A STUDY OF EMOTIONAL INTELLIGENCE AT A PUBLIC SECTOR UNIT IN BANGALORE

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1 A STUDY OF EMOTIONAL INTELLIGENCE AT A PUBLIC SECTOR UNIT IN BANGALORE Monica. M Research Associate, Acharya Institute of Technology, Bangalore Dr. L.Vijayashree Associate Professor, Department of MBA, PES School of Engineering, Hosur Road, Bangalore Abstract: Emotional intelligence refers to the ability to recognize and regulate emotions in ourselves and others. Emotional Intelligence (EI) is considered to be a very powerful tool to an employee to manage relationships and achieve success at work. The aim of this research was to study the role of emotional intelligence among the employees at Karnataka State Remote Sensing Application Centre (KSRSAC) and further this study investigates the relationships of demographic factors (Gender, age, Education level, marital status and Income) and emotional intelligence. The census method was adopted which includes all 120 employees at KSRSAC as sample. To assess the emotional intelligence, Researchers used Goleman s method, which includes 25 questions. In addition, some personal and social demographic data was gathered from the employees. Data were analyzed using SPSS-17 and descriptive and inferential statistics. The study explores the relationship of factors of EI within and also concludes that when age increases the social skills decreases. The result proves that the males have more EI compared to females at KSRSAC but the variation among the gender groups is less. KEY WORDS: Emotional intelligence, awareness, management, motivation, Empathy and Social skills. Volume:01, Number:03, Jan-2012 : RJCBS Page 15

2 Introduction: Emotional Intelligence (EI) refers to the ability to recognize and regulate emotions in ourselves and others (Goleman, 2001). Peter Salovey and John Mayer, who originally used the term "Emotional Intelligence" in published writing, initially defined emotional intelligence as: A form of 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 actions (Salovey & Mayer, 1990). Evolution of EI: Figure-1: HR Activity Goleman: A Mixed Model of Emotional Intelligence Daniel Goleman, a psychologist and science writer who has previously written on brain and behavior research for the New York Times, discovered the work of Salovey and Mayer in the 1990's. Inspired by their findings, he began to conduct his own research in the area and eventually wrote Emotional Intelligence (1995), the landmark book which familiarized both the public and private sectors with the idea of emotional intelligence. Volume:01, Number:03, Jan-2012 : RJCBS Page 16

3 Figure-2: Goleman identified EI Components the five 'domains' of EI as: 1) -awareness: awareness (SA) concentrates on one s vision, values & belief. SA examines one s emotions towards their performance and helps in decision making by using their values. SA also helps to identify one s strength and weakness & learn from experience, finally SA makes person to become more confident. 2) -management: management (SM) able to manage their stress by having positive attitude towards self and also others. managed people try to control their temper and able to perform under pressure and these persons can be trusted. 3) -Motivation: motivation (SMo) helps to increase the commitment in work. Motivated people are capable to take initiative to achieve the goals by taking up the new challenges at work place. 4) Empathy: Empathy (E) helps to understand the others behaviour and feeling and they will be open in their thoughts and try to be aware of their culture and work in diversified workforce.. 5) Social skills: Social skills (SS) indicate that people are capable of listening to others and also communicate effectively. SS influence, lead others and manage change and adapt to the situation by dealing with others emotions. Volume:01, Number:03, Jan-2012 : RJCBS Page 17

