Human Resource Management - Emotional Intelligence: Communication Effectiveness mediates the Relationship between Stress Management and Job Satisfaction
Stress management remains a key topic of concern among managers and employees worldwide. The most significant contribution of this research is the discovery the stress management related to communication effectiveness, and on the other hand, communication effectiveness related to job satisfaction within organizations of Iran. Communication effectiveness is a crucial factor for organization's performance and
growth and plays an important role in stress management, and job satisfaction of today’s competitive
organizations. According to literature on business area and logical arguments we proposed that
communication effectiveness can moderators the link between stress management with job satisfaction. The
respondents consist of 133 form educational administrations and Agriculture Bank of Iran. The method that
used to maintain the stress management, communication effectiveness and job satisfaction is Kendall’s coefficient of concordance. Results indicate stress management of emotional intelligence has a positive relationship with communication effectiveness and also communication effectiveness plays a key role in job satisfaction.
EFFECTS OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE: AN EMPIRICAL STUDY IN P...IAEME Publication
This study contributes on effects of Emotional Intelligence (EI) through empirical
study exclusively employees of Private Sector Workplace (PSW) in Odisha. The aim of
this paper is to find the impacts between EI and work-related flexibility relation in
private sector workplace. The study shows that management encourages risk taking at
work, the concept of artificial intelligence introduced in the all most every private
sector or they have adopted use of advanced technology as an effective strategy to
flourish in competitive market scenario. The aim of this study is to analyze the effects
of emotional intelligence on employee job performance in private sector workplace.
The questionnaire survey is used in three point Likert Scale. There are eighteen
numbers of questions on six major categories according to the Genous model, like i)
Self-Awareness ii) Awareness of others iii) Authenticity iv) Emotional Reasoning v)
Self-Management and vi) Positive Influence. Each category has three major questions.
This is to measure greatest work-place benefit among the correlation with EI and JP.
Structural Equation Modeling (SEM) is applied to examine the collected data from the
private sector workplace. The study shows how EI has its impact on the job
performance of employees in PSW.
The Relationship between Emotional Intelligence (EQ) and Adversity Quotient (AQ)IOSRJBM
The purpose of this research is to determine a relationship between Emotional Quotient (EQ) and Adversity Quotient (AQ). This research is qualitative in nature and based on the previous studies done on emotional intelligence (EQ) and adversity quotient (AQ). Adversity quotient is the ability of a person to manage high stress levels and ability to work efficiently in the adversity. Emotional intelligence can be defined as the ability of the person to understand their own and other people’s emotions and feelings. After conducting the review, a brainstorming session was done to conclude a critical review.
A STUDY ON THE LEVEL OF EMOTIONAL INTELLIGENCE IN TAMIL NADU NEWSPRINT AND PA...IAEME Publication
Emotional intelligence (EI) is a relatively new idea developing from the increased interest in emotions within the workplace. According to Salovey and Mayer (1990), who were the first to coin the definition of emotional intelligence, Emotions are the most important source of human energy, ambition and drive, activating our most private feelings and aims in life, and turning them from things we think about, to values we live. Emotional intelligence holds within social intelligence and gives a special importance to the effect of emotions on our ability to look at situations without being influenced by personal feelings and therefore understanding ourselves and other people. The main focus for many leaders today is to have employees with high level of job involvement. Every organization needs highly involved employees in order to survive in today’s complex business environment, highly involved employees tend to dedicate their time and effort to the success of the organization, they think of staying with the organization for a long time and never think about quitting
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.
The relationship between emotional intelligence and various psychological quo...IOSRJBM
The purpose of this study is to critically analyze the relationship between emotional intelligence and various psychological quotients. This research is qualitative in nature and based on reviewing the previous studies done on emotional intelligence (EQ) and the various quotients. The different quotients taken into consideration are intelligence quotient (IQ), Meaning quotient (MQ), Global Quotient (GQ), Motivational quotient (MQ), Experience quotient (XQ), People quotient (PQ), Learning quotient (LQ), Cultural quotient (CQ), Consciousness quotient (CQ), Reputation quotient (RQ), Spiritual quotient (SQ), Adversity quotient (AQ), and Empathy quotient (EQ). After analyzing the literature, a brainstorming session was done to conclude a critical review
Emotional Intelligence & Performance, Keith Lawrence MillerKeith Miller
This document provides a summary of research on the relationship between emotional intelligence and performance. It discusses that emotional intelligence involves the ability to perceive, understand, and manage emotions. Research has found emotional intelligence to be positively correlated with job performance, leadership success, work experience, and academic performance. While emotional intelligence explains some variability in performance, research also shows it overlaps with cognitive intelligence and personality traits. More research is still needed to fully understand and define emotional intelligence and its relationship with individual performance.
The document summarizes research on the relationship between emotional intelligence and job satisfaction, performance, and engagement. It first reviews literature showing emotional intelligence is linked to these employment factors. It then describes the study's methodology, hypotheses that emotional intelligence positively influences the three job variables, and data collection from 150 Pakistani telecom employees. Finally, descriptive analysis of the data is provided, showing the measures have acceptable reliability and normality. The study aims to understand if emotional intelligence impacts job attitudes in the Pakistani telecom sector.
Interrelationship between emotional intelligence, organizational commitment, ...Dr. Krishnanand Tripathi
The document discusses a study that examined the relationship between emotional intelligence, organizational commitment, and employee performance among employees in the supply chain department of textile manufacturing companies in India. A survey was administered to 145 employees. The results found a significant positive relationship between emotional intelligence and organizational commitment, with emotional intelligence accounting for 34.6% of the variability in organizational commitment. Emotional intelligence was also found to account for 34.6% of the variability in employee performance. Therefore, the study concluded that emotional intelligence positively impacts both organizational commitment and employee performance.
EFFECTS OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE: AN EMPIRICAL STUDY IN P...IAEME Publication
This study contributes on effects of Emotional Intelligence (EI) through empirical
study exclusively employees of Private Sector Workplace (PSW) in Odisha. The aim of
this paper is to find the impacts between EI and work-related flexibility relation in
private sector workplace. The study shows that management encourages risk taking at
work, the concept of artificial intelligence introduced in the all most every private
sector or they have adopted use of advanced technology as an effective strategy to
flourish in competitive market scenario. The aim of this study is to analyze the effects
of emotional intelligence on employee job performance in private sector workplace.
The questionnaire survey is used in three point Likert Scale. There are eighteen
numbers of questions on six major categories according to the Genous model, like i)
Self-Awareness ii) Awareness of others iii) Authenticity iv) Emotional Reasoning v)
Self-Management and vi) Positive Influence. Each category has three major questions.
This is to measure greatest work-place benefit among the correlation with EI and JP.
Structural Equation Modeling (SEM) is applied to examine the collected data from the
private sector workplace. The study shows how EI has its impact on the job
performance of employees in PSW.
The Relationship between Emotional Intelligence (EQ) and Adversity Quotient (AQ)IOSRJBM
The purpose of this research is to determine a relationship between Emotional Quotient (EQ) and Adversity Quotient (AQ). This research is qualitative in nature and based on the previous studies done on emotional intelligence (EQ) and adversity quotient (AQ). Adversity quotient is the ability of a person to manage high stress levels and ability to work efficiently in the adversity. Emotional intelligence can be defined as the ability of the person to understand their own and other people’s emotions and feelings. After conducting the review, a brainstorming session was done to conclude a critical review.
A STUDY ON THE LEVEL OF EMOTIONAL INTELLIGENCE IN TAMIL NADU NEWSPRINT AND PA...IAEME Publication
Emotional intelligence (EI) is a relatively new idea developing from the increased interest in emotions within the workplace. According to Salovey and Mayer (1990), who were the first to coin the definition of emotional intelligence, Emotions are the most important source of human energy, ambition and drive, activating our most private feelings and aims in life, and turning them from things we think about, to values we live. Emotional intelligence holds within social intelligence and gives a special importance to the effect of emotions on our ability to look at situations without being influenced by personal feelings and therefore understanding ourselves and other people. The main focus for many leaders today is to have employees with high level of job involvement. Every organization needs highly involved employees in order to survive in today’s complex business environment, highly involved employees tend to dedicate their time and effort to the success of the organization, they think of staying with the organization for a long time and never think about quitting
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.
