Emotional Intelligence Model for Managers in Turkish Banking Sector and an Application

Emotional Intelligence Model for Managers in Turkish Banking Sector and an Application

Burcu Hacıoğlu (Beykent University, Turkey), Pelin Şahin Yarbağ (Beykent University, Turkey), Ümit Hacıoğlu (Istanbul Medipol University, Turkey), Hasan Dinçer (Istanbul Medipol University, Turkey) and Türker Tuğsal (Beykent University, Turkey)
DOI: 10.4018/978-1-4666-7288-8.ch003
OnDemand PDF Download:
List Price: $37.50


This chapter explores the relationship between the emotional intelligence talents of bank and finance managers and employee job satisfaction. The chapter proceeds as follows: First, the authors carefully reiterate the theoretical review of job satisfaction and emotional intelligence literature. Second, the authors present the methodology, conception of the research, assumptions and limitations, measuring tools, surveys and research hypothesis used in their research. Third, the authors discuss their research findings. Finally, their research conclusions are presented. With regard to the appropriate estimation technique-regression analysis, the authors findings have demonstrated that interpersonal relationship has a significant impact on job satisfaction in the banking and finance sector. Contrarily, there is not any significant relationship between social intelligence and commitment to workplace in the banking, finance, education, computer, health, textile, automotive, electronics, or packing sectors. The contribution of this research shows that the social intelligence factor affects interpersonal relationships, working conditions and impulse control factors of banking and finance managers both directly and intensely.
Chapter Preview

Introduction And Background

Job satisfaction is generally conceptualized as sophisticated psychological construct that affects employee’s administrator, colleagues, salary, organizational policies, job health and safety or some kind of business related issues (Avery, Smillie, & Fife-Schaw, 2015). Luche defines the job satisfaction as “a pleasant or positive feeling that occurs with individuals job and job experiences” (cited in Anderson et al., 2001).

Job satisfaction is a consequence of hopes of a job, therefore it is nominative and depends on person. Satisfaction will be increase if the difference between hope and actual situation is low. Obviously, the important factor here is, which factor to the overall satisfaction of an employee is effective (Pan, 2015). Job satisfaction concept began to be explored in the 1920s and its importance was recognized in 1940s. According to Iscan & Timuroglu (2007), satisfaction means that providing the realization of something desired, reaching the hearts saturation, and can be defined as happiness occurs when the needs are met.

The most important characteristics that managers have to acquire in order to assure employees’ job satisfaction is, the communication in the working place as well as offering working suggestions that prevents negative factors such as tension and conflict. The most important factors that can be gained by improving emotional intelligence are known as adaption to change, accordance and behaving consistent during decision period (Arıcıoglu, 2002).

In this context, there is plenty of researches in the literature related with the emotional intelligence issue. Major studies in the literature have questioned employee citizenship and job satisfaction job satisfaction and employee turnover (Porter et al., 1974; Mobley, 1977), (Bateman, & Organ, 1983), EI and job satisfaction (El Khouly et al., 2011), job satisfaction and job performance (Judge et al., 2001; Pan, 2015), EI and leader member Exchange (Jordan & Troth, 2011), personality and job satisfaction (Avery, Smillie, & Fife-Schaw, 2015). Below are some of the latest empirical and theoretical researches imparted to literature.

Key Terms in this Chapter

Job Satisfaction: Job satisfaction is a positive feeling which is related with person’s job or/and job experiences. It expresses people’s pleasure with their job and all the factors about it.

Emotional Intelligence: Emotional Intelligence is a skill of perceiving, understanding, using and regulating own and others’ emotions so as to develop personal and social relations; moreover, overcoming problems.

Managerial Talent: Managerial talent is the ability to succeed the goals while providing happiness and wealth to employers and employees.

Social Intelligence: Social intelligence is a human skill like quantitative intelligence which enables negotiating complicated social relations.

Banking: Banking is a financial facility service that accepts deposits from people or/and institutions and lends these deposits to people or companies.

Complete Chapter List

Search this Book: