This document examines the relationship between emotional intelligence and organizational effectiveness. It analyzes surveys completed by 240 managers, assistants, and executives from the Rasht municipality in Iran. The surveys measured emotional intelligence using a 5-factor model and organizational effectiveness using factors like goals, responsibilities, and client relationships. The results revealed a meaningful relationship between overall emotional intelligence and organizational effectiveness. Specifically, the motivation factor of emotional intelligence had the most influence on organizational effectiveness.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
The examination of relation between organizational space and organizational p...ijsptm
The organizational space defines what the method of work is and that which kind of behaviors are
supported. The target of this examination is to knowing of the existence of relation between organizational
spaces (structure of organizational, organizational responsibility, Productivity of managers, organizational
identity) and the organizational patronage of the leaders in administrations of West Azerbaijan. Generally
150 episodes of standard questioning in statistical society were done and 100 questioning for scrutiny
hypothesis were done. According to the normal data of Pearson’s coefficient to identify of the kind of the
quantity of relations between shifty was used. The result of this examination shows a direct relation
between organizational responsibility, manager’s productivity and organizational identity with
organizational patronage. But there is not any relation between organizational structure dimension and
organizational patronage. So it is suggested to do important activities in order to improve the
organizational patronage by using efficient organization.
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict, and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates a strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends conflict management as an integral part of effective human resource management.
this was article made by Stefania De Simone
Researcher in Organizational Behavior
Institute for Research on Innovation and Services for Development
National Research Council of Italy
Naples, Italy
The Relationship Between Organizational Theory & Behavior TheoryMaurice Dawson
This reaction paper will exhibit when organizational theories and behavioral theories are not aligned properly, an organization will become unmotivated, chaotic, and misguided. Through selections of various authors, these theories will be explained more in depth and how they relate to each other.
Role of work life balance on employee productivity: a survey of commercial ba...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. The banking industry has produced best trading results although characterized by lack of flexibility, high work pressure and longer working hours. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of Work life balance on employee productivity. The study adopted a survey design with a focus on 536 bank employees drawn from the different job cadres. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools upon which analysis was undertaken using Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and thereafter presentations of findings was done using tables. The findings of the study indicated that effective work life balance leads to employee productivity r= .538 which was significant at p (0.00) < α (0.05). The study concluded that the non-financial motivation strategies influence employee productivity in commercial banks. The study recommends use of surveys and other evaluation methods to better understand the different needs of different employees to enable provision of customized work life balance.
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family B...harpreetdusanjh
This study makes an attempt to analyse the determinants of ‘work-family’ balance related factor for Women Corporate Governance professionals in India. ‘Maslow Pyramid’ was utilized to assess the motivation of women joining Corporate Governance profession in India. The job satisfaction of the respondents and its association with ‘Family domain’ and ‘Work domain’ related variables was also assessed. The sample of the study was collected through a structured questionnaire from 200 women professionals having membership of Institute of Company Secretaries of India during the period November, 2017 – January, 2018. An empirical analysis was made on the data using statistical techniques of the Friedman Rank Test and Kendall's Tau Coefficient. The findings of the study reveal that need for ‘Achievement’ and ‘Affiliation’ are the key determinants for choosing Corporate Governance profession by women Company Secretaries in India. Furthermore, the level of job satisfaction was found associated with ‘family domain’ related and ‘work domain’ related variables. The study finds its relevance as this is ‘one of its kind’ study for exploring motivational factors of women Corporate Governance professionals in India and forms the base for further research in the area.
Perception of Organizational Power in Textile Industryinventionjournals
Power is the ability to influence others. One of the most influential theories of power comes from the work of French and Raven, who attempted to determine the sources of power leaders use to influence others. French and Raven identified five sources of power that can be grouped into two categories: organizational power (legitimate, reward, coercive) and personal power (expert, referent and information). Organizations require a control system and use power to reach their goals. In the organizations, relationships between administrators and employees are so critical aspect. Employees’ perception of organizational power play a crucial role to reach organizational goals. There are studies on organizational power although the number of the studies is low. The aim of this research is to evaluate the perception of organizational power of the textile employees. Data were gathered from 171 employees who are working at textile companies in Denizli. SPSS was used for the data analysis.
Subjective Probabilistic Knowledge Grading and ComprehensionWaqas Tariq
Probabilistic Comprehension and Modeling is one of the newest areas in information extraction, text linguistics. Though much of the research vested in linguistics and information extraction is probabilistic, the importance is disappeared in 80’s. This is just because of the input language is noisy, ambiguous and segmented. Probability theory is certainly normative for solving the problems related to uncertainty. Perhaps human language processing is simply non-optimal, non-rational process. Subjective Probabilistic approach fixes this problem, through scenario, evidence and hypothesis.
An Organizational Memory and Knowledge System (OMKS): Building Modern Decisio...Waqas Tariq
Many organizations employ data warehouses and knowledge management systems for decision support activities and management of organizational knowledge. The integration of decision support systems and knowledge management systems has been found to provide benefits. In this paper, we present an approach for building modern decision support systems that integrates the data warehouses and organizational memory information systems processes to support enterprise decision making. This approach includes the use of Scenarios for capturing tacit knowledge and ontology for organizing the diverse data and knowledge sources, as well as presenting common understanding of concepts among the organizational members. The proposed approach, which we call Organizational Memory and Knowledge System approach, is expected to enhance organizational decision-making and organizational learning.
There is increasing acceptability of emotional intelligence as a major factor in personality assessment and effective human resource management. Emotional intelligence as the ability to build capacity, empathize, co-operate, motivate and develop others cannot be divorced from both effective performance and human resource management systems. The human person is crucial in defining organizational leadership and fortunes in terms of challenges and opportunities and walking across both multinational and bilateral relationships. The growing complexity of the business world requires a great deal of self-confidence, integrity, communication, conflict, and diversity management to keep the global enterprise within the paths of productivity and sustainability. Using the exploratory research design and 255 participants the result of this original study indicates a strong positive correlation between emotional intelligence and effective human resource management. The paper offers suggestions on further studies between emotional intelligence and human capital development and recommends conflict management as an integral part of effective human resource management.
this was article made by Stefania De Simone
Researcher in Organizational Behavior
Institute for Research on Innovation and Services for Development
National Research Council of Italy
Naples, Italy
The Relationship Between Organizational Theory & Behavior TheoryMaurice Dawson
This reaction paper will exhibit when organizational theories and behavioral theories are not aligned properly, an organization will become unmotivated, chaotic, and misguided. Through selections of various authors, these theories will be explained more in depth and how they relate to each other.
