This study examined the relationship of sales employees' emotional intelligence (EI) to their organizational justice (OJ) perceptions, and examined if sales employees' job satisfaction (JS) moderated the strength of the relationship between their EI and OJ perceptions. Three assessments were administered electronically and completed by 135 participants. The Job In General (JIG) assessment measured overall JS of employees. The assessment used to measure employee EI was the Emotional Quotient Inventory (EQ-i 2.0). The assessment used to measure employee justice perceptions was the Perceived Overall Justice scale. Hierarchical moderated multiple regression analysis (MRA) was used to identify any relationships. No statistically significant finding between EI, JS, and OJ were found when using hierarchical moderated MRA. Because of the violations of assumptions for MRA, it was determined that follow-up non-parametric testing was required. Non-parametric testing found a significant relationship between employees' EI and their OJ perceptions. The non-parametric testing confirmed previous findings of significant relationship between EI and OJ. Recommendations for future research include examining individual facets of EI and OJ, using different assessment to measure EI and OJ, and using a controlled environment to recruit participants.
|Advisor:||Bostain, Nancy S.|
|Commitee:||Koman, Elizabeth, Yu, C.H.|
|Department:||Harold Abel School of Social and Behavioral Sciences|
|School Location:||United States -- Minnesota|
|Source:||DAI-B 76/04(E), Dissertation Abstracts International|
|Subjects:||Social psychology, Occupational psychology, Organization Theory, Organizational behavior|
|Keywords:||Bandwidth-fidelity, Emotional intelligence, Hierarchical moderated multiple regression, Job satisfaction, Organizational justice|
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