ISSN: 2222-6990
Open access
Employee performance is often considered one of the most important issues in organizational development. Job performance is considered as a multi-dimensional concept by several researchers who did the research on job performance. Considering how to improve employee task performance, the purpose of this study is to analyze the influence of emotional intelligence (EI) on employee job performance in a selected organization in Malaysia. This study specifically examined the direct effect of emotional intelligence (self-awareness, self-management, social awareness and relationship management) on employee job performance. Competency based model (Goleman, 1998) has been used in this study to explain the conceptualization of EI. This study employed a quantitative research method and has been participated by 110 respondents. Convenience sampling method has been employed to obtain data from the respondents and the data were analyzed using Statistical Package for Social Science (SPSS) version 22.0. The research findings showed that self-management tends to be the strongest predictor towards employee job performance. Practical implications, limitations of the study and directions for future research were also being discussed.
Abraham, R. (1999). Emotional intelligence in organisations: a conceptualization, Genetic, Social and General Psychology Monographs, 125(2), 209-19.
Adel, A. (2017). Conceptual Model for Measuring Saudi Banking Managers Job Performance based on their Emotional Intelligence (EI), International Journal of Organizational Analysis, 25(1), 123-145.
Arumugam, T. (2016). One in three Msian adults struggling with mental health issues. The New Straits Times. Retrieved from https://www.nst.com.my/news-/2016/09/176013/one-three-msian-adults-struggling-mental-health-issues
Bar-On, R. (1997). Bar-On Emotional Quotient Inventory: A Measure of Emotional Intelligence: Technical Manual, Multi Health Systems, New York, NY.
Beck, J. H. (2013) Emotional Intelligence in Everyday Life. Psychology Press.
Borman, W. C. (2011). Gold Medal Award for Life Achievement in the Application of Psychology: Walter C. Borman. American Psychologist, 66(5), 348–350.
https://doi.org/10.1037/a0024095
Borman, W. C., and Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance, in Schmitt, N. and Borman, W.C. (Eds), Personnel Selection In Organizations, Jossey-Bass, New York, NY, 71-98.
Carmeli, A., Shalom, R., & Weisberg, J. (2007). Consideration in organizational career advancement: What really matters. Personal Review, 35(2), 190-205.
Chaudry, A., and Usman, A. (2011). An investigation of the relationship between employees’ emotional intelligence and performance. African Journal of Business Management, 5(9), 3556-3562.
Cheok, S. L., and O’Higgins, E. R. (2011). Enhancing employee outcomes: The interrelated influences of managers’ emotional intelligence and leadership style. Leadership & Organization Development Journal, 33(2), 150.
Danguah, E. (2014). Analysis of the Impact of emotional intelligence on Organizational Performance: A Banking perspective. British Journal of Marketing Studies, 2(3), 34-50.
Daus, C., and Ashkanasy, N. (2005). The case for an ability-based model of emotional intelligence in organizational behavior, Journal of Organizational Behavior, 26(4), 453-66.
Dulewicz, C., Young, M., and Dulewicz, V. (2005). The relevance of emotional intelligence for leadership performance. Journal of General Management, 30(3), 71–87. Retrieved from http://www.bray-brooke.co.uk/dynamic/viewarticle.php?articleid=69
Firdaus, A. (2017). The ‘stress’ level of Malaysian worker is very high. Astro Awani, Retrieved from http://www.astroawani.com/berita-malaysia/tahap-stress-pekerja-malaysia-sangat-tinggi-cue-pacs-164045
Gardner, H. (2013). The theory of multiple intelligences 1. Teaching and Learning in the Secondary School, 38.
George, J. M. (2000), “Emotions and leadership: the role of Emotional Intelligence”, Human Relations, Vol. 53 No. 8, pp. 1027-44.
Goleman, D. (1996), Working with Emotional Intelligence, Bantam Books, New York, NY.
Goleman, D. (1998), What makes a leader?, Harvard Business Review, 76(6), November-December, 93-102.
Gryn, M. (2010). The relationship between the EI and job performance of call Centre leaders. (Doctoral dissertation). Retrieved December 20, 2017 from http://uir.unisa.ac.za/bitstream/handle/10500/3537/-dissertation_gryn_m.pdf?s quence=1
Ham, E. T., Bonnelle, V., Hellyer, P., Jilka, S., Robertson, H. I., Leech, R., Sharp, J. D. (2014). The neural basis of impaired self-awareness after traumatic brain injury. A Journal of Neurology. 137; 586–597
Higgs, M. (2004). A study of the relationship between emotional intelligence and performance in UK call centres, Journal of Managerial Psychology, 19(4), 442-454.
Lam, C. S., and O’Higgins, E. (2012). Enhancing employee outcomes: The interrelated influences of managers’ emotional intelligence and leadership style, Leadership & Organization Development Journal, 33(2), 149-174.
Law, K. S., Wong, C. S., and Song, L. J. (2004). The construct and criterion validity of emotional intelligence and its potential utility for managem
In-Text Citation: (Krishnan, Mahphoth, Ahmad, & A’yudin, 2018)
To Cite this Article: Krishnan, R., Mahphoth, M. H., Ahmad, N. A. F., & A’yudin, N. A. (2018). The Influence of Emotional Intelligence on Employee Job Performance: A Malaysian Case Study. International Journal of Academic Research in Business and Social Sciences, 8(5), 233–245.
Copyright: © 2018 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode