Showing 7 results for Emotion
S. Dodangeh, S.a. Zakerian, M. Dehghani, S.m. Ghazi Tabatabaie, R. Pirmand,
Volume 6, Issue 1 (4-2016)
Abstract
Introduction: Emotional intelligence as the ability to understand and control feelings and emotions, and job satisfaction as positive attitudes of employees towards their jobs is amongst the effective indicators in the workplaces. Therefore, this research invetigated the effect of emotional intelligence of employees on their job satisfaction in one of the Oil refineries in Tehran.
Methods and Materials: This research is a practical and cross-sectional study. The statistical population consisted of 300 employees selected by stratified random sampling method. Bar-On questionnaire (90-item) and JDI questionnaire (70-item) were used in order to measure emotional intelligence and job satisfaction, respectively. LISREL8.72 software was employed to estimate causal effect between study variables and calculation of descriptive indices and comparison of variables were done by means of SPSS software version 18.
Results: According to results, there was a direct association between emotional intelligence of employees and their job satisfaction. In other words, the higher emotional intelligence, the higher rate of job satisfaction. Of the 15 sub-scales of emotional intelligence, Responsibility and Self-expression obtained the highest and the lowest scores, respectively. Furthermore, Supervisor and Salaries were ranked as the highest and the lowest valued subscales of job satisfaction. According to the results, employees job satisfaction level are improved in parallel to increase of education level and the maximum score of this variable was belonged to the age group of 30-45 years.}
Conclusion: Emotional intelligence, as a psychological variable, affects the worker's job satisfaction. Considering the direct relationship between these two variables, by training and increasing the emotional intelligence of employees, job satisfaction and consequently their efficiency and productivity can be improved in the workplaces.
Mojtaba Khosravi Danesh, Adel Mazloumi, Shaghayegh Zahraei, Abbas Rahimi Foroushani,
Volume 7, Issue 3 (9-2017)
Abstract
Introduction: Teaching has been reported stressful. Although, the majority of teachers aren’t anxious or unmotivated and they even consider their job valuable and satisfying. Job demands-resources (JD-R) is a comprehensive model in occupational stress domain that simultaneously examines the stressful and motivational aspects of occupations and their related outcomes. Accordingly, the objective of this paper is to investigate job characteristics of teaching (job demands and job resources) and their subsequent outcomes by utilizing proposed model.
Material and Method: This study was a cross-sectional design among 247 high school teachers in Tehran city who were selected by two-stage cluster sampling in spring and summer of 1391. Three aspects of job demands (pupil misbehavior, work-family conflict, and cognitive demand), 2 aspects of job resources (supervisory support and job condition), emotional exhaustion, vigor, teacher’s illness symptoms, and organizational commitment were assessed using job demands-resources model. The data were analyzed by means of SPSS 21 program and path analysis by using AMOS 23 program.
Result: According to the results, model fit indices were in acceptable range and all the coefficient paths were significant (p<0.001). Considering model, Job demands were a better predictor for emotional exhaustion (β=0.3) than job resources (β=0.2). However, they had an equal but opposite impact on vigor (β=±0.27). Moreover, we observed partial mediation relationships between job demands and illness symptoms and job resources and organizational commitment via emotional exhaustion and vigor respectively.
Conclusion: Based on the findings, fostering initiatives with priorities of firstly regulating job demands and secondly improving job resources can be effective strategies to reduce job related burnout and promoting job engagement, health and organizational commitment of teachers
Morad Rezaei Dizgah, Fardin Mehrabian, Mohsen Jani Pour,
Volume 8, Issue 1 (4-2018)
Abstract
Introduction: Job Satisfaction is a perception that improves employees’ productivity, motivation and empowers them. Therefore, recognizing the factors affecting it and paying attention to emotional intelligence can provide the basis for increasing job satisfaction.
