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    Impact of Emotional Intelligence On Employee Engagement: April 2015

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    Priyanshu Kumar
    This document summarizes a research study that examined the relationship between emotional intelligence and employee engagement. A sample of 60 employees completed questionnaires to assess their emotional intelligence and engagement levels. The results were analyzed using Yule's coefficient of association. The analysis found a negative association between high emotional intelligence and low employee engagement, indicating that employees with higher emotional intelligence tended to have higher engagement at work. The study suggests that emotional intelligence is important for employee engagement and organizational success.

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    Impact of Emotional Intelligence On Employee Engagement: April 2015

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    Priyanshu Kumar
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    This document summarizes a research study that examined the relationship between emotional intelligence and employee engagement. A sample of 60 employees completed questionnaires to assess their emotional intelligence and engagement levels. The results were analyzed using Yule's coefficient of association. The analysis found a negative association between high emotional intelligence and low employee engagement, indicating that employees with higher emotional intelligence tended to have higher engagement at work. The study suggests that emotional intelligence is important for employee engagement and organizational success.

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    This document summarizes a research study that examined the relationship between emotional intelligence and employee engagement. A sample of 60 employees completed questionnaires to assess their emotional intelligence and engagement levels. The results were analyzed using Yule's coefficient of association. The analysis found a negative association between high emotional intelligence and low employee engagement, indicating that employees with higher emotional intelligence tended to have higher engagement at work. The study suggests that emotional intelligence is important for employee engagement and organizational success.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    29 views3 pages

    Impact of Emotional Intelligence On Employee Engagement: April 2015

    Uploaded by

    Priyanshu Kumar
    This document summarizes a research study that examined the relationship between emotional intelligence and employee engagement. A sample of 60 employees completed questionnaires to assess their emotional intelligence and engagement levels. The results were analyzed using Yule's coefficient of association. The analysis found a negative association between high emotional intelligence and low employee engagement, indicating that employees with higher emotional intelligence tended to have higher engagement at work. The study suggests that emotional intelligence is important for employee engagement and organizational success.

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    © All Rights Reserved
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    Impact of emotional intelligence on employee engagement

    Article · April 2015

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    1 author:

    Shavita Deshwal
    Florence School and College of Nursing
    20 PUBLICATIONS   4 CITATIONS   

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    Interna tional Jo urna l o f M ultidisciplina ry Research and Develo pment 2015 ; 2 (3 ): 25 5-256

    IJMRD 2015; 2(3): 255-256


    www.allsubjectjournal.com
    Impact factor: 3.672
    Impact of emotional intelligence on employee
    Received: 15-02-2015
    Accepted: 05-03-2015
    engagement
    E-ISSN: 2349-4182
    P-ISSN: 2349-5979 Shavita Deshwal
    Shavita Deshwal Abstract
    Assistant Professor, MSI Emotional intelligence and employee engagement are the biggest factors that contribute to the success of
    organizations. If the employees know their own emotions and able to manage them properly they can
    work more competently and prolifically which will in turn bring employee engagement. This study is an
    attempt to contribute afresh with a new perspective to the field of human resources and behavioral
    sciences with special reference to impact of emotional intelligence on employee engagement. A sample
    of 60 respondents was taken. The data was interpreted with the help of Yule’s coefficient of association.
    The result of the study showed that there was negative association between high emotional intelligence
    and low employee engagement.

    Keywords: Emotional intelligence, employee engagement, success, organization

    Introduction
    Modern technology and globalization has led the human race into a zooming life where the
    risks involved are high. Work is a significant part of an individual’s life and as a result,
    employee engagement at work is important concept. The concept of employee engagement is a
    measurement of how happy employees are with their respective jobs; working environment
    and how efficient their performance levels are Organizations with high employee engagement
    levels are more productive and more profitable than those organizations with low levels of
    employee engagement. Robinson et al. (2004) conceptualized EE as “a positive employee
    attitude towards the organization and its values” and described it as a two-way relationship
    between employer and employees, involving an awareness of the business context.” In order to
    have engaged employees in any organization and to keep them away from disengagement
    diseases managers need to consider emotional intelligence of employees. Emotional
    intelligence calls for recognizing and understanding of these issues in organizations. It calls
    upon the employees to increase their emotional self-awareness, emotional expression,
    creativity, increase tolerance, increase trust and integrity, improve relations within and across
    the organization and thereby increase the performance of each employee and the organization
    as a whole. Emotional intelligence helps an employee to be effective employee and engaged
    employee.

