INTERNATIONAL JOURNAL OF MANAGEMENT (IJM) ISSN 0976-6502 (Print) ISSN 0976-6510 (Online) Volume 7, Issue 2, February (2016), pp. 682-689 http://www.iaeme.com/ijm/index.asp Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com International Journal of Management (IJM)
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EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT AMONG THE COLLEGE STAFF USING GENOS MODEL OF EMOTIONAL INTELLIGENCE B. Preethi Assistant Professor, Department of Management Studies, Chettinad College of Engineering and Technology, Karur Dr. S. A. Lourthuraj Associate Professor, Jamal Institute of Management, Jamal Mohamed College, Tiruchirappalli ABSTRACT The concept of Emotional Intelligence (EI) has recently attracted a great amount of interest from HR practitioners and academics alike. Emotional Intelligence (EQ) is a behavioral model that provides a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potential. The aim of the present study was to explore the relationship between emotional intelligence and organizational commitment among college staffs. To this end The Genos Emotional Intelligence Inventory or Genos EI, is a 70-item multi rater assessment and the questionnaire by Allen and Meyer were used to collect the data. The results generally indicated that there is a significant relationship between emotional intelligence and organizational commitment among the college staff. In other words, it can be said that employees with high emotional intelligence have also higher levels of the organizational commitment. In addition, it was noted that there is a significant relationship between the components of emotional intelligence and organizational commitment. Key words: Emotional Intelligence, Organizational Commitment, Management, College Staff Cite this Article: B. Preethi and Dr. S. A. Lourthuraj. Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence. International Journal of Management, 7(2), 2016, pp. 682-689. http://www.iaeme.com/ijm/index.asp INTRODUCTION Efficiency and development in any organization depends largely on the correct use of manpower. As organizations and enterprises grow larger it is also added to their problems. In relation to various issues, managers are constantly trying to control the employees. Although staff focus more on economic development issues today due to financial pressures in their jobs, but now staff are more interested in doing jobs where they have greater job autonomy and can feel valued. One of the major motivational issues that today is developed with a wide range in industrial and organizational psychology studies in the West is the issue of organization commitment (Esmaeili, 2002). Bennis (1966), mentions in the definition of the improvement of human resources in organization: “the 682 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication improvement of human resources in organizations is a complex educational method to change ideas, attitudes and values of employees, therefore the organization is able to contribute their new ideas, opinions and attitudes and by utilizing new technology can better cope with problems and changes”. Organization commitment is a kind of attitude, employment in an organization. Based on Allen and Meyer (2001) organization commitment as an emotional and psychological dependence to the organization, commitment as understanding the costs of leaving the organization and commitment to the task in order to remain in the organization as affective commitment are sorted as continued commitment and obligation or normative commitment, obligation (Allen and Meyer, 2001).One of the major factors that can contribute to creating a sound environment, increase organizational ethics, motivation and increase in production and productivity of the organization is the organization commitment (salami 2008).Given the current challenges in organizations, identifying the key factors to predict organization commitment as an individual needs has become a key issue. Theoretical and empirical evidence have shown that employees' perceptions about spirituality in the work place will help to expand the level of organization commitment. By increasing the level of commitment, people are more willing to work and thereby contribute to organizational performance (Rego and Ecunha, 2008). Porter (1974) has defined organization commitment as accepting the values of the organization and its involvement which is identified by three factors: first: strongly believe in the values and goals of the organization, second: tend to put more effort in achieving the organization's goals and third: strong desire to maintain and be a member of the organization (Ranjbaran, 1996) dependence and belonging feeling to the organization. Organization commitment is a psychological state which represents some kind of tendency, need and necessity to continue the employment in an organization. Based on Allen and Meyer (2001) organization commitment as an emotional and psychological dependence to the organization, commitment as understanding the costs of leaving the organization and commitment to the task in order to remain in the organization as affective commitment are sorted as continued commitment and obligation or normative commitment, obligation (Allen and Meyer, 2001). One of the major factors that can contribute to creating a sound environment, increase