The relationship between emotional intelligence and various psychological quo...IOSRJBM
The purpose of this study is to critically analyze the relationship between emotional intelligence and various psychological quotients. This research is qualitative in nature and based on reviewing the previous studies done on emotional intelligence (EQ) and the various quotients. The different quotients taken into consideration are intelligence quotient (IQ), Meaning quotient (MQ), Global Quotient (GQ), Motivational quotient (MQ), Experience quotient (XQ), People quotient (PQ), Learning quotient (LQ), Cultural quotient (CQ), Consciousness quotient (CQ), Reputation quotient (RQ), Spiritual quotient (SQ), Adversity quotient (AQ), and Empathy quotient (EQ). After analyzing the literature, a brainstorming session was done to conclude a critical review
Emotional Intelligence & Performance, Keith Lawrence MillerKeith Miller
This document provides a summary of research on the relationship between emotional intelligence and performance. It discusses that emotional intelligence involves the ability to perceive, understand, and manage emotions. Research has found emotional intelligence to be positively correlated with job performance, leadership success, work experience, and academic performance. While emotional intelligence explains some variability in performance, research also shows it overlaps with cognitive intelligence and personality traits. More research is still needed to fully understand and define emotional intelligence and its relationship with individual performance.
The document summarizes research on the relationship between emotional intelligence and job satisfaction, performance, and engagement. It first reviews literature showing emotional intelligence is linked to these employment factors. It then describes the study's methodology, hypotheses that emotional intelligence positively influences the three job variables, and data collection from 150 Pakistani telecom employees. Finally, descriptive analysis of the data is provided, showing the measures have acceptable reliability and normality. The study aims to understand if emotional intelligence impacts job attitudes in the Pakistani telecom sector.
Interrelationship between emotional intelligence, organizational commitment, ...Dr. Krishnanand Tripathi
The document discusses a study that examined the relationship between emotional intelligence, organizational commitment, and employee performance among employees in the supply chain department of textile manufacturing companies in India. A survey was administered to 145 employees. The results found a significant positive relationship between emotional intelligence and organizational commitment, with emotional intelligence accounting for 34.6% of the variability in organizational commitment. Emotional intelligence was also found to account for 34.6% of the variability in employee performance. Therefore, the study concluded that emotional intelligence positively impacts both organizational commitment and employee performance.
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.
Impact of stress management by development of emotional intelligence in cmts,...prjpublications
This study examined the impact of an 8-week stress management program using behavioral interventions on the emotional intelligence and stress levels of 186 executives at BSNL, Tamil Nadu, India. The executives were randomly assigned to experimental and control groups. The experimental group received behavioral interventions targeting stress management skills and emotional intelligence, while the control group did not receive any intervention. Measures of somatic symptoms, psychological symptoms, stress resilience, emotional intelligence, and stress level were administered before and after the intervention. Results showed the experimental group had greater improvements in stress management skills, emotional intelligence, and reduced stress levels compared to the control group after the intervention.
A Comparison of Emotional Intelligence between Government and Private Sector ...deshwal852
Emotional intelligence is a crucial factor for deciding success in life & at work place. Mental wellbeing appears to play a vital role in shaping the behavior & performance of individual. This study is an attempt to examine the difference of emotional intelligence amongst government and private sector
employees. The results clearly indicate that there is no significant difference in emotional intelligence between the government sector and private sector employees. An employee with better emotional intelligence can perform better in terms of performance, leading the team & building trust among colleagues and the surrounding network. Emotionally intelligent people can easily handle change,
power struggle, competition and conflict. Business with emotionally intelligent employees consistently excels in the entire domain.
Examining the Relationship of Emotional Intelligence and Organizational Effec...Waqas Tariq
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.
9 2007-effectiveness of smet programme with respect to emotional well being o...Elsa von Licy
This document discusses a study that examined the effectiveness of a Self Management of Excessive Tension (SMET) program on the emotional well-being of managers. 170 managers participated in the study, with some dropping out, leaving a sample of 158. The sample was divided into a yoga group and control group. The yoga group received a one month SMET intervention daily while the control group did not receive any intervention. Emotional Quotient questionnaires were used to measure emotional well-being before and after the intervention. The results showed a significant difference between the yoga and control groups, indicating that the SMET program contributed to better emotional well-being of the managers.
Job Insecurity and Emotional Stability of Professionals at Their Work Placeinventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
An investigation of the impact of emotional intelligence on job performance t...Alexander Decker
This document summarizes a study that investigated the impact of emotional intelligence on job performance through the mediating effect of organizational commitment in the banking sector of Pakistan. The study found that emotional intelligence had a positive impact on both organizational commitment and job performance. It also found that organizational commitment partially mediated the relationship between emotional intelligence and job performance. Specifically, emotional intelligence was found to positively influence job performance both directly and indirectly through its effect on increasing organizational commitment. The results supported the hypotheses that emotional intelligence improves job performance and that this effect is partially explained by increased organizational commitment.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
Emotional labor can be defined as a form of emotional regulation in which employees have to display certain emotions as part of their work and promote organizational goals. Such organizational control of emotions can lead to suppression of feelings through emotional dissonance, altered relational perceptions, changed communication patterns, and other negative and counterproductive personal and work effects including stress, demotivation and exhaustion. Emotional labor involves managing feelings and emotions to meet the demands of a job.
DOI: 10.13140/RG.2.2.13203.30248
1) The study examined whether coping strategies mediate the relationship between personality traits (Big Five factors) and psychological distress.
2) Results found several Big Five factors (agreeableness, conscientiousness, neuroticism) were correlated with psychological distress and certain coping strategies (wishful thinking, self-criticism, social withdrawal).
3) Further analysis showed these coping strategies (wishful thinking, self-criticism, social withdrawal) partially mediated the relationships between some Big Five factors (agreeableness, conscientiousness, neuroticism) and psychological distress.
Impact of interpersonal skills training on emotional controldeshwal852
In managerial position, manager must be capable to control their emotions and manage themselves so that they can they can perform in better way as well to lead the workforce in the right direction. In this study, an attempt has been made to find and compare the effectiveness of the interpersonal skills
training programme for emotional control of bank managers. A sample of 120 bank managers working in banks in Kurukshetra, Panipat, Sonipat and Karnal was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Dick (1991) was used for improving interpersonal skills. The data was interpreted with the help of
mean, standard deviation and ‘t’ test.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
Induction as a Tool to Gain Employee Commitment with Special Reference to IT ...QUESTJOURNAL
ABSTRACT : Induction or new employee orientation forms the basic foundation upon which further positive employee relationship is built. With the changing demographic and psychographic profile of employees especially in the knowledge industry, obtaining and maintaining employee commitment is an arduous task. This study purports to reiterate the positive effects of induction on employee morale .It also aims to explore and understand the extent of its impact on the three dimensions of commitment-affective ,normative, continuance.
This is a presentation I did with several other management students in relation to our Organisational Behaviour module. More specifically it outlines how emotions and conflict can alter workplace interactions.
Employee job satisfaction of technomedia limited a case studyjhp_eee
This document is the introduction chapter of a thesis on employee job satisfaction at Technomedia Limited. It provides background information on the concept of job satisfaction, including common definitions and factors such as affective vs cognitive satisfaction. It also briefly discusses the history of measuring employee attitudes through surveys. The remainder of the chapter reviews relevant literature on specific factors related to job satisfaction, including job security, compensation, motivation, and promotion practices. The thesis will examine job satisfaction among employees of Technomedia Limited through surveys and analysis.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
The purpose of this study is to explore the relationship between Emotional Intelligence (EI) and burnout in health care professionals. More specifically, this survey has the purpose of demonstrating the role of EI as a protective factor against the risk of burnout. Health professionals (doctors, nurses, and other caregivers) composed the sample. Data, collected during professional training, provided 148 employees. Major results of this survey underline the relationship between EI and burnout. As we expected, there is a negative and significant correlation between burnout and Emotional Intelligence. Moreover, burnout varies depending on length of service: burnout increases between 5 and 10 years of experience and decreases over 10 years. Indeed, burnout is differently expressed amongst healthcare professionals: more specifically, Psycho-physical exhaustion, Detriment of the relationships and Burnout (total score) has an impact on physician (doctors) more than other investigated health professionals. These findings seem to suggest the opportunity to improve Emotional Intelligence abilities through specific training programs, useful to promote the ability to cope with stress and to enrich the relationships in the workplace.
