International Journal of Advanced Biotechnology and Research (IJBR) ISSN 0976-2612, Online ISSN 2278–599X, Vol-7, Special Issue-Number5-July, 2016, pp368-375 http://www.bipublication.com
Case Report
The effect of emotional intelligence and organizational dependency on the
performance of the staff of the Agricultural Bank in Tehran.
Marziye Hoseini* and Mehdi Abzari
Master of Business Management PhD in Management
*Corresponding Author: email address:M01031357@yahoo.com
ABSTRACT
In recent years, the concept of emotional intelligence is considered. Some believe that emotional intelligence is one of the success factors in th educational, professional and social relations emotional intelligence is manifested mainly in communications. the field of interpersonal communication on the one hand and on the other hand is the realm of interpersonal. This study examines the impact of emotional intelligence and organizational belong to the employee's performance in the Agricultural Bank of Tehran city. This descriptive survey was designed with the aim that the population of the staff of the Agricultural Bank Tehran city. Based on multi-stage cluster sampling method, the sample is examined Giron (D) To analyze the data SPSS software is used Kolmogorov-Smirnov test results showed that the population follows a normal distribution Pearson correlation test shows Between emotional intelligence and organizational belong with the performance of the Agricultural Bank in Tehran there is a significant relationship. Multiple regression analysis also shows that emotional intelligence and organizational belong affect the employee's performance of agriculture in Tehran. Also, all the indicators of emotional intelligence and organizational dependency of agriculture in Tehran will affect employee performance.
Key words: emotional intelligence, employee performance, organizational belong
INTRODUCTION
Is capable of efficient human resources that can be organized and efficient, profitable and useful to the society in general make the country prosperous and free from dependence. The low productivity of individual causes in state enterprises more attention be paid to the improvement of human resources factor.the
judgment deals with staff
trainin(Bertschek,2009).Managers rarely
understand that their management is right or wrong is applied. as a result, they are ill prepared to deal with the great challenges we now face are not. In fact, the major problems that managers face it, due technology or policy. the origin of these problems is not out of the management and organization but just the result of bad management problems themselves. in addition to this commitment an important place in research devoted to organizational behavior and attracted the attention of scientists has
managed. In today's contemporary culture of success and satisfaction in life is to consistently
related to job satisfaction. (Stewart,
2008).according to Zoha and Marshall (2010) having high organizational commitment can be thereby resulting in working order, and to give employees opportunities With more interest in their services to their clients. This could
Increase managers' satisfaction level of
functioning and performance of health care organizations. in fact, staff satisfaction is a
function of various factors
Which can be used, including the consent of the function, behavior and ethics, discipline, work with the personnel, careful work and the like can be mentioned among employees. many factors have an impact in improving organizational commitment among which can be cited of
emotional intelligence. the organization
on the human factor over other factors and it featured only variable that can be or a destructive role in these programs have to consider. the new program will look at further developments to the fundamental transformation of Knnz (Zomorodian, 1385, p. 82). Public Relations is part of an organization with all members of the organization on the one hand
and on the other hand is two-way
communication with the outside of the organization. for this purpose, according to the mood of public relations agencies is of particular importance. in 1995, Daniel Goleman doctor this question in the best-selling book entitled "Emotional intelligence operation" poses in the workplace, emotional intelligence factors for the optimal performance of other features such as IQ or technical skills plays; So with the growth and development of emotional intelligence and its capabilities, both the organization and employees will benefit from its advantages. Research shows ; to promote the importance of emotional intelligence in organizations is increasing. using IQ can be predicted whether a person is suitable job? while emotional intelligence can be the path of progress, failure or the insertion of staff predicted. in leadership
and senior management levels of the
organization, 85 percent of capabilities for
business success depends on emotional
intelligence and cognitive other technical capabilities. that's why, he says; a lack of emotional intelligence, even if the best courses in the world to see, can not be a prominent and successful corporate leade.kargzaran Public relations with high emotional intelligence at work services, compared with their counterparts
who have less emotional intelligence
on average, two times, earn; in other words, twice deal with customers absorbed. (Aghayari, 1386). In addition to these factors spiritual intelligence can Improve the organizational commitment. In addition, according to the vagina and (2006) argue Spiritual intelligence can also lead to increased organizational
commitment.Spiritual intelligence enables
people to look at the metaphysical to be assigned duties and tasks and to more effectively perform their respective tasks. as a result,
spiritual intelligence, something positive and valuable employees to perform their duties and the possibility of erosion and minimize fatigue in his career. In fact, a spiritual intelligence can
increased commitment in health care
organizations.