4 Review of literature: 1. Michael Gosling (2006) explains in his PhD Thesis Measuring emotional intelligence of managers in Singapore and the application of emotional intelligence for individual and organization effectiveness. An exploratory study that male respondents scored higher than did their female counterparts. And also proves that the EI abilities were independent of age by considering 3 age groups. 2. Pandey Hari Shankar (2010) in his journal paper Evaluating Characteristics & Emotional Intelligence among workers in organizations in the state of Rajasthan investigated the relationship between demographic variables and emotional intelligence among workers and shows the result that there was also significant difference in the emotional intelligence mean scores of male and female. 3. Mary Jo Jackson and Sharon Larisa Segrest Research in Higher Education Journal The effects of emotional intelligence, age, work experience, and academic performance paper found that the emotional intelligence was found to be positively associated with work experience and also emotional intelligence was not significantly associated with age and academic achievement. 4. Souvik Ghosh and Suvarna Chakraborty (The Journal of Business Perspective l Vol. 12 l No. 1 l January March 2008) in their journal paper Emotional intelligence: the next step in knowledge process outsourcing has done a comparative study between two companies. And shows that there exists a relationship between efficient synergistic determinants of emotional intelligence of knowledge employees and sustained competitive edge. This is proved by the level of importance attached to emotional intelligence in Company B where a more integrated and synergistic HR strategy was able to adapt to the expectations of knowledge employees faster than Company A. This journal paper also shows the importance of information sharing and communication among collaborators and business partners to handle the emotions of the employees better. And proves that flexible emotionally intelligent and mature leadership helps achieve faster growth rate. 5. Blair Kidwell, David M. Hardesty, Brian R. Murtha, & Shibin Sheng (Journal of Marketing Vol. 75 (January 2011),) in their research work Emotional Intelligence in Marketing Exchanges examined how sales professionals use emotions in marketing exchanges to facilitate positive outcomes for their firms, themselves, and their customers. The authors conduct three field studies to examine the impact of EI in marketing exchanges on sales performance and customer relationships. They find that EI is positively related to performance and finally the results indicated a complementary relationship between EI and cognitive ability in that EI positively influences performance at higher levels of cognitive ability. 6. The Emotional Intelligence and Leadership Study was conducted by Dottie Brienza (Consortium for Research on Emotional Intelligence in Organizations Leadership & EI at J&J). In his research, results showed that the highest performing managers have significantly more emotional competence than other managers. There was strong inter-rater agreement among Supervisors, Peers, and Subordinates that the competencies of -Confidence, Achievement Orientation, Initiative, Leadership, Influence and Change Catalyst differentiate superior performers. The high potential managers received higher scores in the emotional competencies by Peers and Supervisors, but not by Subordinates. Some gender difference was found, with Supervisors rating Females higher in Adaptability and Service Orientation, while Peers rated Females higher on Emotional -Awareness, Conscientiousness, Volume:01, Number:03, Jan-2012 : RJCBS Page 18

5 Developing Others, Service Orientation, and Communication. Direct reports scored Males higher in Change Catalyst. 7. Samuel O. Salami (2008) in his research paper Demographic and Psychological Factors Predicting Organizational Commitment among Industrial Workers investigated the relationships of demographic factors (age, marital status, gender, job tenure, and educational level), emotional intelligence, work-role salience, achievement motivation and job satisfaction to organizational commitment of industrial workers. 8. Cary Cherniss Graduate School of Applied and Professional Psychology Rutgers University Emotional Intelligence: What it is and Why it Matters Cary Cherniss, Ph.D. October 7, 1998 Bringing Emotional Intelligence To The Workplace The EI concept is a psychological one, it is important for I/O psychologists to understand what it really means and to be aware of the research and theory on which it is based. So in this presentation it brief about the history of the concept as an area of research and describe how it has come to be defined and measured. The research links emotional intelligence with important work-related outcomes such as individual performance and organizational productivity. 9. Fabio Sala, Ph.D Consortium for Research on Emotional Intelligence in Organizations EI Program Eval. Do Programs Designed To Increase Emotional Intelligence At Work? The recent and widespread interest in the importance of emotional intelligence (EI) at work (Goleman, 1995) has led to the development of programs that are designed to (1) educate people about the relevance of emotional intelligence in the workplace, (2) assess their relative strengths and weaknesses, and (3) provide a framework to develop and enhance their ability to interact with others with greater emotional intelligence (Boyatzis, 1999). This research will attempt to provide some evidence for the effectiveness of an emotional intelligence training program; specifically, whether participants scores on a measure of EI improve after exposure to a program designed to increase emotional intelligence at work. Increases in EI scores with both samples suggest that workshop interventions are effective at improving EI 10. Kathleen Cavallo, PsyD, Corporate Consulting Group and Dottie Brienza, MA The Emotional Intelligence and Leadership Study at J&J A study was conducted on three hundred and fifty-eight Managers across the Johnson &Johnson Consumer & Personal Care Group (JJC&PC Group) globally to assess if there are specific leadership competencies that distinguish high performers from average performers. Participants were randomly selected, then coded for performance rating, potential code, gender, functional group and regional area. Results showed that the highest performing managers have significantly more emotional competence than other managers. There was strong inter-rater agreement among Supervisors, Peers, and Subordinates that the competencies of -Confidence, Achievement Orientation, Initiative, Leadership, Influence and Change Catalyst differentiate superior performers. The high potential managers received higher scores in the emotional competencies by Peers and Supervisors, but not by Subordinates. Some gender difference was found, with Supervisors rating Females higher in Adaptability and Service Orientation, while Peers rated. Females are higher on Emotional - Awareness, Conscientiousness, Developing Others, Service Orientation, and Communication. Direct reports scored Males higher in Change Catalyst. 11. Steven B. Wolff, DBA*November 205, Emotional Competence Inventory (ECI) Volume:01, Number:03, Jan-2012 : RJCBS Page 19