Role of work life balance on employee productivity: a survey of commercial ba...paperpublications3
Abstract: Motivation of employees has always been quantified in financial attributes. For productivity to occur then there is need for using non-financial motivational initiatives. The banking industry has produced best trading results although characterized by lack of flexibility, high work pressure and longer working hours. This study purposed to analyze the role of motivational initiatives on employee productivity with specific reference to commercial banks in Bungoma County. The study was guided by the objective: to establish the role of Work life balance on employee productivity. The study adopted a survey design with a focus on 536 bank employees drawn from the different job cadres. A sample size of 229 was obtained using Yamane’s formula. Stratified sampling technique was employed with six strata’s obtained from six job cadres from top management to clerical staff. Structured questionnaires were the main data collection tools upon which analysis was undertaken using Statistical Program for Social Scientist (SPSS) where descriptive and inferential statistics was applied and thereafter presentations of findings was done using tables. The findings of the study indicated that effective work life balance leads to employee productivity r= .538 which was significant at p (0.00) < α (0.05). The study concluded that the non-financial motivation strategies influence employee productivity in commercial banks. The study recommends use of surveys and other evaluation methods to better understand the different needs of different employees to enable provision of customized work life balance.
Empowering Women: An Empirical Analysis of the Determinants of ‘Work-Family B...harpreetdusanjh
This study makes an attempt to analyse the determinants of ‘work-family’ balance related factor for Women Corporate Governance professionals in India. ‘Maslow Pyramid’ was utilized to assess the motivation of women joining Corporate Governance profession in India. The job satisfaction of the respondents and its association with ‘Family domain’ and ‘Work domain’ related variables was also assessed. The sample of the study was collected through a structured questionnaire from 200 women professionals having membership of Institute of Company Secretaries of India during the period November, 2017 – January, 2018. An empirical analysis was made on the data using statistical techniques of the Friedman Rank Test and Kendall's Tau Coefficient. The findings of the study reveal that need for ‘Achievement’ and ‘Affiliation’ are the key determinants for choosing Corporate Governance profession by women Company Secretaries in India. Furthermore, the level of job satisfaction was found associated with ‘family domain’ related and ‘work domain’ related variables. The study finds its relevance as this is ‘one of its kind’ study for exploring motivational factors of women Corporate Governance professionals in India and forms the base for further research in the area.
Perception of Organizational Power in Textile Industryinventionjournals
Power is the ability to influence others. One of the most influential theories of power comes from the work of French and Raven, who attempted to determine the sources of power leaders use to influence others. French and Raven identified five sources of power that can be grouped into two categories: organizational power (legitimate, reward, coercive) and personal power (expert, referent and information). Organizations require a control system and use power to reach their goals. In the organizations, relationships between administrators and employees are so critical aspect. Employees’ perception of organizational power play a crucial role to reach organizational goals. There are studies on organizational power although the number of the studies is low. The aim of this research is to evaluate the perception of organizational power of the textile employees. Data were gathered from 171 employees who are working at textile companies in Denizli. SPSS was used for the data analysis.
Subjective Probabilistic Knowledge Grading and ComprehensionWaqas Tariq
Probabilistic Comprehension and Modeling is one of the newest areas in information extraction, text linguistics. Though much of the research vested in linguistics and information extraction is probabilistic, the importance is disappeared in 80’s. This is just because of the input language is noisy, ambiguous and segmented. Probability theory is certainly normative for solving the problems related to uncertainty. Perhaps human language processing is simply non-optimal, non-rational process. Subjective Probabilistic approach fixes this problem, through scenario, evidence and hypothesis.
An Organizational Memory and Knowledge System (OMKS): Building Modern Decisio...Waqas Tariq
Many organizations employ data warehouses and knowledge management systems for decision support activities and management of organizational knowledge. The integration of decision support systems and knowledge management systems has been found to provide benefits. In this paper, we present an approach for building modern decision support systems that integrates the data warehouses and organizational memory information systems processes to support enterprise decision making. This approach includes the use of Scenarios for capturing tacit knowledge and ontology for organizing the diverse data and knowledge sources, as well as presenting common understanding of concepts among the organizational members. The proposed approach, which we call Organizational Memory and Knowledge System approach, is expected to enhance organizational decision-making and organizational learning.
Unsupervised Feature Selection Based on the Distribution of Features Attribut...Waqas Tariq
Since dealing with high dimensional data is computationally complex and sometimes even intractable, recently several feature reductions methods have been developed to reduce the dimensionality of the data in order to simplify the calculation analysis in various applications such as text categorization, signal processing, image retrieval, gene expressions and etc. Among feature reduction techniques, feature selection is one the most popular methods due to the preservation of the original features. However, most of the current feature selection methods do not have a good performance when fed on imbalanced data sets which are pervasive in real world applications. In this paper, we propose a new unsupervised feature selection method attributed to imbalanced data sets, which will remove redundant features from the original feature space based on the distribution of features. To show the effectiveness of the proposed method, popular feature selection methods have been implemented and compared. Experimental results on the several imbalanced data sets, derived from UCI repository database, illustrate the effectiveness of our proposed methods in comparison with the other compared methods in terms of both accuracy and the number of selected features.
Thermal Storage Comparison for Variable Basement Kinds of a Solar Chimney Pro...Waqas Tariq
A solar updraft tower power plant ‘solar tower’ is a solar thermal power plant utilizing a combination of solar air collector and central updraft tube to generate an induced convective flow which drives pressure staged turbines to generate electricity. The issue of this paper is to present practical results of prototype of a solar chimney with thermal mass, where the glass surface is replaced by transparence plastic cover. The study focused on chimney\'s basements kind effect on collected air temperatures. Three basements were used, concrete, black concrete and black pebbles basements. The study was conducted in Baghdad from August to November 2010. The results show that the best chimney efficiency attained was 49.7% for pebbles base. The highest collected air temperature reached was 49ºC when using the black pebbles basement also. Also, the maximum basement temperature measured was 59ºC for black pebbles. High increments in collected air temperatures were achieved compared to ambient air temperatures for the three basements kind. The highest temperature difference reached was 22ºC with the pebble ground.
A Thresholding Method to Estimate Quantities of Each ClassWaqas Tariq
Thresholding method is a general tool for classification of a population. Various thresholding methods have been proposed by many researchers. However, there are some cases in which existing methods are not appropriate for a population analysis. For example, this is the case when the objective of analysis is to select a threshold to estimate the total number of data (pixels) of each classified population. In particular, If there is a significant difference between the total numbers and/or variances of two populations, error possibilities in classification differ excessively from each other. Consequently, estimated quantities of each classified population could be very different from the actual one. In this report, a new method which could be applied to select a threshold to estimate quantities of classes more precisely in the above mentioned case is proposed. Then verification of features and ranges of application of the proposed method by sample data analysis is presented.
Online Adaptive Control for Non Linear Processes Under Influence of External ...Waqas Tariq
In this paper a novel temperature controller, for non linear processes, under the influence of external disturbance, has been proposed. The control process has been carried out by Neural Network based Proportional, Integral and Derivative (NNPID). In this controller, two experiments have been conducted with respect to the setpoint changes and load disturbance. The first experiment considers the change in setpoint temperature in steps of 10oC from 50oC to 70oC for three different rates of flow of water. In the second experiment the load disturbance in terms of addition of 100ml/min of water at three different time intervals is introduced in the system. It has been shown that, in these situations, the proposed controller adjusts NN weights which are equivalent to PID parameters in both the cases to achieve better control than conventional PID. In the proposed controller, an error less than 0.08oC have been achieved under the effect of the load disturbance. Moreover, it is also seen that the present controller gives error less than 0.11oC, 0.12oC and 0.12oC, without overshoot for 50oC, 60oC and 70oC, respectively, for all three rate of flow of water.
