A Proposal on Emotional Intelligence and Job Satisfaction of Lecturers: An Assessment of the Relationship (a Case Study of the University of Lagos)

A Proposal on Emotional Intelligence and Job Satisfaction of Lecturers: An Assessment of the Relationship (a Case Study of the University of Lagos)

Chapter One

Objective of the study

The main objective of the study is to investigate emotional intelligence and job satisfaction of lecturers: the implication of relationship. The specific objectives of the study are;

To find the relationship between emotional intelligence and job satisfaction among lecturers respect to age
To find out the relationship between emotional Intelligence and job satisfaction among lecturers according to teaching experience
To find out the relationship between emotional Intelligence and job satisfaction among lecturers respect to qualification

Chapter Two

Review of related literature

Emotional intelligence

The term Emotional Intelligence was reportedly used for the first time by Wayne Payne (1986). He developed the term Emotional Intelligence in his doctoral thesis, ¨A study of emotion: developing emotional intelligence; self-integration, relating to fear, pain and desire¨. In his paper, Payne wanted to study and discover the nature and characteristics of emotion and emotional intelligence, to state a ¨theoretical and philosophical framework¨ after he discovered that the world was suffering from ¨emotional ignorance¨ (p. 23), where many of the problems society was facing were related to emotional states like depression, addiction, fear, pain, etc. He realized that courses where the nature of emotions and emotions themselves were taught did not really exist. His work served as a basis for the next researchers who emerged on this field. Wayne Payne’s assertions opened a new area where enormous findings were to be made. In his dissertation, Payne sought to create a guidebook to help individuals develop emotional intelligence as he highlighted in the introduction of his work. The way he approached emotional intelligence can be summarized in three main areas. The first area targets ¨raising important issues and questions about emotions¨. The second area would be ¨by providing a language and framework to enable us to examine and talk about the issues and questions raised¨ while the last area was to clarify ¨concepts, methods and tools for developing emotional intelligence¨ (Payne, 1986, p. 23). After Payne’s work numerous authors decided to develop and study the term further. Peter Salovey and John D. Mayer, continuing with Wayne Payne’s work, used again the term ‘Emotional Intelligence’ in 1990 when they stated that EI is “a form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action” (Salovey & Mayer, 1990, p. 189). They realized that humans need to be able to process their own emotions and the emotions of others. In this way, those who achieved high levels of emotional intelligence could take advantages for themselves and others in many different ways in almost every aspect of life. However, it was not until 1990, when Daniel Goleman published his book ¨Emotional Intelligence, why EI matters more than IQ¨ that the concept of EI became part of society´s culture and started to be applied worldwide (Goleman, 1998). Goleman’s aim with his book, as he writes on his website (Goleman, n.d.), was to hear two strangers having a conversation where EI was brought up and they would both know what it meant. As he later recognizes, ¨little did he know¨ about the impact EI had. The critical acclaim EI and his book would garner over 5 million copies sold and the book translated to more than 30 languages. But the biggest surprise for Goleman was the ¨impact it had in the world of business¨, especially in the areas of ¨leadership and development¨ later to be developed in this work (para. 14). In Goleman´s own words, before introducing his work in the market, IQ was established as ¨the standard of excellence in life¨ but there he was with a ¨new way of thinking about the ingredients of life success¨ (para. 2). The Harvard Business Review (as cited in Goleman, n.d.) defined EI as ¨one of the most influential business ideas of the decade¨, being ¨a ground-breaking, paradigm-shattering idea¨ (para. 14).

Emotional intelligence, job satisfaction and organizational commitment have been viewed as crucial to organizations (Asan, Aydin, Guney and Gulerryuz, 2008). Ensuring team’s Emotional intelligence is important because, emotional intelligence impacts positively on team performance (Juman, Rahman, Chisti and Naseer, 2011). This perhaps will enhance positive outcome and enable an employee to fit into the organization. Mayer and Salovey (1993) view emotional intelligence as overall innate abilities developed as a result of the interaction from the environments. Emotional intelligence is required in all organization with emphasis to academic profession. According to (Moghadam & Jorfi 2010) employees and managers who occupy higher level roles and responsibilities face stress that affects their Mood. But Dollah, Ajis, Yeo Suh-suh, & Ismail (2008) found that emotional intelligence mediated the effect of occupational stress on job satisfaction. Employees could cope with physiological and psychological stresses which may lead to higher job performance in the workplace; therefore they need to develop their skills in the area of interpersonal, intrapersonal, adaptability, stress management and general mood. Carmel (2003) argues employee designation on has no effects on emotional intelligence. However, employee experience and marital status has significant emotional intelligence. The work of Svarna, Geogiannis,, Trevellas (2013) revealed that emotional intelligence has influence on turn over intention and job satisfaction, this is because employees who can appraise and express their emotion are better understood and accepted by others. Gul Bhatti (2013) find that” men and women are equal on total emotional intelligence and there is no difference among employees of both government and non-government in emotional intelligence. Thus any team whether in government or non-government need high level of emotional intelligence which will eventually enhance high performance than low emotional intelligent teams (Juma, Rahman, Chishti & Naseer, 2011).

CHAPTER THREE

RESEARCH DESIGN AND METHODOLOGY

The researcher used descriptive research survey design in building up this project work. The choice of this research design was considered appropriate because of its advantages of identifying attributes of a large population from a group of individuals. The design was suitable for the study as the study sought to emotional intelligence and job satisfaction of lecturers: the implication of relationship.

CHAPTER FOUR

METHOD OF DATA ANALYSIS

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