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Chapter Two: Literature Review
Overview
This section will discuss about the theoretical, conceptual, and scholars’ explanations of em-ployees’ emotional intelligence and job performance in an organization context.
Conceptual Definition, Meaning and Dimensions of EI
Based on the researcher consulted, time in history the consultation takes place, and popular culture of that time pertaining to emotional intelligence, the subject of emotional intelligence has been defined controversially. To some people, emotional intelligence is defined as study which looks for human cognitive abilities beyond traditional academic intelligence (Zainal et al., 2017).
Mayer and Salovey originated and defined EI as the ability to recognise and manage one’s emotions, as well as those of others (cited in Goleman, 1998; Mayer and Salovey, 1997). Moreover, it is the ability of an employee to perceive accurately, appraise, express, access and generate emotions and feelings when they facilitate thoughts, the ability to understand emo-tion and emotional knowledge; the ability to regulate emotions to promote emotional, intellec-tual, and performance growth (Mayer and Salovey, 1997).
In accordance with Mayer and Salovey’s ability model of EI, Wong and Law (2002) suggest-ed that EI includes four critical components: (a) Self-emotional appraisal: focus on the indi-vidual’s ability to recognize their deep emotions and be able to express these emotions natu-rally. Employees’ who have such type of ability will sense and acknowledge their emotions as well as compare to other co-workers. (b) Others emotional appraisal: related to the individu-al’s ability to understand and perceive the emotions of individuals around them. Individuals who have such type of ability will be more sensitive to the emotions and feelings of others as well as try to reading their mind. (c) Regulation of emotion: is looked to employee’s ability to regulate one’s own emotions, so that they enable to perform more rapidly in the workplace. The benefits gain from successfully regulating emotions involves the ability to control arousals to maximize job performance, controlling frustration and temptation, inhibit destructive re-sponses to provocation and act correctly despite pressure to do otherwise (d) Use of emo-tions: this is the last component of emotional intelligence which focus on the employees’ abil-ity to use their emotions by directing them toward productive activities and personal perfor-mance.