A Comparison of Optimization Methods in Cutting Parameters Using Non-dominate...Waqas Tariq
Since cutting conditions have an influence on reducing the production cost and time and deciding the quality of a final product the determination of optimal cutting parameters such as cutting speed, feed rate, depth of cut and tool geometry is one of vital modules in process planning of metal parts. With use of experimental results and subsequently, with exploitation of main effects plot, importance of each parameter is studied. In this investigation these parameters was considered as input in order to optimized the surface finish and tool life criteria, two conflicting objectives, as the process performance simultaneously. In this study, micro genetic algorithm (MGA) and Non-dominated Sorting Genetic Algorithm (NSGA-II) were compared with each other proving the superiority of Non-dominated Sorting Genetic Algorithm over micro genetic since Non-dominated Sorting Genetic Algorithm results were more satisfactory than micro genetic algorithm in terms of optimizing machining parameters.
Parameters Optimization for Improving ASR Performance in Adverse Real World N...Waqas Tariq
From the existing research it has been observed that many techniques and methodologies are available for performing every step of Automatic Speech Recognition (ASR) system, but the performance (Minimization of Word Error Recognition-WER and Maximization of Word Accuracy Rate- WAR) of the methodology is not dependent on the only technique applied in that method. The research work indicates that, performance mainly depends on the category of the noise, the level of the noise and the variable size of the window, frame, frame overlap etc is considered in the existing methods. The main aim of the work presented in this paper is to use variable size of parameters like window size, frame size and frame overlap percentage to observe the performance of algorithms for various categories of noise with different levels and also train the system for all size of parameters and category of real world noisy environment to improve the performance of the speech recognition system. This paper presents the results of Signal-to-Noise Ratio (SNR) and Accuracy test by applying variable size of parameters. It is observed that, it is really very hard to evaluate test results and decide parameter size for ASR performance improvement for its resultant optimization. Hence, this study further suggests the feasible and optimum parameter size using Fuzzy Inference System (FIS) for enhancing resultant accuracy in adverse real world noisy environmental conditions. This work will be helpful to give discriminative training of ubiquitous ASR system for better Human Computer Interaction (HCI). Keywords: ASR Performance, ASR Parameters Optimization, Multi-Environmental Training, Fuzzy Inference System for ASR, ubiquitous ASR system, Human Computer Interaction (HCI)
An Efficient Algorithm for Mining Frequent Itemsets within Large Windows over...Waqas Tariq
Sliding window is an interesting model for frequent pattern mining over data stream due to handling concept change by considering recent data. In this study, a novel approximate algorithm for frequent itemset mining is proposed which operates in both transactional and time sensitive sliding window model. This algorithm divides the current window into a set of partitions and estimates the support of newly appeared itemsets within the previous partitions of the window. By monitoring essential set of itemsets within incoming data, this algorithm does not waste processing power for itemsets which are not frequent in the current window. Experimental evaluations using both synthetic and real datasets shows the superiority of the proposed algorithm with respect to previously proposed algorithms.
Offering A Model Of Evaluation Of Trust Suggesting Between Customers And E-St...Waqas Tariq
to succeed in the e-commerce depends on lots of factors; one of the important and vital ones is trust. In this Paper, we will suggest a model of Fuzzy Logical System which depicts some of the hidden relationships between the critical factors such as security, familiarity, and designing in a B2C commercial website on the one hand, and the competitive factor to other competitors on the other hand. We are going to find the impact of these factors on the decision-making process of people to buy through the B2C commercial websites, and we also will analyze how these factors influence the results of the B2C trading. The study also provides a device to sellers in order to improve their commercial websites; in addition, it provides on-line customers a helping device to buy through the commercial websites. In the study, the sample in the first questionnaire was the investigation of experts of e-commerce, and in the second one was the customers of commercial websites. Also, we have used the Expert Choice software to determine the priority of factors in the first questionnaire, and the SPSS and Excel software for sampling and analysis procedures to find the Fuzzy rules. Finally, we used the Fuzzy logical kit in the MATLAB software to analyze the factors which generate the model.
A Three-Step Procedure (3SP) for the Best Use of Skilled LaborWaqas Tariq
As the manufacturing is becoming more and more globalization, the manufacturing jobs, especially low skilled jobs, have been moved to the developing countries for a lower production cost. For those jobs, such as skilled labor jobs, currently still kept in the developed countries, more and more cost pressure is experienced in these countries as those jobs will eventually be moved to the developing countries once their infrastructure, efficiency and skill level are improved. Therefore one of the challenges currently faced by the Canadian companies is how to improve the manufacturing productivity. Currently those companies are using their own way to improve the productivity. As a result, a company may repeat what another company has already done for the improvement of the productivity, and waste the effort. In some cases, a company even has no idea how to pursue the action to improve its productivity. In order to provide the Canadian companies some sort of systematic approach in the course of improving productivity, a systematic qualitative guideline for the best use of skilled labor, called as “Three-Step procedure” (3SA), is developed and described in detail in this paper.
The Use of Java Swing’s Components to Develop a WidgetWaqas Tariq
Widget is a kind of application provides a single service such as a map, news feed, simple clock, battery-life indicators, etc. This kind of interactive software object has been developed to facilitate user interface (UI) design. A user interface (UI) function may be implemented using different widgets with the same function. In this article, we present the widget as a platform that is generally used in various applications, such as in desktop, web browser, and mobile phone. We also describe a visual menu of Java Swing’s components that will be used to establish widget. It will assume that we have successfully compiled and run a program that uses Swing components.
A Customizable Model of Head-Related Transfer Functions Based on Pinna Measur...Waqas Tariq
This paper proposes a method to model Head-Related Transfer Functions (HRTFs) based on the shape and size of the outer ear. Using signal processing tools, such as Prony’s signal modeling method, a dynamic model of the pinna has been obtained, that completes the structural model of HRTFs used for digital audio spatialization. Listening tests conducted on 10 subjects showed that HRTFs created using this pinna model were 5% more effective than generic HRTFs in the frontal plane. This model has been able to reduce the computational and storage demands of audio spatialization, while preserving a sufficient number of perceptually relevant spectral cues.
Global Stability of A Regulator For Robot ManipulatorsWaqas Tariq
In this work a regulator for robot manipulators is proposed, it has been developed considering that the equilibrium point of the closed-loop system is globally asymptotically stable in agreement with Lyapunov’s direct method. The global asymptotic stability of the controlled system is analyzed. We present real-time experimental results to show the performance of the proposed regulator on a robot manipulator of direct drive with three degrees of freedom. The performance of the new control scheme is compared with respect to the popular PD Algorithm in terms of positioning error
Development of Personal Assistant System with Human Computer InteractionWaqas Tariq
In recent years, some personal assistant systems have appeared in our daily life. They provided some services such as account management, curriculum management, diary management, financing management and so on. This study presents a design and implementation of a personal assistant system platform especially for students and employee to help to manage their learning, life and work better. One of the highlights of this system has an instant chatting system except for the above functions. This paper indicates not only some beneficial interactive functions but also presented detailed ideas of information system analysis, design, and test. It has a friendly interactive interface and a good manageable system, and experimental studies of these functions are proved to be reliable, efficient, and acceptable for users when applied to learning and working environments.