    Objectives of the study


    The purpose of this research was to investigate the relationship between emotional intelligence
    and employee engagement. Following were the objectives of the research:
    1. To study the association between emotional intelligence and employee engagement.
    2. To suggest measures to increase employee engagement.

    Research methodology
    The study used both primary and secondary data. Primary data for the study was obtained
    through structured questionnaire administered through e-mail. A sample of 60 respondents was
    taken. Convenient sampling technique was used. The employees working in private sector was
    considered for the study. The sample was drawn from Hisar, Faridabad and Sirsa. Out of 60
    professionals 30(50%) were male and rest 30(50%) were female. All respondents were married
    having children. They lie in the age group of 30-40 years. The data collected from the survey
    was interpreted and analyzed with Yule’s coefficient of association (association of attributes).
    Correspondence:
    Analysis of data
    Shavita Deshwal
    Assistant Professor, MSI Results were tabulated and analyzed by using association of attributes.
    ~ 255 ~ 
    International Journal of Multidisciplinary Research and Development
     

    Table 1: Number of Respondents engagement at workplace, which is expedient for an


    No of Cumulative organization to attain heights of success.
    Gender Percentage
    Respondents Percentage
    Male 30 50% 50% References
    Female 30 50% 100% 1. Deepa R. Adaptation of Emotional Intelligence to Indian
    Total 60 100% Context. Sixth Aims International Conference on
    Management. 2008; 40(5):626.
    Table 2: Association between Emotional intelligence and 2. Dong Qingwen. Moving Forward with Emotional
    Employee engagement Intelligence. International Conference of Psychological
    Low High Inquiry, Journal of Managerial Psychology. 2007;
    Engagement Engagement Total 15:341-372.
    (A) (α) 3. Fredrick M. Nafukho Emotional Intelligence and
    High Emotional Relationship Quality among Couples. 2000, 1(4).
    8(AB) 25(αB) 33
    Intelligence(B) 4. Freedman J, Ghini M, Fiedeldey-Van Dijk C. Emotional
    Low Emotional Intelligence and Performance, Journal of Personal
    24(Aβ) 3(αβ) 27
    Intelligence(β) Relationships. 2005; 15:4.
    Total 32 28 60 5. Fleming JH, Coffman C, Harter JK. Manage your
    human Sigma. Harvard Business Review. 2005;
    (A) Stands for employees having low work engagement 83(7):106-115.
    (α) Stands for employees having high work engagement 6. Saks AM. Antecedents and consequences of employee
    (B) Stands for employees having high emotional intelligence engagement, Journal of Managerial Psychology. 2006;
    (β) Stands for employees having low emotional intelligence 21(6):600-619.
    (AB) stands for employees having high emotional 7. Kanungo RN. Measurement of job and work
    intelligence and low work engagement involvement, journal of Applied Psychology. 1982;
    (αB) stands for employees having high emotional 67:341-349.
    intelligence and high work engagement
    (Aβ) stands for employees having low emotional intelligence
    and low work engagement
    (αβ) stands for employees having low emotional intelligence
    and high work engagement

    (AB)(αβ) - (Aβ) (αB)

    (AB)(αβ) + (Aβ) (αB)

    8*3-24*25

    8*3+24*25

    The calculated value is -.923

    The above table shows that there is highly negative


    association between high emotional intelligence and low
    employee engagement. Employees with high EI have high
    engagement at work.

    Measures to improve employee engagement


     Two-way communication
     Focus on top-performing employees
     Training to employees
     Good feedback system
     Incentive to employees
     Belief in self-criticism
     Being honest to self

    Conclusion
    People with high emotional intelligence show high degree of
    engagement at workplace as such people are able to manage
    their emotions so they are less involved in conflicts, develop
    better inter personal rapport, optimistic, align their goals with
    organizational goals. All these elements play pivotal role in
    employee engagement at workplace. Hence we can say that
    highly emotional intelligent employee show high

    ~ 256 ~ 

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