In organizations with strong cultures,
employees' sense of belonging to their values and goals. Organizations can be linked to and dependent persons belonging to the organization Where they feel involved in the work, loyalty and belief in the values of the organization is
located. There are three stages in
organizational identification: acceptance and
internalization of the same. The influence others to accept an element of the self-satisfaction of a relationship is effective and highlights himself. at this stage, the person is proud of belonging to the organization Later, members of the Organization finds that the organization values such intangible gratify he makes and as is consistent with his values whenever an organization belonging to the species mentioned above, to reach a final stage, then one of those is embedded in organizational member. Who trusted them abundant and they will not hesitate to safeguard and protect the organization. Emotionally intelligent managers increased staff
belonging to the organization.
the culture is stronger, as a result, more employees, the organizational goals are more
familiar, Cultural values and to their
organizations accept their responsibility and commitment. in such a situation, despite strong management to improve employee satisfaction and morale, motivation and enthusiasm of staff led, It affects the organizational performance and effectiveness (Ali Ahmadi et al., 1383, p. 87). Atman and Anvgrah (2009) in a study
investigating the relationship between
intelligence and job satisfaction and organizational commitment are related. Deniz (2008) in their study confirmed the relationship
between emotional intelligence and job
satisfaction. Lrdanglv (2008) in management
education, Concluded that emotional
intelligence is a significant and positive impact
on customer satisfaction and employee
engagement. Tried and colleagues (2008) in a study as emotional intelligence and job satisfaction, concluded between any of the components of emotional intelligence with job satisfaction and job descriptions relational model does not exist. millett (2007) in their study concluded the relationship between emotional intelligence and job satisfaction among police officers is not significant. Between components of emotional intelligence
and stress management, job satisfaction,
negative relationship between the components of adaptation to the public mood and emotional intelligence and job satisfaction, positive correlation is weak, But these relationships are not significant In this study, with an emphasis on human resource productivity and highlighting the impact of emotional intelligence and organizational dependency on the performance of productivity improvement is tried It
considered that the songs accelerated
development in the country, the pressing need to improve labor productivity partially met. Considering the importance of the survey, we can say that the structure of the state is selected. The emotional intelligence of managers in a company is vital to the success of the compan. Based on the above discussions, this study examines the impact of emotional intelligence and organizational dependency of Agriculture employee performance Tehran deals.
History of emotional intelligence theory Leonel first concept of emotional intelligence (EI) to be used in German in 1966. The results of her research on women who are not well managed .the outcome of their social roles showed that these women separated from their mothers at an early age lived. the first academic use of EI in 1989 by a student of the Faculty of Humanities in America named Wayne Payne was used in academic treatises but in 1990, developed its
meaning Meyer and salvvy. The two researchers in an article that was published in 1990 called emotional intelligence, Their emotional intelligence as the ability to identify their emotions and the ability to distinguish them and can use this information to guide your thoughts, and emotions were defined. According to studies conducted by Swerandyk and intelligence between and within individual nominated by the EI Gardner has opened. Gardner published in 1983 (book frame of mind) That to achieve success and prosperity to the vast number of capabilities needed that they can be summed up in seven features. the list of the seven are two types of scientific capabilities
including language skills (verbal
intelligence)and the ability to logical - mathematical,(Logical-mathematical
intelligence. the power of visualization (spatial intelligence), the genius in mobility and movement (physical intelligence -Hrkty), Music talented (musical intelligence), Interpersonal skills (interpersonal intelligence), Interpersonal skills (interpersonal intelligence). The last two refer to individual intelligence. according to Gardner, emotional intelligence consists of two components: Intrapersonal intelligence and
interpersonal intelligence. Intrapersonal
intelligence,Expression of feelings and emotions of his consciousness, Express personal beliefs and feelings and self respect and recognize the inherent talent,In doing things to independence and in total individual control of their emotions.
Interpersonal intelligence, the ability to
understand others' points and they will know what motivates human beings, how they work how can I worked with them. according to Gardner; Salespeople, politicians, teachers, clinicians and successful religious leaders are likely to have high interpersonal intelligence.