Performance Analysis of Various Activation Functions in Generalized MLP Archi...Waqas Tariq
The activation function used to transform the activation level of a unit (neuron) into an output signal. There are a number of common activation functions in use with artificial neural networks (ANN). The most common choice of activation functions for multi layered perceptron (MLP) is used as transfer functions in research and engineering. Among the reasons for this popularity are its boundedness in the unit interval, the function’s and its derivative’s fast computability, and a number of amenable mathematical properties in the realm of approximation theory. However, considering the huge variety of problem domains MLP is applied in, it is intriguing to suspect that specific problems call for single or a set of specific activation functions. The aim of this study is to analyze the performance of generalized MLP architectures which has back-propagation algorithm using various different activation functions for the neurons of hidden and output layers. For experimental comparisons, Bi-polar sigmoid, Uni-polar sigmoid, Tanh, Conic Section, and Radial Bases Function (RBF) were used.
Implementation of Enhanced Parts-of-Speech Based Rules for English to Telugu ...Waqas Tariq
Words of a sentence will not follow same ordering in different languages. This paper proposes certain Parts-of-Speech (POS) based rules for reordering the given English sentence to get translation in Telugu. The added rules for adverbs, exceptional conjunctions in addition to improved handling of inflections enable the system to achieve more accurate translation. The proposed rules along with existing system gave a score of 0.6190 with BLEU evaluation metric while translating sentences from English to Telugu. This paper deals with simple form of sentences in a better way.
Control of IC Engine: Design a Novel MIMO Fuzzy Backstepping Adaptive Based F...Waqas Tariq
This paper expands a Multi Input Multi Output (MIMO) fuzzy estimator variable structure control (VSC) which controller coefficient is on-line tuned by fuzzy backstepping algorithm. The main goal is to guarantee acceptable trajectories tracking between the internal combustion engine (IC engine) air to fuel ratio and the desired input. The fuzzy controller in proposed fuzzy estimator variable structure controller is based on Lyapunov fuzzy inference system (FIS) with minimum model based rule base. The input represents the function between variable structure function, error and the rate of error. The outputs represent fuel ratio, respectively. The fuzzy backstepping methodology is on-line tune the variable structure function based on adaptive methodology. The performance of the MIMO fuzzy estimator VSC which controller coefficient is on-line tuned by fuzzy backstepping algorithm (FBAFVSC) is validated through comparison with VSC and proposed method. Simulation results signify good performance of fuel ratio in presence of uncertainty and external disturbance.
Bidding Strategies for Carrier in Combinatorial Transportation AuctionWaqas Tariq
In combinatorial auction for truckload transportation service procurement, we introduce the bidding strategy for carrier facing the hard valuation problem to all possible routes. The model uses a bid-to-cost ratio of carriers surveyed in Thailand to represent the bidding behavior in combinatorial freight procurement. This model facilitates carrier to value the bid price for interested packages that involve with pattern of transportation service under different competitive environment. The results of analysis with hypotheses in regression model reveal that pattern of transportation service, number of competitors, pattern of transportation service with number of competitors and a pre-empty backhaul to new lane distance ratio do impact significantly on bid price of carrier in combinatorial transportation auction. To find optimal bid price for interested packages in the incomplete information game, the empirical study in stochastic optimization problem with Monte Carlo method can present the best solution for bidder in order to acquire the maximum expected profit in the auction. The results obtained from optimal solution also show that they are more than the average benefit in the competition market considerably.
Emotional Intelligence as a Predictor of Conflict Resolution Style in Public ...inventionjournals
In today’s dynamic work environment people are more emotionally troubled. They feel lonely depressed, nervous, aggressive and stressful and this results in absenteeism, passivity, less productivity and attrition. This can also lead to conflicts but all conflicts are not destructive. Conflicts can be constructive if a person knows how to manage it well. Emotional intelligence is a personal attribute in employees which can help them to deal with conflicts. This exploratory as well as descriptive study is undertaken in public sector Delhi/NCR to find out and analyze the conflict resolution style adopted by the employees and to study the role emotional intelligence plays in choosing of conflict resolution style. Quantitative data was collected from 85 employees using conflict management style questionnaire by Johnson (1990) and emotional intelligence instrument by Emily A. Sterrett (2000). The data analysis using SPSS and MS Excel showed that employees of public sector have a very high or a high emotional intelligence and they mostly use collaborating style of conflict resolution. Emotional Intelligence (EI) and conflict resolution styles (CRS) are 75% related with each other
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
Analysis of Emotional Intelligence as a Competition for Effective ProductivityIJAEMSJORNAL
Background. Emotional intelligence is an essential competence that must be evaluated within a personnel selection process. The level of IE influences the results of a company favorably. In this research, the dependence that exists between the effective productivity of the workers in specific of the commercial area and the emotional intelligence was analyzed. Methodology. The studied population was 88 active workers in the area as mentioned earlier; 40% were male and 60% female. Those evaluated were aged 25 to 40 years, with experience in the average sales area of 3 years. To validate the questions that were handled as an instrument, the Pearson correlation was used; Chi-square to calculate the dependence of variables. Results and discussion. As a result, we obtained ten dependent variables with which we can conclude that there is a relationship between the level of emotional intelligence with the effective productivity that collaborates with the commercial area within an organization. Conclusion. Based on the results we conclude that people with a high level of Emotional Self-understanding (AE) can control their emotions to act correctly in each situation.
EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT AMONG THE COLLEGE STAFF ...IAEME Publication
The concept of Emotional Intelligence (EI) has recently attracted a great amount of interest from HR practitioners and academics alike. Emotional Intelligence (EQ) is a behavioral model that provides a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potential. The aim of the present study was to explore the relationship between emotional intelligence and organizational commitment among college staffs. To this end The Genos Emotional Intelligence Inventory or Genos EI, is a 70-item multi rater assessment and the questionnaire by Allen and Meyer were used to collect the data. The results generally indicated that there is a significant relationship between emotional intelligence and organizational commitment among the college staff. In other words, it can be said that employees with high emotional intelligence have also higher levels of the organizational commitment.
A Study and Analysis of Emotional Intelligence and its Impactsijtsrd
This paper deals with the concept of Emotional Intelligence and its importance in various fields. Emotional Intelligence having the capacity to wind up mindful of even unobtrusive changes in ones and others emotional tones and to control them, to try to avoid panicking amidst weight, to start and keep up sound associations with others, and to keep up an idealistic viewpoint towards life. Later on in this paper the focus is on the importance of emotional intelligence in various fields. Jyoti Shikha | Dr. Sanjeev Singh "A Study and Analysis of Emotional Intelligence and its Impacts" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29136.pdf Paper URL: https://www.ijtsrd.com/computer-science/artificial-intelligence/29136/a-study-and-analysis-of-emotional-intelligence-and-its-impacts/jyoti-shikha
Impact of emotional intelligence on employee engagementdeshwal852
Emotional intelligence and employee engagement are the biggest factors that contribute to the success of organizations. If the employees know their own emotions and able to manage them properly they can work more competently and prolifically which will in turn bring employee engagement. This study is an
attempt to contribute afresh with a new perspective to the field of human resources and behavioral sciences with special reference to impact of emotional intelligence on employee engagement. A sample of 60 respondents was taken. The data was interpreted with the help of Yule’s coefficient of association. The result of the study showed that there was negative association between high emotional intelligence
and low employee engagement.
