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The relationship between emotional i...

Dawson, Christi Lea.

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The relationship between emotional intelligence and emotional labor.

Record Type:	Electronic resources : Monograph/item
Title/Author:	The relationship between emotional intelligence and emotional labor./
Author:	Dawson, Christi Lea.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2007,
Description:	32 p.
Notes:	Source: Masters Abstracts International, Volume: 46-02, page: 1155.
Contained By:	Masters Abstracts International46-02.
Subject:	Occupational psychology. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=1446332
ISBN:	9780549168959

The relationship between emotional intelligence and emotional labor.
Dawson, Christi Lea.

The relationship between emotional intelligence and emotional labor. - Ann Arbor : ProQuest Dissertations & Theses, 2007 - 32 p.

Source: Masters Abstracts International, Volume: 46-02, page: 1155.

Thesis (M.S.)--Angelo State University, 2007.

Emotional intelligence (EI) is a fairly new construct in organizational research, but in that short time it has created much controversy and discussion among researchers and practitioners. Mayer, Caruso, & Salovey (2000) define emotional intelligence as "the ability to understand, manage, and perceive one's own emotions as well as others." However, one thing that they generally agree upon is that emotions are in need of further study in the organizational domain. Emotional constructs such as EI have been demonstrated to be influential with respect to several important organizational outcomes such as job performance and job satisfaction (Lord, Klimoski, & Kanfer, 2002), and studies suggest that emotional intelligence can explain variance in job performance beyond standard measures of purely cognitive abilities (Ciarrochi & Godsell, 2006), so it is in our best interests to further understand how emotions affect work behaviors and attitudes. For example, some jobs require frequent interactions with others (coworkers, customers, etc.) and during these interactions the accurate perception of emotions in others and the timely expression of emotions in oneself may be quite useful. Other jobs can require sacrifices to be made with respect to non-work responsibilities and roles, which can also have emotional consequences that could affect work behaviors. For these reasons, emotional intelligence is currently used as a central facet of training and development programs, organizational development initiatives, and career development (McEnrue & Groves, 2006). The current study follows this tradition of research by exploring the nomothetical links between emotional intelligence and emotional labor, two emotion constructs that show promising value for the organizational literature.

ISBN: 9780549168959Subjects--Topical Terms:

2122852
Occupational psychology.

The relationship between emotional intelligence and emotional labor.
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245 1 4 $a The relationship between emotional intelligence and emotional labor.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2007
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500 $a Source: Masters Abstracts International, Volume: 46-02, page: 1155.
500 $a Adviser: Kraig Schell.
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520 $a Emotional intelligence (EI) is a fairly new construct in organizational research, but in that short time it has created much controversy and discussion among researchers and practitioners. Mayer, Caruso, & Salovey (2000) define emotional intelligence as "the ability to understand, manage, and perceive one's own emotions as well as others." However, one thing that they generally agree upon is that emotions are in need of further study in the organizational domain. Emotional constructs such as EI have been demonstrated to be influential with respect to several important organizational outcomes such as job performance and job satisfaction (Lord, Klimoski, & Kanfer, 2002), and studies suggest that emotional intelligence can explain variance in job performance beyond standard measures of purely cognitive abilities (Ciarrochi & Godsell, 2006), so it is in our best interests to further understand how emotions affect work behaviors and attitudes. For example, some jobs require frequent interactions with others (coworkers, customers, etc.) and during these interactions the accurate perception of emotions in others and the timely expression of emotions in oneself may be quite useful. Other jobs can require sacrifices to be made with respect to non-work responsibilities and roles, which can also have emotional consequences that could affect work behaviors. For these reasons, emotional intelligence is currently used as a central facet of training and development programs, organizational development initiatives, and career development (McEnrue & Groves, 2006). The current study follows this tradition of research by exploring the nomothetical links between emotional intelligence and emotional labor, two emotion constructs that show promising value for the organizational literature.
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