Mindfulness in the Workplace-Cultivation of Engaged and Effective WorkforceKendra I. Reece
This document discusses how mindfulness training in the workplace can help combat employee burnout and cultivate an engaged workforce. It begins by outlining how high levels of occupational stress are leading to widespread burnout. It then discusses how mindfulness involves cultivating awareness, observation, and presence. Mindfulness training programs being introduced in workplaces aim to improve employee well-being, performance, and health. The document analyzes mindfulness through the lenses of industrial-organizational psychology and positive psychology, looking at how it can boost factors like motivation, emotional intelligence, job performance, and resilience. It finds that developing awareness through mindfulness enhances implicit motivation and emotional intelligence, which leads to benefits both for individuals and organizations.
Improving Interpersonal Relationship in Workplacesiosrjce
1) Positive interpersonal relationships in the workplace foster beneficial outcomes for both individuals and organizations. Improving relationships can increase job satisfaction, commitment, and perceived organizational support while decreasing intent to leave.
2) Factors like employee demographics, work environment, and dispositional differences can impact workplace relationships if not properly managed. Compatibility, communication, and interaction settings between coworkers also influence relationships.
3) Management can promote friendships and positive relationships by initiating social activities inside and outside of work. Individuals must also get along with coworkers to create a positive work environment and healthy relationships.
Improving Interpersonal Relationship in Workplacesiosrjce
IOSR Journal of Research & Method in Education (IOSRJRME) is an open access journal that publishes articles which contribute new results in all areas of research & method in education. The goal of this journal is to bring together researchers and practitioners from academia and industry to focus on advanced research & method in education concepts and establishing new collaborations in these areas.
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.
Impact of stress management by development of emotional intelligence in cmts,...prjpublications
This study examined the impact of an 8-week stress management program using behavioral interventions on the emotional intelligence and stress levels of 186 executives at BSNL, Tamil Nadu, India. The executives were randomly assigned to experimental and control groups. The experimental group received behavioral interventions targeting stress management skills and emotional intelligence, while the control group did not receive any intervention. Measures of somatic symptoms, psychological symptoms, stress resilience, emotional intelligence, and stress level were administered before and after the intervention. Results showed the experimental group had greater improvements in stress management skills, emotional intelligence, and reduced stress levels compared to the control group after the intervention.
A Comparison of Emotional Intelligence between Government and Private Sector ...deshwal852
Emotional intelligence is a crucial factor for deciding success in life & at work place. Mental wellbeing appears to play a vital role in shaping the behavior & performance of individual. This study is an attempt to examine the difference of emotional intelligence amongst government and private sector
employees. The results clearly indicate that there is no significant difference in emotional intelligence between the government sector and private sector employees. An employee with better emotional intelligence can perform better in terms of performance, leading the team & building trust among colleagues and the surrounding network. Emotionally intelligent people can easily handle change,
power struggle, competition and conflict. Business with emotionally intelligent employees consistently excels in the entire domain.
Examining the Relationship of Emotional Intelligence and Organizational Effec...Waqas Tariq
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.
9 2007-effectiveness of smet programme with respect to emotional well being o...Elsa von Licy
This document discusses a study that examined the effectiveness of a Self Management of Excessive Tension (SMET) program on the emotional well-being of managers. 170 managers participated in the study, with some dropping out, leaving a sample of 158. The sample was divided into a yoga group and control group. The yoga group received a one month SMET intervention daily while the control group did not receive any intervention. Emotional Quotient questionnaires were used to measure emotional well-being before and after the intervention. The results showed a significant difference between the yoga and control groups, indicating that the SMET program contributed to better emotional well-being of the managers.
Job Insecurity and Emotional Stability of Professionals at Their Work Placeinventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
An investigation of the impact of emotional intelligence on job performance t...Alexander Decker
This document summarizes a study that investigated the impact of emotional intelligence on job performance through the mediating effect of organizational commitment in the banking sector of Pakistan. The study found that emotional intelligence had a positive impact on both organizational commitment and job performance. It also found that organizational commitment partially mediated the relationship between emotional intelligence and job performance. Specifically, emotional intelligence was found to positively influence job performance both directly and indirectly through its effect on increasing organizational commitment. The results supported the hypotheses that emotional intelligence improves job performance and that this effect is partially explained by increased organizational commitment.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
Emotional labor can be defined as a form of emotional regulation in which employees have to display certain emotions as part of their work and promote organizational goals. Such organizational control of emotions can lead to suppression of feelings through emotional dissonance, altered relational perceptions, changed communication patterns, and other negative and counterproductive personal and work effects including stress, demotivation and exhaustion. Emotional labor involves managing feelings and emotions to meet the demands of a job.
DOI: 10.13140/RG.2.2.13203.30248
1) The study examined whether coping strategies mediate the relationship between personality traits (Big Five factors) and psychological distress.
2) Results found several Big Five factors (agreeableness, conscientiousness, neuroticism) were correlated with psychological distress and certain coping strategies (wishful thinking, self-criticism, social withdrawal).
3) Further analysis showed these coping strategies (wishful thinking, self-criticism, social withdrawal) partially mediated the relationships between some Big Five factors (agreeableness, conscientiousness, neuroticism) and psychological distress.
Impact of interpersonal skills training on emotional controldeshwal852
In managerial position, manager must be capable to control their emotions and manage themselves so that they can they can perform in better way as well to lead the workforce in the right direction. In this study, an attempt has been made to find and compare the effectiveness of the interpersonal skills
training programme for emotional control of bank managers. A sample of 120 bank managers working in banks in Kurukshetra, Panipat, Sonipat and Karnal was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Dick (1991) was used for improving interpersonal skills. The data was interpreted with the help of
mean, standard deviation and ‘t’ test.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
Induction as a Tool to Gain Employee Commitment with Special Reference to IT ...QUESTJOURNAL
ABSTRACT : Induction or new employee orientation forms the basic foundation upon which further positive employee relationship is built. With the changing demographic and psychographic profile of employees especially in the knowledge industry, obtaining and maintaining employee commitment is an arduous task. This study purports to reiterate the positive effects of induction on employee morale .It also aims to explore and understand the extent of its impact on the three dimensions of commitment-affective ,normative, continuance.
This is a presentation I did with several other management students in relation to our Organisational Behaviour module. More specifically it outlines how emotions and conflict can alter workplace interactions.
Employee job satisfaction of technomedia limited a case studyjhp_eee
This document is the introduction chapter of a thesis on employee job satisfaction at Technomedia Limited. It provides background information on the concept of job satisfaction, including common definitions and factors such as affective vs cognitive satisfaction. It also briefly discusses the history of measuring employee attitudes through surveys. The remainder of the chapter reviews relevant literature on specific factors related to job satisfaction, including job security, compensation, motivation, and promotion practices. The thesis will examine job satisfaction among employees of Technomedia Limited through surveys and analysis.
American Journal of Multidisciplinary Research and Development is indexed, refereed and peer-reviewed journal, which is designed to publish research articles.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...
Similar to Human Resource Management - Emotional Intelligence: Communication Effectiveness mediates the Relationship between Stress Management and Job Satisfaction
The purpose of this study is to explore the relationship between Emotional Intelligence (EI) and burnout in health care professionals. More specifically, this survey has the purpose of demonstrating the role of EI as a protective factor against the risk of burnout. Health professionals (doctors, nurses, and other caregivers) composed the sample. Data, collected during professional training, provided 148 employees. Major results of this survey underline the relationship between EI and burnout. As we expected, there is a negative and significant correlation between burnout and Emotional Intelligence. Moreover, burnout varies depending on length of service: burnout increases between 5 and 10 years of experience and decreases over 10 years. Indeed, burnout is differently expressed amongst healthcare professionals: more specifically, Psycho-physical exhaustion, Detriment of the relationships and Burnout (total score) has an impact on physician (doctors) more than other investigated health professionals. These findings seem to suggest the opportunity to improve Emotional Intelligence abilities through specific training programs, useful to promote the ability to cope with stress and to enrich the relationships in the workplace.
Mindfulness in the Workplace-Cultivation of Engaged and Effective WorkforceKendra I. Reece
This document discusses how mindfulness training in the workplace can help combat employee burnout and cultivate an engaged workforce. It begins by outlining how high levels of occupational stress are leading to widespread burnout. It then discusses how mindfulness involves cultivating awareness, observation, and presence. Mindfulness training programs being introduced in workplaces aim to improve employee well-being, performance, and health. The document analyzes mindfulness through the lenses of industrial-organizational psychology and positive psychology, looking at how it can boost factors like motivation, emotional intelligence, job performance, and resilience. It finds that developing awareness through mindfulness enhances implicit motivation and emotional intelligence, which leads to benefits both for individuals and organizations.