Running Head IndustrialOrganizational Psychology .docxinfantkimber
Running Head: Industrial/Organizational Psychology 1
Industrial/Organizational Psychology 7
Industrial/Organizational Psychology
Christina Washek
Dr. Michelle Vallie
PSYC 495
4 April 2020
Introduction
Organizational psychology is the usage of a person’s psychological knowledge to explain their work. The aim is to improve job satisfaction among the workers and to increase their productivity while ensuring that any issues in the organization are solved by promoting a healthy working environment. The issues in the organization are addressed using facts to ensure that the decisions made are beneficial to the involved parties.
Many aspects are considered in one’s working relationship that is from the employer’s point of view, the employee, and any external factors that enable work to be done in the organization. Therefore, psychology is a crucial subject as it benefits both the organization and individuals in the environment, ensuring that there is an optimal surrounding. The environment should be clear that productivity, efficiency, and the wellbeing of the employees are supported.
Organizational psychology covers a wide spectrum, which is from the time a person starts to work in the organization up to when they retire. The purpose of this essay is to analyze organizational psychology, the history, theories, and the relationship it has with other areas, among other considerations. Also, a study is done on how human resource management is incorporated into the organizational setup.
History of Organizational psychology
It is an academic discipline, and the area of practice has become more and more useful in the working life of individuals in organizations and creating a proper work environment. This is a field that involves the identification of issues in an organization, obtaining the effects, and finding solutions for the problems using data obtained for research. The main focus is on the attitude and behavior of individuals in the workplace. Some important outcomes that are required out of an employee from psychology are; understanding the attitude of the employee and controlling their behavior.
Organizational psychology is made up of two pillars. One of the pillars is fitting a man to the job, and the other is fitting the job to a man. The first pillar implies that an individual needs to attain the skills and knowledge required for the task in the organization while the second pillar implies that the job is designed in a way that the individual assigned the task can manage it without difficulties. The job can have tolls and equipment necessary to handle the task that cannot be handled by the use of hands.
Industrial and organizational psychology comes in from the fact that there was a need to understand individu ...
TO INVESTIGATE THE LEVEL OF EMOTIONAL INTELLIGENCE AND STRESS AMONGST COLLEG...IAEME Publication
Emotional Intelligence has been associated with positive outcome process in various professions. In the field of management, Emotional Intelligence has been a popular topic of debate in recent years. Plethoras of literatures on the subject are available especially in the educational sector. Emotional intelligence (EI) is the capacity for understanding one’s own feelings and the feelings of others, for motivating self, and for managing the emotions of self effectively to sustain relationships. Rather than being a single characteristic, emotional intelligence can be thought of as a wide set of competencies that are organized into a few major clusters.
Job stress is a real phenomenon and it is associated with job satisfaction level of a worker in any place. In the case of educators handling college students in Coimbatore city is considered for this study. There are many factors leading the respondents in stressful situation.
The role of psychology in human resources management by Dr.Mahboob Khan PhdHealthcare consultant
HRM can be considered to be responsibility of all those who manage people as well as a description of persons who are employed as specialists. It is that part of management that involves planning for human resource needs, including recruitment and selection, training and development. It also includes welfare and safety, wage and salary administration, collective bargaining and dealing with most aspects of industrial relations. The integration between the management of human resources and psychology is arguably the prime factor delineating HRM theory and practice from its more traditional personnel management origins. Selection of the personnel has long been recognized as a key activity within HR and this article seeks to explore the extent to which its practice provides evidence of such strategic alignment.
Effect Of Locus Of Control And Organizational Culture Employee Satisfaction L...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
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Examining the Relationship of Emotional Intelligence and Organizational Effectiveness
1. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 31
Examining the Relationship of Emotional Intelligence and
Organizational Effectiveness
Mehrbakhsh Nilashi Nilashidotnet@yahoo.com
Computer Engineering Department
Islamic Azad University of Roudsar and Amlash
Roudsar, Iran
Othman Bin Ibrahim Othmanibrahim@utm.my
Faculty of Computer Science and Information Systems
University Teknologi Malaysia
Johor, Malaysia
Amir Talebi Amirtalebi@gmail.com
Faculty of Computer Science and Information Systems
University Teknologi Malaysia
Johor, Malaysia
Alireza Khoshraftar Ali_samick@yahoo.com
Faculty of Computer Science and Information Systems
University Teknologi Malaysia
Johor, Malaysia
Abstract
The director of an organization needs special features to adapt the organization with changes in
order to survive and grow in new environments, that almost all managers find it difficult to address
such issues. One of the important features that can help the directors and the managers to
respond to such changes is the emotional intelligence factor. The goal of this research is to
evaluate the relation between the emotional structure of an organization (called emotional
intelligence) and the organizational effectiveness. Both, graphical and statistical modeling was
used as a guide in the research, and also standardized questions are used in both, emotional
intelligence and organizational effectiveness issues. The statistical population of this research
includes the managers, assistants and the executive region manager of Rasht municipality, which
240 people were chosen as a sample from them. Over 80% of the respondents have BA and
higher education and the majority of respondents (80%) have the job experience with less than
12 years. the analysis of the major and minor hypothesis were done by statistical software such
as: STATISTICA, SPSS and EXCEL. The outcomes revealed the meaningful relation between
the emotional intelligence and the organizational effectiveness and also, it is recognized, in this
research that the motivation component has the most influential role on the organizational
effectiveness.
Keywords: Emotional Intelligence, Organizational Effectiveness, Self-awareness, Self-
Management, Sympathy, Social Skills.
1. INTRODUCTION
Every leader or manager of an organization, in order to achieve his or her goals, needs to be
aware of the forces, feelings and motivations of his/her staff. We utilize such awareness in our
work and life to achieve the best results. Unfortunately, some times we are afraid to show our
feelings because we don't know how effective they might be [1].
One way to grasp these feelings and utilize them effectively at work is to recognize and
understand emotional intelligence. Development and deep reflection regarding emotional
2. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 32
intelligence and using its entire elements can increasingly, improve the organizational –
relationships, the staff co- operation and the exploitation of social skills. [2] The quality of a
person to guidance and support the goals of an organization is that, the staff feel, they have an
important role in an individual and organizational development [3]. The failure and frustration risk
in goals fulfillment in the organizations that don't use the emotional intelligence principle, is
higher, in contrast to the organizations that use this principle in their sources.
The ruling culture in these organizations prevents the staff to represent their useful criticisms
and/or to encourage the secrecy and cordial relations inside the organizations.
The organizations that institutionalize emotional intelligence's elements in their human sources,
indeed they allow an expressed culture rules in the organizations, of course within the frame work
of the organizational laws. And the staff can represent their criticisms and proposals bravely and
feel sympathy within the organization [4].
