Assessing Emotional Intelligence and Organizational Citizenship Behavior among Executives: Examples from Bruneian SMEs

Seyal, Afzaal H.; Afzaal, Taha; Saun, Susan Chin T.

doi:10.3923/ibm.2012.476.486

Cited by 4 publications

(4 citation statements)

References 15 publications

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“…Seyal et al (2011) in their first study of 110 senior executives of SMEs in Brunei have studied the relationship between leadership style, emotional intelligence, personality, and organizational culture and found that there exists a significant relationship between EI, leadership style (transformational) and personality dimension dependence versus autonomous remained significant. Similarly in another study Seyal et al (2012) not only studied the emotional intelligence and organizational citizenship behavior among executives of Bruneian SMEs but also studied the role of the demographics on EI. The results indicated that both EI and OCB are significantly correlated and all demographical variables excluding gender are significant with EI of the executives.…”

Section: Emotional Intelligencementioning

confidence: 99%

An Investigation of Relationship among Emotional Intelligence, Organizational Commitment and Job Satisfaction: Evidence from Academics in Brunei Darussalam

Seyal¹,

Afzaal²

2013

IBR

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Emotional Intelligence (EI) is emerging paradigm discussed and researched widely within the domain of organizational behavior and leadership research continuum in the workplace. This has further been recognized as an effective tool along with organizational commitment (OC) in assessing the job satisfaction. Keeping in view the relative importance and the potential of these two domains; EI and OC to the job satisfaction among academics, this pioneering study was conducted among the 90 academic staff of a technical university in Brunei Darussalam. The study using survey methodology aims not only to establish empirical evidence of examining academics' relationship between EI, and OC but also to find out their level of job satisfaction. The result indicates that two out of seven dimensions of EI and effective component of organizational commitment strongly predict the job satisfaction. The results are discussed and recommendations are made based upon the data analysis and conclusion.

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Section: Emotional Intelligencementioning

confidence: 99%

An Investigation of Relationship among Emotional Intelligence, Organizational Commitment and Job Satisfaction: Evidence from Academics in Brunei Darussalam

Seyal¹,

Afzaal²

2013

IBR

Self Cite

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“…Thus, compared to their counterparts in the large organisations, managers in SMEs are major players in the decision-making process (Seyal et al, 2012), as well as in the implementation of the decisions made. This is significant because authors such as Mintzberg (1978) or Liedtka (1998) consider strategic thinking as an individual activity from which emerges a cohesive vision of the firm that leads to suitable strategic practices and increased performance.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Coherently, previous research into SMEs has found a dominant role of top managers in determining both the strategic approach to the organisation and approaches to HRM (Krishnan and Scullion, 2017). Thus, with it being the individuals (rather than organisations) who think strategically (Liedtka, 1998), and it being the role of owners/managers in SMEs that is outstanding (Seyal et al, 2012), the managers' qualities, among them EI, are of higher relevance for these firms (Chin, Anantharaman and Tong, 2011). From a HR perspective, Alatailat et al (2019) studied how strategic thinking influences organisational performance and how high-performance HR practices may strengthen this relationship.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

The HR decision-maker’s emotional intelligence and SME performance

Cuéllar-Molina

Déniz

Cabrera

2019

MRR

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Purpose This paper aims to examine the influence of the emotional intelligence (EI) of the human resources (HR) decision-maker on firm performance in small and medium-sized enterprises (SMEs), as well as the possible mediating role of the use of a system of HR practices in that relationship. Design/methodology/approach The research involves a sample of 157 managers responsible for HR in SMEs. SMEs are examined because in these firms, decisions are not usually adopted on a collegiate basis. It makes these firms an ideal context for studying the relationship between HR decision-maker’s EI and firm performance. Findings Results show that the HR decision-maker’s EI determines firm performance in terms of generation of valuable HR and financial outcomes. They also confirm the mediating role of the system of HR practices in that relationship. Research limitations/implications This research suggests that an adequate understanding of the importance of EI can guide efforts to boost SMEs competitiveness. Thus, as SMEs are an important part of the business fabric in the majority of developed economies, the implications of this study are significant. Originality/value Findings in this research suggest that the workplace is not managed exclusively on a cognitive basis since emotional competences may play an important role in the HR management and SMEs’ performance.

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“…Individuals who know their emotions and can understand others' emotions are seen as happier and more successful (Certel et al, 2011). Furthermore, Goleman also states that emotional intelligence consists of five elements that are represented by self-awareness, selfcontrol, motivation, empathy and social skills (Seyal & Afzaal, 2012).…”

Section: Introduction and Literature Reviewmentioning

confidence: 99%

The Effect of Emotional Intelligence on Employees’ Psychology Well Being: Altruism As A Moderator

Adnan¹,

Abdullah²

2022

IJARBSS

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This study aimed to investigate the influence of emotional intelligence on employee psychological well-being with altruism as a moderator. This study was a cross-sectional study using quantitative methods, through the distribution of questionnaires. A total of 194 respondents were selected among employees of a government agency in Malaysia. The USM Emotional Quotient Inventory (USMEQ-i) was used in this research to measure emotional intelligence, The Psychological General Well-Being Index (PGWBI) was used to measure psychological wellbeing and Adapted Self-Report Altruism Scale was used to measure altruism. The results showed that emotional intelligence has an influence on psychological well-being of employees positively and significantly. However, the results found that altruism did not moderate the relationship between emotional intelligence with psychological wellbeing of employees.

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Assessing Emotional Intelligence and Organizational Citizenship Behavior among Executives: Examples from Bruneian SMEs

Cited by 4 publications

References 15 publications

An Investigation of Relationship among Emotional Intelligence, Organizational Commitment and Job Satisfaction: Evidence from Academics in Brunei Darussalam

An Investigation of Relationship among Emotional Intelligence, Organizational Commitment and Job Satisfaction: Evidence from Academics in Brunei Darussalam

The HR decision-maker’s emotional intelligence and SME performance

The Effect of Emotional Intelligence on Employees’ Psychology Well Being: Altruism As A Moderator

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