organizational ethics, motivation and increase in production and productivity of the organization is the organization commitment (salami 2008).Given the current challenges in organizations, identifying the key factors to predict organization commitment as an individual needs has become a key issue. Theoretical and empirical evidence have shown that employees' perceptions about spirituality in the work place will help to expand the level of organization commitment. By increasing the level of commitment, people are more willing to work and thereby contribute to organizational performance (Rego and Ecunha, 2008). Porter (1974) has defined organization commitment as accepting the values of the organization and its involvement which is identified by three factors: first: strongly believe in the values and goals of the organization, second: tend to put more effort in achieving the organization's goals and third: strong desire to maintain and be a member of the organization (Ranjbaran, 1996).Janmn and Oraily (1986), defined organization commitment and continuity as a means of emotional support for the goals and values of an organization, keep away from the values of an organization (Esmaeili, 2002). Lotonz and Shaveh (1992), suggest that the general attitude of commitment is an important factor for understanding organizational behavior and a good predictor of willingness to stay in the job. Commitment and dedication can leave a significant positive impact. Employees who have the dedication and commitment are more disciplined in their work, spend more time and work more in the organization (Esmaeili, 2002). REVIEW OF LITERATURE Emotional intelligence is considered as a factor that can affect individuals in organizational commitment. Academic intelligence alone cannot properly prepare people in the ups and downs of life, to deal with problems and is not necessarily a guarantee of prosperity, social character or happiness in life. In fact, 20% of people’s success depends to their (IQ) and the rest depends on emotional intelligence and social intelligence. Emotional intelligence is a kind of Meta ability which specifies how we can use the rest of our skills to the best including the IQ. One of the advantages of (EQ) to (IQ) is the acquisition dimension which is easy to learn, evolve and improve. Salovey and Meyer's published the first formal definition of emotional intelligence in (1990) in this form “Ability to identify emotions of self and others, and the distinction between them and use this information to guide one's thinking and behavior”, the position of (EQ) in human is the amygdala in the limbic area of the brain stem near 683 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication the end of the loop, the amygdala acts as a reservoir of emotional memories. In fact, the hippocampus remembers only the facts and amygdala keeps emotional flavor of that fact (Hamedi, 2003). Excitement is a term that psychologists and even philosophers debate a lot about them for their precise meaning. In The Oxford English Dictionary, the sense of excitement is "any irritation or confusion in the mind, feelings of affection: any powerful or excited state of mind." Or in other words the excitement is a word that has connection with love, passion, hatred, etc. and thus the excitements of the positive and negative factors are evaluated in terms of their consequences. Simply it can be said, when a state of excitement occurs, changes occur in the body of the autonomic nervous system, the sympathetic and parasympathetic nervous system, plays an important role in making these changes. It is obvious that when we get excited, the internal changes of body appear as anger, fear, disgust, sadness, joy and surprises and this is due to the physiological changes that occur as a result of the activity of the nervous. In fact, all those emotions are impulses to act. Immediate plans to maintain a life that is deposited in our evolution. In the set of our emotions, each emotion plays a unique role that is identified by distinct symptoms of biology. With the advent of new methods to investigate the body and brain, researchers are excited about that how the body prepares for a completely different answer; more details are discovered every day (Goleman, 1999). Psychologists have attempted to thrill them clearly but they confronted with various difficulties. Some define the excitement as some sort of incentive and others define as a conflicting process of motivation. Another group defined excitement and emotion as physical changes, while others has introduced it as mind feelings that human reports its quality. Many people count excitement as positive or negative factors, for example if love and joy are good and positive excitements, anger and fear are known as bad and ugly excitement (Mohammad Parsa, 1997 quoted by Hasan pour, 2008). Goleman (1995) has argued that emotional intelligence is a different kind of intelligence, including the recognition of the sense of self and using it to make the right decisions in life. It is a psychological mood and impulse control desirable to handle. It is a factor that creates motivation and hope in the person at the time of failure of getting to the target. The mutual senses mean the consciousness of your feelings around you and the social skills mean being good with people and controlling self-emotions in