Goleman believes if someone has an ability to recognize his or her feeling and emotions and
knows how to use these things as a tool, he/she will be able to make good decisions, manage
his/her relations, create motivation for his/her self or for others, be hopeful in bad and difficult
situations, control his/her stress and to create sympathy within the other organization's staff [3].
Most of the variables, but not all of them can be numerical. Analytical tools can provide the most
part of the data that are required for a consistent and clear image, but always there is ambiguity,
approximate estimation and conjecture. An important thing to mention is that the leader of an
organization has to trust his feeling. Such feelings are often in a right direction and sometimes in
a wrong one. The leaders that often feel that they are in a right direction have a good sense about
this case that why they act like this. They have learned to distinguish between the wrong feelings
and the purposeful feelings. In other words, emotional intelligence helps them to change to
leaders that most of their decisions are fraught with helpfulness, correctness, usefulness and
carefulness [5].
Emotional intelligence has an influence over recruiting the intelligent people. A statistics
organization's research that was conducted over two millions staff within 700 companies,
revealed that, the duration that a staff remains at a company , or the amount of his efficiency
output is determined by the direct relation between him/her and his/her supervisor [5].
The other research that was conducted by Espiron, showed this effect in a simple way. He, as a
staff and an advisor for three American companies, showed that just 11% of the staff that
appraised their manager, said, they were going to have another job next year. Any how, 40% of
the staff that evaluated the performance of the manager as weak, decided to give up their job.
In other words, the resignation probability of the staff that have a good manager, in contrast to the
staff that has weak manager is four times less. [6]
The study of the research background and the classification of them, showed, that the majority of
the researches that have been conducted regarding emotional intelligence in organizations,
focused on the way of effectiveness [7], improvement of the managers effectiveness, [7] the
success of a group work [3] innovation and solving problem [8] the staff motivation [8] making a
good decision [9] and the staff efficiency [10].
3. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 33
2. RESEARCH IMPORTANCE
What makes this research important is that no one has dealt with the organizational effectiveness
factor from the emotional intelligence point of view as an important factor in human resource. The
other important point that has been done in this research is that the majority of the researches
conducted in emotional intelligence field
Was regarding the staff efficiency, workforce productivity, sales increase, and increase in the
workgroup efficiency but in this research, the researcher is trying to investigate the effect of
emotional intelligence of a group of staff over their total output.
The other important point in this research is dealing with the organizations that profitability is not
defined as an evaluation criteria in them in fact the duty and mission of the Rasht municipality
regions considered as a statistical society and they are not profit – making. This subject is new in
the accomplished research.
3. RESEARCH OBJECTIVES
The goal of this research is to introduce the human feelings in staff that nobody pays attention
to it, and study the relations between this human factor to materialize the goals and the
organization's strategies for the first time .Thus, the objectives of this research are as follows:
• To recognize the levels of the emotional intelligence factors (self – awareness, social
awareness and connecting skills) between the respondents and the organizational
effectiveness level.
• To determine the relation between the emotional intelligence grade and organizational
effectiveness.
• To recognize the emotional intelligence factor that has the most effect on the
organizational effectiveness.
4. RESEARCH THEORIES
Based on Peter Saloy's model, six theories have been studied in this research. That the major
theory was about the study of the relation between the whole emotional intelligence and the
effectiveness, and other five theories compared the relation between every part of the emotional
intelligence and organizational effectiveness that include (self-awareness, self-management, self-
motivation, sympathy and connecting skills). The graphical model of the relation between
emotional intelligence and organizational effectiveness is shown in Fig 1.
4. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 34
FIGURE 1: The graphical model of the relation between emotional intelligence and organizational
effectiveness.
• There is a meaningful relation between the organization's staff emotional intelligence and
organizational effectiveness.
• There is a meaningful relation between the self-awareness factor the staff and
organizational effectiveness.
• There is a meaningful relation between the self-management factor of the staff and the
organizational effectiveness.
• There is a meaningful relation between the self-motivation factor of the staff and the
organizational effectiveness.
• There is a meaningful relation between the sympathy factor of the staff and the
organizational effectiveness.
• There is a meaningful relation between the connecting skills factor of the staff and the
organizational effectiveness.
Self – awareness
Self- management
Self- motivation
Connecting skills
Independent Variable
Organizational
Effectiveness
Dependent Variable
The full grade of an
emotional intelligence
H1
H2
H3
H4
H5
H6
Sympathy
5. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 35
5. RESEARCH METHODOLOGY
According to the goal of this research, this study is a research based on the correlation by using
the selected simple case by case study in Rasht municipality and elective samples has been from
the executive regions.
They used two standard questionnaires, in order to collect the required data for this research that
the first one is for measuring the emotional intelligence and the second one is for measuring the
organizational effectiveness. For being sure of the correctness of these questionnaires, both of
them are tested orally and the outcome showed a suitable narrative and enduring. At the end, as
hypothesis test, the data analyzed statistically. The researchers choose the statistical society by
his (her) knowledge from the executive regions in Rasht municipality and studied the managers
and the positions of the Rasht municipality and the elder staff sample that have been choose by
chance. All the examined samples were 240 people. The statistical societies that have been
chosen in this research were all the regions manager and assistants, the elder leaders and staff
from the 3 parts in Rasht municipality that consist of 300 people.
For better understanding about the structure and the nature of the statistical society at first the
organizational structure for each region has been drawn like as followed each one of these 3
regions is like a category for the choose sample.
For society survey , the sample that include 240 people derived from a regions that are like a
category and by attention to the equivalence between the society number in each region , the
sample by 20 people derived from each region by considering :
650,05.0,5.0,%5 ==== Ndpα
We have in formula 1 that is known as Kokaran formula:
( )
16.384
05.0
5.05.096.1
1
2
2
2
2
2
0 =
××
=
−
=
d
ppz
n
α
240
640
16.384
1
16.384
1 0
0
≈
+
=
+
=
N
n
n
n
This study is a research based on the correlations, by using the selected sample. So we can
consider it as a functional research. The tool of this research includes two questionnaires. One of
them examines the affective intelligence and the other, study the organizational effectiveness. We
introduced each of these questionnaires in brief.
(1)
6. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 36
6. EMOTIONAL EFFECTIVENESS QUESTIONNAIRE
This questionnaire was designed by H.Vizinger and introduced as an affective intelligence in his
book. It is based on the Salvy's Fire- dimensional model. The questionnaire includes 25 questions
that totally measured the people's affective intelligence. Any person can take grade between 25
to 125, that the grade below 50 shows the low affective intelligence, between 50 to 100 shows the
average affective intelligence and over 100 shows the high affective intelligence of people.
Fire dimensions of the emotional intelligence examined in this questionnaire as followed:
• The total questions grade 1, 6, 11, 16, 21, shows the rate of the self-awareness.
• The total questions grade 2, 7, 12, 17, 22, shows the rate of the self-management.
• The total questions grade 3, 8,13,18,23, shows the rate of the motivation.
• The total questions grade 4, 9,14,19,24, shows the rate of the sympathy.
The total questions grade 5, 10,15,20,25, shows the rate of the social skills.
