Volume 11, Issue 4 (12-2017)
payavard 2017, 11(4): 469-478 |
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Ghaderabadi Z, Amirkabiri A, Rabiee Mandejin M. Emotional Intelligence and Job Performance Relationship: Study in Staff of Shariati Hospital at Tehran University of Medical Sciences. payavard 2017; 11 (4) :469-478
URL: http://payavard.tums.ac.ir/article-1-6361-en.html
URL: http://payavard.tums.ac.ir/article-1-6361-en.html
1- Master of Science in Public Management, School of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran
2- Assosiate Professor, Public Management Department, School of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran ,Ali.Amirkabiri@iauctb.ac.ir
3- Assistant Professor, Public Management Department, School of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran
2- Assosiate Professor, Public Management Department, School of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran ,
3- Assistant Professor, Public Management Department, School of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran
Abstract: (4757 Views)
Background and Aim: Emotional intelligence Skills is highly crucial in career success and achivement critical responsibilities accompolishments. Psychologists believe that 20% and 80% of individuals’ success depends on IQ and emotional intelligence (EQ) respectively. This study is aimed to investigate the relationship between emotional intelligence and job performance among the staff of Shariati Hospital at Tehran University of Medical Sciences in 2016.
Materials and Methods: In a descriptive-analytical method, 1030 individuals from different units of shariati hospital`s staff were studied. 280 persons were randomly selected by using a Cochran formula. Two questionnaires regarding Schering Siberia emotional intelligence (1990) and Patterson job performance (1975) were used after being validated through experts and specialists` view and reliablity analysis (Cronbach's alpha values of questionare of emotional intelligence=0.734 and job performance=0.768). The data were analysed by use of descriptive statistics, Pearson correlation test and Friedman test.
Results: The total studied staff was included 73% women 62% married and 67% college education. The average emotional intelligence rating was 182 (with IE of 34) and average job performance was 109 (with IE of 22).The result showed a significant correlation between emotional intelligence and job performance (p=0.030). Using Friedman statistical test, ranking of emotional intelligence components were conducted; the self-awareness and social skills had the first and fourth rank respectively.
Conclusion: Training and the improvement of emotional intelligence skills and capabilities can be used to enhance the process of the hospital staff recrument andimprove their performance level.
Materials and Methods: In a descriptive-analytical method, 1030 individuals from different units of shariati hospital`s staff were studied. 280 persons were randomly selected by using a Cochran formula. Two questionnaires regarding Schering Siberia emotional intelligence (1990) and Patterson job performance (1975) were used after being validated through experts and specialists` view and reliablity analysis (Cronbach's alpha values of questionare of emotional intelligence=0.734 and job performance=0.768). The data were analysed by use of descriptive statistics, Pearson correlation test and Friedman test.
Results: The total studied staff was included 73% women 62% married and 67% college education. The average emotional intelligence rating was 182 (with IE of 34) and average job performance was 109 (with IE of 22).The result showed a significant correlation between emotional intelligence and job performance (p=0.030). Using Friedman statistical test, ranking of emotional intelligence components were conducted; the self-awareness and social skills had the first and fourth rank respectively.
Conclusion: Training and the improvement of emotional intelligence skills and capabilities can be used to enhance the process of the hospital staff recrument andimprove their performance level.
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