Improving Interpersonal Relationship in Workplacesiosrjce
1) Positive interpersonal relationships in the workplace foster beneficial outcomes for both individuals and organizations. Improving relationships can increase job satisfaction, commitment, and perceived organizational support while decreasing intent to leave.
2) Factors like employee demographics, work environment, and dispositional differences can impact workplace relationships if not properly managed. Compatibility, communication, and interaction settings between coworkers also influence relationships.
3) Management can promote friendships and positive relationships by initiating social activities inside and outside of work. Individuals must also get along with coworkers to create a positive work environment and healthy relationships.
Improving Interpersonal Relationship in Workplacesiosrjce
IOSR Journal of Research & Method in Education (IOSRJRME) is an open access journal that publishes articles which contribute new results in all areas of research & method in education. The goal of this journal is to bring together researchers and practitioners from academia and industry to focus on advanced research & method in education concepts and establishing new collaborations in these areas.
This document summarizes a research study that examines the relationships between emotional intelligence, job satisfaction, and motivation among managers and employees in the education sector in Dubai. The study uses Bar-On's model of emotional intelligence and measures it using the EQ-i instrument. It hypothesizes that higher emotional intelligence leads to greater job satisfaction through motivation. The literature review covers definitions and components of emotional intelligence, job satisfaction, and motivation. The study aims to fill gaps in understanding the relationships between these factors in the education domain in Dubai.
Jean-Marie van der Elst. Executive Summaries Chapters 1, 17 & 18..docxchristiandean12115
Jean-Marie van der Elst. Executive Summaries Chapters 1, 17 & 18.
Bolman, L. G., & Deal, T. E. (2013). Reframing organizations: Artistry, choice, and leadership (5th ed.). San Francisco, CA: Jossey Bass.
1
Annotated Bibliography.
1. Transformational Leadership.
1.1 Bass, B. M. (1990). From transactional to transformational leadership: learning to share the vision. Organizational Dynamics, 18(3), 19-32.
Following on Burn’s[footnoteRef:1] (1978) articulation of the two approaches to leadership: transactional and transformational, Bass sets out to expand the latter longer-term approach, whilst highlighting the importance and relevance of their interdependencies and complementariness, as confirmed by meta-analytical studies (Podsakoff., et al., 2010)[footnoteRef:2]. Transactional leadership reflecting the relationship between managers and employees, whilst mediocratic, is seen as relevant where stable technology, workforce and the environment are stable, and rules and regulations may be sufficient to achieve pre-set goals through routine management, or transactional management. [1: Burns, J. M. (1978). Leadership. Harper Row. New York.] [2: Podsakoff, N., Podsakoff, P., & Kuskova, V. (2010). Dispelling Misconceptions and providing guidelines for leader reward and punishment behavior. Business Horizons, 53(3), 291-303.
]
However uncertain and unstable markets, short-term product life-cycles and fast changing technologies, may require transformational leadership. When leaders inspire through generating awareness and understanding of organizational missions, employees can be expected to prioritize organizational, to maintain the required flexibility to foresee and adapt appropriately.
Understanding changing market, environmental and technological conditions to effectively adapt leadership styles remains an ongoing challenge, to academics and practitioners to harmonize theory and practice. Many and frequent leadership changes occur ex-ante, reflecting fluid and challenging conditions often devoid of early warning signs and hence appropriate decisions and actions. Fostering transformational cultures can therefore be expected to better prepare organizations to face and effectively deal with the future demands through appropriate recruitment, selection, promotion, training and development.
The study was conducted on a small (300) and largely homogenous sample and would need to be broadened and enlarged, whilst the use of wider variety of instruments and methods is suggested, to gain relevance. The application of this study and its findings to a larger sector of industry or industries, may provide much needed relevance not only for the practitioners involved, but equally for academics searching for the support for the transformational leadership
2. Emotional Intelligence
2.1 Goleman, D. (1998). The emotional intelligence of leaders. Leader to Leader, 10, 20-26.
Goleman identifies competencies which distinguish leaders and identifies th.
Assignment-Specific Stress Inoculation Training for Highly Specialized IT Per...bijsshrjournal
As a result of their institutional assignments, highly specialized information technology (IT) personnel often find themselves in unpredictable and complex situations with a high level of difficulty. The complexity of the
tasks to be carried out and the management of these tasks have set new challenges for this category of personnel. It is all the more important, therefore, that the personnel employed should acquire differentiated stress control techniques during qualifying training to develop a long-term performance capability. Following up on the earlier
mentioned challenges, an assignment-specific stress inoculation training for highly specialized IT personnel is being
introduced against the background of relevant stressors in the context of IT.
Merging paramedic performance and service quality. An empirical test of an in...inventionjournals
This document presents a conceptual framework for examining the relationships between job stress, competence, motivation, paramedic performance, and health service quality. It summarizes previous research that has found inconsistent results on the impacts of job stress on individual performance. The conceptual framework proposes that job stress, competence, and motivation can influence paramedic performance, which then impacts health service quality. Previous studies have found positive relationships between competence, motivation, and individual performance as well as between employee performance and service quality. The framework will be empirically tested to analyze whether job stress, competence, and motivation significantly affect health service quality through their impact on paramedic performance.
Impact of stress management by development of emotional intelligence in cmts,...prjpublications
This study examined the impact of stress management techniques on the emotional intelligence and stress levels of executives at BSNL, Tamil Nadu Circle. 186 executives were divided into experimental and control groups. The experimental group received behavioral interventions like relaxation techniques, while the control group did not. Both groups completed the Kindler Stress Inventory before and after the 8-week intervention period. Results showed the experimental group had significantly lower scores for somatic symptoms, psychological symptoms, and higher scores for stress resilience after the intervention, compared to the control group. This indicates the behavioral techniques helped reduce stress levels and improve emotional intelligence for the experimental group compared to the control group without intervention.
This document summarizes research on effective communication strategies for couples experiencing stress. It discusses several intervention programs that aim to improve couple communication, including the Couples Coping Enhancement Training (CCET). The CCET focuses on individual stress management and clear verbal communication between partners. Additional factors found to support effective communication amid stress include equity, adaptability, empathic responding, and emotional intimacy. While these programs have shown short-term success, more research is needed on their long-term impacts and inclusion of diverse populations.
This document provides an introduction and overview of a study on job satisfaction at Muthoot Capital Services Limited. It discusses:
- The objectives of studying job satisfaction levels and identifying factors that influence satisfaction.
- The research methodology, which uses a survey method with a questionnaire to collect data from 110 employees across different departments.
- A literature review discussing previous research that job satisfaction impacts motivation, productivity, and business performance, and that controlling for variables like wages can provide better insights.
- An outline of the research problem being addressed, which is identifying areas of satisfaction that can be improved to reduce risks like absenteeism and turnover.
A study on stress management with special reference to a private sector unitiaemedu
This document summarizes a study on stress management conducted with employees at low levels of the SRF Limited company in India. The study aimed to identify organizational and individual stress factors experienced by employees and recommend solutions. A questionnaire was administered to 85 employees to collect primary data on stressors like job role, leadership, work-life balance issues, facilities etc. Analysis found high stress from job responsibilities, infrastructure issues, timings and salary/incentive policies. The document discusses the company background, methodology, stress factors identified and prior research on occupational stress management.
A study on stress management with special reference to a private sector unitIAEME Publication
This document summarizes a study on stress management conducted with employees at low levels of the SRF Limited company in India. The study aimed to identify organizational and individual stress factors experienced by employees and recommend solutions. A questionnaire was administered to 85 employees to collect primary data on stressors like job role, leadership, work-life balance issues, facilities etc. Analysis found high stress from job responsibilities, infrastructure issues, salary policies and physical threats. The document provides background on the company and outlines the research methodology used in the study.
This study investigates the relationships between communication satisfaction, employee engagement, job satisfaction, and job performance among faculty and staff in universities in Thailand. A survey was administered to 400 faculty and staff across public and private universities. The results of regression analyses show that communication satisfaction positively impacts job satisfaction and employee engagement. Job satisfaction positively impacts employee engagement and job performance. Employee engagement positively impacts job performance. However, there is no significant relationship between communication satisfaction and job performance.
11.fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how motivation is a key factor in job performance and reviews several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Abraham Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success. The study focuses on reviewing existing literature related to motivation and human resource management.
Fostering employee performance a literature reviewAlexander Decker
This document provides a literature review on fostering employee performance. It discusses how human resource is an important factor for business success and how motivating employees can increase productivity, quality, and customer relations. The review examines several theories of motivation, including Frederick Taylor's scientific management theory, the Hawthorne Studies, and Maslow's hierarchy of needs. The objective is to identify factors that promote positive motivational behavior among employees to ensure organizational success.
