بررسی تاثیر هوش عاطفی و عوامل جمعیت شناختی بر موفقیت شغلی (مطالعه موردی دانشگاه آزاد اسلامی واحدتبریز)
محورهای موضوعی : مدیریت بازرگانی
علی سلمان پور
1
(عضو هیأت علمی (استادیار)گروه اقتصاد، واحد مرند،دانشگاه آزاد اسلامی، مرند، ایران)
حسین علیی
2
(کارشناس ارشد مدیریت صنعتی و مدرس دانشگاه)
محمدرضا افخم
3
(دانش آموخته دانشگاه آزاد اسلامی واحد تبریز)
مرتضی شکرزاده
4
(کارشناس ارشد مدیریت صنعتی دانشگاه آزاد اسلامی واحد تبریز و عضو باشگاه پژوهشگران جوان)
کلید واژه: هوش عاطفی, موفقیت شغلی عینی, موفقیت شغلی ذهنی,
چکیده مقاله :
تحقیقات اولیه درباره مسیر شغلی و پیشرفت شغلی نوعا در ارتباط با بررسی ویژگیهای جمعیت شناختی و عوامل شخصی و موفقیت شغلی بوده است. به عنوان مثال، عوامل جمعیت شناختی مانند سن، وضعیت تاهل و عوامل شخصی مانند تحصیلات و تجربه به عنوان تعیین کننده های قوی موفقیت شغلی شناخته شده بودند شواهد تجربی اخیر نیز از این ایده که ویژگیهای اجتماعی-جمعیت شناختی(سن و جنسیت) به عنوان پیش گویی کننده های اساسی یا قوی موفقیت شغلی هستند، حمایت می کند. در این راستا موضوع هوش عاطفی نیز به عنوان عوامل دیگر در این زمینه شناسایی شده است. برای این منظور از پرسشنامه استفاده گردید و روایی و پایائی مقیاس ها احراز شد. یک نمونه 100 نفری از بین کارکنان دانشگاه آزاد اسلامی تبریز را انتخاب کرده و میزان موفقیت شغلی عینی و ذهنی آنان را مورد بررسی قرار داده شد که نتایج بدست آمده عبارتند از: 1- بین هوش عاطفی و موفقیت شغلی ذهنی رابطه معنی دار و مستقیم وجود ندارد. 2- بین هوش عاطفی و موفقیت شغلی عینی رابطه معنی دار و مستقیم وجود دارد. 3- بین سن و موفقیت شغلی عینی رابطه معنی دار وجود ندارد. 4- بین سن و موفقیت شغلی ذهنی رابطه معنی داری وجود ندارد. 5- اختلاف نمره های موفقیت شغلی عینی براساس جنسیت معنی داراست.6- اختلاف نمره های موفقیت شغلی ذهنی براساس جنسیت معنی دار نیست .
Preliminary researche on job path and job progress has been typically in relation with examining demographic and individual factors and job achievement. For example, demographic factors like age and marital status, and individual factors like education and experience were recognized as strong job achievement determinants. Recent experimental evidence also supports that social-demographic features (age, gender) are the basic or strong predictors of job achievement.In this respect, the issue of emotional intelligence has also been recognized as another factor in this field. For this purpose, a questionnaire was used, whose validity and reliability were confirmed. A sample of 100 people from the. Staff of Islamic Azad University of Tabriz was selected, whose objective and subjective job achievements were examined. The results of these examinations were as follows: 1) There is no significant and direct correlation between emotional intelligence and subjective job achievement, 2)There is a significant and direct correlation between emotional intelligence and objective job achievement, 3)There is no significant correlation between age and objective job achievements, 4) There is no significant correlation between age and subjective job achievements, 5)Score difference of objective job achievement based on gender is significant, and 6) Score difference of subjective job achievement based on gender is insignificant.
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Aghayar, S., & Sharifi Daramadi, P. (2007). Organizational Emotional Intelligence. Isfahan: Sepahan Publication, (In Persian).
Amid, H. (1999). Amirdian Farsi Culture. Tehran: Amir Kabir Publication, (In Persian).
Andaya, Barbara,(2001),A History of Malaysia, New York: Palgrave, pp. 301- 337
Bar-on,(2001),"Emotional intelligence, and self-actualization" in joseph ciarrochi , joe forgas and john mayer (Eds) Emotional intelligence in every day life A scientific inquiry new york, psychology. Press
Bordbary, T. (2007). Emotional Intelligence. Tehran: Savalan Publishing, (In Persian).
Bourey & Miller, (2001),"Do You Know What Your Emotional IQ is". Public management. 83.pp.4 -7
Caruso, D, Wolff, C, (2001), Emotional intelligence in the Work place in the emotional of mod, journal of research in personality, pp, 351-373
Dehashiri, Gh. (2003). Standardization of the EQ-I Questionnaire for Evaluating Different Aspects of Intelligence among Tehran University Students. Master's Thesis, Tehran: Allameh Tabatabaei University, (In Persian).
Doolan, Sh. L., & Shuler, R. S. (2002). Human Resources and Personnel Management. Translated by: M. A. Tosi, & M. Saei, Tehran: Institute for Management and Planning Education and Research, (In Persian).
Doostar, M. (2007). Explaining the Impact Model of Managers' Emotional Intelligence on the Employee Organizational Commitment, Regarding the Role of Leadership Styles. Managing Visa, 25, (In Persian).
Golman, D. (2005). Translated by: B. Ebrahimi, Emotional Tehran: Behin Danesh Publication, (In Persian).
Khaef Elahi, A. A., & Doustar, M. (2003). Dimensions of Emotional Intelligence. Management and Development Quarterly, 18, 12-26, (In Persian).
Khaki, Gh. R. (2003). Research Method with Approach to Thesis. Tehran: Baztab Publication, (In Persian).
Khosro Javid, M. (2002). Investigating the Validity and Validity of the Shoot Emotional Intelligence Scale in Adolescents. Master's Thesis, Tehran: Tarbiat Modares University, (In Persian).
Mike, Bagshaw, (2002), emotional intelligence – training people to be affective so they can be effective “industrial and commercial training, vol 2.
Portes A. , (1998),Social Capital: its Origins and Applications in Modern Sociology, Annual Review of Sociology ,volume 24,pp 1-24.
Sarmad, Z., & Hejazi, E. (2004). Research Methods in Behavioral Sciences. 10th edition, Tehran: Agah Publishing House, (In Persian).
Siaruchi, F. (2005). Emotional Intelligence in Daily Life. Isfahan: Sepahan Publishing, (In Persian).
Sobhaninejad, M. (2008). Emotional Intelligence and Management in Organization. Tehran: Eastarun Publishing, (In Persian).
Vosoughi, K. (2004). Emotional Intelligence. Tehran, Al-Zahra University, (In Persian).