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Effect of emotional intelligence on resistance towards 4IR technology changes

  • Authors: Van Der Westhuizen, Riani
  • Date: 2021
  • Subjects: Industry 4.0 - Public opinion , Employees - Attitudes , Emotional intelligence
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/485608 , uj:44145
  • Description: Abstract: Orientation – As we quickly move into the extensive changes the fourth industrial revolution presents, we often struggle to accept those changes and we tend to resist change, especially if the change might seem of a threatening nature. Understanding the forces of resistance is paramount in creating solutions to adopt and embrace technology rather than resist it. Research purpose – This study attempted to specifically look at how people’s emotional intelligence might influence their level of resistance towards Industry 4.0 changes within their working environments. The study also attempted to see if there were any significant differences in levels of resistance to change experienced/displayed by individual in vulnerable occupations and individuals in less vulnerable occupations. Motivation for the study – The fourth industrial revolution holds unlimited potential for all humans, especially in the working environment, but unfortunately the resisting attitudes of the working force make it difficult to fully unlock the technological potential of the working environment. People who are resistant and hesitant to the technologically advanced changes that need to be implemented by managers are the people who will render the success and growth of current organisations. To truly remain competitive, organisations must adapt, and organisations must make the hard decisions to leave behind those who are not willing to adapt with them to the future. It is therefore crucial to deepen our understating of why and how people are resisting these technological changes so that we can tackle them in a constructive way. Research design, approach, and method – In order to carry out the research the Rahim Emotional Quotient Index and the Resistance to Change Measure was administered to working individuals (N=320) in various industries across Gauteng, South Africa. Main Findings – The results indicated that level of emotional intelligence and its five subscales had a statistically significant negative relationship with level of resistance towards change experienced. Additionally, the findings indicated that occupation vulnerability did not significantly influence the level of resistance to change experienced by individuals. Practical/managerial implications - As suggested by this study, the emotional intelligence of individuals plays a role in resisting attitudes towards technological changes. Managers will therefore be able to successfully implement interventions to address the problems faced within the working environment caused by resistant workers. These interventions will not only help organisations more smoothly implement technology in the working environment, but it will also help organisations to improve the mindsets and wellbeing of their working individuals. , M.Com. (Industrial Psychology)
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Emotional intelligence, knowledge management processes and Creative Performance : modelling the mediating role of self-directed learning in Higher Education

The role of emotional intelligence and parenting styles on self-esteem in a sample of respondents in Nigeria

Emotional intelligence levels of adolescents who experience cyberbullying in an urban school

  • Authors: Pretorius, Natalie Chantal
  • Date: 2018
  • Subjects: Emotional intelligence , Cyberbullying , Bullying in schools , Urban schools
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/402243 , uj:33653
  • Description: Abstract : The purpose of this study was to describe the emotional intelligence levels of adolescents within an urban school in Gauteng. The theories used to underpin this study included the Theory of Planned Behaviour, The Barlett and Gentile Cyberbullying model and the Theory of Symbolic Violence. Findings in literature have suggested that Cyberbullying may have dire consequences for victims of this phenomenon. These include various forms of depression and in some cases, it has been linked to self-harm and suicide. The researcher was interested to see if emotional intelligence may potentially play a role in cyberbullying behaviour, considering that emotional intelligence guides individuals’ actions and behaviours. In light of this the researcher hypothesised that there will be a difference in emotional intelligence levels of cyberbullying perpetrators, bystanders and victims. A Kruskal-Wallis statistical test was employed and it was found that there was no significant difference. A number of other interesting observations did however come to light. Participants were asked a number of questions relating to cyberbullying behaviour. Participants were further asked to indicate whether they self-identify as a victim, bystander or perpetrator of cyberbullying. Participants were allowed to choose more than one... , M.Ed. (Education Psychology)
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Resolving conflict in the project environment using emotional intelligence