6 The ECI is a 360-degree tool designed to assess the emotional competencies of individuals and organizations. It is based on emotional competencies identified by Dr. Daniel Goleman in Working with Emotional Intelligence (1998), and on competencies from Hay/McBer s Generic Competency Dictionary (1996) as well as Dr. Richard Boyatzis s -Assessment Questionnaire (SAQ).ECI has shown strong evidence for the assessment, development, and training of emotional intelligence. The Emotional Competence Inventory 2.0 (ECI) measures 18 competencies organized into four clusters: -Awareness, -Management, Social Awareness, and Relationship Management etc.the ECI is supported by very good reliability and validity evidence from research from a variety of worldwide organizational contexts. 12. Samuel Olayinka Salami Ph.D., senior lecturer, head of Department of Guidance and Counseling, Kampala International University; research fields: counseling psychology, personnel psychology and career development - SEPTEMBER 2010, Gender as a moderator of relation between emotional intelligence and career development The purpose of this study is to examine the relationship of emotional intelligence with career development and the moderating role of gender in the relationship. This study adopted a survey research design. Questionnaires were used to obtain data on emotional intelligence, career development and demographic factors from 485 secondary school students (male=255, female=230) randomly selected from 5 states in south western Nigeria. Data analysis included regressing career decision-making self-efficacy and career maturity on emotional intelligence and gender. Results indicated that emotional intelligence and gender predicted career development and gender moderated the relationship between emotional intelligence and career development. The implication of the findings is that counseling psychologists should assess the emotional intelligence of the male and female students when conducting career counseling. In addition, the findings suggest that the students need to be exposed to counseling interventions for enhancing their emotional intelligence. 13. Hossein Namdar, Mohammad Sahebihagh, Hossein Ebrahimi, Azad Rahmani-2008 IJNMR Autumn 2008; Vol 13, No 4. Assessing emotional intelligence and its relationship with demographic factors of nursing students. The aim of this research was to assess the emotional intelligence of nursing students and its relation with some personal and social. To assess the emotional intelligence, the research has used BarOn EQ-i, which includes 90 questions in 5 categories and 15 scales scoring in a range between 90 and 450. In addition, some personal and social demographic data were gathered from the students' educational files. Data were analyzed using SPSS-13 and descriptive and inferential statistics. The students' mean score of emotional intelligence was ± The research shows that there was no significant relation between emotional intelligence score and sex, education, and students' interest in nursing. However, there was a significant relation between emotional intelligence score and the students' satisfaction of their family socioeconomic status. 14. Mallika Dasgupta, Research Scholar, Department of Applied Psychology, University of Calcutta Emotional Intelligence emerging as a significant tool for Female Information Technology professionals in managing role conflict and enhancing quality of Work Life and Happiness ASIAN JOURNAL OF MANAGEMENT RESEARCH Volume:01, Number:03, Jan-2012 : RJCBS Page 20

