Emotional intelligence (EI) has received considerable attention in the workplace, particularly with regard to its effects on employees’ performance. These concepts (i.e., EI and job performance) have been empirically studied, producing different results. Some researchers indicate that EI is positively related to job performance while others argue against such a stance. Some scholars have concluded that the reason for such conflicting outcomes may be due to the measurement of EI used to investigate job performance. Others have suggested that pairing EI with another individual trait could provide a better understanding of the relationship between EI and job performance. This study sought to examine mindfulness as the mediating factor between trait EI and employees’ self-perceived job performance, utilizing the Trait Emotional Intelligence Questionnaire – Short Form (TEIQue-SF; Petrides, 2009), Work Effort Scale (WESC; De Cooman et al., 2009), and mindfulness at work (Zivnuska et al., 2016) for data collection. A total of 111 participants participated in the study on SurveyMonkey. The results show that there is no positive relationship between trait EI and employees’ self-perceived job performance. Conversely, the results indicate a significant relationship between mindfulness and employees’ self-perceived job performance, as well as identifying mindfulness as the mediator between trait EI and employees’ self-perceived job performance.
|Commitee:||Dayanim, Shoshana, Bracken, David W|
|Department:||Keiser University Graduate School-Psychology|
|School Location:||United States -- Florida|
|Source:||DAI-A 82/1(E), Dissertation Abstracts International|
|Subjects:||Psychology, Organizational behavior, Quantitative psychology|
|Keywords:||Emotional intelligence, Job-Performance, Mediator, Mindfulness, Self-perceived, Trait EI|
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