The purpose of this study was to investigate the effect of emotional intelligence on job satisfaction considering the mediator role of job burnout, emotional Labor, emotional inconsistency, personality deprivation and deficiency of individual success in the Staff of Guilan University of Medical Sciences
Material and Method: This research used descriptive and cross-sectional method. The study population included 413 staffs from the faculties of Guilan University of Medical Sciences. The sample was determined 200 people using Cochran’s formula. A standard questionnaire was used to collect data. Content validity was done for this questionnaire and also its reliability studied using Cronbach’s alpha coefficient. Descriptive statistics and structural equation modeling were used to analyze the data using Lisrel software.
Result: The results showed that emotional intelligence affects emotional inconsistency, emotional exhaustion, emotional Labor, job satisfaction, deficiency of individual success and deprivation of personality. Also, emotional inconsistency affects on emotional exhaustion, deficiency of individual success, job satisfaction and personality deprivation. In addition, the results show that emotional exhaustion affects deprivation of personality, deficiency of individual success and job satisfaction and finally, the deficiency of individual success affects job satisfaction.
Conclusion: Considering the relationship between job satisfaction with job burnout, emotional intelligence and emotional inconsistency, it would be helpful for managers to implement programs to increase employee satisfaction and self-efficacy and provide a context for reducing job burnout.
Elmira Vaziri, Marziyeh Zakeri, Alireza Rajabipoor Meybodi,
Volume 10, Issue 1 (3-2020)
Abstract
Introduction: Nurses, in comparison with other occupations, expose higher job stress; therefore, satisfaction in this job and its characteristics is very important. The purpose of this study was to investigate the effect of occupational characteristics on job satisfaction and job stress with the mediation of emotional work among nurses in Shariati Hospital, Isfahan City.
Materials and Methods: This cross-sectional study was conducted among nurses of Shariati hospital in Isfahan city, in 1397. The population in this study was 180 people selected by Morgan method at about 118 nurses. The data were collected using the job characteristics, job styles, job satisfaction and emotional work questionnaires. The SPSS Ver. 20 and Smart pls 3.2.6 software were used for data analysis.
Results: According to the results, the dimensions of job characteristics such as importance, identity, independence, feedback, and verity of skills on job satisfaction were obtained. Also, the occupational stress by mediating emotional work (superficial and deep work), based on statistical results ( t-test), the value of 8.589 statistics for the impact of occupational characteristics on work emotional, the 6.381 effects of emotional work on job satisfaction and value of 17.382 for significant effect on emotional work on job stress were efficiently achieved with positive effect.
Conclusion: Based on mediating emotional work, the Job characteristics have a positive and significant effect on the nurses’ job satisfaction and job stress. Therefore, the hospital managers should pay more attention to the characteristics and satisfaction of job stress and emotion of the job. The management of job stress and job satisfaction was improved through the recognition of the features of work and emotional work as favorite policies.
Najmeh Ebrahimi, Leila Sadeghmoghadam, Fahimeh Hosseinzadeh, Narjes Bahri,
Volume 10, Issue 3 (8-2020)
Abstract
Introduction: Nursing Known as a stressful and overwhelming profession. Due to the stressful nature of the nursing job, nurses experience burnout more than any other occupation, which may affect the quality of health care. Emotional intelligence is one of the important predictors of psychological well-being and it plays an important role as a distinguishing factor for organizational performance and achievement of job success. The purpose of this study was to determine the relationship between emotional intelligence and nurses' personal and occupational characteristics.
Material and method: In this cross-sectional analytical study, 135 nursing staff working in Gonabad hospitals was selected through a census sampling method. Written informed consent of nurses and working in hospitals of Gonabad city were the inclusion criteria and Failure to complete the questionnaires or the questionnaire being confounded or withdrawal from the study was considered as the exclusion criteria. They were evaluated by Shirring Emotional Intelligence Questionnaire and Demographic Information Form. The research data were analyzed using SPSS software version 16, Chi-square test, one-way ANOVA and Pearson correlation coefficient. The significance level was less than 0.05.