  • Authors: De Villiers, Johan
  • Date: 2018
  • Subjects: Conflict management , Project management , Emotional intelligence
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/293689 , uj:31940
  • Description: Abstract: Conflict is part of everyday life and with conflict management revolving around making sure everyone feels heard and respected, whilst negotiating a mutually beneficial solution that everyone involved can accept, it is however the methods and techniques project managers use in resolving conflict that could potentially influence the success of any project. With literature varying in opinion as to whether emotionally intelligent project managers have an improved ability to effectively manage conflict in a project environment, the aim of this research study is to investigate what conflict management strategies project managers with a high level of emotional intelligence prefer including its subsequent impact on overall project success. The four project managers part of this research study, each manages two of the eight project case studies, the elected research method. The preferred conflict resolution strategy and level of emotional intelligence of each of the project managers constitutes the primary data collection. Overall client satisfaction i.e. the measure for project success, constitutes the secondary data collection. Findings suggest that those project managers with a high level of emotional intelligence prefer the conflict management strategy of compromising with this preference having a positive effect on the outcome of the project and those with a lower level of emotional intelligence prefer the conflict resolution strategy of either avoiding or competing with this preference having a direct negative impact on project success. Further research is however needed in order to generalize the results observed but based on the findings it is the researcher’s suggestion that companies should encourage project managers to develop and master the skills of emotional intelligence along with the skills needed to efficiently deal with conflict in the project environment. These skills could form the basis of developing a project managers ability to resolve conflict effectively within a project environment with the benefit thereof not only applicable to project managers but also those individuals forming part of the project team. , M.Ing. (Engineering Management)
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The moderating role of emotional intelligence on the process of workplace conflict, job crafting and job performance

  • Authors: Sloan, Monique
  • Date: 2018
  • Subjects: Emotional intelligence , Performance - Psychological aspects , Conflict management , Industrial psychology
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/402968 , uj:33746
  • Description: Abstract : This study explored emotional intelligence (EQ) from both a self- and others-focused perspective. Two moderated mediation models were conceptualised for the study. Conceptual Model 1 explored the relationship between task conflict, task crafting, self-focused EQ, and in-role performance; Conceptual Model 2 explored the relationship between relational conflict, relational crafting, others-focused EQ, and extra-role performance. The study aimed to investigate the mediating effects of job crafting on the relationship between workplace conflict and performance. Additionally, EQ was explored as a moderator of the posed mediation relationships. This was a quantitative, cross-sectional study, in which data were gathered using an online survey, and subsequently analysed using Hayes PROCESS analysis in SPSS. The survey comprised the Intragroup Conflict Scale (ICS), the Job Crafting Questionnaire (JCQ), the Rotterdam Emotional Intelligence Scale (REIS), and a shortened version of the Performance Scale (PS). Data were gathered from 293 employees across various industries in South Africa. Results showed that task crafting mediates the relationship between task conflict and in-role performance; other-focused EQ moderates the relationships between task conflict and in-role performance; and self-focused EQ proved to have a stronger effect on the relationship between task conflict, task crafting, and in-role performance in the second stage. Specifically, these results implied that not being able to regulate one’s own emotions (i.e. low levels of self-focused EQ) during times of increased task conflict still results in increased in-role performance when employees craft their tasks. Therefore, we can assume that crafting plays a very important role in regulating the effects of conflict on in-role performance, especially if one is less able to regulate one’s self-focused EQ. , M.Com. (Industrial Psychology)
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The influence of principals’ emotional intelligence on their instructional leadership

  • Authors: Venter, Dirk Johan
  • Date: 2017
  • Subjects: School principals - Psychology , Emotional intelligence , Educational leadership
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/286473 , uj:30998
  • Description: Abstract: This study investigated how emotional intelligence relates to instructional leadership as a strategy to enhance the quality of education leadership practice. There is a current need in South Africa to improve education leadership practice in order to improve the quality of education. This study is located in the post positivist paradigm and a quantitative research approach was employed. Two instruments were utilised to collect data, namely, the Emotional Intelligence Appraisal to measure the level of principals’ emotional intelligence and the Principal Instructional Management Rating Scale, to measure principals’ instructional leadership in selected components of instructional leadership. The dimension of instructional leadership that was the focus of this research was ‘Managing the Instructional Programme’ which comprises three components: ‘Supervise and Evaluate Instruction’, ‘Coordinate the Curriculum’, and ‘Monitor Student Progress’. Descriptive statistics were used to obtain a biographical profile of the participants with respect to attributes such as age, ethnicity, gender, qualifications, and experience. These statistics provided an outline of the nature and distribution of participants’ responses to the two data collection instruments. Inferential statistics, more specifically Pearson’s correlation coefficient, was used to determine the relationship between two sets of interval or ratio data. Testing for statistical significance was undertaken. The findings indicated that emotional intelligence was moderately related to the instructional leadership components of Supervise and Evaluate Instruction’, ‘Coordinate the Curriculum’, and ‘Monitor Student Progress’. Age, ethnicity, years of experience and leadership experience were not statistically significantly related to emotional intelligence. However, the findings indicate that gender was moderately related to emotional intelligence because the emotional intelligence score of females compared to males was slightly higher. The research findings further revealed that emotional intelligence was positively related to principals’ instructional leadership performance. It is recommended that emotional intelligence is an area that ought to be considered for the professional development of principals. Emotional intelligence could also be considered by principal selection committees when they draft interview questions. This study draws attention to the concept of emotional intelligence as an... , M.Ed.
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Understanding the emotional reflexivity process of leaders