relation to others and to encourage and guide them. He says the intelligence at best is a factor of only 20% of success in life and 80% of success is dependent on other factors and the fate of individuals in many cases depend on the skills of emotional intelligence. Emotional intelligence is linked with the ability to understand self and others (self and other analysis) interact with people and their compatibility with the surrounding environment. In other words no cognitive intelligence provides the expected success and measuring it as a measure of a person's ability to adapt and survive life in the world. Meyer and Salovy (1997) defined emotional intelligence as follows: emotional intelligence is the ability to perceive emotions, to access and generate emotions also thought to contribute to a better understanding of emotions and excitements also coordinated between emotions to provide emotional and intellectual promotion. Goleman (1999) uses the word emotion as a sense, thoughts, mental state and its specific biological and the personal desire to act on it. The number of known emotions considering as compounds, various minor changes and disturbances among them is known as hundred. In fact, there are countless subtle emotions that have no words to express them. Emotions are means of bodily intimacy with us and tell us what our body needs for good health and happiness. Emotions are designed over millions of years of gradual modification of human, to help succeed in life. If we do not listen to the message of our emotions we have provided for ourselves unhappiness, jeopardize the health and premature death (Stivehean, 2004, translation by Mousavi 2006). People with the highest levels of employment in psychology, law, medicine, engineering or banking are not only successful in their career. They are the happy, resilient and optimistic people and reserve source of professional leadership. In other words, to succeed in work we need something more than emotional intelligence. Emotional intelligence is the ability to inhibit negative emotions such as anger and suspicion and has more emphasis on the positive emotions such as trust and tolerance refers to behavioral school (Aghayar and Sharifi Daramadi, 2006). In a study by (Rezaeian and Keshtegar, 2008) the results showed that there is a significant relationship between emotional intelligence and organization commitment, thus, emotional intelligence is one of the important things that any organization measures, especially when any organization needs to assess the strengths and weaknesses of their manpower to change, the importance of this issue appears to be more. The future and success are for the organizations that efforts to develop and strengthen employees emotional intelligence. The future is 684 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication of those who possess superior communication skills. Human capital can properly lead organizational performance through employee toward benefit, sense of identity and pride (Aghayar and Sharifi Daramadi, 2006). In recent years with the development of strong empirical evidence the importance of using emotional intelligence in the workplace is achieved. Findings from hundreds of organizations and thousands Chief Executive Officers represents the importance of emotional intelligence. Each feature of emotional intelligence forms a field in human. The studies of Doctor Daniel Goleman show that approximately 90% of the difference between the performance of senior executives and ordinary organization managers depends on their emotional intelligence. Emotional intelligence is considered as an important issue in human resource planning, job profile, job interviews, recruitment, selection, development, management, relationship-customer, customer service, etc. (Aghayar and Sharifi Daramadi, 2006). Ghamari (2009) in a study on the relationship between emotional intelligence and organization commitment of employees of Islamic Azad University area 2 showed the results that there is a significant relationship between emotional intelligence and organizational commitment. The results of Naderi (2010) research, under the influence of training interpersonal skills of emotional intelligence on job satisfaction and organization commitment among female employees of Oil Company, showed that interpersonal skills of emotional intelligence has impact on organization commitment and job satisfaction. Keshavarz (2011) showed in a study entitled developing communication model of connection between emotional intelligence and organization commitment of the employees of sport organization of Tehran municipality, that emotional intelligence of managers has impact on employees’ organization commitment. Dayoldowu Akintola and Sunday Samson Babalola (2012) studied the relation of the impact of emotional intelligence on the behavior of workers (organization) in industrial organizations. The findings of this research showed an important correlation (significant) between emotional intelligence and job performance, job satisfaction and organization commitment and job entailed by the workers there. Therefore the main research question was: Is there a relationship between emotional intelligence and organization commitment among college staff. RESEARCH OBJECTIVES •
To examine the relationship between emotional intelligence and organizational commitment.
