View metadata, citation and similar papers at core.ac.uk brought to you by CORE European Online Journal of Natural and Social Sciences 2013; provided by Europeanwww.european-science.com Online Journal of Natural and Social Sciences (ES) vol.2, No. 3 (s), pp. 979-984 ISSN 1805-3602 Relationship between emotional intelligence and job satisfaction Farzaneh Setoodeh Nezad, Mohammad Reza Bahramzade Payame-Noor University, Mashhad, Iran Abstract ponents. Thus, we concluded that it is important to emphasize on individual behavior of people in order These days, we have found out the ability of to improve emotional intelligence for increasing job emotions in human life and we have found out role satisfaction. Meanwhile, among individual behav‑ of emotions in human activities. In recent years, lit‑ ior should more emphasize on self‑awareness and eratures gradually tend from logical intelligent to self‑confidence. emotional intelligent. Since 90th, this concept has been used in management research. Thus, if man‑ Keywords: Emotion, Emotional intelligent, Job, agers and clerks have higher emotional intelligence, Job Satisfaction, Clerks. they can mix emotions and positive feelings, solve problems, by choosing suitable strategies, omit Introduction available conflicts, and rise job satisfaction. Con‑ sequently, this research tried to investigate rela‑ All social sciences such as psychology science tionship between emotional intelligent and job have two types of history: Real and true and for‑ satisfaction. The sample study was clerks of wa‑ mal history and edited. Real history of all social ter organization in Mashhad and included a ran‑ sciences particularly psychology science back to the dom sample and sample determined based on Co‑ beginning of creation, i. e. the first and the second chran formula of 80 people. All of analyses did by human, namely Adam and Eve were created by the SPSS software and we used Excel software in or‑ Creator. However, official history and development der to draw the tables. We measured emotional in‑ of each science comes back to specific time and telligence and job satisfaction throughout using two land. Commence history of intelligence almost co‑ standard questionnaires. Questionnaire of emo‑ incides with independence of psychology’s history. tional intelligence had various questions which were based on 5‑point Likert scale (from 1‑strong‑ Emotional Intelligence ly agree, to 5‑strongly disagree). We tested normal‑ Emotional intelligence is a new achievement ity by K‑S test. Then, we used Pearson regression in of psychology and imports into management field order to investigate relationship between emotion‑ and it includes use of perceptions and emotions of al intelligence and job satisfactions. Based on result the people in making appropriate decision. Goleman of the research, significant relationship exists be‑ (1995) argued that emotional intelligence and the tween self‑confidence and job satisfaction. More‑ capacity of human knowledge helps to identify and over, as result of coefficient, regression is positive; control your and others emotions and motivation. the relationship is positive and significant. In other Furthermore, Goleman believe emotional intelli‑ words, by increasing self‑confidence of clerks, job gence is a skill which holder can be achieved through satisfaction will increase. We concluded that for im‑ self‑awareness, self‑regulation through mental self‑ proving emotional intelligence of clerks it is nec‑ control and improve it. Through public awareness, essary to pay attention to self‑confidence and self‑ we can understand their impact and the social skills awareness more than to the other factors; on the to behave in a way that others raised their spirits. other hand, two factors of self‑awareness and self‑ Mayer and Salovey, (1997) described emotion‑ confidence are related to individual behavior com‑ al intelligence as emotional promotion of knowl‑ Corresponding author: Farzaneh Setoodeh Nezad, Payame‑Noor University, Mashhad, Iran. E‑mail: [email protected] Copyright © Farzaneh Setoodeh Nezad, Mohammad Reza Bahramzade, 2013 European Online Journal of Natural and Social Sciences; vol.2, No. 3 (s), pp. 979-984 979 Social science section edge, perception and regulation as well as gener‑ significant relationship with mental factors. Some‑ al intelligence. However, this has to be harnessed to one who has job satisfaction can provide enjoyable contribute to the organization’s success. and emotional adjustment. Job satisfaction is not Results of research’s Carmeli (2003) indi‑ achieved by only factor, but a certain combination cate that emotional intelligence augment positive of different factors such as income, social work val‑ work attitude, altruistic behavior, work