  • Authors: Ramsey, Patricia Myrna
  • Date: 2017
  • Subjects: Leadership , Leadership - Psychological aspects , Emotional intelligence
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://ujcontent.uj.ac.za8080/10210/372252 , http://hdl.handle.net/10210/246380 , uj:25542
  • Description: Ph.D. , Abstract: The aim of the study was to engage in the joys, the challenges, the successes and all the significant moments in the life and leadership of a loved, admired and respected South African leader. This doctoral journey involved delving into undiscovered and fiercely protected ambiguities involving this leader’s emotional experience of his life and leadership career. I explored his childhood passions, fears and anxieties and his desires for his future. I questioned his actions and motives and uncovered his deepest feelings about the people, experiences, challenges and situations that had touched or impacted him and contributed to the leader and the man he became. Using an interdisciplinary, life story framework that incorporated leadership development, psychology and sociology, I strove to unearth, interpret and understand this leader’s emotional reflexivity process. Conducting eight, three to four-hour, in-depth semi-structured interviews, I unravelled and explored how his thoughts and emotions had connected with and influenced his life and leadership decisions and actions. One of these interviews included his wife as a means of verifying our interpretations of his emotional meaning making and behaviours. In addition, I travelled to his birth place and interviewed his sister in order to triangulate and add to the data. Applying Straussarian grounded theory methodology throughout the data analysis, I engaged in rigorous comparative (thematic) analysis in order to identify themes, develop and allow categories to...
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Measurement invariance across gender and ethnicity on the emotional quotient inventory 2.0

The emotional intelligence of professional nurses commencing critical care nursing in private hospitals in Gauteng

  • Authors: Nagel, Yvette Juanita
  • Date: 2015-07-14
  • Subjects: Emotional intelligence , Intensive care nursing - South Africa - Gauteng - Psychological aspects , Nurses - South Africa - Gauteng - Psychology
  • Type: Thesis
  • Identifier: uj:13701 , http://hdl.handle.net/10210/13966
  • Description: M.Cur. (Nursing Science) , The primary objective of this study was to determine the emotional intelligence (EI) of, and make recommendations to facilitate an improvement in the EI of professional nurses commencing work in critical care units in private hospitals in Gauteng, South Africa. The quality of nursing care directly affects patient outcomes such as morbidity, mortality, adverse events as well as the total cost of care. This places the nurse central in good, comprehensive health care, especially in the critical care environment. Professional nurses starting in critical care consistently experience feelings of anxiety regarding their performance, related to the intensity of patient care, insufficient knowledge, extreme workload, role uncertainty, the feeling of being unsafe, making mistakes, having to work with new technology, as well as social acceptance in critical care with its unique working culture. Emotional labour is a big part of critical care, which leads us to explore emotional intelligence. Emotional intelligence (EI) is the ability to monitor one’s own and others’ feelings, to discriminate among them, and to use this information to guide one’s thinking and actions. It also refers to the ability to identify, express, understand and regulate emotions. Though emotional skills are learnt during childhood, it can also be developed and changed later in life with age, experience and good role models or mentors. Nurses with a higher EI have more positive attitudes, greater adaptability, improved relationships, and increased orientation towards positive values. The question that arose was: what is the emotional intelligence of professional nurses starting in critical care for the first time?...
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The relationship between emotional intelligence and job satisfaction amongst Westcol FET lecturers

