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By Valentin Poenaru
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70 when reporting scales of beliefs and values, thus this was set as the minimum internal consistency that would be tolerated in the scales used in this study. 80, respectively) and the five-factor structure of the scale was supported by a confirmatory factor analysis. ’’ Additionally, participants were given an 11-item measure of emotional intelligence (Goleman, 1995). Emotional intelligence was measured by rating agreement with statements on a Likert-type five-point scale. Factor analysis indicated two major factors measured: social awareness of emotions, and emotional self-awareness.
Are employees evaluated and appraised differently because of emotional displays? Summary and Hypotheses The expression of emotions in the workplace as they relate to perceptions of performance has not been extensively studied. Previous research suggests that men and women may differ in the strength and frequency of observable behaviors associated with emotion. These behavioral displays are often associated with acceptable boundaries, and the literature suggests that it is not unreasonable to expect gender differences in the acceptability of emotional displays.
2006). Using tipping points of emotional intelligence and cognitive competencies to predict financial performance of leaders. ), 124–131. Boyatzis, R. , Cowen, S. , & Kolb, D. A. (1995). Innovation in professional education. San Francisco, CA: Jossey-Bass Inc. Boyatzis, R. , & Rhee, K. (2000). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In: R. Bar-On & J. D. A. Parker (Eds), Handbook of emotional intelligence (pp. 343–362). San Francisco, CA: Jossey-Bass.