outcomes, ues, condition of work place, psychological comfort and moderate the effect of work family conflict and so on. and career commitment but not effect on job sat‑ Job satisfaction is two types: External and in‑ isfaction. ternal job satisfaction, job satisfaction is achieved Baron and Parker (2000) provided a model with from two resources. Pleasures feeling from work several factors. They believed emotional intelli‑ also achieve some progress and results. External gence is a set of capability and ability and skills with satisfaction is linked with conditions and job envi‑ outfit a person to adopt him/herself with successful ronment and is changing; however, internal factors environment in it. Furthermore, emotional intelli‑ are more persistent and stable than external factors. gence has 15 dimensions. They believed emotion‑ People are various in amount of job satisfaction. al intelligence, skills develop and change in dur‑ There has been numerous research and investiga‑ ing the period, and it can develop by education and tions about job satisfactions; however, basic concept modified programs like therapeutic techniques. of job satisfaction describes a clerk has numerous Watkin 2000 found about impact of emotion‑ needs, if most of the needs are provided, clerks will al intelligence and job improvement. Implication of be satisfied with job. emotional intelligence lead to develop and improve Researches in field of job satisfactions agree if process of job making decision and emotional in‑ level of job becomes lower, satisfaction will be lower. telligence also has direct impact on sale. Moreover, Although, money is important factor and main rea‑ people who have higher emotional intelligence have son of job satisfaction, there are other factors, which higher expert and performance. provide unfamiliar occupational like job mismatch, Finally, we used emotional intelligent con‑ lack of job interestingly, non‑permanent and lock of cept in field of human resources in organizations in progress. order to pay attention to emotional intelligence plus Self‑awareness and self‑esteem: special features. Therefore, we must pay attention Each person has conceptual distinct from oth‑ that logical emotion is not only tool in comparing er people and objects, this concepts and percep‑ people. Since, we must consider emotional capabil‑ tion is included our roles and our groups. Recog‑ ity and understand our feelings and others. There‑ nition ourselves is repeated in pioneering theory of fore, in this study emotional intelligence variable is professional development. In every age it has been used as independent variable and job satisfaction as emphasized that people know who they are, there‑ dependent variable. The sample study was clerks of fore, they can achieve their interests. water organization in Mashhad and included a ran‑ dom sample and sample determined based on Co‑ Job satisfaction and performance chran formula of 80 people. We measured emotion‑ One of controversial issue of job satisfaction is al intelligent and job satisfaction throughout using relationship between performance and job satisfac‑ two standard questionnaires tion. There are 3 attitudes about job satisfaction: N: Number of samples n=80 — Job satisfaction increases performance N: Total number of samples N=400 — Performance of job provides job satisfactions p=Chance of common trait p=0.5 — There is not intrinsic connection between q= The lack of a common trait q= 0.5 job satisfaction and performance; however, re‑ d= Chance of error d=0.05 ward is interfering variable. Z=1.96 Results of research indicate that the second atti‑ tude somewhat has been approved. Therefore, higher Job satisfaction performance leads to higher satisfaction. Whereas, Job satisfaction has complex and multiple con‑ the third attitudes that reward factor use as inter‑ cepts and it has significant relationship with men‑ fere variable between performance and job satisfac‑ tal, physical and social variable. Job satisfaction has tion. It means that job satisfaction is not as result of Openly accessible at http://www.european-science.com 980 Social science section performance. Literature of job satisfaction and per‑ sult of process of motivation. Based on this attitude, formance and it can be concluded that significant motivation is actions, behavior and power steering, relationship exists between two phenomena. In fact, meanwhile job satisfaction is Station or reward be‑ there is significant and reverse relationship exists havior. When member of organizations are satisfied between job satisfaction and performance. The two from job, they will have less absenteeism, turnover researches determined that job satisfaction is as re‑ and delays. Table 1. Distribution of respondents according to gender