Date of Award

8-2008

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PHD)

Degree Program

Global Leadership - with a specialization in Corporate and Organizational Management

Department

College of Business and Management

First Advisor

Robert Riedel

Second Advisor

Jill Levenson

Third Advisor

Maureen Goldstein

Abstract

The intelligence quotients for intellectual ability or expertise in work environments are no longer leading factors in being hired or promoted (Cherniss & Goleman, 2001; Wolff, Druskat, Koman, & Messer, 2006). More recently, what appears to matter more importantly is competence for effective people management skills (Ashkanasy & Dashborough, 2003; Diggins, 2004; Douglas, Frink, & Ferris, 2004; Silberman, 2001; Wolff et al., 2006). One research question and five hypotheses were generated for the study to gain a better understanding of the relationships and factors contributing to emotional intelligence and individual workplace performance, and to elucidate which of the two emotional intelligence models in this study has better explanatory power for individual workplace performance.

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