7 Studying the role of Emotional Intelligence in managing Role Conflict and enhancing Quality of Work Life and happiness among female IT Professionals, female IT professionals have been found to be benefiting from their level of EI in achieving a work family life balance and experiencing a higher Quality of Work Life and experiencing an enhanced level of happiness. The research shows that that EI does bear a negative relationship with Work Family Role Conflict and a positive relationship with QWL and Happiness. the fact that Emotionally Intelligent people are highly motivated and thus, meet their role demands without experiencing much stress. 15. Neerpal Rathi and Renu Rastogi, Journal of the Indian Academy of Applied Psychology October 2009 Assessing the Relationship between Emotional Intelligence, Occupational -Efficacy and Organizational Commitment The purpose of this study is to explore the relationship among Emotional Intelligence (EI), occupational self-efficacy, and organizational commitment. Data were collected 120 employees working in various organizations in India. A positive and significant correlation is observed between EI and occupational self-efficacy (p< 0.01), whereas a positive relationship (not significant) is observed between EI and organizational commitment. Moreover, a low positive association is found between occupational self-efficacy and organizational commitment. The research implies that EI and occupational self-efficacy are related with a variety of organizationally desirable outcomes. The results of this study indicate that EI significantly predicts occupational self-efficacy in such a way that employees with a high level of EI exhibit a high level of occupational self efficacy. 16. K.V.Petrides Adrian Furnham, Department of psychology, University college, London, The Journal of social psychology 2004, Estimates of Emotional and Psychometric Intelligence: Evidence for Gender- Based Stereotypes The research has considered the hypothesis that men would give higher IQ but lower EI self estimates than the women and that participant, regardless of gender would rate their father as higher on IQ but lower on EI than their mothers. The result in this research paper confirmed that the hypothesis view that people perceive psychometric intelligence as a primarily masculine attribute in contrast with EI, which they perceive as a primary feminine attribute. The result also showed that the intensity of the stereotypical perception of 9 attribute diminished when the authors asked participants to estimates their score. Research Methodology Questionnaire method has adopted to collect data from the respondents. Descriptive research was adopted for the sample size of 120. The data was collected from all the 120 employees in the given time frame at KSRSAC. Census survey was used to collect data. Primary data was collected from the employees working at KSRSAC, Bangalore, using well structured questionnaires. Likert scale was adopted in designing the questionnaire & both open and closed ended questions were used. Secondary data has collected from the company websites, journals, white papers etc. The Objectives of the Study The purpose of this study was to investigate the relationship of some demographic factors (age, gender, education level, and Income) and emotional intelligence The ability to manage feelings, generate confidence and trust among the workers during the process of developing them in order to achieve the organization s Volume:01, Number:03, Jan-2012 : RJCBS Page 21

8 objectives and goals is one of the other aspects of EI that has been found to be important. In this context, the objectives are as follows. 1. To find relationship between the factors/dimension of EI. 2. To find relationship between the factors of EI and Demographic factors. 3. To find the impact of various demographic factor with EI Factors. The following three hypotheses have been formulated for this study: Hypothesis1: There is a significant relationship among the factors of EI Hypothesis2: There is a significance relationship between the factors of EI and Demographic factors Hypothesis3: There is a variation among demographic factors and factors of EI Analysis: Objective1: To find relationship between the factors of EI Hypothesis1: There is a significant relationship among the factors of EI Result: Table 1: Correlations Awareness Management Motivation Empathy Social Skills Pearson Correlation Awareness Management Motivation Empathy Social Skills * Sig. (2-tailed) N Pearson Correlation ** Sig. (2-tailed) N Pearson Correlation.224 *.331 ** Sig. (2-tailed) N Pearson Correlation Sig. (2-tailed) N Pearson Correlation Sig. (2-tailed) N *. Correlation is significant at the 0.05 level (2-tailed). **.Correlation is significant at the 0.01 level (2-tailed). From the above table: 1, There is a correlation between self awareness and self motivation with significance level of and correlation between self motivation and self management with significance level 0.00 The 2 factors of EI are highly positively correlated. I.e. there is significance relationship between self motivation and self management (0.00) and self awareness Volume:01, Number:03, Jan-2012 : RJCBS Page 22

9 and self motivation (0.014). The most of the factors are positively correlated with out significance. The research proves that all the factors of emotional intelligence are positively correlated with one another. awareness and management are positively correlated with motivation, this means once a person is fully aware of one s own self and cam manage him/her, and it increases the level of motivation inside the person too. Social skills are positively significant correlated with empathy. The research proves that if a person increases Social skills then viewing the problems of others in others point also increases (Empathy). Refer the table no. 1, on the whole all the factors of EI are positively to one another. Objective2: To find relationship between the factors of EI and Demographic factors Hypothesis2: There is a significance relationship between the factors of EI and Demographic factors (Age and income) Result: awareness is negatively correlated with age and significantly positively correlated with income. The result proves that when is less, KSRSAC employees have more awareness level towards them self and when they grow old this awareness decreases. The result proves that people might be fully aware of their strength and weaknesses when they are old. In case of income, the result of the study proves that when the income increases, self awareness significantly increases; the income factor is associated with employees experience and gets more income. He/she needs to know more about their strengths and weaknesses and also need to be self confident. The research concludes that as the employees income increases there self confidence increases and they will try to assess themselves by knowing their strengths and weakness. This study proves the concept that income and self awareness are positively correlated. The management is positively correlated with age and income but with no significance, likewise the result also shows that self motivation is positively correlated with age and income but with no significance. The empathy is negatively correlated with age but there is no significance and empathy is positively correlated with income factor with no significance. The social skill is negatively correlated with age with 5% level significance. The result proves that as age increases the social skills among the employee s decreases. Aged persons have experience in their work life. So people try to learn from their experience rather from others. The social skill is negatively correlated with income with no significance. (Refer table no 2) This means that people with more age are less communicative and they are not able to manage the changes and least bother about the others emotions. Table 2: Correlation Correlation Age Income Awareness--Pearson Correlation Significance *.025 Management--Pearson Correlation Significance Volume:01, Number:03, Jan-2012 : RJCBS Page 23