  • Authors: Coetzer, Wentzel Christoffel
  • Date: 2013-07-11
  • Subjects: Emotional intelligence , Job satisfaction , College teachers - Job satisfaction
  • Type: Thesis
  • Identifier: uj:7602 , http://hdl.handle.net/10210/8469
  • Description: M.Com. (Business Management) , The main objective of any service organisation should be to make a profit. This objective can only be achieved by increasing the employees’ performance, which is subsequently related to Emotional Intelligence (EI) and Job Satisfaction. The studies on the relationship between EI and Job Satisfaction are becoming prevalent in the academic literature. Currently, a debate is on as to determine the extent of the relationship between EI and Job Satisfaction amongst different demographics. Westcol FET, is seen as one of the top performing colleges in South Africa and it claims to make use of Job Satisfaction as part of a business strategy in order to increase performance. The purpose of this study was to determine the relationship between EI and Job Satisfaction amongst Westcol FET lecturers, while taking into consideration the organisation’s demographic characteristics. One hundred lecturers at Westcol FET were asked to complete the Genos Emotional Intelligence Inventory (short version) and the Job Diagnostic Survey (JDS). The sample consisted of 56 participants across different ages, genders, qualifications and lecturing fields. A convenience sampling method was used. All the participants completed the Genos EI in order to measure EI whereas the JDS was used in order to measure Job Satisfaction. The research results show that there was a statistically significant relationship between EI and Job Satisfaction among the Westcol FET lecturers and more specifically in relation to race, gender, years of service and qualifications. Recommendations were made with regard to EI, Job Satisfaction and demographics.
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Emotional intelligence as determinant of the ideal characteristics to deliver the best service to customers

  • Authors: Vermeulen, Elizabeth Maria
  • Date: 2012-08-13
  • Subjects: Emotional intelligence , Customer services
  • Type: Thesis
  • Identifier: uj:9097 , http://hdl.handle.net/10210/5556
  • Description: M.B.A. , Applications of Emotional Intelligence in the workplace are almost infinite. Emotional Intelligence is instrumental in resolving a sticky problem with a coworker, closing a deal with a difficult customer, criticising your boss, staying on top of a task until it is completed, and in many other challenges affecting your success. Emotional Intelligence is used both interpersonally (helping yourself) and interpersonally (helping others) (Weisinger, 1998:xvi). One of the most difficult and rewarding practices of emotional intelligence is to help others help themselves (Weisinger, 1998:181). A work organisation is an integrated system that depends upon the interrelationship of the individuals who are part of it. How each person performs affects the company as a whole. That's why it is important to the success of the company not only that all employees perform to the best of their abilities but that they also help others do the same (Weisinger, 1998:183). A general attitude toward one's job; the difference between the amount of rewards workers receive and the amount they believe they should receive. A person's job is more than just the obvious activities — it requires interaction with co-workers and bosses, following organisational rules and policies, meeting performance standards, living with working conditions that are often less than ideal. Therefore job satisfaction is not straight forward (Robbins 1996: 190). Service variability refers to the unwanted or random levels of service quality customers receive when they patronise a service. Variability is primarily caused by the human element, although machines may malfunction causing a variation in the service. Various service employees will perform the same service differently and even the same service employees will provide varying levels of service from one time to another. Unfortunately, because of the variability characteristic of services, standardisation and quality control are more difficult (Kurtz & Clow 1998: 14). To ensure quality at the source refers to the philosophy of making each worker responsible for the quality of his work. This incorporates the notions of do it right. Workers are expected to provide goods or services that meet specifications and to find and correct mistakes that occur. Each worker becomes a quality inspector for his own work (Stevenson 1996: 103). This dissertation is therefore looking at the different viewpoints of experts on emotional intelligence and to identify characteristics important to render quality client service.
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Model of emotional intelligence for the facilitation of wholeness of critical care nurses in South Africa