The Moderating Role of Nepotism in the Effect of Employee Empowerment on Perc...inventionjournals
The purpose of this study is to investigate the potential relationship between nepotism, empowerment and organisational justice within the context of hospitality organisations. The research was carried out on 232 employees working at some 5 star hospitality organisations operating in Marmaris, which is a county of Muğla Province in Turkey. The data were collected through questionnaire technique. The questionnaire used in the study consists of four sections; demographic information, nepotism, employee empowerment and perception regarding organisational justice. In the study, correlation and regression analyses were conducted to find out the relationship between nepotism, employee empowerment and perceptions regarding organisational justice as well as some descriptive statistics aiming to reveal characteristics of the organisations where the participants were employed. Correlation analysis revealed a weak and negative relationship between nepotism and organisational justice. According to the regression analysis, nepotism was found to have a moderating role solely on meaning-competence dimensions when the relationships between dimensions of empowerment and organisational justice were considered.
“Mindfulness based stress reduction for college lecturers”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.
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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
Similar to Human Resource Management - Emotional Intelligence: Communication Effectiveness mediates the Relationship between Stress Management and Job Satisfaction (20)
MULTIMODAL COURSE DESIGN AND IMPLEMENTATION USING LEML AND LMS FOR INSTRUCTIO...IJMIT JOURNAL
Traditionally, teaching has been centered around classroom delivery. However, the onslaught of the
COVID-19 pandemic has cultivated usage of technology, teaching, and learning methodologies for course
delivery. We investigate and describe different modes of course delivery that maintain the integrity of
teaching and learning. This paper answers to the research questions: 1) What course delivery method our
academic institutions use and why? 2) How can instructors validate the guidelines of the institutions? 3)
How courses should be taught to provide student learning outcomes? Using the Learning Environment
Modeling Language (LEML), we investigate the design and implementation of courses for delivery in the
following environments: face-to-face, online synchronous, asynchronous, hybrid, and hyflex. A good
course design and implementation are key components of instructional alignment. Furthermore, we
demonstrate how to design, implement, and deliver courses in synchronous, asynchronous, and hybrid
modes and describe our proposed enhancements to LEML.
Novel R&D Capabilities as a Response to ESG Risks-Lessons From Amazon’s Fusio...IJMIT JOURNAL
Environmental, Social, and Governance (ESG) management is essential for transforming corporate
financial performance-oriented business strategies into Finance (F) + ESG optimization strategies to
achieve the Sustainable Development Goals (SDGs).
In this trend, the rise of ESG risks has divided firms into two categories. Former incorporates a growthmindset that creates a passion for learning, and urges it to improve itself by endeavoring Research and
development (R&D) -driven challenges, while the other category, characterized by risk aversion, avoids
challenging highly uncertain R&D activities and seeks more manageable endeavors.
This duality underscores the complexity of corporate R&D strategies in addressing ESG risks and
necessitates the development of novel R&D capabilities for corporate R&D transformation strategies
towards F + ESG optimization.
International Journal of Managing Information Technology (IJMIT) ** WJCI IndexedIJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly open access peer-reviewed journal that publishes articles that contribute new results in all areas of the strategic application of information technology (IT) in organizations. The journal focuses on innovative ideas and best practices in using IT to advance organizations – for-profit, non-profit, and governmental. The goal of this journal is to bring together researchers and practitioners from academia, government, and industry to focus on understanding both how to use IT to support the strategy and goals of the organization and to employ IT in new ways to foster greater collaboration, communication, and information sharing both within the organization and with its stakeholders. The International Journal of Managing Information Technology seeks to establish new collaborations, new best practices, and new theories in these areas.
International Journal of Managing Information Technology (IJMIT) ** WJCI IndexedIJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly open access peer-reviewed journal that publishes articles that contribute new results in all areas of the strategic application of information technology (IT) in organizations. The journal focuses on innovative ideas and best practices in using IT to advance organizations – for-profit, non-profit, and governmental. The goal of this journal is to bring together researchers and practitioners from academia, government, and industry to focus on understanding both how to use IT to support the strategy and goals of the organization and to employ IT in new ways to foster greater collaboration, communication, and information sharing both within the organization and with its stakeholders. The International Journal of Managing Information Technology seeks to establish new collaborations, new best practices, and new theories in these areas.
NOVEL R & D CAPABILITIES AS A RESPONSE TO ESG RISKS- LESSONS FROM AMAZON’S FU...IJMIT JOURNAL
Environmental, Social, and Governance (ESG) management is essential for transforming corporate
financial performance-oriented business strategies into Finance (F) + ESG optimization strategies to
achieve the Sustainable Development Goals (SDGs).
In this trend, the rise of ESG risks has divided firms into two categories. Former incorporates a growthmindset that creates a passion for learning, and urges it to improve itself by endeavoring Research and
development (R&D) -driven challenges, while the other category, characterized by risk aversion, avoids
challenging highly uncertain R&D activities and seeks more manageable endeavors.
This duality underscores the complexity of corporate R&D strategies in addressing ESG risks and
necessitates the development of novel R&D capabilities for corporate R&D transformation strategies
towards F + ESG optimization.
Building on this premise, this paper conducts an empirical analysis, utilizing reliable firms data on ESG
risk and brand value, with a focus on 100 global R&D leader firms. It analyzes R&D and actions for ESG
risk mitigation, and assesses the development of new functions that fulfill F + ESG optimization through
R&D. The analysis also highlights the significance of network externality effects, with a specific focus on
Amazon, a leading R&D company, providing insights into the direction for transforming R&D strategies
towards F + ESG optimization.
The dynamics of stakeholder engagement in F + ESG optimization are indicated with the example of
amazon's activities. Through the analysis, it became evident that Amazon's capacity encompassing growth
and scalability, specifically its ability to grow and expand, is accelerating high-level research and
development by gaining the trust of stakeholders in the "synergy through R&D-driven ESG risk
mitigation."
Finally, as examples of these initiatives, the paper discussed the Climate Pledge led by Amazon and the
transformation of Japan's management system.
A REVIEW OF STOCK TREND PREDICTION WITH COMBINATION OF EFFECTIVE MULTI TECHNI...IJMIT JOURNAL
It is important for investors to understand stock trends and market conditions before trading stocks. Both
these capabilities are very important for an investor in order to obtain maximized profit and minimized
losses. Without this capability, investors will suffer losses due to their ignorance regarding stock trends
and market conditions. Technical analysis helps to understand stock prices behavior with regards to past
trends, the signals given by indicators and the major turning points of the market price. This paper reviews
the stock trend predictions with a combination of the effective multi technical indicator strategy to increase
investment performance by taking into account the global performance and the proposed combination of
effective multi technical indicator strategy model.
INTRUSION DETECTION SYSTEM USING CUSTOMIZED RULES FOR SNORTIJMIT JOURNAL
This document proposes an intrusion detection system using customized rules for the Snort tool to improve security. The system uses Wireshark to scan network traffic for anomalies, Snort to detect attacks using customized rulesets for faster response times, and Wazuh and Splunk to analyze log files. Rules are created using the Snorpy tool and added to Snort to monitor for specific attacks like ICMP ping impersonation and authentication attempts. When attacks are attempted, the system successfully detects them and logs the alerts. The integration of these tools provides low-cost intrusion detection capabilities with automated threat identification and faster response compared to existing Snort configurations.
Artificial Intelligence (AI) has rapidly become a critical technology for businesses seeking to improve
efficiency and profitability. One area where AI is proving particularly impactful is in service operations
management, where it is used to create AI-powered service operations (AIServiceOps) that deliver highvalue services to customers. AIServiceOps involve the use of AI to automate and optimize various business
processes, such as customer service, sales, marketing, and supply chain management. The rapid
development of Artificial Intelligence has prompted many changes in the field of Information Technology
(IT) Service Operations. IT Service Operations are driven by AI, i.e., AIServiceOps. AI has empowered
new vitality and addressed many challenges in IT Service Operations. However, there is a literature gap on
the Business Value Impact of Artificial intelligence (AI) Powered IT Service Operations. It can help IT
build optimized business resilience by creating value in complex and ever-changing environments as
product organizations move faster than IT can handle. So, this research paper examines how AIServiceOps
creates business value and sustainability, basically how AIServiceOps makes the IT staff liberation from a
low-level, repetitive workout and traditional IT practices for a continuously optimized process. One of the
research objectives is to compare Traditional IT Service Operations with AIServiceOPs. This paper
provides the basis for how enterprises can evaluate AIServiceOps and consider it a digital transformation
tool. The paper presents a case study of a company that implemented AI-powered service operations
(AIServiceOps) and analyzes the resulting business outcomes. The study shows that AIServiceOps can
significantly improve service delivery, reduce response times, and increase customer satisfaction.
