東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back to Search results for [ null ]

Switch To: Labeled | MARC Mode | ISBD

The Impact of Managerial Emotional I...

Johnson, Aisha M.

Linked to FindBook

Google Book

Amazon

博客來

The Impact of Managerial Emotional Intelligence Perceptions on the Occupational Well-Being of Employees in a Police Department.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The Impact of Managerial Emotional Intelligence Perceptions on the Occupational Well-Being of Employees in a Police Department./
Author:	Johnson, Aisha M.
Description:	131 p.
Notes:	Source: Dissertation Abstracts International, Volume: 73-03, Section: B, page: 1890.
Contained By:	Dissertation Abstracts International73-03B.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3482199
ISBN:	9781267028365

The Impact of Managerial Emotional Intelligence Perceptions on the Occupational Well-Being of Employees in a Police Department.
Johnson, Aisha M.

The Impact of Managerial Emotional Intelligence Perceptions on the Occupational Well-Being of Employees in a Police Department. - 131 p.

Source: Dissertation Abstracts International, Volume: 73-03, Section: B, page: 1890.

Thesis (Ph.D.)--Walden University, 2011.

Emotional Intelligence (EI) concepts often focus on how EI benefits those in leadership. However, research has not addressed whether perceptions of managerial EI impacts the occupational well-being of employees in law enforcement. Using a randomly selected sample (n = 51), the purpose of this study was to investigate the relationship between perceptions of managerial EI and the occupational well-being of employees in a United States Virgin Islands (U.S.V.I.) police department. The theoretical basis of this nonexperimental, quantitative study was the affective events theory (AET). Research questions sought to determine if: (a) there is a significant difference between managerial self-perceptions of EI, and employee perceptions of their managers. EI and (b) whether differences in perception impact the occupational well-being of participating employees. Using a t-test, managers were randomly selected and assessed using the Bar-On Emotional Quotient-360 (EQ-360 RTM); and a MANOVA was used to assess subordinate employees using the Occupational Stress Inventory.Revised (OSI-R(TM)). Primary findings indicated significant differences between managerial self-perceptions ( M = 107.8, SD = 10.7) and employee perceptions ( M = 90.17, SD = 21.7) of managers. EI. Per group, OSI-R(TM) domain scores indicated that the well-being of participating employees was within normal range. When employee domain scores were viewed individually, it was evident that differences in perception did impact their occupational well-being. Implications for positive social change include the benefits of EI training that can promote positive interaction between managers and their employees; and between law enforcement personnel and the constituents they serve.

ISBN: 9781267028365

LCCN: AAI3482199Subjects--Topical Terms:

2122852
Occupational psychology.

The Impact of Managerial Emotional Intelligence Perceptions on the Occupational Well-Being of Employees in a Police Department.
LDR:02699nmm a2200289 4500 001 2001286
005 20151203072132.5
008 151213s2011 ||||||||||||||||| ||eng d
010 $a AAI3482199
020 $a 9781267028365
035 $a (MiAaPQ)AAI3482199
035 $a AAI3482199
040 $a MiAaPQ $c MiAaPQ
100 1 $a Johnson, Aisha M. $3 2144947
245 1 4 $a The Impact of Managerial Emotional Intelligence Perceptions on the Occupational Well-Being of Employees in a Police Department.
300 $a 131 p.
500 $a Source: Dissertation Abstracts International, Volume: 73-03, Section: B, page: 1890.
500 $a Adviser: John Schmidt.
502 $a Thesis (Ph.D.)--Walden University, 2011.
520 $a Emotional Intelligence (EI) concepts often focus on how EI benefits those in leadership. However, research has not addressed whether perceptions of managerial EI impacts the occupational well-being of employees in law enforcement. Using a randomly selected sample (n = 51), the purpose of this study was to investigate the relationship between perceptions of managerial EI and the occupational well-being of employees in a United States Virgin Islands (U.S.V.I.) police department. The theoretical basis of this nonexperimental, quantitative study was the affective events theory (AET). Research questions sought to determine if: (a) there is a significant difference between managerial self-perceptions of EI, and employee perceptions of their managers. EI and (b) whether differences in perception impact the occupational well-being of participating employees. Using a t-test, managers were randomly selected and assessed using the Bar-On Emotional Quotient-360 (EQ-360 RTM); and a MANOVA was used to assess subordinate employees using the Occupational Stress Inventory.Revised (OSI-R(TM)). Primary findings indicated significant differences between managerial self-perceptions ( M = 107.8, SD = 10.7) and employee perceptions ( M = 90.17, SD = 21.7) of managers. EI. Per group, OSI-R(TM) domain scores indicated that the well-being of participating employees was within normal range. When employee domain scores were viewed individually, it was evident that differences in perception did impact their occupational well-being. Implications for positive social change include the benefits of EI training that can promote positive interaction between managers and their employees; and between law enforcement personnel and the constituents they serve.
590 $a School code: 0543.
650 4 $a Occupational psychology. $3 2122852
650 4 $a Behavioral psychology. $3 2122788
690 $a 0624
690 $a 0384
710 2 $a Walden University. $b Psychology. $3 1020184
773 0 $t Dissertation Abstracts International $g 73-03B.
790 $a 0543
791 $a Ph.D.
792 $a 2011
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3482199