  • Authors: Towell, Amanda Jane
  • Date: 2012-08-01
  • Subjects: Emotional intelligence , Critical care nurses , Intensive care nursing , Nurses - Psychology
  • Type: Thesis
  • Identifier: uj:8898 , http://hdl.handle.net/10210/5370
  • Description: D.Cur. , The overall objective of this research study was to develop a model of emotional intelligence for the facilitation of wholeness in critical care nurses in South Africa. Critical care nurses often nurse three or more critically ill patients during one shift (Fiakus, 1998). The environment in the critical care unit is highly stressful, highly emotionally charged and emotionally demanding for the nurses that work there. This can lead to the nurse developing burnout (Coates, 2001 ). Burnout in a critical care nurse can have devastating consequences such as decreased well-being of the nurse, decreased quality of care, poor communication and increased costs to the employer related to absenteeism and high staff turnover (Poncet, Toullic, Papazian, Kentish-Barnes, Timsit, Pochard, Chevret, Schlemmer & Azoulay, 2006). In a study by Shipley, Jackson and Segrest (2004), it was found that staff with increased emotional intelligence enjoyed better emotional health and more satisfaction both at home and at work. The question that arose was what is the emotional intelligence of critical care nurses in South Africa. A theory-generative, exploratory, descriptive and contextual research design was used. The research study was carried out using a modification of the method of theory generation as described by Chinn and Kramer (1985). Step one dealt with the empirical phase in which the main concept was distilled from the results of the data analysis. The quantitative research design used for this phase was a typical descriptive survey design. The entire accessible population (N=380) consisted of registered nurses that attended the Critical Care Congress in 2009. They represented a wide range of registered nurses that worked or had worked in critical care in both the private and public health sectors in South Africa. The data collection instrument consisted of a biographical datasheet from which the sample (n=220) was divided into various context groups. Participation was voluntary and all participants signed a consent form. The second part of the data collection instrument consisted of the Trait Emotional Intelligence short form (TEIQue-SF). The data was analysed using SPSS. The sample consisted mainly of a group of mature, female and professionally experienced critical care nurses. They held a variety of job descriptions in critical care nursing. Nurses who are older and have more experience in critical care appear to have a higher range of emotional intelligence. This was also confirmed in a study by Shipley et al. (2004) in which emotional intelligence was associated with work experience. Based on the tests of normality, there was no significant difference in the emotional intelligence of the various context groups that were identified from the single sample (n=220). The exploratory factor analysis identified eight factors as having eigenvalues greater than 1. The statistical evidence pointed to concentrating on factors 1 and 2, and pragmatically these two factors became the focus of the model, as they form the central essence of emotional intelligence of the critical care nurse. The facilitation of inherent affective and mental resourcefulness and resilience was the main concept of the model. Step two comprised the definition and classification of the central and related concepts. This was achieved by finding dictionary meanings and their subject usage. The attributes identified were synthesised to form a definition in chapter five. Step three provided a description of the model. A visual application of the model was shown in chapter six, which highlighted the concepts as proposed by Dickoff, James and Wiedenbach (1968). Three stages of the process of facilitation of emotional intelligence were used to develop the inherent affective and mental resourcefulness and resilience of the critical care nurse. Step four entailed the description of guidelines for operationalising the model in practice to facilitate the emotional intelligence of the critical care nurse in South Africa. Evaluation of the model was undertaken according to Chinn and Kramer (1991 ). To ensure valid results a model of trustworthiness proposed by Guba (1981, in Krefting, 1999) was utilised for the macro argument for the total model. In this study ethical conduct was applied as described by Burns and Grove (2009). The limitations of the research study are highlighted in chapter seven and recommendations of the model for nursing practice, nursing research and nursing education are also made.
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The correlation between emotional intelligence and leadership style effectiveness in the adult education industry

  • Authors: Tromp, Arnold
  • Date: 2012-06-05
  • Subjects: Emotional intelligence , Leadership , Adult education
  • Type: Mini-Dissertation
  • Identifier: uj:2429 , http://hdl.handle.net/10210/4889
  • Description: M.Comm. , The general purpose of this study is to examine whether a correlation exists between emotional intelligence (EI) and leadership style. This research is conducted in an effort to build upon the current knowledge base on the subject of emotional intelligence. This study provides much needed empirical evidence on the correlation that exists between EI and leadership style selection and therefore overall leadership effectiveness. A better understanding of emotional intelligence and the correlation to leadership styles will address the gaps that currently exist in the literature and provide a more educated link between theory and practice.
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The relationship between emotional intelligence and burnout among postgraduate university students

