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What is Emotional Dimensions of Human Resource Management

Chapter 5
Management and Marketing for Improved Competitiveness and Performance in the Healthcare Sector
The specific and practicable ways in which EI can be applied to HRM in HCOs is what this term focusses on. The practical ways in which managers’ emotional skills facilitate employee performance or employees’ emotional skills enhance organizational-outcomes is what this term implies. It should be noted that this definition should not be confused by the dimensional models of emotions wherein authors attempt to categorize emotions discretely along two- or three-dimensions of valence or arousal. This definition is specifically aimed at the applied end of EI within HRM.
Published in Chapter:
Use of Emotional Intelligence in Human Resource Management in Healthcare Organizations for Competitive Advantage: A Systematic Literature Review
Deeba Hasan (Indian Institute of Technology, Madras, India) and T. J. Kamalanabhan (Indian Institute of Technology, Madras, India)
Copyright: © 2021 |Pages: 35
DOI: 10.4018/978-1-7998-7263-4.ch005
Abstract
Recent years have seen escalating interest in the impact of emotions within organizations. However, research on the role of emotional intelligence specifically in the domain of human resource management in healthcare organizations has been ignored. This chapter compiles a comprehensive, systematic review of literature on the impacts of emotional intelligence in the healthcare sector spanning a period from 1960 to 2020. The authors aim to explore and raise pertinent questions about the impacts of emotional intelligence on healthcare outcomes, job stress, emotional labor, and linkages of emotional intelligence with a competitive advantage for healthcare organizations. A major contribution of this work is the proposal of a novel conceptual framework for the marketing of emotional intelligence in the healthcare sector. Literature gaps, relationships among works, and current trends are discussed.
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