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Connection Between Burnout and Emotional Intelligence

Autor:   •  April 1, 2018  •  3,073 Words (13 Pages)  •  121 Views

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3.1 Sampling Characteristics [pic 1]

Bryman and Bell (2015) stated that in order to get appropriate results, it is important to select accurate sample size for the study. For this study, a sample size of 80 participants was selected.A total of 80 questionnaires were distributed among the respondents. Out of the 80 participants, 87.5% were male while 12.5% were females. Similarly, the participants were classified into 5 age groups as shown in figure 1. It can be observed that 40% of the participants were under 18, 45% lie between the age group of 18-25, 10% belong to the age group of 26-35 whereas, only 5% of the participants were from the age group of 36-45. The next demographic question asked was related to the job length, it can be observed that 15% of the participants had less than a year experience, while a majority of the participants were having the job experience of 1-3 years as most of the participants are the young cohort. Almost 48.8% of the participants have done diploma and equivalent while the rest are undergrads and post-grads. Similarly, the income of majority participants lie is below $ 18,000 (47.55%), since most of the participants have shorter job experience, likewise, the family status of the participants showed that 57.5% of the participants are single without children, while 23% are married without children and 16% are married with children. In the same manner, 53.8% of the respondents worked in retail trade, 23.8% belongs to accommodation and food service, 6% belongs to manufacturing sector while the rest belongs to other industries. In the same manner, 63.8% of the employees works in the front office while the rest works in the back office. [pic 2]

3.4 Instrumentation

The job diagnostic survey technique developed by Hackman and Oldham (1975) was used in the survey questionnaire. The JDS is based on five job-related characteristics which include occupational performance, organisational commitment, family-work conflict, job satisfaction, turnover, job performance. Thus, in the current research EI and job satisfaction are judged upon these five characteristics. Different questions were formulated related to these job-related characteristics and the participants of the study were asked to rate the statements on a five-point Likert scale 1-5 (1 = Strongly Disagree, 2= Disagree, 3= Neutral, 4 = Agree and 5= Strongly Agree). Apart from this the survey questionnaire also includes questions related to age, sex, marital status, income and designation of the participants.

3.3 Data Collection Procedures

The data was collected by obtaining email addresses of various professionals through different platforms such as Facebook and personal contacts. All the respondents were then contacted through email addresses, the link of the google survey questionnaire was then sent in an email to the respondents of the research.

4.0 RESULTS

To obtain the results of this study, three analytical tests were conducted using SPSS software. The tests conducted were T-test, ANOVA and Multiple Regression which analyse the significance of the variables.

4.1 T-Test

The t-test is conducted to compare means of test variable, with a grouping variable which consists of only two groups. For this research, the test variables chosen are occupational performance (avgOCP156 and avgOCP234), organizational commitment (avgORGC), family-work conflict (avgFWC), job satisfaction (avgJS), turnover (avgTURN), job performance (avgJP) and emotional intelligence (avgEE). The grouping variable selected is gender, as it is categorised as male and female.

To analyse the significant difference among gender, the value of Sig. is taken into consideration. If the value of Sig. is less than 0.05, the difference is claimed to be significant and if the value of Sig. is more than 0.05, the difference is not considered significant (Kleinbaum, Kupper, Nizam, and Rosenberg, 2013).

As per the data in Figure 2, the value of Sig. for all the variables is greater than 0.05 except for occupational performance (avgOCP234). This shows that in terms of organisational commitment, family work commitment, job satisfaction, turnover, job performance and emotional intelligence, the difference between male and female is not significant. However, taking into account the occupational performance, the difference is considerably significant between male and female.[pic 3][pic 4]

Figure 3 demonstrates the mean values of each group for the various variables. With the help of the mean value, the significant difference can be further explained. Since the only variable with the significant difference is occupational performance (avgOCP234), by comparing the mean value of male and female, it can be observed that females have a higher rate of occupational performance than males. [pic 5][pic 6]

4.2 Anova

ANOVA is conducted to compare the means of dependent variables against a factor which consists of more than two groups (Kleinbaum, Kupper, Nizam, and Rosenberg, 2013). For this research, the dependent variables chosen are occupational performance (avgOCP156 and avgOCP234), organizational commitment (avgORGC), family-work conflict (avgFWC), job satisfaction (avgJS), turnover (avgTURN), job performance (avgJP) and emotional intelligence (avgEE) while the factor chosen for this test is age, since it has 4 groups.

To analyse the data in the ANOVA table, Sig. value is considered to determine the difference. If the Sig. value is less than 0.05, the difference is deemed significant but if the value of Sig. is more than 0.05, the difference is not considered to be significant.

As per Figure 4, the Sig. value of occupational performance (avgOCP156 & avgOCP234), organizational commitment (avgORGC), job satisfaction (avgJS), turnover (avgTURN) and emotional intelligence (avgEE) is below 0.05 which means that the level of satisfaction, rate of turnover, commitment towards organization and emotional intelligence differs widely among different age group employees.[pic 7][pic 8]

Figure 5 characterises the mean value of each group for the various variables. With the help of the mean value, the significant difference can be further assessed.

As per the Figure 5, for occupational commitment (avgOCP156 & avgOCP234), the age group of 36-45 is rated higher than all the other age groups or in other words, employees that fall in the age group of 36-45 are more committed to occupational performance than the employees in other age groups. Taking into consideration the second variable,

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