THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND HUMAN RESOURCES EMPLOYEE PERFORMANCE: A CASE STUDY FOR ROMANIAN COMPANIES
THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND HUMAN RESOURCES EMPLOYEE PERFORMANCE: A CASE STUDY FOR ROMANIAN COMPANIES

Summary/Abstract: Emotional intelligence is an abstract concept, difficult to distinguish and measure, so there are many doubts about its construct. Emotional intelligence is the sum of individual behaviors and attitudes related to awareness, management and use of their own emotions and the emotions of others. The aim of this study is to analyse the influence of Emotional Intelligence on HR employee’s performance in Romanian private organizations. Additionally to the main purpose of the research, the authors wanted to enrich the concept of emotional intelligence and provide evidence of a specific category of employee who cooperates and works with other employees within organizations, in this case the human resources (HR) field. Why is it important for HR employees to have a high level of emotional intelligence? One reason is that studies validate EI as a good predictor of performance in the workplace, positive work attitude, resistance to stress, career achievements, and the other reasons can be that people in HR field are constantly interacting with people, working with and for them, and Emotional Intelligence enables HR professionals not only to understand themselves and others better, but also to interact smoother with others, find new ways to motivate, develop potential, solve conflicts creatively and constructively. The authors of this research used a deductive-exploratory approach in order to test the hypotheses. For the data analysis, we used the statistical analysis package SPSS Statistics 22.0, through which we generated several parametric tests and descriptive analyses in order to accomplish the main propose of our research. The results in this study were obtained through the Pearson correlation coefficient (r = .547) and the regression coefficient R squared (R squared= .299), which validates the hypothesis from which we started, and suggest that there indeed is a strong correlation between performance and EI. Moreover, other types of association come out among the primary concepts and several nominal variables, for which the results are presented and discussed in this research.Emotional intelligence is an abstract concept, difficult to distinguish and measure, so there are many doubts about its construct. Emotional intelligence is the sum of individual behaviors and attitudes related to awareness, management and use of their own emotions and the emotions of others. The aim of this study is to analyse the influence of Emotional Intelligence on HR employee’s performance in Romanian private organizations. Additionally to the main purpose of the research, the authors wanted to enrich the concept of emotional intelligence and provide evidence of a specific category of employee who cooperates and works with other employees within organizations, in this case the human resources (HR) field. Why is it important for HR employees to have a high level of emotional intelligence? One reason is that studies validate EI as a good predictor of performance in the workplace, positive work attitude, resistance to stress, career achievements, and the other reasons can be that people in HR field are constantly interacting with people, working with and for them, and Emotional Intelligence enables HR professionals not only to understand themselves and others better, but also to interact smoother with others, find new ways to motivate, develop potential, solve conflicts creatively and constructively. The authors of this research used a deductive-exploratory approach in order to test the hypotheses. For the data analysis, we used the statistical analysis package SPSS Statistics 22.0, through which we generated several parametric tests and descriptive analyses in order to accomplish the main propose of our research. The results in this study were obtained through the Pearson correlation coefficient (r = .547) and the regression coefficient R squared (R squared= .299), which validates the hypothesis from which we started, and suggest that there indeed is a strong correlation between performance and EI. Moreover, other types of association come out among the primary concepts and several nominal variables, for which the results are presented and discussed in this research.

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