Impacts of Emotional Intelligence of Leaders on Job Satisfaction - Essay Example

EMOTIONAL INTELLIGENCE RESEARCH PROPOSAL By: + For some time now, the rate in the number of the employees changing jobs has rapidly increased, but the root cause seems unknown. While economic demands are to blame for this predicament, other studies reveal the real cause of this problem. Studies postulate it as a more complex problem: the relationship between employees and the leader. The debate remains quite non-conclusive, and this brings up the need to conduct the study to reveal the relationship between the Emotional Intelligence (EI) and other factors, and their contribution to this trend. Contents Abstract 2 Contents 3 Introduction 4 Rationale 4 Objectives 5 Research question 5 Literature review 6 Theoretical framework 6 Methodology and Methods 7 Research design and context 7 Procedure 7 Data collection method 8 Data analysis 8 Significance of the proposed research 8 Limitations 8 Provisional work schedule 9 Bibliography 10 Introduction Turnover has continued to be a major problem in many organisations for various reasons. Job satisfaction among its employees has been a fundamental reason of the turnover problem as research conducted by Brunetto et al. (2012) suggests. Conversely, whenever an organisation is committed to emotional intelligence, it becomes easier for its employees to be motivated. In fact, Trivellas et al (2013) found that organisational commitment determines the satisfaction of the staff, hence influencing the turnover intentions. In light of these facts, it is highly recommendable that a research be conducted to find a way to mitigate the situation. Therefore, this research intends to analyse the impact the emotional intelligence of leaders has on job satisfaction and subsequent turnover intentions on followers. Rationale Credible statistics have proved that Job Satisfaction (JS), Emotional Intelligence (IE) and Turnover Intentions (TI) are firmly intertwined. In essence, it means that none of it can be overlooked or given more attention that the other (Ganzach and Fried, 2012). Unfortunately, this is not something that many business owners have noticed, but rather they tend to focus on the TI without a decisive action to investigate the root problem (Siddique, 2014). Consequently, this approach has proved to be a dilemma for many business owners. For this reason, it would a grievous mistake not to identify these issues and deal with them conclusively. Corporate play an important role in creating employment thus any issue that could prove to be a hurdle ought to be assessed and dealt with early. The proposal will highlight the underlying issues in the three aforementioned areas. In addition, it will offer the concerned parties an opportunity to find a solution in a bid to continue guaranteeing profitability, which is possible through maintenance of a motivated, satisfied workforce. Objectives As stated above, the research seeks to understand and bring into the limelight the issues that influence JS and TI. Specifically, the issue referred to here is the Emotional Intelligence that normally affects the other two simultaneously. That is to say, what goes on in the EI will have direct impact on both the JS and TI. Therefore, the research intends to understand the impact of EI in relation to the JS and TI with an aim of providing this information for the purposes of improving the business arena. Emotional Intelligence in a leader ought to be assessed from time to time in order to ensure a conducive atmosphere for all (MacCann and Roberts, 2008). Upon understanding the impact, the research could as well be adopted a guide for many businesses to ensure that this all-important issue is not ignored. While the study may seem as if it will be beneficial to the employers only, it will have similar benefits to the employees. This is because the once the disconnection is revealed and the gap bridged, the eventual beneficiaries will obviously be the employees. As reported by Ward and Wilkinson (2006) a research conducted without bias and significant errors is capable of transforming social issues. Research question According to Ward and Wilkinson (2006), in order to have unbiased outcome in every study, the fundamental thing to remember is ensuring an investigative attitude. In short, one’s credibility of a study can cause scepticism if there is apparent bias, which is evidenced by the question whose answer is being sought. Therefore, the question in this study shall be: “Are there impacts of Emotional Intelligence of leaders on job satisfaction and Turnover Intentions of followers?” Literature review A dozen of research studies in respect to this topic reveal that truly, emotional intelligence is vital in the job satisfaction and turnover intention. Reports reveals that the Leader-Member Exchange (LMX) accounted for over 45% of results an organisation witnesses in terms of productivity. In a study, 579 employees were the respondents where the findings showed that the quality of LMX has direct impact on the other two areas- that is JS and TI to be precise (Jordan and Troth, 2011) Similarly, another study conducted in a healthcare facility had results showing that the leader’s emotional intelligence influenced the other areas. The respondents stated that the relationship between an organization’s leaders influenced their way of working (Scott et al., 2006). Still, others found that one of the major reasons job quitting has been prevalent in the recent times could be traced to the same. Rogers (2014) reported that many of the quitting staff expressed failure in leadership support and organization commitment as the catalysts of low levels of job satisfaction. Further, it was established that the relationship between the EI and TI was deteriorating in many organizations. Consequently, it is factually right to state that there is empirical evidence showing