Social intelligence at work and its implication for organizational identification:

Abstract

Since organizational identification is an important phenomenon for efficiency and productivity of the organization, its relationship with many variables has been examined. However, there is no study in the literature examining the relationship between organizational identification and social intelligence. Grounded in the Strong Ties Approach the object of study is to explore the relationship between social intelligence and organizational identification. Besides, the study aimed to determine whether the level of social intelligence and organizational identification vary or not according to the sector type. The study was designed with a quantitative research pattern and correlational research design. The sample is consisting of 306 public and private sector employees. The survey technique with a convenience sampling method was used to collect the data. The obtained data were investigated through statistical analysis software. Social intelligence has been studied both as a whole and with its dimensions named as social information processing, social skills, and social awareness. According to the regression analysis results; social intelligence as a whole and social skills have a significant and positive contribution to predicting organizational identification. However, the effect of social information processing and social awareness on organizational identification is not significant. Moreover, independent samples t-test suggests that the social intelligence and social skills levels of private-sector employees are higher than the same factor levels of the public sector. However, the level of employees' social information processing, social awareness, and organizational identification does not differ according to the sector type. The research also offers several theoretical and practical implications.

Gender Aspects of Social Intelligence Management in the Context of Civic and Political Engagement

“…In 1920, this researcher defined SI as the skill of "succeeding in relationships with other people while managing them" (Develi, 2022). Since his work appeared in the non-scientific publication Harper's Journal, some scholars attribute the authorship of the term "social intelligence" to another scientist, namely Harry Barnes, who introduced this scientific concept in his monograph History and Social Intelligence, published in 1926.…”

Meaning in motion: Evolving images of talent in organisations in a disruptive world

“…Research by Develí et al (2022) showed that leadership, by applying social intelligence and social skills to create a more inclusive climate during COVID-19, contributed to employees' organisational identification. As Harding (2019) mentioned, the extent individuals move between alienation and inclusivity influences the meaning they derive from their work.…”

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“…One of the first to study social intelligence was the American psychologist Edward Lee Thorndike, who in 1920 defined this phenomenon as the ability to "succeed in interpersonal relationships, to lead others" (Develi, 2022). Since his study was published in the non-scientific journal "Harper's Journal" there is reason to believe that the discoverer of social intelligence was another scientist, Harry Barnes, who used this term in 1926 in his monograph "History and social intelligence" (Mateyuk, 2021).…”