Furthermore, it demonstrates how AIServiceOps can deliver substantial cost savings, such as reducing
labor costs and minimizing downtime.
MEDIATING AND MODERATING FACTORS AFFECTING READINESS TO IOT APPLICATIONS: THE...IJMIT JOURNAL
Although IOT seems to be the upcoming trend, it is still in its infancy; especially in the banking industry.
There is a clear gap in literature, as only few studies identify factors affecting readiness to IOT
applications in banks in general, and almost negligible investigations on mediating and moderating
factors. Accordingly, this research aims to investigate the main factors that affect employees’ readiness to
IOT applications, while highlighting the mediating and moderating factors in the Egyptian banking sector.
The importance of Egypt stems from its high population and steady steps taken towards technology
adoption. 479 valid questionnaires were distributed over HR employees in banks. Data collected was
statistically analysed using Regression and SEM. Results showed a significant impact of ‘Security’,
‘Networking’, ‘Software Development’ and ‘Regulations’ on ‘readiness to IOT applications. Thus, the
readiness acceptance level is high‘Security’ and ‘User Intention’ were proven to mediate the relationship
between research variables and readiness to IOT applications, and only a partial moderation role was
proven for ‘Efficiency’. The study contributes to increasing literature on IOT applications in general, and
fills a gap on the Egyptian banking context in particular. Finally, it provides decision makers at banks with
useful guidelines on how to optimally promote IOT applications among employees.
EFFECTIVELY CONNECT ACQUIRED TECHNOLOGY TO INNOVATION OVER A LONG PERIODIJMIT JOURNAL
IT (Information and Communication Technology) companies are facing the dilemma of decreasing
productivity despite increasing research and development efforts. M&A (Merger and Acquisition) is being
considered as a breakthrough solution. From existing research, it has been pointed out that M&A leads to
the emergence of new innovations. Purpose of this study was to discuss the efficient ways of acquisition and
to resolve the dilemma of productivity decline by clarifying how the technology obtained through M&A
leads to the creation of new innovations. Hypothesis 1 was that the technology acquired through M&A is
utilized for innovation creation, Hypothesis 2 was that the acquired technology is utilized over a long
period of time, and Hypothesis 3 was that a long-term utilization has a positive impact on corporate
performance. The results, using sports prosthetics as a case study and using patents as a proxy variable,
confirmed all the hypotheses set. We have revealed that long-term utilization of technology obtained
through M&A is effective for creating new innovations.
International Journal of Managing Information Technology (IJMIT) ** WJCI IndexedIJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly peer-reviewed journal that publishes articles on the strategic application of information technology in organizations from both academic and industry perspectives. The journal focuses on innovative uses of IT to support organizational goals and foster collaboration both within and outside organizations. It covers topics such as education technology, e-government, healthcare IT, mobile systems, and more. Authors are invited to submit original research papers for consideration through the journal's online submission system.
4th International Conference on Cloud, Big Data and IoT (CBIoT 2023)IJMIT JOURNAL
4th International Conference on Cloud, Big Data and IoT (CBIoT 2023) will act as a major forum for the presentation of innovative ideas, approaches, developments, and research projects in the areas of Cloud, Big Data and IoT. It will also serve to facilitate the exchange of information between researchers and industry professionals to discuss the latest issues and advancement in the area of Cloud, Big Data and IoT.
Authors are solicited to contribute to the conference by submitting articles that illustrate research results, projects, surveying works and industrial experiences that describe significant advances in Cloud, Big Data and IoT.
TRANSFORMING SERVICE OPERATIONS WITH AI: A CASE FOR BUSINESS VALUEIJMIT JOURNAL
This document discusses how AI-powered service operations (AIServiceOps) can create business value through digital transformation. It begins with background on digital transformation and how AI is driving changes in IT service operations. It then examines how AIServiceOps can streamline processes, provide insights, and improve customer experience. A case study is presented showing how one company implemented AIServiceOps to significantly reduce response times, increase customer satisfaction, and lower costs. The document argues that AIServiceOps can deliver both quantifiable and flexible benefits while enhancing organizational resilience and sustainability over the long term.
DESIGNING A FRAMEWORK FOR ENHANCING THE ONLINE KNOWLEDGE-SHARING BEHAVIOR OF ...IJMIT JOURNAL
The main objective of this paper is to identify the factors that influence academic staff's digital knowledgesharing behaviors in Ethiopian higher education. A structural equation model was used to validate the
research framework using survey data from 210 respondents. The collected data has been analyzed using
Smart PLS software. The results of the study show that trust, self-motivation, and altruism are positively
related to attitude. Contrary to our expectations, knowledge technology negatively affects attitude.
However, reward systems and empowerment by leaders are significantly associated with knowledgesharing intentions.Knowledge-sharing intention, in turn, was significantly related to digital knowledgesharing behavior. The contributions of this study are twofold. The framework may serve as a roadmap for
future researchers and managers considering their strategy to enhance digital knowledge sharing in HEI.
The findings will benefit academic staff and university administrations.The study will also help academic
staff enhance their knowledge-sharing practices.
BUILDING RELIABLE CLOUD SYSTEMS THROUGH CHAOS ENGINEERINGIJMIT JOURNAL
Cloud computing systems need to be reliable so that they can be accessed and used for computing at any
given point in time. The complex nature of cloud systems is the motivation to conduct research in novel
ways of ensuring that cloud systems are built with reliability in mind. In building cloud systems, it is
expected that the cloud system will be able to deal with high demands and unexpected events that affect the
reliability and performance of the system.
In this paper, chaos engineering is considered a heuristic method that can be used to build reliable cloud
systems. Chaos engineering is aimed at exposing weaknesses in systems that are in production. Chaos
engineering will help identify system weaknesses and strengths when a system is exposed to unexpected
knocks and shocks while it is in production.
Chaos engineering allows system developers and administrators to get insights into how the cloud system
will behave when it is exposed to unexpected occurrences.
A REVIEW OF STOCK TREND PREDICTION WITH COMBINATION OF EFFECTIVE MULTI TECHNI...IJMIT JOURNAL
It is important for investors to understand stock trends and market conditions before trading stocks. Both
these capabilities are very important for an investor in order to obtain maximized profit and minimized
losses. Without this capability, investors will suffer losses due to their ignorance regarding stock trends
and market conditions. Technical analysis helps to understand stock prices behavior with regards to past
trends, the signals given by indicators and the major turning points of the market price. This paper reviews
the stock trend predictions with a combination of the effective multi technical indicator strategy to increase
investment performance by taking into account the global performance and the proposed combination of
effective multi technical indicator strategy model.
NETWORK MEDIA ATTENTION AND GREEN TECHNOLOGY INNOVATIONIJMIT JOURNAL
This paper will provide a novel empirical study for the relationship between network media attention and
green technology innovation and examine how network media attention can ease financing constraints. It
collected data from listed companies in China's heavy pollution industry and performed rigorous
regression analysis, in order to innovatively explore the environmental governance functions of the media.
It found that network media attention significantly promotes green technology innovation. By analyzing the
inner mechanism further, it found that network media attention can promote green innovation by easing
financing constraints. Besides, network media attention has a significant positive impact on green invention
patents while not affecting green utility model patents.
INCLUSIVE ENTREPRENEURSHIP IN HANDLING COMPETING INSTITUTIONAL LOGICS FOR DHI...IJMIT JOURNAL
Information System (IS) research advocates employing collaborative and loose coupling strategies to address contradictory issues to address diversified actors’ interests than the prescriptive and unilateral Information Technology (IT) governance mechanisms’, yet it is rarely depicting how managers employ these strategies in Health Information System (HIS) implementation, particularly in a resource-constrained setting where IS implementation activities have highly relied on multiple international organizations resources. This study explored how managers in resource-constrained settings employ collaborative IT governance mechanisms in the case of District Health Information System 2 (DHIS2) adoption with an interpretative case study approach and the institutional logic concept. The institutional logic concept was used to identify the major actors’ logics underpinning the DHIS2 adoption. The study depicted the importance of high-level officials' distance from the dominant systemic logic to consider new alternative, and to employ inclusive IT governance mechanisms which separated resource from the system that facilitated stakeholders’ collaboration in DHIS2 adoption based on their capacity and interest.
