THE ROLE OF EMOTIONAL

INTELLEGENCE ON
WORKPLACE ATTITUDES

APO GROUP 6

TEAM MEMBERS

1) Srijan Maji (16FN-120)

2) Sahil Dhingra (16MKT-128)
3) Khushboo Acharya(16FT-052)
4) Partth Mahajan (16FT-073)
5) Archit Haldia (16MKT-033)
6) Ankur Bajpai (16FT-155)
Emotional Intelligence
Ability to perceive emotions, to access and generate emotions so as to assist thought, to
understand emotions and emotional knowledge, and to reflectively regulate emotions so
as to promote emotional and intellectual growth - Mayer & Salovey, 1997

Term co-developed by Dr. Peter Salovey and Dr. John D. Mayer and propagated by Dr.
Daniel Goleman.

Five components of Emotional Intelligence as described by Goleman are

Self Awareness
Self Regulation
Internal Motivation
Empathy
Social Skills
Objective(s)
To establish a definite link between work attitudes and emotional
intelligence at workplace where work attitudes typically depict job
satisfaction, mood and stress tolerance.
Methodology
Data collected is of primary nature from working professionals in various fields of work.

Participants were sent messages with an embedded hyperlink to access the Type forms
containing the survey questions.

Questionnaire comprises of 24 questions to test an individuals emotional intelligence on

the following aspects
How well you understand your own emotions
How well you are able to manage your emotions
How good are your self-motivating skills
How well you understand others emotions
How well you manage others emotions

Participants were also asked to rate the company they worked for.
Methodology (Contd..)
Options Score
Always 5 Soring pattern for every question has been indicated.
Usually 4
Sometimes 3 Final emotional quotient score evaluated based on the scores
for each responses.
Occasiona
2
lly
Score Interpretation
Rarely 1
96-120 High EQ Professional success and satisfaction at work

72-95 Better than

average EQ
Improvement required to achieve success at
work

48-71 Medium EQ Need work on emotional skills

24-47 Lower Medium EQ

Not able to comprehend and manage
emotions. Need considerable improvement.

Do not value emotions of self and others

<23 Low EQ
 Results and Analysis
Descriptive Statistics

Emotional
Mean
Std.
Deviation N
Intelligence EI scores data
Ratings 3.5098 1.02708 51
scores have more relevant
lesser CV and static
EI_scores 90.4706 12.95431 51 (14.32%)

Correlations

Ratings EI_scores
Correlation EI scores and
Pearson Correlation Ratings
EI_scores
1.000
.778
.778
1.000
between EI ratings are
Sig. (1-tailed) Ratings . .000 scores and highly
EI_scores .000 . Ratings is 0.778 correlated.
N Ratings 51 51
EI_scores
51 51
 Results and Analysis (Contd..)
Model Summaryb
Ratings is
explained by
Std. Error of R Square
the EI scores
Adjusted R the Durbin-
value is 0.606
Model R R Square Square Estimate Watson to a large
1 .778a .606 .598 .65146 1.740 extent
a. Predictors: (Constant), EI_scores
b. Dependent Variable: Ratings

Table C: Model Summary table

Null and alternate hypotheses proposed are:

Ho No correlation exists between emotional intelligence score and ratings to company given
by participants.

H1 - Correlation exists between emotional intelligence score and ratings to company given by
participants.
 Results and Analysis (Contd..)
ANOVAa
Sum of Mean
Model Squares df Square F Sig.
Significance
1 Regressio
31.950 1 31.950 75.283 .000b Significant
n value is lesser
We can reject impact of EI
Residual 20.795 49 .424 than 0.05 (our
Null hypothesis scores on
Total 52.745 50 significance
ratings
a. Dependent Variable: Ratings level)
b. Predictors: (Constant), EI_scores

Close Statistical
resemblance to analysis done
normal for the datasets
distribution hold true
 Results and Analysis (Contd..)
SCATTER PLOT (EI SCORES VS SATISFACTION
RATINGS)
120

100
Emotional Intellegence Score

80

60

40

Scatter plot of emotional

20
intelligence score vs job satisfaction
rating
0
0 1 2 3 4 5 6
Job Satisfaction Rating
Recommendations
For HR Managers
Integrate emotional intelligence as a key evaluation parameter in the recruitment process.

HR managers need to create a EI map of the existing workshop and then design EI
workshops, seminars and trainings on the basis of the same

Incorporating the same in performance management systems

Recommendations
For Employees
Learn to control negative emotions i.e. not reacting adversely in adverse situations.

Trying to improve ability to manage stress with the help of aerobics and exercises.

Ability to express ourselves assertively when need requires.