  • Authors: Weinstein, Mandy
  • Date: 2011-12-08
  • Subjects: Burnout (Psychology) , Emotional intelligence , University students
  • Type: Thesis
  • Identifier: uj:1882 , http://hdl.handle.net/10210/4237
  • Description: M.A. , Burnout has been researched extensively within the work context, however, burnout amongst the student population yielded a dearth of information. Burnout amongst students can be considered as a loss of motivation to engage in academic study (Mostert, Pienaar, Gauche & Jackson, 2007) and could place students’ academic futures in jeopardy (Struthers, Perry & Menec, 20030). More research in this field was required. The purpose of this study was to ascertain the level of burnout and emotional intelligence in a postgraduate university population. The study also aimed to assess whether any relationship existed between burnout and emotional intelligence. The sample consisted of 225 postgraduate participants from a large metropolitan university. Each participant completed a biographical questionnaire, the Maslach Burnout Inventory-Student Survey and the Trait Emotional Intelligence Questionnaire- Short Form. The Maslach Burnout Inventory-Student Survey yielded three results. Professional efficacy yielded the highest mean score, emotional exhaustion the second highest mean score and cynicism obtained the lowest mean score. The Trait Emotional Intelligence Questionnaire- Short Form yielded a relatively high mean for emotional intelligence. The relationships between the scores on the measures of emotional intelligence and burnout were investigated by means of Pearson’s product-moment correlation. Significant correlations were found between the three dimensions of burnout and emotional intelligence. There was a statistically significant negative correlation between emotional intelligence and exhaustion (r = -0.257; p < 0.01). There was also a statistically significant negative correlation between emotional intelligence and cynicism (r = -0.366; p < 0.01). There was a significant positive correlation between professional efficacy and emotional intelligence (r = 0.428; p < 0.01). It appears as if the higher the level of emotional intelligence, the lower the levels of burnout specifically emotional exhaustion and cynicism. This study has implications for students who may suffer from burnout during their university studies. It allows individuals who are involved with students to recognise the huge impact that burnout may have on a student’s life; psychologically, physically, cognitively and behaviourally. This study also provides information on how levels of emotional intelligence can affect levels of burnout. Furthermore, an important aspect of emotional intelligence is that certain areas of emotional intelligence can be learned and increased. If students are taught to increase their levels of emotional intelligence, they may be able to manage stress more efficiently.
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Emotional intelligence and effective leadership in student leaders

  • Authors: Pretorius, Natalie Michelle
  • Date: 2010-03-25T06:43:54Z
  • Subjects: Leadership , Emotional intelligence
  • Type: Mini-Dissertation
  • Identifier: uj:6699 , http://hdl.handle.net/10210/3101
  • Description: M.Comm. , The general purpose of this study is to investigate and identify whether a potential trend exists between emotional intelligence (EI) and effective leadership. This research will further more assist in determining whether possible trends exist between emotional intelligence and leadership and whether these leaders can be distinguished from others by means of leadership styles. Thus two specific leadership styles are investigated being transformational or transactional. Given the research literature an expectation exists that a statistically significant difference will be found between leadership effectiveness and EI. Leadership effectiveness refers to either transformational or transactional leadership. Insight will also be gained into whether male or female student leaders practice either transformation or transactional leadership styles. The existence of EI is identifiable with the effective leadership style of transformational leadership more than a transactional leadership style. The sample was identified as the student leaders from 14 house committees as approved by the Dean of Students at the University of Johannesburg’s Auckland Park Kingsway campus. Approval to sample the current SRC members for the university was also obtained. The sample ultimately entailed 123 respondents (98.4%) of a possible 125 respondents from all the committees in the institution. Two measuring instruments were utilised for the purpose of the study and were set up to test emotional intelligence and leadership. The statistical procedures utilised in the analysis of the data included demographic distributions, factor analyses and t-test. The findings revealed that there was insufficient evidence to support the objective that specific trends exist between emotional intelligence and leadership effectiveness or whether EI relates more strongly with a transformational or transactional leadership style. There were however relevant relationships between female respondents and the transformational leadership style within the specific sample thus supporting a secondary objective of the study.
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The protean career attitude, emotional intelligence and career adjustment