Results: In this study72.6% of participants were women. The majority of nurses were married (81.5%) and 87.4% of nursing staff had high emotional intelligence. In this study, there was no significant relationship between individual characteristics and emotional intelligence, but there was a significant association between job characteristics, job shift (P = 0.03) and employment status (P = 0.03) with total emotional intelligence. The results showed that there was a significant relationship between social consciousness with education level (p = 0.019) and employment status (p = 0.001) and there was a significant relationship between social skills with work shift (p = 0.003) and nurses' marital status (p = 0.007)
Conclusion: According to the findings, considering the appropriate job shifts for nurses and formalizing them to create a strong organizational commitment to take benefit of nurses with higher emotional intelligence and this leads to improved performance of nurses.
Elahe Allahyari, Abdollah Gholami, Morteza Arab-Zozani, Hosein Ameri, Negin Nasseh,
Volume 11, Issue 3 (9-2021)
Abstract
Introduction: These days, there is a consensus that emotional intelligence plays an important role in the success of individuals in different areas of life. Persons with higher emotional intelligence had lower stress in dealing with demands and pressures in the workplace. The purpose of this study was to use artificial neural network to predict job stress and to compare the performance of this model with the multivariate regression model.
Material and Methods: In order to do that, 892 participants were selected randomly in different job categories. Then, 15 dimensions of Bar-On questionnaire, 10 job categories, age and education were considered as input variables and 7 dimensions of health and safety executive HSE were determined as output variables in models.
Results: The results revealed that an artificial neural network with hyperbolic tangent and sigmoid transfer functions respectively in hidden and output layers with 375 hidden neurons had significantly better performance than multivariate regression. So that, correlation of predicted values and job stress were only between 0.192-0.364 in regression model, but neural network had at least correlation 0.527 in all dimensions of job stress.
Conclusion: In predicting job stress using emotional intelligence, artificial neural network method was much better than multivariate regression model.
Zahra Ghanbari, Seyed Abolfazl Zakerian, Alireza Choobineh, Mohammad Nami, Faramarz Gharagozlou,
Volume 12, Issue 4 (12-2022)
Abstract
Introduction: Cognitive emotion regulation (CER) strategies define as cognition-based responses according to emotion-eliciting experiences that can change the type and severity of individuals’ reactions and behaviors. This modification may positively or negatively affect cognitive performance and therefore, it is a defining issue in the workplace. Notably, industries such as combined cycle power plants need to hire staff with a high cognitive ability to perform their duties in a highly efficient way. Since CER is of great importance for overall health and cognitive performance, we aimed to evaluate the state of CER among control room operators (CROs) in the Fars combined cycle power plant.
Material and Methods: The CER questionnaire (CERQ) measures nine cognitive coping strategies (i.e., self-blame, other-blame, rumination, catastrophizing, positive refocusing, planning, positive reappraisal, putting into perspective, and acceptance) that are followed when an individual confronts negative events. The CERQ (short version) was administered to 57 male CROs at the Fars combined cycle power plant. The questionnaire also collected demographic data. Statistical analyses were performed using SPSS Version 25.0. For the normality test, Shapiro-Wilk was the method of choice.
Results: Results of the CERQ scoring showed that the median with interquartile range (IQR) in appropriate and inappropriate categories were 3.50 (3.30-4.00) and 2.62 (2.25-3.06), respectively. Of note, age (39.07 ±6.19) and work experience (14.49±6.26) were not significantly correlated with the results of CERQ.
Conclusion: Taken together, adaptive cognitive strategies (acceptance, positive refocusing, planning, positive reappraisal, and putting into perspective) were reported to be used more often than less adaptive strategies. In general, staff strategies were appropriate while facing a negative event. Although assessing CER in high-demand workplaces is necessary, factors such as managerial styles, job engagement, job satisfaction, and larger sample size should be further studied.