7. ORGANIZATIONAL EFFECTIVENESS QUESTIONNAIRE
This questionnaire was based on the goal's approach and the human sources approach that was
designed by the professional management borganization1. In this questionnaire the following
issue described as indexes for determining the organizational effectiveness.
This questionnaire consists of 17 questions and each person can take the grade between 11 to
85. The grade that is below 34 shows the low effectiveness, between 35 to 68 shows the average
effectiveness and over 68 shows the high effectiveness.
• The structure of the questions in the planned questionnaire includes the following fields:
• The organization view and mission. (Include the questions 1 and 2)
• The organization goals. (include the question 3 to 6)
• Duty and responsibilities. (Include the questions 7 to 9)
• The staff welfare.(include the questions 10 and 11)
• The organization's process.( question number 12)
• Connections (questions number 13 and 14)
• Clients (include the questions 15 to 17)
Narrative and enduring are the factors that must be discussed for any measuring evaluation tool.
The questionnaires that used in this research were the reliable questionnaires and their validity
confirmed in several research.
In this research, they used the Psychology and management authority's view, for determining the
narrative in both questionnaires and by attention to the gathered view, both questionnaires have
formal narrative. At first in this research, they used the psychology and management authority's
view, for determining the narrative in both questionnaires and by attention to the gathered view,
both questionnaires have formal narrative. At first, they used descriptive way for the
questionnaires enduring. In this way, the questions divided in two groups by chance and
correlation ratio between the outcomes of these two groups was estimated.
They choose 20 units of managers, assistants and elder staff for evaluate the enduring and each
of them completed the research questionnaire. Then the questions of each questionnaire divided
in two groups by STATISTICA software, accidentally and the result for the affective intelligence
questionnaire equal to 83% and for the organizational effectiveness, it equals to 79% that is
showed the high enduring in research questionnaires.
After receiving all the answer sheets, again the enduring of both questionnaires was evaluated by
the software and the result for the emotional intelligence questionnaire equal to 844% and for the
7. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 37
Cronbach's AlphaN of Items
.81117
effectiveness questionnaire equal to 811% that like the firs outcomes showed the high enduring.
The enduring calculations showed in table 1 and 2:
TABLE 1: the calculations of the validity evaluation in intelligence questionnaire
TABLE 2: the calculations of the validity evaluation in effectiveness questionnaire
8. RESULTS AND INTERPRETATION OF QUESTIONNAIRES
The data that was collected and classified by a questionnaire and interview was used as a major
source for gaining new information about the subject to study phenomenon. They used
descriptive statistics and inferential statistics ways for analyzing the gathered data. They used
descriptive statistics for summarizing the gathered data about the society. Note that the goal of
the descriptive statistics is not justification, but to describe and extract the main points and fulfill
the data combinations in the form of the present condition. Also, they used statistical software like
STATISTICA, SPSS, and EXCEL, to analyze and classify the main and minor hypothesis
outcomes of the research.
9. SURVEY THE EMOTIONAL INTELLIGENCE OF THE RESPONDENTS.
9.1. Distribution of the Sample Plenty in the Dimension of the Self-
Awareness rate.
Based on the table3, 87.1% of the respondents get the high grade in the rate of the self-
awareness and 12.9% get the average grade and 1.7% gets the lowest grade in this dimension
by considering the grade between 5 to 25 for answering to the dimension in total, the average
value that gained for the self-awareness is 20.2.
Cronbach's AlphaN of Items
.84425
8. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 38
9.2. Distribution of the Sample Plenty in the Dimension of the self-
Management Rate
Based on the table 4, 62.1% of the respondents get the high grade in the rate of the self-
management and 33.9% get the average grade and 4.6% get the lowest grade in this dimension
by considering the grade between 5 to 25 for answering to the dimension in total, the average
value that gained for the self –management is 18.1.
Comparison the Emotional Intelligence Dimensions.
Table 5 related to the comparison between the emotional effectiveness dimensions in
organizations.
It is clear that, the least value and the most divergence of views pertaining to the self-awareness.
Based on the variance analysis test that has done, these divergences, statistically in level is
TABLE 3: distribution of the respondents plenty in the
dimention of self-awareness.
Thepercentof
thegathering
plenty
Thegathering
plenty
Thepercentof
theplenty
plenty
Therateofthe
self-awareness
0.0%00.0%0Less than 8
1.7%41.7%48to 12
12.9%3111.3%2713 to 17
79.2%19066.3%15918to 22
100.0%24020.8%5023 and more
--100%240Total
25.0020.0015.0010.00
VAR00001
50
40
30
20
10
0
Frequency
Mean = 20.2625
Std. Dev. = 2.72173
N = 240
Self-management
average
maximum
minimum
Thedeviationof
thereiteration
20.2611252.72
Thepercentof
thegathering
plenty
Thegathering
plenty
Thepercentof
theplenty
plenty
Therateofthe
self-awareness
0.0%00.0%0Less than 8
4.6%114.6%118to 12
37.9%9133.3%8013 to 17
92.5%22254.6%13118to 22
100.0%2407.5%1823 and more
--100%240Total
25.0020.0015.0010.00
VAR00001
50
40
30
20
10
0
Frequency
Mean = 18.125
Std. Dev. = 3.29336
N = 240
Self-management
average
maximum
minimum
Thedeviationof
thereiteration
18.132583.29
TABLE 4: distribution of the respondents plenty in the
dimension of self- management
9. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 39
meaningful about 5%. Figure 2, shows the comparison between the emotional intelligence
dimensions.
TABLE 5: Comparison the average and creation deviation of the emotional intelligence samples
FIGURE 2: comparision between the emotional intelligence dimensions
averageCriterion deviation
Self- awareness20.262.72
Self- management18.133.29
Motivation19.012.93
Sympathy19.742.87
Social skills20.132.73
10. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 40
9.3. Survey the Organizational Effectiveness
Based on the plenty distribution of answering to the questions of the organizational effectiveness
questionnaire, that mentioned question" to increase the satisfaction of the client how you can
change the problem in your region. "And to most disagreement is about this question "How the
present prize system encourages you to work better".
To survey the answers in questions related to affective intelligence, the average and the criterion
deviation have been calculated. For doing calculation, they gave the number between 1 to 5 the
answer.
The most average is for the question "to increase the satisfaction of the client how you can
change the problem in your region" and the least value is for the question "How the present prize
system encourages you to work better."
The most view agreement relates to this question "How much time your region staff spend to
answering the client questions "and" How much is your region Client's satisfaction ". And the least
view agreement encourages you to work better. "
Also, 32% of the respondents get the high grade in organizational effectiveness and 64% get the
average grade and only 5% get the low grade. By considering the grade between 17 to 85 for
answering to this dimension, in total, the gained average value of the organizational effectiveness
is 55.74.
TABLE 6: the variance analysis of the questions in emotional intelligence questionarie
10.STATISTICAL UNDERSTANDINGS
10.1. Main Hypothesis
The main hypothesis of this research is that, there is a relation between the organizational
effectiveness and the emotional intelligence. To survey this hypothesis, we measure the grade of
the organizational effectiveness and the emotional intelligence, by using the Lykert evaluation's
opinion measure. They used 17 questions for calculate the organizational effectiveness grade
and used 25 questions for calculate the emotional intelligence grade in questionnaire.