  • Authors: Buchner, Morné
  • Date: 2009-03-31T09:38:20Z
  • Subjects: Career development , Vocational guidance , Emotional intelligence
  • Type: Thesis
  • Identifier: uj:8267 , http://hdl.handle.net/10210/2377
  • Description: D.Litt. et Phil. , The rampant and unpredictable changes in the world of work have recently become a particular point of concern. Organisations worldwide require career agents who are more adaptable to respond appropriately to these challenges. The study aimed to firstly assemble a viable empirical career adjustment model to address these challenges. Secondly, the study differentiated and profiled four career agent groups which utilise this model in different and dynamic ways. These career agent profiles provided an exploratory and contextual platform for the third aim, to uncover a narrative of the adaptable career in the South African context. A convenience sample (n = 427) mostly representing engineers (38%), financial professions (22%) and technicians (15%) responded to three instruments which operationalised the dimensions of the proposed career adjustment model. The dimensions included in the model were the (i) Protean and Boundaryless career attitude, (ii) Emotional Intelligence and (iii) Work-Stressor experience. These dimensions were operationalised by (i) the Protean (Self-Directed Career Management and Values Driven scale) and Boundaryless (Organisationally Mobile and Boundaryless Mindset scale) career attitude scales, (ii) the BarOn EQ-i composite scales (Intrapersonal EQ, Interpersonal EQ, Adaptability, Stress Management and General Mood) and (iii) selected scales from the Sources of Work Stress Inventory (Lack of Autonomy and Workload). These instruments were tested for reliability and validity which provided acceptable results in terms of Cronbach alphas and EFA. The Protean and Boundaryless career attitude (PBca) instrument showed less reliable results with the Values Driven scale (α = .65). The SDCM scale produced more reliable results (α = .74). The BM and OM scales rendered the most reliable results (α = .86 and α = .87 respectively). The other instruments reflect excellent alpha iii coefficients ranging from α = .80 to α = .92 for the SWSI and from α = .81 to α = .96 for the BarOn EQ-i composite scales. The EFA of the PBca was primarily guided by the theoretical structure to extract four factors. A similar process followed for the SWSI rendered excellent factor loadings for General Work Stress (GWS), LA and WL. In the empirical construction of the career adjustment model both the use of correlations and hierarchical multiple regression rendered statistically significant results for the intercorrelations between the proposed dimensions of the model. The correlation results (within and between the dimensions) were as expected except for Organisational Mobility and Self-Directed Career Management which did not correlate significantly. Together the three dimensions predicted approximately 32% to 33% of the explained variance in GWS (i.e. the dependent variable chosen to represent a subjective experience of career adjustment). Overall, the findings supported the proposition that the model could be utilised as a viable career adjustment model. The non-hierarchical clustering analysis provided four significantly different clusters based on the PBca scales which were labelled the Protean (P), the Non- Protean (NP), the Organisationally Mobile Protean (OMp) and the Boundaryless Minded Protean (BMp). The Protean clusters all shared the Self-Directed Career Management and Values-Driven scale. These clusters were distinctly different after considering their attributes which originated from the BarOn EQ-i composites and SWSI scales. The most significant factors (attributes) revealed after conducting Descriptive Discriminant Analysis (DDA) where AD, RA, SM, GM and LA. The DDA procedure rendered Lack of Autonomy (SWSI) and Adaptability (EQ-i) as the most significant discriminators. This lead to the profiling of career agent types, namely the Protean Career Architect, the Conglomerate Citizen (study specific), the Solid Citizen and the Traditionalist. With these career agent profiles as basis an attempt was made to explore how their careers can unfold in the South African context.
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Effective leadership considering emotional intelligence in a leadership environment.

  • Authors: Pretorius, Natalie M. , Oosthuizen, Theuns F. J.
  • Date: 2009
  • Subjects: Leadership , Emotional intelligence , Transformational leadership
  • Type: Article
  • Identifier: uj:6187 , ISBN 978-0-86970-661-9 , http://hdl.handle.net/10210/5264
  • Description: The primary objective is to establish whether a potential trend exists between effective leadership and emotional intelligence (EI). This research also investigates whether possible trends exist between leadership and emotional intelligence in terms of the leadership styles: transformational or transactional leadership. Insight is also gained into whether male or female student leaders practice either transformation or transactional leadership styles. The sample was identified as the student leaders at the University of Johannesburg's Auckland Park Kingsway campus. The sample ultimately included 123 respondents for all the committees in the institution, resulting in a very positive response rate for data analysis. The findings revealed that there was insufficient evidence to support the objective that specific trends exist between leadership effectiveness when considering emotional intelligence or whether emotional intelligences relates more strongly with a transformational or transactional leadership style. However relevant relationships between female respondents and the transformational leadership style could be established.
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Die verwantskap tussen koherensiesin en emosionele intelligensie