DEEP LEARNING APPROACH FOR EVENT MONITORING SYSTEMIJMIT JOURNAL
With an increasing number of extreme events and complexity, more alarms are being used to monitor
control rooms. Operators in the control rooms need to monitor and analyze these alarms to take suitable
actions to ensure the system’s stability and security. Security is the biggest concern in the modern world. It
is important to have a rigid surveillance that should guarantee protection from any sought of hazard.
Considering security, Closed Circuit TV (CCTV) cameras are being utilized for reconnaissance, but these
CCTV cameras require a person for supervision. As a human being, there can be a possibility to be tired
off in supervision at any point of time. So, we need a system to detect automatically. Thus, we came up with
a solution using YOLO V5. We have taken a data set and used robo-flow framework to enhance the existing
images into numerous variations where it will create a copy of grey scale image, a copy of its rotation and
a copy of its blurred version which will be used to get an enlarged data set. This work mainly focuses on
providing a secure environment using CCTV live footage as a source to detect the weapons. Using YOLO
algorithm, it divides an image from the video into grid system and each grid detects an object within itself
MULTIMODAL COURSE DESIGN AND IMPLEMENTATION USING LEML AND LMS FOR INSTRUCTIO...IJMIT JOURNAL
The document discusses course delivery modalities including face-to-face, online asynchronous, online synchronous, hybrid, and HyFlex. It investigates the design and implementation of courses using the Learning Environment Modeling Language (LEML) for different delivery environments. The authors describe their experience delivering courses at Southern University and A&M College and Baton Rouge Community College. They aim to answer questions about the course delivery methods used by their institutions and how to validate guidelines and ensure student learning outcomes.
KuberTENes Birthday Bash Guadalajara - K8sGPT first impressionsVictor Morales
K8sGPT is a tool that analyzes and diagnoses Kubernetes clusters. This presentation was used to share the requirements and dependencies to deploy K8sGPT in a local environment.
UNLOCKING HEALTHCARE 4.0: NAVIGATING CRITICAL SUCCESS FACTORS FOR EFFECTIVE I...amsjournal
The Fourth Industrial Revolution is transforming industries, including healthcare, by integrating digital,
physical, and biological technologies. This study examines the integration of 4.0 technologies into
healthcare, identifying success factors and challenges through interviews with 70 stakeholders from 33
countries. Healthcare is evolving significantly, with varied objectives across nations aiming to improve
population health. The study explores stakeholders' perceptions on critical success factors, identifying
challenges such as insufficiently trained personnel, organizational silos, and structural barriers to data
exchange. Facilitators for integration include cost reduction initiatives and interoperability policies.
Technologies like IoT, Big Data, AI, Machine Learning, and robotics enhance diagnostics, treatment
precision, and real-time monitoring, reducing errors and optimizing resource utilization. Automation
improves employee satisfaction and patient care, while Blockchain and telemedicine drive cost reductions.
Successful integration requires skilled professionals and supportive policies, promising efficient resource
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Human Resource Management - Emotional Intelligence: Communication Effectiveness mediates the Relationship between Stress Management and Job Satisfaction
1. International Journal of Managing Information Technology (IJMIT) Vol.3, No.4, November 2011
DOI : 10.5121/ijmit.2011.3401 1
Human Resource Management - Emotional
Intelligence: Communication Effectiveness
mediates the Relationship between Stress
Management and Job Satisfaction
Hassan Jorfi1
, Hashim Fauzy Bin Yaccob2
, Ishak Md Shah3
1
Universiti Teknologi Malaysia (UTM)
haassan_jorfee@yahoo.com
2
Universiti Teknologi Malaysia (UTM)
hfauzy@utm.my
3
Universiti Teknologi Malaysia (UTM)
ishak@utm.my
ABSTRACT
Stress management remains a key topic of concern among managers and employees worldwide. The most
significant contribution of this research is the discovery the stress management related to communication
effectiveness, and on the other hand, communication effectiveness related to job satisfaction within
organizations of Iran. Communication effectiveness is a crucial factor for organization's performance and
growth and plays an important role in stress management, and job satisfaction of today’s competitive
organizations. According to literature on business area and logical arguments we proposed that
communication effectiveness can moderators the link between stress management with job satisfaction. The
respondents consist of 133 form educational administrations and Agriculture Bank of Iran. The method that
used to maintain the stress management, communication effectiveness and job satisfaction is Kendall’s
coefficient of concordance. Results indicate stress management of emotional intelligence has a positive
relationship with communication effectiveness and also communication effectiveness plays a key role in job
satisfaction.
KEYWORDS
Emotional Intelligence, Stress Management, Communication Effectiveness, Job Satisfaction.
1. INTRODUCTION
In this complex situation organization both public and private sector have to manage change in an
effective way. Emotional Intelligence plays a critical role in helping the managers and employees
to cope with this dynamic change in the business environment. Dalip Singh mentioned that
application of emotional intelligence supports the managers and employees to recognize and
understand emotions and using emotional intelligence to manage oneself and his/her relationship
with others [4]. The organizations must coach their employees in developing their interpersonal
2. International Journal of Managing Information Technology (IJMIT) Vol.3, No.4, November 2011
2
skills and coach them to perform effectively on the job with other employees in the organization
[15]. Management of emotional intelligence by the team members will help in developing
interpersonal skills of the team members. Organization’s to be successful, need to develop
employee’s emotional intelligence skills to work effectively in the organization. [2]. The most
important dimension of Bar-On EQ-i is stress management. The researcher in this paper studied
relationship between stress management and communication effectiveness. Stress management
refers to a set of programs or techniques intended to help people deal more effectively with stress.
Many of these programs are oriented toward job- or workplace-related stress in that burnout is a
frequent result of long-term occupational stress. On the other hand, Communication plays a key
role in the management of professional organizations and their achievement of development.
Communication effectiveness has long been held to be a success factor for managers. Effective
communication can add value to organizations [8]. Fisher states that communication
effectiveness is a vital factor in the workplace, in relationships, and in everyday life [6].
Communication effectiveness in organizations can unite the managers, workers, decision making,
and improve teamwork [8]. Stress management transformed progressively from a mere notion
into a dominant theory in many research areas within which its effects on human behavior were
analyzed. Recently, Stress management received much interest in effective communication.
Results of these studies indicated that Stress management played a pivotal role in human
communication. The need to establish the relationship between Stress management and effective
communication was recognized. This manuscript describes Stress management of managers and
employees have a direct role to improve communication effectiveness. However, the empirical
evidence is scant [1], and no study has examined the interaction effect of managers’ stress
management and employees’ stress management on communication effectiveness. As such, the
goals of this study are to examine the impact of manager and employees’ stress management and
communication effectiveness on job satisfaction.
1.1 STRESS MANAGEMENT
One of Bar-On EQ-i component is the stress management component. It is defined by two
subcomponents in specific: “stress tolerance (ability to withstand adverse events through positive,
active coping) and impulse control (ability to resist or delay an impulse, drive, or temptation to
act)” ([14], [5]). Research points out that emotionally intelligent individuals manage more
productively because they “accurately perceive and appraise their emotional states, know how
and when to express their feelings, and can effectively regulate their mood states” ([14], [5]).
Managing office is not an easy occupation ([16], [7], [10). One of the difficulties in working in
the public education system is dealing with individuals that are undergoing various, simultaneous
neurophysiologic, body, and emotional changes. Managing is considered and labeled to be a
stressful occupation. Managers are expected to regulate their mood with caution so as not to
damage the interpersonal relationships they develop with others in the academic setting [10]. A
foundation of stress on the job implicates the inadequate relationships between group members,
including subordinates, colleagues, and employees. This is marked by little trust, little supportive,
and little interest in listening and trying to deal with problems that comfort organizational
members. Data most frequently reported source of work-related stress ([5], [11]).
1.2 COMMUNICATION EFFECTIVENESS
Communication effectiveness is an essential part of human interaction. The benefits of effective
communication are many and obvious as they enhance all aspects of our personal and
3. International Journal of Managing Information Technology (IJMIT) Vol.3, No.4, November 2011
3
professional lives. Ineffective or misunderstood communications in our personal lives may give
rise to problems or embarrassment but in our professional lives the results of misunderstandings
may have much more serious results. According to Campbell communicative effectiveness is
deliberate behavior aimed at augmenting the result of an interpersonal meeting [3]. Similarly, the
expression “communication effectiveness” is often replaced by, “effective communication” ([17],
[18], [20]). A high level of communication effectiveness leads to a high degree of similarities of
understandings between the sender and the receiver [19]. In this case, the communication
effectiveness of the group managers has positive correlation with maximizing understanding or
minimizing misunderstanding of group workers with job satisfaction.
