Emotional Intelligence and Job Satisfaction

This research explores the relationship between emotional intelligence and job satisfaction. It aims to verify whether emotional intelligence has an impact on the job satisfaction levels of employees and why emotional intelligence displayed a stronger affection for interpersonal as well as intrapersonal communication. The research questions formulated by the researcher are; 1. What is Emotional Intelligence and why is it significant to the performance of a business organization? 2. Does Emotional intelligence help a person to have a certain degree of competitive advantage over other employees in the organization? 3. What is Emotional recognition and Emotional regulation? How are emotionally intelligent persons capable of developing skills to tackle different types of challenges?

Running head: EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Contemporary issues in human resources
Name of the student
Name of the university
Author Note:

2EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Table of Contents
Title..................................................................................................................................................3
Introduction......................................................................................................................................3
Aims and Objectives........................................................................................................................4
Figure 1- Theoretical Model............................................................................................................6
Research Questions..........................................................................................................................6
Models and Discussion....................................................................................................................7
Figure 2- Trait’s Model...................................................................................................................9
Figure 3- Fifteen Facets...................................................................................................................9
Figure 4- Conceptual Framework..................................................................................................12
Methodology..................................................................................................................................12
Analytical Findings........................................................................................................................14
Conclusion.....................................................................................................................................16
Bibliography..................................................................................................................................18

3EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Title
The research is based on Emotional Intelligence so; the researcher has chosen an
appropriate title for the following research which is;
“Emotional Intelligence and Job Satisfaction”
Introduction
Emotional Intelligence and job satisfaction are two of the most key concepts that
generates high amount of interest in the modern working environment. Both of them help an
organization as well as the person himself to receive a competitive edge over their rivals in the
business (Ko and Kim 2014). But unfortunately there are just a few studies that have been
conducted on the following topic that determines the factors that affects the following two
business concepts. In the context of the emerging social and organizational psychology
emotional intelligence plays a significant role in the growth of the business as well as the
personal growth of the person who possesses emotional intelligence (Karimi et al. 2014).
Emotional Intelligence determines a person’s ability to monitor the feelings and emotions of
one’s own and some other person’s feelings and emotions. The presence of emotional
intelligence also helps the particular person to guide other persons in the right way to meet the
business goals of the particular organization. Therefore it is a great advantage to possess
emotional intelligence as it helps a person to be a leader in the particular Company. In personal
terms the presence of emotional intelligence helps the person to be interpersonally aware of
one’s own and also the behavior of others (Levitats and Vigoda 2017). Such a rare talent helps

4EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
the person to develop himself as a human being and also act as the true guide for the other
persons.
The different theories of emotion in an organization depict the affective states at work
that are key vehicles of organization development as well as personality development in job
satisfaction. On the other hand there are enough evidences on the fact that Emotional Intelligence
has a direct impact on job satisfaction (Meisler and Vigoda 2014). Emotional Intelligence along
with job satisfaction has a direct influence on the Companies that have direct communications
with their customers. This includes different types of organizations like call centers, B2B
communication centers as well as the other types of business which are engaged with client
based communications. The presence of Emotional Intelligence within an employee of such an
organization is helpful as because such a unique talent can help him identify the minds of the
customer easily (Levitats and Vigoda 2017). Identifying the minds of the customer can help him
to strategize his way of presentation to the customer. The following research is one of the most
important concepts that will throw some light on the concept of emotional intelligence and
satisfaction of jobs for the employees of the organization.
Aims and Objectives
The following research is aimed to bring out the different features of Emotional
Intelligence and its direct impact on the job satisfaction levels of the organization. The choice of
the research topic has been made so because of the absence of any quality works on the aforesaid
topic. The objectives of the research are to verify whether or not Emotional intelligence has an
impact on the job satisfaction levels of the employees. The research will also highlight on why

5EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
emotional intelligence displayed a stronger affection for interpersonal as well as intrapersonal
communication.
Research Hypothesis
There are a large number of issues that are faced by the management of the organization.
These issues are generally faced by the business organizations that are engaged in direct
communication with the consumers or According to different experts the employees who are
emotionally intelligent tend to display a much better skill in identifying the different feelings of
happiness, frustration and stress of the other employees in the organization (Fu 2014). This
makes the employees with high level of Emotional Intelligence much more resilient to stress and
nervousness as because they are able to develop their own personal strategies to get rid of stress
in an organized manner and achieve success within the business organization (Meisler and
Vigoda 2014). On the other hand the employees with a low level of emotional intelligence tend
to display a low awareness and are more vulnerable to stress and other forms of emotional
weakness which can seriously affect their performance levels. They tend to collapse and take
wrong decisions in times of crisis. However the experts believes that a positive association of
these people with a person having a high level of emotional intelligence can improve their skills
and confidence and make them emotionally stronger to face any kind of situations (Goleman
Boyatzis and McKee 2013).

6EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Some of the researches on Emotional intelligence revealed a stronger relationship with
organizational commitment rather than that of job satisfaction (Vratskikh Al-Lozi and Maqableh
2016). Job satisfaction was found out to be a mediator between the regulator of emotion and
organizational commitment. The Hypothesis is given below;
Hypothesis 1-The emotional intelligence of the employees has a positive association with their
internal job satisfaction
Hypothesis 2- The emotional Intelligence of the employees- Emotional Recognition associates
positively with their external job satisfaction
Figure 1- Theoretical Model
Source- (As created by the Author)
Research Questions
The research questions formulated by the researcher are;
Emotional Intelligence Job Satisfaction
Emotional Recognition
Emotional Regulation
Internal Satisfaction
External Satisfaction

7EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
1. What is Emotional Intelligence and why is it significant to the performance of a
business organization?
2. Does Emotional intelligence help a person to have a certain degree of competitive
advantage over other employees in the organization?
3. What is Emotional recognition and Emotional regulation? How are emotionally
intelligent persons capable of developing skills to tackle different types of challenges?
Models and Discussion
The literary part of the following research has described a number of different aspects
related to the following two models of modern business. The researcher has described both the
elements in detail in this part of the report. The review has provided the readers with a clear and
transparent idea about both the contexts of the review.
Emotional Intelligence
The following term can be best described as the ability, capacity, skill that helps to
manage as well as control the emotions of the employees as well as one’s own. As said earlier
emotional intelligence plays a major role in the work life of the people of the organization and
helps to evaluate the behavior, managerial skills, attitudes and many more such detailed
emotional parameters (Goleman Boyatzis and McKee 2013). These principles have a direct
impact on analysis of the job, planning the job and also in different forms of recruitment and
selection activities. The main advantage of emotional intelligence is its special ability to
understand the emotions of the people and control one’s own emotions. Emotional Intelligence
also helps to manage and understand the conduct of the professionals in the workplace (Fu

8EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
2014). The emotional conduct helps the organization to make use of the efficient workforce and
increase its organizational performance. The main type of organizational difference lies in the
fact that the organization has the clear cut role in the determination of the organizational features
Job Satisfaction
Job Satisfaction is another major topic that refers to the employee’s affective reaction to
the job which he is placed (Greenidge Devonish and Alleyne 2014). The liking of the job to an
employee is utmost important as because it helps them to provide more effort to his job which
helps the job to be perfect in nature. Job Satisfaction can also be considered as the special
emotional attachment that the employee has with his own firm.
The Trait’s Model
Trait’s Model was published in the year 2009 and is considered to be one of the most
latest and advanced models of Emotional Intelligence to date. It proposes Emotional intelligence
to be a trait that people have in them or as a part of their personalities which is completely
different from that of the idea that Emotional Intelligence is totally based on ability (Meisler
2014). According to the following model emotional intelligence can be adapted by people
according to their job demands.

9EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Figure 2- Trait’s Model
Source- (Joseph et al. 2015)
The following trait is not measured in the scientific sense but rather measured by the self
report of the different respondents. The respondents are selected according to their capability to
describe or discover their own personal behavior and emotional intelligence.
The following model has over 150 items questionnaire to test the emotional intelligence
of the person. It has also a shorter version of 30 items that is preferred by many of the smaller
organizations. The following questionnaire has 15 facets in the sampling technique (Miao
Humphrey and Qian 2016).

10EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Figure 3- Fifteen Facets
Source- (Humphrey 2016)
One of the most important features of the following model is that Emotional Intelligence
can be viewed in a different way altogether as it explores the intelligence on the personality of
the person (Goleman Boyatzis and McKee 2013). . The following model is totally different from
the other models is that it is an environment based ability and not a brain based ability. Therefore
the following model takes ample time to collect sufficient evidence (Goleman Boyatzis and
McKee 2013). The time it takes also helps the organization to conduct a thorough examination of
the samples and collect the accurate responses.

11EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Conceptual Framework

12
UNDERSTANDING EMOTIONS
CHANGES
BLENDS
MANAGING EMOTIONS
EMOTIONAL MANAGEMENT
EMOTIONAL RELATIONS
JOB SATISFACTION
ORGANIZATIONAL BEHAVIOR
HELP ORIENTED
BEHAVIOR
COURTESY
EMOTIONAL INTELLIGENCE AND JOB SATISFACTION

13EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Figure 4- Conceptual Framework
Source- (As Created by the Author)
The review of the following literature formed the basis for formulating the conceptual
framework of the given project. The above conceptual model considers understanding the
emotions as well as managing the emotions of the employees as the independent variables. On
the other hand Job Satisfaction has been taken as the dependent variable. Both of the independent
as well as the dependent variables establish a clear relationship between Strategic Emotional
Intelligence and Job Satisfaction (Gao et al. 2013). The literary part of the following project
establishes the practical knowledge of the relationship between Emotion and Job Satisfaction.
Both of these combined together are thus referred to as the strategic emotional intelligence
(Goleman Boyatzis and McKee 2013). The second portion of the following model establishes job
satisfaction as the independent variable and organizational employee behavior as the dependent
variable. Organizational Employee Behavior can be further subdivided into Help Oriented
Behavior as well as courtesy. Therefore the conceptual model serves as an important practical
knowledge in the following report that establishes the idea of relation between Emotional
Intelligence and job satisfaction.
Methodology
The researcher decided to conduct a practical study to verify and establish the idea of
Emotional Intelligence and Job Satisfaction in the modern world. A survey was conducted by the
researcher that involved 115 employees of Virgin Atlantic Airlines, one of the leading British
carriers. All the information regarding the following topic was collected based on the
questionnaire prepared by the previous researchers on the same field. Each variable consisted of

14EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
five items starting from 1 to 5. 1 represented “Strongly Disagree” whereas 7 represented
“Strongly Agree”. In between there were many other such responses like agree, Disagree and
Neutral. The respondents had the freedom to express their own opinion on the following topic. A
systematic and random check of the sampling was used to determine the sample from the total
considered population of the researcher. After the final selection of the respondents, the
researcher provided the selected respondents with the questionnaire. The respondents were given
a time period of 2 weeks to submit their responses. All the respondents submitted the responses
within the stipulated time period. On a detailed analysis of the responses it was found out that all
of the questionnaires were found to be useful for the survey. The responses served an important
part in the analysis of the emotional intelligence and emotional behavior. The results of the given
analysis are provided in different tables given below;
Variable Mean Self Deviation
Self-Control 5.679 0.650
Trustworthiness 6.212 0.497
Adaptability 6.005 0.4822
Achievement Orientation 6.089 0.471
Initiative 5.720 0.564
Conscientiousness 5.995 0.641
Overall 5.951 0.562
Table No 1- Results of Survey
Source- (As created by the Author)

15EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Variable Mean Standard Deviation
Empathy 6.060 0.588
Organizational
Awareness
5.910 0.576
Service Orientation 6.038 0.591
Overall 6.004 0.585
Table No 2- Social Awareness Variables
Source- (As created by the Author)
Analytical Findings
Most of the studies on Emotional Intelligence and job satisfaction up to date were on the
rational and normative scope in the field of management and the researchers have completely
ignored the emotions that are present inside the organization (Dong Seo and Bartol 2014). A
systematic approach has been presented by the researcher that has been helpful to develop a
perfect strategy for the development of Emotional intelligence among the employees of the
organization (Ngirande and Timothy 2014). The conceptual definition of the following topic has
not been corrected and developed and is constantly being applied in the field of practical studies.
The practical studies behind the emotional intelligence are still in the developmental stage as
they provide an imprudent introduction of the different concepts (Trivellas Gerogiannis and
Svarna 2013). The researcher has to keep in mind all these facts while developing managerial
organizational needs of the organization (Saeed et al. 2014).

16EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Different researchers have put forward different ideas related to Emotional intelligence and Job
Satisfaction in the workplace environment (Trivellas Gerogiannis and Svarna 2013). Many
scholars view emotional intelligence as the unique characteristic that is that is owned by a
particular individual which includes personal character and personality and see that these
variables regulates the effect on the individual behavior of the employees of the organization.
The human resource management sense identifies the ability and the compatibility of the person
or the employees of the organization. According to the Dong Seo and Bartol (2014) is a
limitation in the rational approach methods that basically tries to solve the problems within the
brain itself. On the other hand Sony and Mekoth (2016) the emotional intelligent approach
method emphasizes the in between the individual emotions of the organization and utilizes them
which helps to be more effective in establishing a proper relationship between the different
members of the organization. Organizational Behavior is one of the voluntary sacrifices and does
not consider the cumulative effort of the individual. Has opposed this theory and put forward the
use of a calculative survey which has an effect on the emotional aspects of the employees of an
Organization. The following process will help to efficiently predict the organizational validity
like the organizational civil behavior (Shooshtarian Ameli and Aminilari 2013). The main factors
that have a direct impact on the efficacy of the particular person must be aware of the fact that
emotional intelligence is equally important like that of intelligence. The management of every
business organization must also be efficient enough to recruit people having emotional
intelligence as well as must have the capability to develop the emotional quotient of the
employees (Goleman Boyatzis and McKee 2013).
.

17EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
Conclusion
The basic idea that underlies the concept of Emotional intelligence is based on the
effective action that is required more than purely rational thought. Emotion forms an important
part of the human behavior for energizing and directing one’s own behavior. It also helps one to
be happy and successful in all the works of his life. The research conducted by the researcher has
taken the use of many intelligence quotient tests that helped him to garner the knowledge on the
average level of emotional intelligence of the employees of a particular organization. The
research has continuously shown that the IQ scores and academic intelligence do not predict the
important life outcomes. Job Satisfaction is one of the most integral components of the
organizational climate but also serves as an important element of management employee
relationship. There should be strong and solid steps that are taken for the purpose of improving
the satisfaction of the employees while working in their respective workplace domains. Job
Satisfaction can also be an important indicator about what are the feelings of the employees
related to their jobs. Whether or not they enjoy their jobs or they are happy with their jobs or
not? Job Satisfaction is a vital component in the success of the organization as well as their own
personal self. If an employee is satisfied with his job he can have the extra confidence in him to
provide the best possible effort and deliver the best result. Such a well organized performance
can be a boon to the management of the company as because such a performance can ensure both
internal and external success for the organization. Job Satisfaction can also partially mediate the
relationship of the different variables of personality and deviant work behaviors of the
employees of the organization. Another most important finding from the research has been the
correlation of job satisfaction with that of life satisfaction. The following relation is totally

18EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
relative to each other. A person having a better job satisfaction has a much better life while on
the other hand a person having no satisfaction in life has a low level of personal satisfaction.
The research has found out that presence of emotional intelligence within a person helps
the person to be satisfied in his own personal terms which helps him to get rid of the different
crisis that he may face in workplace. However employees who have a lack of emotional
intelligence are motivated by their leaders who help them to overcome the shortfall and make
them capable enough to deliver their best performance to the organization. The research was
constructed in an organized way which helped it to make the report more compact in nature. The
presence of a proper introduction, conceptual framework and critical analysis combined to
produce a good result. The research has a huge scope and will surely act as a great source of
information for the future researches that will be conducted on the same subject.

19EMOTIONAL INTELLIGENCE AND JOB SATISFACTION
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22EMOTIONAL INTELLIGENCE AND JOB SATISFACTION