To examine the relationship between emotional intelligence and organizational commitment To analyze the relationship between the seven emotional intelligence dimensions (Emotional Self-Awareness, Emotional Expression, Emotional Awareness of Others, Emotional Reasoning, Emotional Self-Management, Emotional Management of Others & Emotional Self-Control) and organizational commitment
THE MEASURES Measuring Emotional Intelligence is multi-dimensional concept. There are three models that are commonly used in the literature (Caruso, 2004). These are “ability-based’ that measures the mental ability to do with emotions used by Mayer and Salovey, (1997). The second one is “trait-based” that focuses on socio-emotional traits such as “awareness”. Barr-on (1997) has used this model and finally the “competency-based” model that measures the set of emotional competencies and used by Goleman, (2001). However, for this study, Emotional Intelligence were measured on a scale provided by Genos (www.genos.com.au) developed by Palmer and Stough, (2001) and was based on Swinburne University Emotional Intelligence Test (SUEIT). The SUEIT, however, measures five components of EI. The Genos EI concise version consisting of 31-items yield a total EI score and were sub-divided into seven subscales. The SUEIT dimension “recognition and expression” was further subdivided into two of Genos’ version into emotional self-awareness and emotional expression. The emotional management component of SUEIT was subdivided into self-management and emotional management of others in the Genos’ instrument (Palmer, 2007). The selection of the Genos’ instrument is simply because of having sufficient face validity, easy to understand, relatively cheaper and require less time to fill-in the questionnaire. The below table further elaborates the seven subscales of the “Emotional Intelligence” scale.
685 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication The Genos model of emotional intelligence Factor name
Description
Emotional Self-Awareness
The skill of perceiving and understanding your own emotions
Emotional Expression
The skill of effectively expressing your own emotions
Emotional Awareness of Others
The skill of perceiving and understanding others’ emotions
Emotional Reasoning
The skill of using emotional information in decision making
Emotional Self-Management
The skill of managing your own emotions
Emotional Management of Others
The skill of positively influencing the emotions of others
Emotional Self-Control
The skill of effectively controlling your own strong emotions
RESULTS Table 1. Correlation between Emotional Intelligence and Organizational Commitment
Organizational Commitment
Emotional Intelligence
Pearson Correlation Sig. (2-tailed) N Pearson Correlation Sig. (2-tailed) N
Organizational Commitment
Emotional Intelligence
1
.966
106
.000 106
.966
1
.000 106
106
Table 1 results show that, the correlation between emotional intelligence and organizational commitment is 0.966 which indicate that a positive relationship exist between emotional intelligence and organizational commitment at 1% level of significance. On the basis of above result it can be inferred that the null hypothesis is rejected (i.e. There is no significant relationship between emotional intelligence and organizational commitment of the employees). And alternate hypothesis (i.e. there is significant relationship between emotional intelligence and organizational commitment of the employees) is accepted. Table 2 Correlation between Emotional Intelligence Dimensions and Organizational Commitment
Organizational Commitment
Pearson Correlation Sig.(2-tailed) N
Organizational Commitment
Emotional SelfAwareness
Emotiona l Expressio n
Emotiona l Awarenes s of Others
Emotio nal Reasoni ng
Emotio nal SelfManage ment
Emotio nal Manage ment of Others
Emotio nal SelfControl
1
.793
.741
.711
.787
.744
.758
.778
106
.000 106
.000 106
.000 106
.000
.000
.000
.000
686 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication In table 2 the organizational commitment has a high positive correlation with all seven dimensions of emotional (Emotional Self-Awareness, Emotional Expression, Emotional Awareness of Others, Emotional Reasoning, Emotional Self-Management, Emotional Management of Others & Emotional Self-Control). Self- awareness has a score of .793 which shows that there is positive correlation between self- awareness and organizational commitment. It has been further explored that Emotional Expression, Emotional Awareness of Others, Emotional Reasoning, Emotional SelfManagement, Emotional Management of Others & Emotional Self-Control are positively correlated with organizational commitment as value of r =.741, .711, .787, .744, .758, .778 respectively. Table 3 Organizational Commitment with respect to Total years of Experience Hypothesis: There is no significant differences between total years of Experience and Organizational Commitment.
