Investigating the relationship between emotional intelligence and organizational commitment and job satisfaction of Isfahan governorate employees

Dissertation for Master's degree (M.A)

Trend: "Human Resources"

Abstract

The aim of this research was to investigate the relationship between emotional intelligence with organizational commitment and job satisfaction of Isfahan governorate employees. The statistical population consists of the official employees of the organization, the opinions of 254 of them were sampled. The data collected by the structured questionnaire was analyzed with the help of SPSS18 software. Investigations showed that emotional intelligence has a significant effect on job satisfaction and organizational commitment of employees of Isfahan Governorate. Also, there was a positive and significant relationship between emotional intelligence and job satisfaction. In addition, the existence of a significant relationship between emotional intelligence and organizational commitment of employees has been confirmed. By analyzing the details, it can be stated that emotional intelligence has a significant relationship with emotional commitment, continuous commitment, and normative commitment of employees on the one hand, and on the other hand, it has a significant positive relationship with satisfaction with the nature of work, satisfaction with supervision, satisfaction with colleagues, satisfaction with promotion opportunities, and satisfaction with income.

Key words: emotional intelligence, job satisfaction, organizational commitment, human resources management, employees of Isfahan Governorate

1-1 Introduction

According to the changes and developments of the present era, manpower has gained special importance compared to other resources of the organization. In fact, human capital is the most vital strategic element and the most fundamental way to increase the effectiveness and efficiency of the organization, and it will pursue the progress and development of the society.

Manpower committed to the goals and values ??of the organization is not only a factor for the superiority of an organization over other organizations, but it is considered a sustainable competitive advantage for many organizations. Scott [1] and Jaffe [2] (1999), proposed that the main source of competitive advantage for organizations is dedication, commitment quality and workforce ability. In fact, today, organizations are successful that have capable and committed employees, employees who emphasize on customer orientation and increasing productivity and, therefore, constantly improve work systems and processes.

Loyal and compatible manpower with the goals and values ??of the organization, who is willing to work beyond the duties stipulated in his job description, is considered an important factor in the effectiveness of the organization. The presence of such a force in the organization not only increases the level of performance and lowers the rate of absenteeism, lateness and desertion, but also makes the image and reputation of the organization appear appropriate in the society and provides the basis for its growth and development.

In this regard, many researchers today are looking for a deep understanding of the different factors that affect the satisfaction and commitment of specialist employees towards the organization, as well as benefiting from their maximum abilities. A review of the related literature in this field shows that, unfortunately, the influence of emotional dimensions in organizational behavior research has been largely ignored. Of course, some leadership theories have emphasized the importance of emotional and social intelligence for managers and leaders; But as mentioned before, there is little empirical evidence regarding emotional dimensions, including the emotional intelligence of employees and followers and its effect on their job attitudes and behaviors. Therefore, the present study has tried to add to this empirical evidence and measure the effect of emotional intelligence of employees, whose way of functioning and interaction plays a significant role in the efficiency and effectiveness of the organization, on increasing their organizational commitment and job satisfaction. 1-2 Statement of the problem.

Today's world is under the influence of deep and extensive changes that it has not seen since the beginning of the modern era. Rapid environmental changes cause many transformations that have significant effects on organizations. Accordingly, the importance of the human factor and his unique role as a strategic resource and designer and implementer of organizational systems and processes has found a far higher position than in the past to the extent that in advanced organizational thinking, human beings are referred to as the most important resource and asset for the organization. In this sense, today organizations are trying to achieve rapid growth, continuous improvement, efficiency, profitability, flexibility, adaptability, preparation for the future and a privileged position in their field of activity through educated human resources in the world for their survival, order and growth.Without these qualities, it is really impossible for organizations to be able to act competitively and effectively against the best (Shuller [3] and Jackson [4], 2001, pp. 253-239).

Therefore, appropriate standards and criteria should be established for the employment and maintenance of human resources so that by creating the necessary preparation, competence and morale, their abilities can be used; Because a satisfactory effort leads to more and more continuous commitment and finally to a better life of people and the development and progress of societies. Therefore, in this research, the two main necessities of the human factor, i.e. job satisfaction and organizational commitment, are addressed, which are among the main issues of concern to behavioral science and human resource management experts today. When a person has high job satisfaction, it means that he really likes his job, has good feelings about his job and values ??his job a lot (Maqimi, 1377, p. 383).

Job satisfaction increases the productivity of the person, commits the person to the organization, ensures the physical and mental health of the person, increases the morale of the person, is satisfied with life, and learns new job skills quickly. Job dissatisfaction reduces the morale of employees. Therefore, managers have the duty to continuously monitor the signs of low morale and lack of job satisfaction and take the necessary measures at the first opportunity.

The second attitude that is particularly important in organizational behavior and has received the attention of management scientists and experts is organizational commitment. The general attitude of organizational commitment is given as an important factor for understanding, understanding and predicting organizational behavior and as a predictor for the desire to remain in the job. The research conducted by Jenkins [5] (1993) has confirmed the view that there is a significant relationship between organizational commitment and employee turnover intention. The results of his studies showed that as the organizational commitment of employees increases, their intention to move from one organization to another will decrease.  The study of Konoski and Cropanzano [6] (1991), also showed that there is a positive correlation between organizational commitment and employee performance in the organization.

The idea of ??commitment is a main topic in management writings. This idea is one of the basic values; which the organization relies on and the employees are evaluated based on the criteria of commitment. Most managers believe that this commitment is absolutely necessary for the effectiveness of the organization. Managers are interested in examining organizational commitment. First, because organizational commitment is related to job satisfaction, absenteeism, and turnover, and secondly, this relationship is inverse (the higher the organizational commitment, the lower the absenteeism and turnover).

There is evidence that organizations are looking for high performance and human resources strategies to increase the commitment of their employees, which can provide them with more economic profit, from this point of view, employee commitment is a management concept that can have a competitive advantage and financial success. is considered important. In fact, commitment is considered as a key for competitive advantage.

Given the emphasis of research on increasing job satisfaction and organizational commitment, finding a way for this purpose will be considered an important issue. In this research, emotional intelligence is examined by examining various studies in this field.

For the first time in 1990, a psychologist named Salovey[7] used the term emotional intelligence[8] to express the quality and understanding of people's feelings, sympathy with others' feelings and the ability to manage moods.  In fact, this intelligence consists of knowing one's own and others' feelings and using them to make appropriate decisions in life. In other words, it is a factor that motivates a person in the event of failure, and by knowing high social skills, leads to establishing a good relationship with people.

According to the definition of Bar-An [9] (2000), emotional intelligence is a collection of emotional and social knowledge and abilities that effectively affects our overall ability to respond to environmental needs, and this collection includes the following items:

1. The ability to be aware of oneself, understand oneself and the power of self-expression

2. The ability to be aware of others, to understand others and the ability to express them 3. The ability to face strong emotions and control them in oneself

4. The ability to adapt to changes and solve problems of a social or individual nature.