the EI of a leader will be pivotal in the JS and TI. As a result, conducting this research as it is an imperative to both the employees and business owners. Theoretical framework From the above statements and findings, the theory applicable in this paper is that EI determines the effects of both JS and TI. This theory is relevant to this study because the aim of the research is to identify the impact of EI on both the JS and TI. This framework has received support from the review of the data explained above, and therefore, the paper seeks to test this theory. Methodology and Methods The data will be collected from both the private and the civil servants in a bid to test if there exists some disparities concerning the two. The method to employ will be a questionnaire as it helps in ensuring privacy, which essential to any research (Emmerich, 2006). Research design and context The context of this study will be based on the learning arena where teachers will be the respondents. Teachers are professionals whose influence on the society is simply vital thus, the need to have them in this study as their work directly affects the society. A total of 500 teachers from the two sides- Private and public schools- will be involved. The sampling procedure will entail half of the number included will be those in employment for more than five years while the rest, the most recent. Procedure Ethics and research, like any other field are inseparable hence one has to consider the same beforehand. Ethical requirements include voluntary consent where the participants must not be compelled to get involved in a study. Additionally, the participants have to be informed of the precise process of the study- that is what it entails (Bull and Lindegger, 2011). One possible complication in the study may include fear by the participants to answer the questions in honesty. Therefore, all information regarding this study will be disclosed to the participants to assure them of no reprisals from the management for the participation since the results will not disclosed to the latter. Data collection method As earlier indicated, a questionnaire will be used in this study; one of the reason being it will help in availing concrete information. Furthermore, using this method means one can collect data from all the respondents simultaneously. The questionnaire will be availed to the participants who will have one hour to fill the information needed. The data needed relates to the relationship the employee has with the leader and the level of job satisfaction. The employee will be asked to list down their reasons for the continued stay in the organization or why they plan to exit. Data analysis Upon receipt of the data, it will be evaluated to ascertain its authenticity since this is vital part in any research (Hardy and Bryman, 2004). This process will entail crosschecking it with the readily available information about the employee. Significance of the proposed research The likely outcome in this study especially this one involving teachers, a disparity may be evident because of the two different sectors. In the end, it may prove that private or public sector is not necessarily, what defines the relations between the EI and JS and TI. Limitations Since the leaders will not be included in the study, there will be limitations because causes of the impact may not be established in this research. Again, the fact that only a handful of participants will be included could give inaccurate results. Provisional work schedule In order to ensure all the tasks are met, a work schedule is imperative in many tasks including research studies. Further, a work schedule helps in eliminating distractions as well unnecessary procrastination. Therefore, this study will be conducted as indicated in the schedule below where strict adherence to the timetable is compulsory. Date Activity Day 1 and 2 Identify and agree with the participants Day 3 Awaiting decision from the participants Day 4 Prepare the questionnaires Day 5 and 6 Carry out the research Day 7 Record the Data Day 8 Data analysis Day 9 Conclusion and release of the results Source (Author) Bibliography Brunetto, Y., Teo, S., Shacklock, K. and Farr-Wharton, R. (2012). Emotional intelligence, job satisfaction, well-being and engagement: explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), pp.428-428 Bull, S. and Lindegger, G. (2011). Ensuring Consent to Research is Voluntary: How Far Do We Need to Go?. The American Journal of Bioethics, 11(8), pp.27-27. Emmerich, N. (2006). Research Ethics for Social Scientists. Research Ethics, 2(4), pp.147-147 Ganzach, Y. and Fried, I. (2012). The role of intelligence in the formation of well-being: From job rewards to job satisfaction. Intelligence, 40(4), pp.333-34. Hardy, M. A., & Bryman, A. (2004). Handbook of data analysis. London, Sage Publications. Jordan, P. and Troth, A. (2011). Emotional intelligence and leader member exchange. Leadership & Org Development J, 32(3), pp.260-260. MacCann, C. and Roberts, R. (2008). New paradigms for assessing emotional intelligence: Theory and data. Emotion, 8(4), pp.540-540 Rogers, R. (2014). Quitting. Chest, 145(4), p.677 Siddique, S. (2014). Role of Emotional Intelligence on Job Satisfaction in University Teacher. Academic Journal of Interdisciplinary Studies Scott, A., Gravelle, H., Simoens, S., Bojke, C. and Sibbald, B. (2006). Job Satisfaction and Quitting Intentions: A Structural Model of British General Practitioners. British Journal of Industrial Relations, 44(3), pp.519-519. Trivellas, P., Gerogiannis, V. and Svarna, S. (2013). Exploring Workplace Implications of Emotional Intelligence (WLEIS) in Hospitals: Job Satisfaction and Turnover Intentions. Procedia - Social and Behavioral Sciences, 73, pp.701-701. Ward, C. W., & Wilkinson, A. E. (2006). Conducting meaningful interpretation: a field guide for success. Golden, Colo, Fulcrum Pub. Pp34 Read More