Complete Material Cost #3,000
Order for Complete Material now
Abstract
This research is entitled employee emotional intelligence and job performance. It seeks to examine the relationship between employee emotional intelligence and job performance. In this research, the case study research design. The study was designed to focus on Port Harcourt Refinery, where primary data, via questionnaires were collected. The population of this study is designed to constitute Port Harcourt Refinery. However, for the sake of time constraint the population of the study was made to comprises one hundred and fifty (150). Data for the study were randomly selected while the Taro Yemen formular was used to test the degree of error that can occur in the job. In analyzing the data, the researcher analyze the data in table and percentage. From the analysis we find out that the dimensions of employee emotional stability relates with the majors of job performance. As such, the researcher concludes that employee emotional stability has the propensity to affect job performance. From the researcher recommend among others as follows: Human resources management of department every organization should carryout emotional stability development training on every employee and Every management executive in an organization should be an emotionally intelligent person.
Table of Contents
Title Page i
Certification iii
Dedication iv
Acknowledgement v
Abstract vi
Table of Contents vii
CHAPTER 1 1
INTRODUCTION 1
1.1 Background of the Study 1
1.2 Statement of the Problem 2
1.3 Objectives of the Study 3
1.4 Research Questions 3
1.5 Significance of the Study 3
1.6 Scope/Limitation of the Study 4
1.7 Limitation of the Study 5
1.8 Definition of Terms 5
CHAPTER 2 8
LITERATURE REVIEW 8
2.1 Conceptual Framework 8
2.1.1 Concept of Employee Emotional Stability 8
2.1.2 Dimensions of Employee Emotional Stability 10
2.1.3 Concept of Job Performance 11
2.1.4 Measures of Job Performance 12
2.2 Theoretical Framework 13
2.3 Empirical Review 15
CHAPTER 3 18
RESEARCH METHODOLOGY 18
3.1 Research Design 18
3.2 Population of the Study 19
3.3 Sample and Sampling Techniques 19
3.4 Questionnaire Design 20
3.5 Source and Method of Data Collection 20
DATA PRESENTATION AND ANALYSIS 23
4.1 Data Collection and Presentation 23
4.2 Data Analysis 24
4.3 Discussion of Findings 28
CHAPTER 5 30
SUMMARYS, CONCLUSIONS AND RECOMMENDATIONS 30
5.1 Summary 30
5.2 Conclusions 30
5.3 Recommendations 30
References 32
Appendix I 34
Appendix II 35
CHAPTER 1
INTRODUCTION
1.1 Background of the Study
In today’s competitive business world, it is understood that organizations can only compete with their rivals through innovating. Organizations can only innovate by managing their human resources well (Kuvaas, 2006).
Job Performance must do with accomplished standard with accuracy, completeness, cost and speed. Performance is seemed to be the fulfillment of an obligation in a manner that release the employee from all liabilities under the contract. This means that an employee must be properly, evaluated in term of their productivity, skills taken decision and total commitment to their job so as to enable the organization to achieved expected goals (Kuvaas, 2006).
The human resource system can become more effective by having a valid and accurate appraisal policy used for rating performances of the employees. Unfortunately, in Nigeria today, the number of organizations using an effective performance appraisal policy is limited (Yalcin, 2002). One act that can enhance job performance is employee emotional stability. Emotional stability or neuroticism is perhaps the most enduring personality concept in psychology. There are thousands of studies on the topic and the entire field of psychoanalysis and clinical psychology might be traced to the study of neurotic symptoms (Freud, 1980). In the realm of normal psychology, the findings regarding the importance of neuroticism to applied criteria, such as job performance and job satisfaction, are somewhat contradictory. There are several meta-analysis of the relation of neuroticism to job performance. The first two of these analysis were published nearly concurrently but found substantially different results. In their meta-analysis, Barrick and Mount (1991) found that the relationship between emotional stability and job performance was not significantly different from zero across criterion measures. From the foregoing therefore, the study seeks to examine the relationship between employee emotional stability and job performance in Port Harcourt Refinery.
1.2 Statement of the Problem
Like every other business enterprise with its own share of problems and challenges, which could be attributed to human and non-human factors, proper harnessing of such challenges have been the major tasks of management ensuring that the company not only keep its head above the water but also maintains its leadership and relevant role in the public sector.
