Total Interpretive Structural Modeling of Emotional Intelligence at Workplace

Total Interpretive Structural Modeling of Emotional Intelligence at Workplace

Irameet Kaur (The Northcap University (Formerly ITM University), Gurgaon, India) and Charu Shri (The Northcap University (Formerly ITM University), Gurgaon, India)
DOI: 10.4018/IJAMSE.2015070101
OnDemand PDF Download:
No Current Special Offers


In today's competitive scenario, the increasing work stress and responsibilities demand efficient management of emotions while dealing with others at workplace. The concept of emotional intelligence (EI) of employees is hence gaining critical importance in maintaining effective workplace relationships and increased performance. To gain a deeper insight about the concept of EI, it becomes important to understand the major variables that influence it and their mutual interplay for enhancement of employee EI. Based on literature inputs and expert views, eight most important variables influencing emotional intelligence have been identified and a hierarchical model has been developed. The approach of TISM (Total Interpretive Structural Modelling) has been used to conceptualize the model which provides a practical structure of variables of emotional intelligence that can aid in decision making processes for performance management. The paper is a significant leap towards understanding the strategic structure of emotional intelligence of employees at workplace.
Article Preview

2. Theoretical Background

EI continues to be an interest area for the researchers and has been studied in varied contexts and relationships worldwide (Ashkanasy and Daus, 2002; Montemayor and Spee, 2004; Ilangovan, Rozell and Scroggins, 2007). For identifying the various elements or variables of EI, it would be beneficial to recapitulate the understanding of the EI concept as put forward by various researchers. The term EI has evolved from a simple concept of Social Intelligence (Thorndike, 1920) to more complex terms comprising emotional competence, maturity and sensitivity (Singh and Chadha, 2003). However, the credit for popularizing the concept of EI has been given to Goleman (1995). He has viewed EI from a mixed perspective and defines it as “capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions well in ourselves and in our relationships.” He stresses strongly posits that IQ contributes only 20% to our success but it is mainly our EI that determines success in our chosen goal. He describes EI as a composition of five elements: self-awareness, self-regulation, self-motivation, social awareness (empathy) and social skills (relationship management).

Bar-On (1997) presented a non-cognitive view on EI and defines EI as “an array of non-cognitive capabilities, competencies and skills that influence one’s ability to succeed in coping with environmental demands and pressures.” He developed a measure of EI called Bar-On EQ based on self- report measures. EQ is what he calls as Emotional Quotient, parallel to the concept of Intelligence Quotient (IQ). In 1997, Bar-On and Parker described EI as an umbrella concept of non-cognitive capabilities, competencies and skills. Their model touched upon five broad areas: intra-personal skills, inter-personal skills, adaptability, stress management and general mood.

Complete Article List

Search this Journal:
Open Access Articles
Volume 8: 2 Issues (2021): 1 Released, 1 Forthcoming
Volume 7: 2 Issues (2020): 1 Released, 1 Forthcoming
Volume 6: 2 Issues (2019)
Volume 5: 2 Issues (2018)
Volume 4: 2 Issues (2017)
Volume 3: 2 Issues (2016)
Volume 2: 2 Issues (2015)
Volume 1: 2 Issues (2014)
View Complete Journal Contents Listing