligence (after its inception) the ability model of emotional intelligence is academically and scientifically more accurate as an intelligence. Its importance is viewed highly for the personal development and the effectiveness of medical, educational and business institutions. This is due to the fact that these institutions concern themselves with the well being of humanity’s functioning and development and are aware of just how much our emotional regulation effects our behaviour and work performance. The problem statement can be seen in the fact that most institutions in society, concerned with the well being of humanity, are valuing emotional intelligence highly, except for the church. This seems strange due to the fact that the church is also an institution concerned with the well being of humanity and that many church members are spiritually effective, but are emotionally ineffective in their dealings with others. As emotional intelligence could be effective within the church’s ministry, as with other institutions, a theological evaluation is necessary. This is to see whether emotional intelligence is important for the functioning of the church and its effectiveness and to see whether it is in accordance with what the church believes concerning humanity and God. If so, then the application of emotional intelligence would be important and necessary for the effectiveness and relevance of the church in society. Within this evaluation the Bible was used as source of measurement. Presuppositions concerning both theology and emotional intelligence were identified and were found to be similar. An evaluation on both the ability and mixed model was done, so as to provide a thorough investigation. A theological evaluation did identify the cause for our inability to control our emotional impulses. This, the Bible identifies as selfishness. Goleman refers to selfishness, but fails to see this as the reason for our inability to “reign in emotional impulse”. A theological evaluation however, does therefore propose that emotional intelligence be used to identify and regulate our emotions, but also (if possible) our selfish motivations, interacting with our emotions and in this way causing our destructive behavior. Further research is important, so as to provide a clearer picture of its application and importance within the church and for the emotional, physical and spiritual functioning of humanity within society.<br>Dr. LJ Erasmus
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Tung, Chiung-Ju, and 董瓊茹. "Association among Emotional Intelligence of Physician, Work Commitment, and Job Performance." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/23329363312752442181.
Full textAbstract:
碩士<br>義守大學<br>管理研究所碩士班<br>95<br>This study used cross-sectional study. Sample target were collected from 74 physicians who work in Kaohsiung and Tainan. The valid questionnaires are 74. The statistics methods employed were as follows by reliability analysis, descriptive statistics analysis, correlation analysis, and regression analysis to research the relation of all the variables.
The results are summarized as following:
1.The educations in the job performance, the work commitment , the degree of satisfaction, the emotion intelligence not reveals the difference.
2.The professional branch do not have in the work commitment reveals the difference. Doctor holds the post of the administrative duty in the work performance, the work commitment , the degree of satisfaction has reveals the difference.
3.The group of doctors, above 40 years old , work commitment and the degree of satisfaction to have reveals the difference.
4.Doctor''s job performance has reveals the difference between the degree of satisfaction and emotion intelligence.