The task of striking a balance between the knowledge and application is a task before the management of Port Harcourt Refinery because without emotional stability a person can have the best training, an analytical mind and endless supply of ideas but will not make a great leader.
This study is therefore aimed at discovering the relevance of emotional intelligence on job performance and satisfaction in order to help management and staffs of Port Harcourt Refining Company achieve its organizational commitment and objectives through efficient job performance.
1.3 Objectives of the Study
The main objective of the study is to examine the relationship between employee emotional stability and job performance in Port Harcourt Refinery. However, the specific objectives of the study includes:
- To examine the relationship between Self-awareness and job performance in Port Harcourt Refinery.
- To examine the relationship between Self-regulation and job performance in Port Harcourt Refinery.
- To examine the relationship between Empathy and job performance in Port Harcourt Refinery.
- To examine the relationship between Motivation and job performance in Port Harcourt Refinery.
1.4 Research Questions
In line with the objectives of the study, the following research question will be used to guide the study.
- To what extent does Self-awareness influence job performance in Port Harcourt Refinery.
- To what extent does Self-regulation influence job performance in Port Harcourt Refinery.
- To what extent does Empathy influence job performance in Port Harcourt Refinery.
- To what extent does Motivation influence job performance in Port Harcourt Refinery.
1.5 Significance of the Study
This study is significant in many respects. First, the speculation dealing with problem of satisfaction or satisfier factors affecting workers are frequently found in the literature, but studies which deal or describe the impact or effect of emotional intelligence on job performance satisfaction are rare.
Secondly, it will enable the management or employers of labour to know the importance of emotional intelligence on job performance; how it can cause the employee to be satisfied with he/she job; to let the management know what happens when an employee is satisfied or dissatisfied with his/her job.
And thirdly, it will help us to know what can make a worker to put in his best, so that the company’s goals and objectives are met.
The results that will be gotten from this study could assist the management Port Harcourt Refinery to formulate personnel policies that could help it, in managing its human resources especially as it concerns, is new employees. The result could also be useful to other organizations other than Port Harcourt Refinery in its personnel policies formulation.
1.6 Scope/Limitation of the Study
The study is delimited under the following heading: content scope, geographical scope and unit of analysis.
Content Scope: The content scope of this study involves an investigation to ascertain the relationship between employee emotional stability and job performance. The dependent variable is job performance measured by productivity, effectiveness and efficiency. While the independent variable is job employee emotional stability, measures by self awareness, self regulation, empathy and social skill.
Geographical Scope: This study is delimited in Port Harcourt Metropolis with special reference to Port Harcourt Refinery.
Unit of Analysis: The unit of analysis in this research involves the individuals at the time of carrying out the study.
1.7 Limitation of the Study
This study involves an investigation of career management in relation to employee performance. Hence it is a micro level study.
The major limitation of the study is the short time frame the research lasted, coupled with the tight academic time table, which prevented a very comprehensive study. The fund available to the researcher was also limited and therefore the study was limited to a small portion of the survey population.
Another limitation is the difficulties, encountered by the researcher in obtaining all needed information and materials from the right source and compilation of data for the project.
1.8 Definition of Terms
EFFECTIVENESS
Effectiveness is the capability of producing a desired result or the ability to produce desired output.
EFFICIENCY
It is the ability to avoid wasting materials and time in doing something or in producing a desired result at a lower cost.
EMPATHY
Empathy is the capacity to understand or feel what another person is experiencing from within their frame of reference, i.e., the capacity to place oneself in another’s position.
EMPLOYEE EMOTIONAL STABILITY
Emotional intelligence can be defined as the ability to monitor one’s own and other people’s emotions, to discriminate between different emotions and label them appropriately, and to use emotional information to guide thinking and behavior.
JOB PERFORMANCE
Job performance means real work produced an employee within a specific time period. Performance is a comparison between the work of the real compared to the standard set by the company.
MOTIVATION: It is something that drives you to perform a tax enthusiastically and willingly.
PRODUCTIVITY
Productivity involves goal attainment. It is the successful transfer of input to output at the lowest possible cost. Productivity implies both efficiency and effectiveness.
SELF-AWARENESS
Self-awareness is the capacity for introspection and the ability to recognize oneself as an individual separate from the environment and other individuals.
SELF-REGULATION
Self-regulation is the ability to monitor and control our own behavior, emotions, or thoughts, altering them in accordance with the demands of the situation.