Browsing by Subject "Emotional intelligence"
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ItemA comparative-correlational study of emotional intelligence and musical intelligence among students from years eight to eleven at modern International School Bangkok, ThailandIn this study, emotional intelligence and musical intelligence were investigated and analyzed among the students from year's eight to eleven in MISB. One hundred and eighty three students participated in this study in the first semester of the 2014-2015 academic year. The quantitative data collected by means of the EMI questionnaire, the findings indicated that the participants had average levels of both emotional intelligence and musical intelligence and there were no significant differences in the emotional intelligence of the participants according to year levels and gender. There was no significant difference in the musical intelligence of the participants according to year levels. However, a significant difference was found in the musical intelligence of the participants according to gender. Furthermore, a positive relationship was found between emotional intelligence and musical intelligence. In addition to the results of this study, recommendations for practice and future research are also provided.
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ItemDesigning a prototype coaching model based on emotional intelligence and job performance: a case study of global technology group company, Myanmar( 2021) Hlaing, Min Swe ; Fernando, Maria Socorro C. L.This research investigates the influence of emotional intelligence domains on job performance. The questionnaire is based on Emotional Intelligence's four domains as independent variables, namely: self-awareness, self-management, social awareness, and relationship management, and the dependent variable is job performance. Quantitative data using a questionnaire was gathered from a sample of 70 employees in the management, middle management, and supervisor levels working in Global Technology Group Company (GTG). Qualitative data was gathered from interviews of 12 employees. The results of the interview showed that employees recognize and control the positive outcome, Emotional intelligence helps motivation and career improvement, positive emotions keep a clear mind, understand well, and manage effectively, self-evaluation, listening to comments from coworkers, and observing how to treat them, job satisfaction in the relationship and job performance and target job accomplishment and work satisfaction on respective tasks. Moreover, the quantitative data results showed that self-management and relationship management's emotional intelligence domains influence job performance. The study recommends a coaching model that can be utilized to support self-awareness and relationship management for effective job performance.
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ItemThe determinants of subordinates' perceived leadership styles in small and medium enterprises in Thailand(Assumption University, 2013) Tanawat Teepapal ; Assumption University. Martin de Tours School of Management and EconomicsThis study aims to examine the determinant factors of perceived leadership style in small and medium enterprises (SMEs) in Thailand. Discriminant analysis results showed that leaders who used different leader- ship styles (coercive, authoritative, affiliative, democratic, pacesetting and coaching) had different degrees of emotional intelligence, personality traits, adversity quotient, and ethics ofleadership.
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ItemEmotional intelligence(Assumption University, 2002) Siriporn Poonruksa ; Assumption University. Vincent Mary School of Science and Technology
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ItemEmotional intelligence for employees' motivation(Assumption University, 2005) Krisda Tanchaisak ; Assumption University. Martin de Tours School of Management and EconomicsThis article adopts a system approach to analyze the Porter-Lawler model. This model synthe- sizes two important motivational models: the expectancy and the equity models. The expectancy model describes the influence of worker's expectation about the jobs and the rewards gained via the motiva- tion process. The equity model describes workers I comparison of rewards and effort ratios with others. The Porter-Lawler model suggests workers are motivated if they believe their effort will result in re- wards they deem important and that the effort-reward ratio must be equivalent to their referents. This model implies workers operate solely on economic rationale. The researcher describes emotion as a significant determinant of worker's judgement about referents, rewards, and equity. Emotional intelli- gence (EI) is proposed as an influential intervening variable in the Porter-Lawler motivation process model.
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ItemThe impact of ethics towards job creativity: a case study of “A” hotel in Samutprakan Province, Thailand( 2018) Manapat Buphawate ; Chittipa NgamkroeckjotiThis research focuses on how to understand Job Creativity of employees. The research questions were raised based on an emotional intelligence when interacting among colleagues in the same level as well as senior level. Moreover, based on the pilot study, employees are concerned about ethical behavior and ethical leadership towards job creativity of employees. This study use census population whom are employees working in “A” hotel. The questionnaire was distributed to 100 employees. There were no respondent restrictions in demographic aspects. This study found that there are two factors affected job creativity comprising emotional intelligence when interacting with colleague in senior level and ethical Leadership. This research is limited only to A Hotel which is located in Samutprakan province. Therefore, it is not in a rural area for which the business behavior will be more seasonal in terms of tourist intensity by season. That could affect the employees’ behavior and personality. However, this research cannot comprehensively conclude that employees of hotels in different locations will have similar results to this study. Another limitation is that this study is made in particular period of time which is from May to August 2018. The employees’ behaviors collected from the questionnaire do not cover a long period of time, meaning that over the longer period of time or at a different time, results could be difference.
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ItemA review of emotional intelligence: Is it a trait or ability?( 2009) Nuchada DumrongsiriSince the 1990s, emotional intelligence has gained enormous attention as a new construct that supplements cognitive intelligence in predicting life success. Cognitive intelligence has long been a traditional predictor of academic and business success. However, general intelligence explains about 20% of the factors that determine success in life (Golemen, 1995; Mayer & Salovey, 1997). Then, approximately 80% of life success is variously distributed among other factors such as personality traits, social skills, and environment. Emotional intelligence has been studied as a prominent factor among other success predictors. However, the conceptualization of emotional intelligence is still controversial. A major argument is whether emotional intelligence is a personality trait or ability. The major purpose of this paper is to provide a synthesis of previous studies for further discussion of three questions: (a) is emotional intelligence ability, (b) is emotional intelligence similar to personality traits, and (c) is emotional intelligence independent of cognitive intelligence.
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ItemTo improve employee career success through organizational development intervention: an action research of AIA Co., Ltd. Changzhou Branch( 2020) Lin, Dong ; Kim, SeongdokThis study was aimed at the research of the organization development interventions on the employee career competency, emotional intelligence and self-efficacy to improve the employee career success in AIA Changzhou Branch, China. These three variables were regarded as employee career success behaviours and closely related to the development of the focal organization in currentstudy. Both quantitative and qualitative methods were utilized. The research methods were the questionnaire, semi-structured interview and participatory observation. Quantitative data was collected to examine the change in level of career competency, emotional intelligence and self-efficacy and qualitative data was collected to obtain in-deep understanding on the result of organization development interventions on the employees. The paired sample t-test was utilized in this study as a statistical tool to prove hypotheses. The collected data confirmed that there was an improvement of the career competency, emotional intelligence and self-efficacy after the organization development interventions. The research findings supported the research objectives and approved the hypotheses. This research responded to the organization’s needs of sustained developing and solved the company's existing problems. The results ODI of this research could be the useful tool to manage young employees and was adapted to the unpredictable and uncertain business environment. Meanwhile, the researcher designed an improvement framework to help individuals improve their career competency, emotional intelligence and selfefficacy and to achieve career success and better career development in an uncertain borderless career period.