Investigating the effect of emotional intelligence on the job performance of the employees of the General Department of Health Insurance of Tehran province

Dissertation for Master Degree (M.A)

Treatment: Human Resource Management

Abstract

Emotional intelligence means the ability to control one's own and others' emotions and emotions, accept the views of other people and control social relationships, and includes a wide set of skills and talents that are effective in the destiny and lifestyle of people. health of Tehran province. This research is a descriptive-survey type of research in terms of method.

The statistical population studied in this research is all the employees of the General Department of Health Insurance of Tehran Province, including 447 men and women, and the sample size was calculated as 112 people according to the Cochran formula.

The sampling method is simple random sampling, the emotional intelligence of employees is through the Siberia Schering questionnaire and the performance through the performance questionnaire based on Hersey's ACHIEVE model. and Goldsmith were measured. The reliability of the questionnaires was calculated using the Cronbach's alpha method for the two mentioned variables equal to 0.788 and 0.825, respectively.

The final findings of the research in spss software indicate that there is no significant relationship between emotional intelligence and its dimensions (self-awareness, self-regulation, self-motivation, social awareness and social skills) with the job performance of the employees in the general office under study. Finally, suggestions have been made that It can be of interest to managers, researchers and organizations. 

Key words: emotional intelligence, performance, employees, health insurance.

Emotional intelligence is another type of intelligence. This intelligence consists of knowing your feelings and using them to make appropriate decisions in life. It is the ability to manage your mood and mental state and control impulses. Emotional intelligence and logical intelligence are not mutually exclusive, many have a lot of both and many On the contrary, scientists seek to understand how these two phenomena complement each other, but in any case, psychologists now generally consider the share of logical intelligence to be 20% and the share of emotional intelligence to be 80% effective in the success of humans. Many researchers believe that if a person is emotionally capable, he can better face the challenges of life. Reason and logical intelligence argue for power, but the ability to predict the consequences of decisions comes only from emotional intelligence, scientists have come to this conclusion. They believe that a relationship can be started through logical intelligence, but its survival depends on emotional intelligence.

Performance is the completion of tasks assigned to human resources by the organization. When employees clearly understand and accept their role, their efforts will lead to high performance. The negative effects of low employee performance in the organization can be mentioned as creating disorder in the organization, increasing absenteeism and turnover, which ultimately leads to an increase in the costs of the organization and a decrease in productivity. Often, emotional intelligence scientists believe that in order to balance behavior, enjoy better performance in society or in an organization, or even within the family and married life, people must have intelligence and emotional intelligence and make proper use of both. Taking into consideration the aforementioned contents and the great role and importance of emotional intelligence in people's daily and working life, a research was selected and researched under the title of examining the effect of emotional intelligence on the job performance of the employees of the General Department of Health Insurance of Tehran province.

1-1- Introduction

Human resources from They are the most valuable assets of any organization; Because other factors such as technology, capital and the like depend on human power. Despite the new technical advances, no factor has been able to replace human power and man is still considered as a key factor in the organization, and according to this point, the management should try to know this capital properly and cultivate his power and talents and effectively mobilize them in advancing the goals of the organization.The goals of the organization only determine what set of work should be done, and in this regard, what is important in doing the work is the influence of the internal and external factors of the organization. Among the internal factors, the human resource factor is always considered as one of the most important factors. capabilities, skills, abilities, knowledge and All are indicators that affect the performance of human resources and consequently affect the performance of the organization. Therefore, the better the quality of human resources and the organizational roles and interactions are logically formed in line with the optimal use of human resources, the better performance of human resources can be expected. (Nikomram, 1385:1) Emotional intelligence is knowing and controlling one's emotions, empathizing with others and maintaining satisfactory relationships. In other words, a person with high emotional intelligence successfully combines the three cognitive, physiological and behavioral components of emotions (Chan et al., 2001: 61) Emotional intelligence explains why people with average IQ are more successful than those with much higher IQ scores. Traditional intelligence scales ignore a very important set of abilities that make people efficient in real life, such as self-awareness, impulse control, persistence, passion, self-motivation, and empathy. Therefore, emotional intelligence must be cultivated in all people, and education officials can use it to teach different people. After this, every day new dimensions of the applications of emotional intelligence in management, human resource management, and organizations become clear (Babaei and Momeni, 1384:20).

Emotional intelligence expresses what action is inappropriate in social relationships and in psychological-emotional exchanges and in special circumstances. Emotional intelligence is a subject that tries to describe and interpret the place of emotions and feelings in human abilities. It means that a person can always keep hope alive in himself in different situations, empathize with others, hear other people's feelings, ignore small rewards in order to get a bigger reward, do not let worry disturb his thinking and reasoning power, persevere in the face of problems and maintain his motivation at all times. The low performance of people is a problem that harms almost all people regardless of their status and position. The concept of emotional intelligence is currently related to a philosophy in organizations that wants to improve people's performance (Johnson and Indwick, 1999: 54). The importance of this discussion is not hidden to employees and officials of organizations and institutions that professional success is largely influenced by the factors that make up emotional intelligence. Some of the reasons for the importance of emotional intelligence in the workplace are very clear. In this case, we can refer to marketers who easily gain the trust of customers and discover their tastes easily. We can also refer to employees who are technically capable but are unable to get along with others and control stressful situations. Due to the importance of this in recent years, training programs have been organized in order to increase emotional and social capabilities in institutions and organizations. In these programs, the cultivation of skills such as self-awareness, empathy, perseverance, adaptability, efficiency and effective social relations have been noticed by experts (Kavosi, 1381: 66).

Hopefully, it will be a useful and worthy research and will make managers aware of the importance of this issue. The 20th century should without a doubt be considered the century of application of these changes in the work and industry scene, the result of which is the technology and industrial progress of the world today, but the speed of changes in the 20th century has been so fast that every decade should be considered as a century. Examining the changes of the various decades of the 20th century shows that the industrial emphasis in it has shifted from hardware to software, from quantity to quality, from attention and focus on machines and tools to humans, and from pure personal and organizational profitability to Global social and environmental interests advance