10 Motivation--Pearson Correlation Significance Empathy --Pearson Correlation Significance Social Skill--Pearson Correlation Significance *->Significant Correlation Objective3: To find the impact of various demographic factors (Gender, age, Education qualification, marital status and Income) with the EI factors Hypothesis3: There is a variation among demographic factors and factors of EI Result: Awareness: Gender, education qualification level groups do not have variation with respect to self awareness factors, in case if marital status there is a significant variation across marital groups. This means between married, unmarried there is variation when asked about self awareness. Usually married person have a control on their emotions and examine their values when they need to take decision compared to unmarried. This concept is proved here. Management: Gender, education qualification level and marital groups do not have variation with respect to self management factors. The levels of temper, being positive, thinking capacity in pressure situation do not vary across the demographic groups in KSRSAC. Motivation: Between gender groups (male and female) there is no variation with respect to self motivation, which means that both take up challenges equally and take initiative, but in case of marital status, education level there is a no variation with respect to self motivation (refer table 5) we can understand that married have more self motivation than unmarried and widowed. This can be understood that married face more challenges in their life that unmarried and widowed. Table 7 shows that, UG employees have more self motivation that PG and others, which proves that young people love to take up challenges and are optimistic in their actions. Empathy: There is significant variation between education level groups with empathy factor (Refer table no: 3). between the education level (PG & above and UG) there is a slight variation, which means the understanding about others is more for UG people compared to PG & above people. There behaviours in the work place also vary and cultural awareness will also have slight variation between PG& above and UG groups which is also viewed in table no: 7 Social Skills: There is a significant variation between the education levels with that of social skills factor (Refer table no: 3). which means that the variation is there in communication and listening skills among the education levels. The conflict avoiding and managing the changing situation will be more for UG compared to PG & above employees at KSRSAC (Refer table no: 7)The UG employees are capable to work in teams. And manage their emotions in group. Table 3: Anova Volume:01, Number:03, Jan-2012 : RJCBS Page 24

11 Anova Gender Education level Marital status Awareness Sig F- Value management -- Sig F- Value motivation -- Sig F- Value Empathy -- Sig F- Value Social skills -- Sig F- Value Table 4: Mean and SD Gender * Emptional intelligence factors Gender: Awareness Management Motivation Empathy Social Skills Female Mean N Std. Deviation Male Mean N Std. Deviation Total Mean N Std. Deviation Table 5: Marital Status*emotional intelligence factors Marital Status: Awareness Management Motivation Empathy Social Skills Volume:01, Number:03, Jan-2012 : RJCBS Page 25

12 Single Mean Std. Deviation Married Mean Std. Deviation Widowed Mean Std. Deviation Table 7: Educational Qualification*Emotional Intelligence factors Educational qualification: Awareness Management Motivation Empathy Social Skills PG&Above Mean Std. Deviation UG Mean Std. Deviation Findings The research proves that all the factors of emotional intelligence are positively correlated with or less significant There is a significant relationship between the self awareness and the income factors, this shows that higher the income more will be the self awareness. The result proves that when there is increase in education level among the employees of KSRSAC, then there is increase in the self management and empathy in them. The result proves that the increase in the level of education increases the self motivation, which makes employee to be committed to work and take initiative without the supervision of others and will be achievement oriented, which is required to improve the performance of the employees at KSRSAC. The research concludes that the increase in the age decreases the social skills since the aged persons try to learn from their experience. The result proves that the males have more EI compared to females at KSRSAC but the variation is among the gender groups is less. Volume:01, Number:03, Jan-2012 : RJCBS Page 26