  • Authors: Venter, Marina
  • Date: 2008-11-14T14:16:56Z
  • Subjects: Emotional intelligence , Life change events , Resilience (Personality trait) , Adjustment (Psychology) , Social medicine , Mental health
  • Type: Thesis
  • Identifier: uj:14681 , http://hdl.handle.net/10210/1675
  • Description: M.A. , The present study has been undertaken to investigate the relationship between sense of coherence and emotional intelligence. 92 respondents, who work in organisations and who were willing to complete the questionnaires, participated in the study. Sense of coherence has been measured by means of a sense of coherence questionnaire (Antonovsky, 1987). Emotional intelligence has been measured by means of an emotional intelligence questionnaire (Schutte, Malouff, Hall, Haggerty, Cooper, Golden & Dornheim, 1997). Various statistical techniques have been employed to test the research hypothesis. The first step in the data-analysis process has been the evaluation of the psychometric properties of the measuring instruments. The second step has been the calculation of the intercorrelation of the sense of coherence and emotional intelligence scales and subscales. The intercorrelations between the subscales were subsequently subjected to a principal factor analysis with iterated communalities and Direct Oblimin rotation. The number of factors were determined by means of a Scree test, theoretical expectations and the interpretability of the factor structure. During the third step the total score of the emotional intelligence questionnaire of the dependent variable and the subscales of the sense of coherence questionnaire as independent variables were used in a multiple-regression analysis. The same procedure was followed during step four, but this time the total score of the sense of coherence questionnaire was specified as a dependent variable and the subscales of the emotional intelligence questionnaire were specified as independent variables. The results show a moderate positive relationship between emotional intelligence and sense of coherence. This relationship can be attributed mainly to the effect of the two subscales, namely optimism (emotional intelligence) and meaningfulness (sense of coherence). Individuals who are optimistic appear to have a high level of sense of coherence. Similarly, it appears that individuals who perceive their lives as meaningful are emotionally intelligent. However, no statement regarding the causal relationship between the variables can be made. This research can be applied in further research with a view to determine the role of emotional intelligence in stress management. In addition, the role that emotions play in the sense of coherence of individuals and resilience can also be investigated.
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The link between marital satisfaction and emotional intelligence

  • Authors: Bricker, Dale
  • Date: 2008-10-31T09:07:10Z
  • Subjects: Marriage , Satisfaction , Emotional intelligence , Communication in marriage , Husband and wife
  • Type: Thesis
  • Identifier: uj:13878 , http://hdl.handle.net/10210/1420
  • Description: M.A. , This study set out to investigate the relationship between Emotional Intelligence and martial satisfaction. In the past several years, marriages appear to have undergone much change, moving towards a more egalitarian relationship. Intimacy and conflict resolution appear to play an important role in maintaining marital satisfaction. Skills involved in conflict resolution and intimacy also form part of a greater construct called Emotional Intelligence (EI). Mayer, Salovey, and Caruso (1998), describe a four branch ability model of EI. This model describes EI as the ability to be perceptive of ones own and others emotions, to manage and regulate ones emotions, to be able to effectively express ones emotions and lastly, the ability to use stored emotional information to deal with various situations. To ascertain levels of emotional intelligence and marital satisfaction the Schutte Self Report Inventory (SRI) and the Marital Satisfaction Inventory–Revised (MSI-R) was administered to a group of couples married for longer than one year (n = 61). MANCOVA’s and ANCOVA’s were administered to asses the relationship between EI and various sub-scales of marital satisfaction in the couples. The results showed that there was significant relationship between EI and certain aspects of marital satisfaction. The level of male EI was found to have a significant effect on the couples affective and problem solving communication. It also effected the level of female sexual satisfaction and the ability to cope with family history of distress. The female EI was found to be related to decreased levels of male aggression, a greater ability to deal with her family history of distress and role orientation. It was found that in most circumstances, the level of male EI was responsible for couple’s marital satisfaction. Further results indicate that the greater the gap between each partners level of EI, the greater their level of marital dissatisfaction. For future research, it may be beneficial to do a longitudinal study of the same nature using a larger sample. Measuring instruments that do not rely on self-report may produce other results. Finally, future studies may benefit by using a culturally diverse sample, to assess whether the finding may be generalised to all communities in South Africa.
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