Emotional intelligence, leadership, and
the best performance. Their enthusiasm eventually led to the organization. The relationship between emotional intelligence in leadership and performance excellence of a unit greatly depend on the type of space The leader creates . For example, the study's senior
managers, insurance companies, among
Emotional Intelligence abilities, leadership and organizational climate there. Space is an emotional reflection That people have in their ability to perform the desired task. (Othman, 2009) The role of emotional intelligence in the
workplace Susan Dunne said in 1973:
"The excitement can Loss of productivity, poor judgment, bad decisions, poor absorption of employees, loss of qualified staff, unmotivated staff, lack of teamwork and self-management are Instead of increasing productivity, good judgment, smart decisions, hire good people and keep them, motivate others, strong teamwork and the management itself be considered studies show that; The overall increase emotional intelligence in an organization have a positive effect on low-level employees and optimizes. we are not talking about and touch sensory experiences . Emotional intelligence is based on scientific data and empirical and include functionality (due to) to learn basic emotions in interaction with the which can impact on improving how people think. this liner emotional discussion about some of the different characters consistent and cultural backgrounds, respect, conflict resolution, building efficiency, flexibility, honesty and integrity among all levels of an organization (December, 2013) Most psychologists believe; 20 percent to the success of individual employees IQ (IQ) depends. Emotional intelligence is a complex and controversial concept. May sometimes Emotional intelligence is a janitor than some professors of the university doctorate. The last to achieve the basics of emotional intelligence was used many criteria . People with high emotional intelligence are better able to withstand adverse events and control their lives. they can identify feelings expressed and often the ability to evaluate their internal unwanted feelings andtherefore with circumstances change appropriately. they have the ability to remove all
kinds of skepticism. Positive emotions such as joy, passion makes Individuals to achieve professional growth (Dong; Howard, 2009)
RESEARCH METHODOLOGY
The research method in this study with respect to the objectives and hypotheses, descriptive survey. This research is accomplished when in 2016 and in terms of location research done in the branches of Agricultural Bank of Iran in Tehran.
Research Tools
In this study, to collect information, a
questionnaire of emotional intelligence,
organizational belong questionnaire and
standard questionnaire consist organizational performance (Hersey and Blanchard) is used.
Organizational Performance Inventory:
Inventory organizational performance
«Achieve» Hersey and Goldsmith has 42 and seven components of ability (statements of 1-2-3-20), clarity (the statements of 4-5-6-7-8-38-39) help (statements 9-11-12-13-15), incentives (statements of 16-18-19-21-22-25), assessment
(statements 23-30-31-32-33-34-35 -36-37),
reliability (the statements of 17-24-26-27-28-29), and environment (statements 10-14-40-41 42) to measure. The questionnaire based on the Likert scale (very low, 1: low, 2: average 3; lot 4, lot 5) respectively. In this Asadi et al (1388) reliability to 86 /. Has been achieved
Variable name Cronbach's alpha
Organizational Performance
86 / 0
environment. Efficiency scale includes 32 items that all questions are positive and questionnaire
based on the Likert scale is a rating.
Table to determine the productivity of individuals
Very high efficiency High efficiency
Typical efficiency Low productivity
Score between 128and 160 Score between 96 and 127
Score between 64 and 95 Score between 32 and 63
organizational identification questionnaire presented by Lyahmdy et al.The questionnaire deals with the measurement of organizational belonging. Validity and content validity has been reviewed and approved by experts and reliability of the study was calculated equal to vary from 850. the results indicate that high levels of reliability.
Emotional Intelligence Questionnaire: In this study, to evaluate four components of emotional
intelligence and Travis Bradbury and Jane Graves 2005 questionnaire was used.Svalat 16 component of
-consciousness,Questions 15 Mrbvt to self-management, Svalat-7 20-16 component of social awareness andSvalat28-21 of component is relationship management.How 6,14,15,20,28 questions scoring table and for the rest of the questionnaire of emotional intelligence in ascending order from right to left so
that never score a six score is alwaysBradberry and Greaves: 113: 1386( )
Statistical analysis methods
in this study, descriptive statistics to summarize data and prepare tables and graphs have been investigated as well as the central tendency such as the mean and standard deviation were used as measures of dispersion. and inferential analysis of statistical tests that are used for this study the normality of variables and plot variables to test, Pearson correlation, regression and analysis of variance, respectively. It also uses SPSS software to test the hypothesis action.
Testing hypotheses Table multivariate regression correlation coefficient between emotional intelligence with the performance of the Agricultural Bank
independent variable dependent variable
correlation coefficient coefficient of
determination f
coefficient b SIG
Durbin Watson
Emotional Intelligence Operation
Organizational 311
/ 0 129
/ 0 611
/ 18 281 / 1 001 / 0 55 / 1
F statistic is based on the table above 611/18 and Durbin-Watson statistic equal to 55/1 is Between (5/1 to 5/2) is Which means independence between the errors of each other Level of significance (SIG) is less than 05/0, which indicates the null hypothesis is rejected and the researcher's claim is confirmed. the coefficient of determination 311/0 indicates that the impact of emotional intelligence on organizational performance employees. thus the first hypothesis that (emotional intelligence can affect the performance of the Agricultural Bank staff.) Is confirmed.