13 There is no variation among the age groups and the factors of EI lie between the age group of The increases in the income factor increase the factors of EI like self management, self motivation and empathy. Conclusion: Emotional Intelligence is more critical for employees at work place. From the research, The research conclude that there is a positive correlation among the factors of EI ( management, motivation, awareness, social skills and empathy) Gender: From the analysis, research concludes that there is a correlation between the factors of EI and Gender. The research proves that the males have more EI compared to females at KSRSAC. But the there is no much significant variation among the gender groups and EI. The female can improve their EI by managing personal and work life better. The male need to work on the few factors like self motivation and empathy to improve overall EI and The female can improve their social skills by interacting more with the colleagues and try to avoid shyness. Age: There is a significant relationship between EI factors and age factor. From the research, as the age increases the social skills decreases since aged people try to learn from their experience rather than from others. So the social skills can be improved by involving more in social gathering and team development activities. The research says that the overall EI factors lie between the age group of so the person above the age of 35 can improve their EI by undergoing training on EI and involving in the team development activities. Education qualification: There is a significant relationship between the education qualification and EI factors. The higher the education higher the self management, self motivation and empathy. This gap can be filled by learning from the well educated employees. The highly educated employees can give the feedback and suggestions so that even less educated employees can improve the EI factors. Suggestion: To Organization: The organization should arrange for maximum numbers of team development activities in order to improve the social skills among the employees at KSRSAC. The organization should adopt the two way communication by accepting the suggestions and feedback from the employees. EI Training can be used to improve the EI among the employees. To Individuals: The individuals should be open minded and should be willing to learn from others so that the empathy among the male employees will increases. Females should try to balance the work life. Females should interact more with colleagues, so that the social skills among them can be improved. People should accept the feedback from the senior employees. References: Articles: 1. Cary Cherniss Graduate School of Applied and Professional Psychology Rutgers University Emotional Intelligence: What it is and Why it Matters Cary Cherniss, Ph.D. October 7, 1998, Bringing Emotional Intelligence To The Workplace. Volume:01, Number:03, Jan-2012 : RJCBS Page 27

14 2. Kathleen Cavallo, PsyD, Corporate Consulting Group and Dottie Brienza. Emotional Competence and Leadership Excellence at Johnson & Johnson Consortium for Research on Emotional Intelligence in Organizations Leadership & EI at J&J 3. Fabio Sala, Ph.D. Do Programs Designed To Increase Emotional Intelligence At Work? Consortium for Research on Emotional Intelligence in Organizations EI Program Eval. Reports: 1.Mike Gosling, Measuring emotional intelligence of managers in Singapore and the application of emotional intelligence for individual and organisation effectiveness, an exploratory study. PhD Thesis University of South Australia in Steven B. Wolff, DBA*November 2005, Emotional Competence Inventory (ECI) Technical Manual, Hay Group, McClelland Centre for Research and Innovation, Updated November Samuel Olayinka Salami, Ph.D., senior lecturer, head of Department of Guidance and Counseling, Kampala International University; research fields: counseling psychology, personnel psychology and career development.- SEPTEMBER 2010 US-China Education Review, ISSN , USA, Gender as a moderator of relation between emotional intelligence and career development Journals: 1. Blair Kidwell, David M. Hardesty, Brian R. Murtha, & Shibin Sheng, Emotional Intelligence in Marketing Exchanges. Journal of Marketing. Vol. 75 (January 2011). 2. Hossein Namdar, Mohammad Sahebihagh, Hossein Ebrahimi, Azad Rahmani-2008 Assessing emotional intelligence and its relationship with demographic factors of nursing students. IJNMR Autumn 2008; Vol 13, No Pandey Hari Shankar. Evaluating Characteristics & Emotional Intelligence among Workers In Organizations In The State Of Rajasthan. International Research Journal. July Mary Jo Jackson and Sharon Larisa Segrest, The effects of emotional intelligence, age, work experience, and academic performance Research in Higher Education Journal 5. Mallika Dasgupta, Research Scholar, Department of Applied Psychology, University of Calcutta Emotional Intelligence emerging as a significant tool for Female Information Technology professionals in managing role conflict and enhancing quality of Work Life and Happiness. Asian journal of management research Neerpal Rathi and Renu Rastogi, Journal of the Indian Academy of Applied Psychology October Assessing the Relationship between Emotional Intelligence, Occupational -Efficacy and Organizational Commitment. 7. Petrides. K.V., Adrian Furnham, Department of psychology, University College, London and G.Neil Martin, Department of psychology, Middlesex University, London, The Journal of social psychology, Estimates of Emotional and Psychometric Intelligence: Evidence for Gender- Based Stereotypes. 8. Samuel O. Salami. Demographic and Psychological Factors Predicting Organizational Commitment among Industrial Workers Department of Guidance and Counselling, University of Ibadan, Ibadan, Nigeria. Emotional Intelligence: The Next Step In Knowledge Process Outsourcing, The Journal of Business Perspective l Vol. 12 l No. 1 l January March *** Volume:01, Number:03, Jan-2012 : RJCBS Page 28