1.3 JOB SATISFACTION
Job satisfaction is vital in the day to day life, which is far past the studies and literature related to
research. Job satisfaction can be defined as an encouraging emotional condition as a result from
the features and characteristics of a work environment ([9], [13]). Organizations produce
noteworthy effects on their employees and a number of those effects are indicated in how people
feel about their jobs [12].
1.4 RELATIONSHIP BETWEEN STRESS MANAGEMENT AND COMMUNICATION
EFFECTIVENESS
One of Bar-On EQ-i component is the stress management component. Stress management has a
high relationship with communication effectiveness. Stress management is defined by two
subcomponents: “stress tolerance (ability to withstand adverse events through positive) and
impulse control (ability to resist or delay an impulse, drive, or temptation to act)” ([14], [5]).
Research points out that emotionally intelligence people handle more effectively because they
“accurately perceive and appraise their emotional states, know how and when to express their
feelings, and can effectively regulate their mood states” ([14], [5]). One of the difficulties in
working in the public education system is communicating with individuals and employees that
are undergoing diverse, simultaneous neuropsychological, body, and emotional changes and this
work is considered to be a stressful occupation. Managers are expected to control their mood with
caution so as not to damage the interpersonal relationships they improve with others in the
educational environment [10]. Infrastructure of stress on the job shows the insufficient
communication between group individuals, including managers and employees. It is marked by
little belief, little supportive, and little desire in listening to and trying to communicate with
troubles that confront organizational individuals. Information recommend that negative
communication with employees, workers, clients, colleagues, and managers are the most often
informed source of work- related stress ([5], [11]). In summary in current paper, communication
effectiveness view of stress management and job satisfaction. The view holds that stress
management and job satisfaction are outcomes of the communicative process. It follows that to
improve manager effectiveness requires a significant emphasis on communication effectiveness
since according to this view; it is through communication effectiveness that stress management
and job satisfaction occur. Figure 1 show his relationship.
4. International Journal of Managing Information Technology (IJMIT) Vol.3, No.4, November 2011
4
Figure 1 Communication effectiveness View of Stress Management and Job Satisfaction
2. GOALS AND METHODS
The goal of the research was to determine the impact of stress management through
communication effectiveness on job satisfaction. The research was based on a questionnaire
study, which is a quite common form of investigation in this behavior and business field and also
provide opportunities for determining whether stress management and communications
effectiveness have an impact on job satisfaction. The respondents for the research were selected
from the Agriculture Bank and Educational Administrations of Iran. The group comprised (111)
persons, out of which (652) respondents completed the questionnaire.
3. RESEARCH MODEL
The model for this paper is composed of three key constructs (see Figure2) including stress
management, communications effectiveness, and job satisfaction. Based upon the studies and
researches, it can be concluded that communication effectiveness affected by many factors. To
name a few factors, relationship with motivation, job satisfaction, leadership, emotional
intelligence, organizational culture can influence communication effectiveness. For this study, we
have focused on emotional intelligence due to some reasons that we have mentioned previously.
By reviewing much literature, it was found that emotional intelligence brought about a positive
effect on communication effectiveness. Based on the existing literature-as stated there is a
positive relationship between stress management with communication effectiveness serving as a
mediator of this relationship. Also, communication effectiveness has a positive relationship with
job satisfaction. Thus, we can propose that communication effectiveness mediators the link
between stress management and job satisfaction. Good communication is factor that has been
found to affect job satisfaction [7].
Figure 2 the research model
From the model, the following hypothesis is derived:
H1: Stress management will have a significant relationship with communications
effectiveness.
H1a: Stress tolerance will have a significant relationship with communications
effectiveness.
H1b: Impulse control will have a significant relationship with communications
effectiveness.
Stress
Management
Communication
Effectiveness
Job Satisfaction
5. International Journal of Managing Information Technology (IJMIT) Vol.3, No.4, November 2011
5
H2: Communication effectiveness will have a significant relationship with job
satisfaction.
4. OUTCOMES AND DISCUSSION
Stress management is independent variables in this research, communications effectiveness is a
mediator variable and job satisfaction in the Agriculture Bank and Educational Administrations of
Iran is considered as the dependent variable. The present research is an applicable one with
interrelationship. The researcher tries to investigate a connection between variables. The purpose
of this applied study and correlation in this research is the assessment of this connection between
variables and making on these predictions the researcher looks for a probable relation between
Stress management, communications effectiveness, and job satisfaction in Agriculture Bank and
Educational Administrations of Iran. Statically group consists of 625 subjects sample volume of
about 133 people. Libraries have been used to collect data; sources like: books, journals,
magazines, newspapers, scientific reports, organizations archives, field studies and questionnaire
by making use of evaluated specter of Likerts’ spectrum. For hypothesis test first the average of
questions selected to each variables were specified then the software package (SPSS, Ver16)
analyzed the connections between both groups of variables. The validity of the questionnaire was
evaluated by Cronbach’ alpha is formula for measuring the amount of which was 79% which is
acceptable. The consistency of the questionnaire was announced by seven authorities at the
average at 89%. Kendall’s coefficient of concordance was used to analyze and explain the present
research. Based on analyzed via Kendall’s coefficient of concordance by the use of (SPSS,
Ver16) was performed the results given below were obtained:
H1: Kendal’s coefficient between independent variable (stress management) and mediator
variable (communication effectiveness) is equal to 70% and there is significantly positive
correlation between two variables considering the fact that a rate of 0.999 is significant.
H1a: there is a significant relationship between the stress tolerance of stress management and
communication effectiveness. The correlation coefficient is 0.68 out a significant level of 0.999,
thus, the first hypothesis has been validated.
H1b: there is a significant relationship between impulse control of stress management and
communication effectiveness. The correlation coefficient is 0.65, thus, the second hypothesis has
been validated.
H2: Kendal’s coefficient between mediator variable (communication effectiveness) and
dependent variable (job satisfaction) main hypothesis is equal to 77% and there is significant
positive correlation between the two variables considering the fact that a rate of 0.999 is
significant.
5. CONCLUSION
Over results have shown there is a significant and positive relationship between independent
variable stress management (i.e. stress tolerance and impulse control), and communication
effectiveness with dependent variable (job satisfaction) in Agriculture Bank and Educational
Administrations of Iran. From the results of the study, we can conclude that the Agriculture Bank
and Educational Administrations of Iran should pay much attention to stress management, and
6. International Journal of Managing Information Technology (IJMIT) Vol.3, No.4, November 2011
6
communications effectiveness as they could lead to maintain job satisfaction. We encourage
future research to replicate our findings in wider samples in organizations of Iran. It is important
to note that prior researches have ignored the link between stress management, communication
effectiveness and job satisfaction that the current study was developed with the intention of filling
the research gap.
ACKNOWLEDGMENT
The authors would like to thank University Technology Malaysia (UTM) for its invaluable help
in developing and setting up the social tag infrastructure, and in post-processing the raw data. The
authors are grateful for the organizations and support they received from Agriculture Bank and
Educational Administrations of Iran.
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Authors
Hassan Jorfi is a PhD student in management at Universiti Teknologi Malaysia (UTM).
His research interests are in the area of emotional intelligence, communication
effectiveness, job satisfaction, and motivation. He has published over 60 papers in
refereed journals and conference proceedings. Hassan Jorfi has over 10 years of
experience working in educational administration and held positions as a manager in
thinking room of educational administration. Additionally, he has over 7 years of
University teaching experience.
Hashim Fauzy bin Yaccob is Senior Lecturer at Universiti Teknologi Malaysia, Malaysia. He is a Head
Department of Human Resource Development. He received his Bachelor (social science and humanities)
from National University of Malaysia, Master science in development communication from UPM, and PhD
in Human Communication from University Putra Malaysia (UPM). He has published several articles in
international journal and conferences of communication, human communication, etc. his teaching
experience begins from 1992-present. His areas of specialization are development communication
(organizational/managerial communication). He is member of international communication association
from 1994 until present.
Ishak Mad Shah is a Senior Lecturer in the Department of Human Resource Development. He received
his B.A Hons in (Psychology) from (UKM), M.A. in (Psychology) from (UKM), and PhD in (Educational
Psychology) from (UTM). His research interests are in the areas of psychology, and educational
psychology, emotional intelligence, and etc.