Relationships Between Emotional Intelligence and Individual Workplace Performance

Author

Tina Bauer Goldsmith, Lynn University

Date of Award

8-2008

Document Type

Dissertation

Granting Institution

Lynn University

Degree Name

Doctor of Philosophy (Ph.D.)

Degree Program

Global Leadership - with a specialization in Corporate and Organizational Management

Department

College of Business and Management

First Advisor

Dr. Robert Riedel

Second Advisor

Dr. Jill S. Levenson

Third Advisor

Dr. 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.

Comments

This dissertation was digitized from the printed and bound volume in the summer of 2017. To protect privacy and copyright, this PDF may contain redacted pages, personal information, and/or signatures. For a complete, unedited version of the volume, please contact the University Archives.

Recommended Citation

Goldsmith, T. B. (2008). Relationships Between Emotional Intelligence and Individual Workplace Performance [Doctoral dissertation, Lynn University]. SPIRAL. https://spiral.lynn.edu/etds/255