In this paper, the authors evaluated the relationship between personality variables, job demands and job resources with police engagement. The authors also set out to evaluate the role of cynicism in work and health-related outcomes among police officers…
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From this research it is clear that the early writings of Thorndike first captured the essence of emotional intelligence, by describing people who had “the ability to understand and manage men and women, boys and girls…to act wisely in human relations”, as having a different type of intelligence. Leeper posited that “emotional thought” contributed to intelligence in general and was a part of “logical thought”. Gardner broadened the understanding of intelligence through his theory of “multiple intelligences” by establishing specific criteria for distinguishing behavior that would constitute intelligence. Gardner describes several forms of intelligence, two of which help establish the groundwork for evaluating emotional intelligence: 1) interpersonal – understanding of people and relationships; and 2) intrapersonal –understanding of oneself and one’s emotions. Salovey and Mayer identified emotional intelligence for the first time as the “ability to monitor one’s own and other’s feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action”. The most commonly used classification of models in the emotional intelligence literature is the dichotomy between trait (mixed) and ability frameworks of emotional intelligence. Trait models are based on self-report and/or peer-report assessments, ability models 11 are based on more objective (performance-based) forms of assessment.
(VanRooy, Viswesvaran, & Pluta, 2005; Zeidner, Matthews, & Roberts, 2004). According to Salovey and Mayer (1990) ability emotional intelligence conceptualizes emotional intelligence as a form of intelligence, and is comprised of constructs thought to be generic to the ability domain (ability to perceive, control, and evaluate emotions). In contrast, trait emotional intelligence refers to a conglomeration of emotion-related self perceptions and dispositions assessed through self-report measures (MacCann, Matthews, Zeidner, & Roberts, 2003; Neubauer & Freudenthaler, 2005). Research has highlighted the utility of emotional intelligence. The limited research on the relationship between emotional intelligence and job satisfaction suggests that trait-based (self-report) emotional intelligence measures tend to yield more positive results than those obtained when utilizing ability-based emotional intelligence measures such as the Mayer, Salovey, Caruso Emotional Intelligence Test – MSCEIT (Abraham, 2000; Carmeli, 2003; Sy et al., 2006; Wong & Law, 2002). Atwater and Yammarino, 1992; Sosik and Megerian, 1999; and Weisinger, 1999 whose literature suggests that promoting the development of emotional intelligence competencies through the use of assessment instruments can help improve self-awareness because it enables participants to recognize their own emotions and the emotions of others. Therefore, the use of an emotional intelligence instrument to assess competencies holds the possibility for improving the performance of law enforcement officers (Cooper & Sawaf, 1997; Goleman, Boyatzis, & Mckee, 2002; Stein & Book, 2001). In a study by Afolabi, Awosola, and Omole (2010), the authors evaluated the impact of emotional intelligence on job performance and satisfaction among Nigerian police officers. The relationship between emotional intelligence and gender was explored on 119 police officers randomly chosen from the Esan Area Command in Nigeria (Afolabi, Awosola, & Omole, 2010). The study revealed that with higher emotional intelligence, police officers were satisfied with their work and consequently performed better, as compared to police officers with low emotional intelligence (Afolabi et al., 2010). Consequently, the authors rightly recommended that measures be made to improve the emotional intelligence of police officers in order to eventually improve the quality of their work. In a similar study, Aremu, Pakes and Johnston (2011) also evaluated the
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It has been believed that leadership roles are generally entrusted to individuals with real intelligence. It was believed that such individuals often act in a manner that enables the others to give them leadership roles.
Motivating employees at the work place has remained an important and continuing subject for researchers and managers for more than a century. This is because employee motivation is the key factor for high performance in business organizations. Seeking ways and means to having motivated employees is thus crucial to organizations (Steers, Mowday & Shapiro, 2004).
The purpose of this study is to ascertain for police forces the importance of emotional intelligence and social support on police forces and job satisfaction. As the study indicates that these factors are significantly correlated with job satisfaction, the purpose is fulfilled, as it definitively shows to police forces the importance of these factors and the need for emphasizing them.
According to the research high social support was found to be positively correlated with high emotional intelligence and high social support was positively correlated with job satisfaction in this sample of urban police officers. Apparently these two factors are more important than the perception of job stress on job satisfaction.
Influence of Job Satisfaction on Staff Turnover
The feeling of the employees about various characteristic of their job is job satisfaction. The term job satisfaction illustrates how pleased a person is with her or his job. The individuals who are more contented with their jobs are more satisfied.
For the research a total number of 1000 members were contacted out of which a total of 836 respondents put forward their ideas and responses. The conclusions of my research work is very significant since they are able to render constructive info for organizations to develop job satisfaction and job performance by committing more concentration on the relationship management, both among supervisors and subordinates and between subordinates.
If the turn-over rates and performance within an organization is imbalanced, then it can be said to directly relate to several dimensions. This is inclusive of the individual beliefs, internal and external environment. One of the often concepts which are not examined are related to information and how this affects the attitudes and beliefs of individuals and the culture.
A study of the available literature showed a significant lack of research work interlinking the notions of emotional intelligence and its role in the effective functioning of a senior educational administrator. There are also few research works that integrate issues of higher education administration with the theories of emotional intelligence.
The purpose of the study was to explore the relationship between job satisfaction and perceived efficacy among South Dakota public school special education administrators. The research methods and procedures described in Chapter 3 were employed to collect data and answer the seven research questions.
The author of the paper studies the definition of satisfaction. Namely, some terms connected to the study are given. Locke, for instance, defined job satisfaction as "a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences". While Spector looks at it as a psychological variable that is related to the feeling of an employee about one's job.
66 Pages(16500 words)Dissertation
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