In fact, we can show this hypothesis statistically by using the correlation test:
source
Thetotalsquares
Freerate
Averagedeviation
TheamountofF
Theamountofthe
probability
Between the groups476.8624.0019.8721.210.0.0
Inside the groups5,558.895,933.000.94
Total6035.7465957
11. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 41
In other word:
Imagine that the grade of the emotional intelligence and the organizational effectiveness are less,
we can use the Pierson's correlation ratio test for find the linear relation as the table 7, Pierson's
correlation ratio gained in relation to emotional intelligence:
Emotional intelligence
Pierson's correlation ration 0.3282
The amount of probability 0.000
TABLE 7: the variance analysis of the questions in emotional intelligence questionnaire
10.2. Pierson's Correlation Relation to Emotional Intelligence
As showed in the table, the correlation rate between the effectiveness and emotional intelligence
is 0.3282. The linear regression between the emotional intelligence and organizational
effectiveness showed in figure 3.
FIGURE 2: the linear regression between the emotional intelligence and organizational effectiveness.
By attention to the amount of the probability and the test level, we can say that, zero hypotheses
or this hypothesis that "there is no relation between the effectiveness and emotional intelligence
in organization", rejected from the 5% level and we can strongly say that, there is a relation
between the organizational effectiveness and the emotional intelligence.
1
H
Ho
There is no relation between organizational effectiveness
and the emotional intelligence.
There is a relation between organizational effectiveness
and the emotional intelligence
0: =ρoHThe answer to the research hypothesis is negative
0:
1
≠ρHThe answer to the research hypothesis is positive
Affective
Effectiveness
12. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 42
11.CONCLUSION
Statistical test was done over 240 managers, assistants, leader and the elders' staff of the 3 parts
regions in Rasht. It showed that, there is a meaningful relation between the manager's emotional
intelligence and the organizational effectiveness. by this out comes we can get the most
important results from the emotional intelligence questionnaire and from the effectiveness
questionnaire.
The brief outcomes of the emotional intelligence questionnaire are:
• The most average is for this question: "I have an ability to make an intimate relation
with others."
• The least average is for this question: "When I want to do some thing that I don't like, I
create a motivation for doing it.
• The most view agreement is for this question: "I'm aware of my internal position
change."
• The least view agreement is for the question: "for changing my affective position, I talk
to my self."
• 1.87% of the respondents have the high rate of self – awareness.
• 1.62% of the respondents have the high rate of self-management.
• 2.68% of the respondents have the high rate of motivation.
• 80.0% of the respondents have the high rate of sympathy.
• 4.85% of the respondents have the high rate of social skills.
• The least average and the most divergence of view are about self-awareness
component.
The brief out comes of the organizational effectiveness questionnaire is:
• The most agreement was about this question: "to increase the satisfaction of the client,
how you change your region problem."
• The most disagreement was about this question: "How the present prize system
encourages you to work better."
• The most view agreement is mentioned for this question:" How much time you region
staff spend to answer to the client.
• The least view divergence was about this question:" How the present prize system
encourages you to work better."
• The gained average of the total effectiveness is 55/74. That is over the average.
• The gained outcomes from the research hypothesis test:
• The outcomes of the main hypothesis (the positive and linear relation exist between the
people's emotional intelligence and the organizational effectiveness):" We can increase
the organizational effectiveness by forting and training the emotional intelligence
dimensions in staff.
• The obtained outcomes from the first minor hypothesis (There is a meaning relation
between the staff – awareness component and the organizational effectiveness): "show
the individual quality of the staff, caused the improvement of the organizational
effectiveness for them.
• The obtained outcomes from the second minor hypothesis (there is a manful relation
between the staff self- management component and the organizational effectiveness.
"For achieving the organizational effectiveness, we need to increase the quality of the
managers in order to control and management the stress."
• The obtained out comes from the third minor hypothesis (there is a meaningful relation
between the staff motivation component and the organizational effectiveness): "Don't
pay attention to the staff welfare caused to decline the organizational effectiveness."
• The obtained outcomes from the forth minor hypothesis (there is a meaningful relation
between the staff sympathy component and the organizational effectiveness): "the
organizational effectiveness increased, if the managers have a good relationship with
their staff.
• The obtained outcomes from the fifth minor hypothesis (there is a meaningful relation
between the social skills components and the organizational effectiveness): "Managers
need to create a management network within the staff's relation in order to achieve the
goals and determine the responsibilities.
13. Mehrbakhsh Nilashi, Othman bin Ibrahim, Amir Talebi & Alireza Khoshraftar
International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 43
12.RECOMMENDATION
A suggestion to the organizations managers:
• Rein force the emotional intelligence of the staff by training.
• Pay attention to the emotional intelligence as a selection criterion, when selecting the
new staff.
• Measure the emotional intelligence rate of the staff, in period and recognize the week
component.
• Review the responsibilities and the powers for the managers that gained the lowest
value in self-management component.
• Review the staff's welfare for the managers that gained the low value in motivation
component.
• Suggestion for other researchers:
• In this research, the relation between effectiveness and emotional intelligence was
evaluated and we can evaluate this relation with the groups' emotional intelligence.
• New out look in emotional intelligence was planned within the organization, as, "the
emotional intelligence of organization 1 that we can substitute the emotional
intelligence component by its components. The components of this emotional
intelligence described as follow:
• The organizational self-awareness : knowing the week and power points in an
organization, be aware of the emotional currents that present in an organization and
use that awareness , for creating a good company that is known by trust , reliable .
• The organizational self-management: survey and manage the organizational emotional
in order to help the organization not to hurt it ; the organizations that are intelligence
emotionally survey the present emotional currents in order to find the negative method
and recognize them.
• The organizational culture, that caused the staff work in best way and provide a chance
to improve their qualities and use them in order to improve their position in an
organization.
• Sympathy: know and understand the requirement, emotional and worries of the
organizations internal and external share holders.
• The organizational social skills: manage the organizational relation by creating and
holding the relation within the internal and external share holders.
13.References
[1] Wilson, W. (2008) ‘Emotional Intelligence & Organizational Effectiveness’, Psychology
Hatrold Abel School of Psychology Capella University.
[2] Ostroff, C.; Schmitt, N (1993) ‘Configurations of Organizational Effectiveness and Efficiency’,
Academy of management Journal 36: 1345 – 61.
[3] Goleman, D., (1998) ‘Emotional Intelligence– Why it can matter more than IQ’.
[4] Bar-On, R. (1997). Emotional Quotient Inventory: Technical manual. Toronto: Multi-Health
Systems.
[5] Armstrong, m. (2001).’Hand book of human resource management praetice’, 8 the editions,
USA. Kogan pag.
[6] L. Angley, A. (2000). Emotional intelligence a new realization for management development?
Career Development international5 (3), 177 –183A. Author 1 and B. Author 2, “Title of the
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International Journal of Applied Science (IJAS), Volume (2) : Issue (3) : 2011 44
[7] Palmer, B. R., & Stough, C. (2007). A confirmatory factor analytic investigation of the TAS-
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[8] Abraham, R. (2004). Emotional competence as antecedent to performance: A contingency
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