Dimensions
Affective commitment
Continuance commitment
Normative commitment
Std. Sum of Deviation Squares
Experience
N
Mean
0-2
14
13.8571
2.82454
2-4
39
15.0513
2.68474
4-6
40
13.8250
3.38085
above 6
7
13.4286
2.22539
Total
100 14.2800
3.00195
0-2
14
13.3571
3.73357
2-4
39
15.1026
3.50034
4-6
40
13.8750
3.48026
above 6
7
13.5714
3.35942
Total
100 14.2600
3.53230
0-2
14
14.2143
2.93987
2-4
39
15.7179
3.51649
4-6
40
13.4000
3.58630
above 6
7
14.7143
1.70434
100 14.5100
3.49457
Total
df
Mean Square
39.059
3
48.347
107.707
F
Sig.
Result
13.020 1.465
.229
NS
3
16.116 1.303
.278
NS
3
35.902 3.130
.029
NS
From the ANOVA table it is found that Organizational commitment dimensions such as Continuance commitment, normative commitment are not different based on the Experience. But the Organizational commitment with regard to Affective commitment is different based on the Experience.
687 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication Table 4. Organizational Commitment with respect to Monthly Income Hypothesis: There is no significant differences between Monthly Income and Organizational Commitment.
Dimensions
Affective commitment
N
Mean
upto 10,000
26
13.9231
2.33106
10,001-15000 26
14.3462
3.13614
15001-20000
21
14.9048
3.19225
20001-25000
14
15.7143
2.39963
above 25001
13
12.3077
3.42502
100 14.2800
3.00195
26
14.2308
3.27790
10,001-15000 26
14.1538
3.86463
15001-20000
21
14.5238
3.41495
20001-25000
14
16.3571
2.92488
above 25001
13
11.8462
3.02341
100 14.2600
3.53230
26
14.8077
2.80027
10,001-15000 26
13.7692
3.69115
15001-20000
21
15.3333
3.32165
20001-25000
14
16.1429
3.00914
above 25001
13
12.3077
4.11065
100 14.5100
3.49457
Total upto 10,000
Continuance commitment
Total upto 10,000
Normative commitment
Std. Sum of Mean df Deviation Squares Square
Monthly Income
Total
90.993
F
Sig.
