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Dissertation/Thesis Abstract

Using a Model of Emotional Self-Efficacy in Predicting Work Outcomes
by Roman, Christopher W., Ph.D., Alliant International University, 2018, 220; 10744906
Abstract (Summary)

Organizations are increasingly examining the potential benefits of integrating insights concerning emotional intelligence (EI) into their employee training and development programs to enhance their mission. Petrides’s EI model of trait emotional self-efficacy (ESE) has been defined as a constellation of emotion-related self-perceptions and dispositions assessed through self-report. This study explored the relationship between the four factors of Petrides’s ESE model (well-being, self-control, emotionality, and sociability) and the well-researched work outcomes of job satisfaction, counter-productive work behavior, and turnover intent. Based on existing research, the study controlled for age, gender, job tenure, and social desirability. The study relied on an archival data set drawn from a similar pilot study, and included a sample population (N = 157) of certified nurse assistants and registered nurses, selected both out of convenience and because this population is known for its affect-laden work. The study employed a 239-item survey. ESE was measured using the TEIQue long form, and psychological instruments were used to measure outcomes. Confirmatory factor analysis found a lack of fit for the four-factor model, and a new, two-factor model was found using an exploratory factor analysis. The first factor, comprised mostly of the facets well-being and self-control, was named emotional constitution. The second factor, comprised mostly of emotionality and sociability, was named emotional awareness. Data analysis included four-step hierarchical regression models to assess unique variance in each of the three outcome variables using emotional awareness and emotional constitution as predictors. Results showed that emotional awareness predicts nurse job satisfaction (β = .21, p < .05), and emotional constitution negatively predicts both nurse CWB (β = –.49,p < .01) and turnover intent (β = –.31,p < .05). No difference between groups (RNs and CNAs) on these factor dynamics was found. Implications of this study are discussed.

Indexing (document details)
Advisor: Aramovich, Nicholas P.
Commitee: Ferdman, Bernardo M., Kantor, John
School: Alliant International University
Department: Professional Psychology
School Location: United States -- California
Source: DAI-A 79/07(E), Dissertation Abstracts International
Subjects: Nursing, Psychology, Occupational psychology, Organizational behavior
Keywords: Counterproductive work behavior, Emotional self-efficacy, Job satisfaction, Nursing, Trait emotional intelligence, Turnover intent
Publication Number: 10744906
ISBN: 978-0-355-62215-7
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