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17 views3 pages

Original SRQ

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jbayron240000001793
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Southern African Business Review 2005 9(2): 34±50

Table 1: Golemans emotional competence framework


PERSONAL COMPETENCE: How we manage ourselves
A. SELF-AWARENESS
A1. Emotional self-awareness: Reading one's own emotions and recognising their impact; using 'gut sense' to guide decisions
A2. Accurate self-assessment: Knowing one's strengths and limits

A3. Self-confidence: A sound sense of one's self-worth and capabilities

B. SELF-MANAGEMENT/REGULATION
B1. Emotional self-control: Keeping disruptive emotions and impulses under control

B2. Trustworthiness: Maintaining standards of honesty and integrity

B3. Conscientiousness: Taking responsibility for personal performance

B4. Adaptability: Flexibility in adapting to changing situations or overcoming obstacles

B5. Innovation: Being comfortable with novel ideas, approaches and new information

C. MOTIVATION

C1. Achievement drive: The drive to improve performance to meet standards of excellence

C2. Commitment: Aligning with the goals of the group or the organisation

C3. Initiative: Readiness to act on opportunities

C4: Optimism: Persistence in pursuing goals despite obstacles and setbacks

SOCIAL COMPETENCE: How well we handle relationships

D. EMPATHY

D1. Understanding others: Sensing others' feelings and perspectives, and taking an active interest in their concerns
D2. Developing others: Sensing others' development needs, and bolstering their abilities

D3. Service orientation: Anticipating, recognising and meeting customer needs

D4. Leveraging diversity: Cultivating opportunities through different kinds of people

D5. Political awareness: Reading a group's emotional currents and power relationships

E. SOCIAL SKILLS/ RELATIONSHIP MANAGEMENT

E1. Influence: Wielding a range of tactics for persuasion

E2. Communication: Listening openly, and sending convincing messages

E3. Conflict management: Negotiating and resolving disagreements

E4. Leadership: Inspiring and guiding individuals and groups

E5. Change catalyst: Initiating or managing change

E6. Building bonds: Nurturing instrumental relationships

E7. Collaboration and cooperation: Working with others towards shared goals

E8. Teamwork capabilities: Creating group synergy in pursuing collective goals

1
Organizational citizenship behavior measurement scale
No. Dimensions Resources
I Altruism (ALT): 04 items
1 Helps others who have been absent Podsakoff and MacKenzie (1997)
2 Helps others who have heavy workloads Podsakoff and MacKenzie (1997)
3 Helps orient new people even though it is not required Podsakoff and MacKenzie (1997)
Willingly give your time to help others who have Lee and Allen (2002)
4
work-related problems
II Conscientiousness (CON): 04 items
Obeys organization’s rules and regulations even when Podsakoff and MacKenzie (1997)
1
no one is watching
2 Fulfills the responsibilities described in the job Podsakoff and MacKenzie (1997)
description
3 Accomplish tasks assigned by supervisors Qualitative research
4 Meet the KPIs in charged Qualitative research
III Sportsmanship (SPT): 04 items
Defend the organization when other employees Lee and Allen (2002)
1
criticize it
2 Show pride when representing the organization in Lee and Allen (2002)
public
3 Demonstrate concern about the image of the Lee and Allen (2002)
organization
Offer ideas to improve the functioning of the Lee and Allen (2002)
4
organization
IV Courtesy (COT): 03 items
1 Is mindful of how his/her behavior affects other Podsakoff and MacKenzie (1997)
people’s job
2 Tries to avoid creating problems for coworkers Podsakoff and MacKenzie (1997)
Take action to protect the organization from potential Lee and Allen (2002)
3
problems
V Civic virtue (CIV): 04 items
Attends functions that are not required but help the Podsakoff and MacKenzie (1997)
1
organization’s image
2 Keeps abreast of changes in the organization Podsakoff and MacKenzie (1997)
3 Share personal property with others to help their work Lee and Allen (2002)
4 Maintain and implement organizational cultures Qualitative research
Total: 19 items
S
Measuring emotional intelligence (EQ): a construct comparison between the Bar-On EQ-i and the OPQ32i EI report

Data analysis
Cronbach’s Alpha
The Cronbach’s Alpha Test is used to check scale reliability. All scales meet the
reliability requirements: Cronbach’s Alpha of the scales is greater than 0.7. Only one item of
courtesy, if deleted, will increase the alpha from 0.74 to 0.82. After an in-depth review, the
decision to maintain all items is given.
Table 2
Cronbach’s Alpha results
Factor Cronbach’s Alpha No. of items

Altruism (ALT) α = 0.957 04

Conscientiousness (CON) α = 0.931 04

Sportsmanship (SPT) α = 0.950 04

Courtesy (COT) α = 0.740 03

Civic virtue (CIV) α = 0.903 04

Source: Modified from Babin and Boles, (1998), Keratepe and


Kilic (2007)
Employee Productivity

1. I am able to achieve the target of production as set by the


company
2. I am able to produce high quality products and services
according to the company standards
3. I report to work on time as specified by the company
4. I am always careful to do the right thing while doing my
job
5. Customers always complain about the services offered

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