Result
4 22.748 2.697 .035 S
139.095 4 34.774 3.014 .022
S
131.186 4 32.796 2.891 .026
S
It is found that emotional intelligence of respondents is regard to Affective commitment, Continuance commitment, normative commitment are depends on the respondent. Since the significant value is less than 0.05.So it shows that it is different based on the income. CONCLUSION The end result of this study showed that the different dimensions of emotional intelligence and Organizational commitment has a significant relationship with the college staff so that the results showed that increasing the variable of interest can lead to increased organizational commitment of employees. According to a survey conducted by the hypothesis testing in this study, it was found that dimensions of emotional Intelligence can have a positive effect on organizational commitment of employees. The results show that emotional intelligence and organizational commitment has a strong connection with people who are committed to their jobs, than those with lower job commitment, and experience greater career success. For employees who are committed to the job or profession, tend to develop attitudes consistent with their commitment (Carson, Carson's, 1999) (Kesiler, 1971), emotional intelligence predicted organizational commitment. For people who are more conscious, more likely to choose a job that meets the needs, values and interests they match. This enables individual consciousness has not let his anger be an obstacle to the thoughts of others. With the increasing awareness of people about the symptoms that may harm their intellectual function, are more sensitive. 688 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 6510(Online), Volume 7, Issue 2, February (2016), pp. 682-689 © IAEME Publication With the increasing awareness of people about the symptoms that may harm their intellectual function, are more sensitive. Gradual learning skills to monitor and respond appropriately to the emotion and excitement, and improve communication in the workplace, increase productivity and reduce interpersonal problems REFERENCES [1] Aghayari, SA. And Sharifi Daramadi, P. (2006), intelligence Application in the realm of excitement. [2] Azghandi, A. andFerasat, F. and Memar, H. and Taghavi, V and Abolhasani, A. (2006) Validity and reliability of Emotional Intelligence questionnaires of Petrides and furnhum, Journal of Developmental Psychology (Psychology Iran). No. 10, page 167 [3] Farmer, L. (2011). Formulation of the relation between emotional intelligence and commitment of the sport organization of Tehran Municipality. [4] Hassanpour, N. (2008). The relationship between emotional intelligence and job satisfaction and employee creativity in Khuzestan Customhouse, MA Thesis University of Ahvaz. [5] Ismaili, K. (2002). Organizational commitment, Tadbir publication 112, page 104. [6] Khalili, A. (2011). The relationship between emotional intelligence and organizational commitment to small and medium enterprises in the private sector. Published in the International Journal of Business and Management. [7] Meyer, J. P., & Allen, N. J. (1991). A Three Components Conceptualization of Organizational Commitment. Journal of Vocational Behavior, 14, 224-247. [8] Meyer, J. & Allen, N. (1991). A three-component conceptualization of Organizational commitment. Human Resource Management Review, 1(1), 61-89. [9] Meyer, J., Allen, N., & Gellatly, I. (1990). Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations. Journal of Applied Psychology, 75, 710-720.97 [10] O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification and internalization on pro social behavior Journal of Applied Psychology, 71,492-499. [11] Porter, L.W., Steers, R.M., Mowday, R.T., & Boulian, R.V. (1974). Organizational Commitment, Job Satisfaction and Turnover among Psychiatric Techmans.‖ Journal of Applied Psychology, 19, 475–479. [12] Palmer, B., Walls, M., Burgess, Z. and Stough, C. (2001). “Emotional intelligence and effective leadership”, Leadership & Organization Development. Journal, Vol. 22 No. 1, pp. 5-10 [13] Rowden R.W. (2000). The relationship between charismatic leadership behaviors and organizational commitment, Leadership & Organization Development. Journal [14] Tsai M., Tsai C., Wang Y. (2011). A study on the relationship between leadership style, emotional intelligence, self-efficacy and organizational commitment case study of the Banking Industry in Taiwan. African Journal of Business Management Vol. 5(13), pp. 5319-5329, [15] Velmurugan V. & Zafar M.S. (2010). Influence of emotional intelligence on organizational Commitment. International Journal of Commerce and Business Management, 2(2) [16] Vakola, M., Tsaousis, I., & Nikolaou, I. (2004). The effects of emotional intelligence and personality variables on attitudes toward organizational change. Journal of Managerial Psychology, 19, 88-110. [17] Wright, T. A., & Crapanzano, R. (2000). Emotional Regulatory in Workplace: Anew Way to Conceptualiz Emotional Labor. Journal of Occupational Health Psychology, 5(1), 8594. [18] Zadel, A. (2008). Do Emotionally Intelligent Leaders Have More Satisfied Employees? International Journal of Management and Enterprise Development, 5(5), 590-608. http: // dx . doi. Org / 10.1504 / IJMED, 2008.019085
689 B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