Multiple regression correlation table between self-awareness component of the Agricultural Bank employee performance
independent variable dependent variable
correlation coefficient coefficient of
determination f
coefficient b SIG
Durbin Watson
Self-awareness component Operation
Organizational 298
/ 0 115
/ 0 906 / 13 028 / 1 010 / 0 720 / 1
F statistic is based on the table above 906/13 and Durbin-Watson statistic equal to 720/1 is Between (5/1 to 5/2), which means independence between the errors of each other.The significance level (SIG) is less than 05/0 Which indicates the null hypothesis is rejected and the claim is confirmed researcher. 115/0 coefficient of determination indicates that the influence of self-awareness component is organizational performance Thus the first hypothesis that the (self-awareness component will affect the performance of the Agricultural Bank staff.) Is confirmed. Multiple regression correlation table between self-management component, with the performance of the Agricultural Bank
independent variable dependent variable
correlation coefficient coefficient of
determination f
coefficient b SIG
Durbin Watson
Culture Competitive Operation
Organizational 356
/ 0 157
/ 0 025 / 15 620 / 1 007 / 0 88
/ 1
their employees. Thus the first hypothesis that the (self-management component of the Agricultural Bank employee performance impact.) Is confirmed. Table regression correlation coefficient between the components of social awareness on the performance of the Agricultural Bank staff
independent variable dependent variable correlation coefficient coefficient of determination f coefficient b SIG Durbin Watson Social awareness component Operation Organizational 458 / 0 198 / 0 005 / 28 89 / 1 001 / 0 89 / 1
F statistic is based on the table above 005/28 and the Durbin-Watson statistic is equal to 89/1 Between (5/1 to 5/2), which means independence between the errors of each other. The significance level (SIG) is less than 05/0 Which indicates the null hypothesis is rejecte And the researcher's claim is confirmed. 198/0 coefficient of determination indicates that the influence of social awareness component on organizational performance 198/0 isThus the first hypothesis that (social awareness component will affect the performance of the Agricultural Bank staff.) Is confirmed.
Multiple regression correlation table between components of the relationship between the performance of the Agricultural Bank staff
independent variable dependent variable correlation coefficient coefficient of determination f coefficient b SIG Durbin Watson Component relationship management Operation Organizational 557 / 0 301 / 0 214 / 28 586 / 0 001 / 0 778 / 1
F statistic is based on the table above 214/28 and Durbin-Watson statistic is equal to 778/1 Between (5/1 to 5/2) I Which means independence between the errors of each other.The significance level (SIG) is less than 05/0, which indicates the null hypothesis is rejected and the researcher's claim is confirmed. 301/0 coefficient of determination indicates that the component relationship management influence on organizational performance 301/0% respectively. Thus the first hypothesis that (relationship management component will affect the performance of the Agricultural Bank staff) is confirmed Multiple regression correlation table between organization belonging to the Agricultural Bank employee performance independent variable dependent variable correlation coefficient coefficient of determination f coefficient b SIG Durbin Watson Organization belonging Operation Organizational 568 / 0 354 / 0 214 / 36 651 / 0 001 / 0 874 / 1
F statistic is based on the table above 214/36 and the Durbin-Watson statistic
874/1 is equal to that between (5/1 to 5/2) isWhich means independence between the errors of each other. The significance level (SIG) is less than 05/0, which indicates the null hypothesis is rejected and the claim of researchers is confirmed. The coefficient of determination 354/0 indicates that the impact of organizational dependency organizational performance 354/0% is Thus the first hypothesis that (organization belonging to the Agricultural Bank employee performance impact.) Is confirmed.
Ranking Research
Mansour ratings variables of each dimension Friedman test was used. Friedman test each component has a higher average rating Will be more important In this study, Friedman test for ranking is calculated components of emotional intelligence and organizational performance.
Friedman test for emotional intelligence
Indicators of emotional intelligence Average Rating
Chi-square value Degrees of freedom
Significance level Relationship Management 95 / 2 005 / 24 3 001 /
0 2/53 Consciousness
Self-management 41 / 2 Social Awareness 02 / 2
Friedman test is a significant level of control of the 05/ As a result, the average rating of the
components of emotional intelligence of
employees there is a significant difference and according to the mean rating, the highest average of component is relationship management. then
relationship between the performance management component of the staff. the results obtained in this study, similar to the results of research Ghasemi, (1386), Turkmen, (1384), Sultan, (1384) is. Turkmen Jflvy study entitled "The relationship between awareness of the goals of the institution and their effectiveness" is expressed that awareness of the goals of the possibility of creativity and innovation in order to achieve the objectives of the organization increases. (Torkamani, 1384), Manpower training had the greatest impact on increasing the productivity of the organization. (Sadeghi 1389) Research also Ghasemi (1386) stated that the
relationship between the components of
management and human resource productivity is a significant positive relationship between the first priority there other factors. (Ghasemi, 1386) In explaining the results of this study and similar research could be argued that among human
resources is helping to increase system
performance. In other words, cooperation is a process where individuals voluntarily should not interfere in the affairs If that be effective and have good motivation for intervention (Sultan, 1384) It can also be said that the system performance is increased motivation among staff. Since one of the tasks of managing, influencing others to do the work in accordance with organizational goals. Motivation is an important aspect of this task management Also, from the viewpoint of Steers & Porter, managers provide a suitable environment where employees can flourish their talents are, Responsibility in a way that failure by managers and staff in the field increased failure as a result of weaker
performance, lower job satisfaction and
employees of the organization will be withdrawn. (Ismail, the Muslim Ahmad, 2008). According to the second theory of self-awareness component in employee performance impact. one of the most important ways to build momentum and promote understanding and acceptance of how the organization is working That overlap with the efficiency of staff makes The upgrade path based on predetermined criteria be. Staff will be how to implement The best cotton in doing things step. According to the hypothesis of the third component of a competition culture has an
impact on employee performance. The results show that the organization can track progress, identify conditions improve and move staff So that the future direction of your career according to performance evaluation feedback can imagine And the individual performance and can make a person's motivational state. According to their hypothesis, the third component management has an impact on employee performance and decisions about human resources director should be such That the rule of law, labor law, regulations and internal instructions to give priority to their work If the rule-based decisions to make in the interests of public employees is developed not only will staff efficiency But the way the law will Brhsth organization. Among other issues, it can be noted that there are different rules of engagement staff (official and third pillars) was The same institutions, have received legal dramatic differences. Obviously, this will cause the dysfunction of staff Therefore, managers and supervisors try to have more control in order to protect the rights of their employees. Because otherwise it will have adverse effects on the Company. Among other things right in the lack of transparency in the allocation of staff which is important for the organizatio And should this issue be addressed. Due to his lack of belief employee to work steps are not taken by the employee and it must be clear that I know everyone what to do and how much he is worth. and finally the relationship between two variables organization belonging to represent the relationship between two variables
organization belonging performance with
performance and affect its effectiveness (Ali Ahmadi et al., 1383, p. 87). Therefore, using
emotional intelligence can enhance an
organization's organizational belonging and thus
improving organizational performance and
effectiveness of staff provided. Attached is the
organizational commitment relationship.
Organizational attached is the amount that an employee's identification with their work, actively worked in his job and his job performance as something important for your valuable prizes, given that (Robbins, 2001). Randall and Kohut (1991) in their studies have described the organizational accrued income or organizational commitment, and job prerequisite. The findings of the study results Tapia and Marshall (2003) have shown that emotional intelligence is higher in women than men, is consistent. The findings of the study by Goleman's research results Datnyl 1995 between age and work experience with emotional intelligence was directly expressed, differ. That relationship was reversed. this means that with age and experience has been less emotional intelligence Perhaps it can be explained this way Or research environments in previous research (University) attributed, The findings of this study with the results of Brown and colleagues (2003) Karsv, Meyer and Salur (2002) have shown that emotional intelligence related field of work and education, in line withInterpretation of results Organizations enhance employee performance and its members are seeking various purposes. It enables increased performance that failure to assess the skills of employees and using educational programs to enforce it. aside from this can be used to increase the performance of the base or basis for the allocation of the reward.
Traditional methods of performance
enhancement are often used with two main objectives of the organization are: One use of it, deciding issues such as bonuses, promotions, demotions, transfers and retention of employees. Since the most important tool to assess and measure system performance boost skills and activities of individuals in each organization, as a result, the system has an important role in
achieving the goals of human resource
management The results of this study, the
approach Without Borders organization theory, is appropriate. Limitations of this study include lack of documentation related to performance Because the results were based on self-assessment of your employees This can lead to abuse in the results column. Could be offered to other public and private organizations pointed out to some extent the increase human resources in different organizations. also, just practice and practice with respect to characteristics such as experience, education, age, etc. to be considered and by comparing people with different characteristics must be avoided; rewards, recognition of the end of the assessment can help in increasing the productivity of human resources, therefore, the mechanism to implement the system of promotion and reward and motivation is very important;
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