Performance of work and Intelligence of Emotion: An Empirical Assessment of their Relationship

This empirical work evaluated the intelligence of the emotion-work performance nexus. The paper specifically examined whether differences exist between the intelligence of emotion dimensions in work performance and the link among the variables. The sample size for the study was 140 respondents, selected from institutions in the Township of Sunyani. The convenience sample method was used. The study adopted a quantitative design and a cross-sectional survey. The researchers developed a questionnaire and administered it at the job places of the respondents. In the estimated model, the explained variable is work performance, and the explanatory variable is the intelligence of emotion. The intelligence of emotion has subscales such as own emotions awareness, others’ emotion awareness, own emotions management, and others’ emotions management. Both inferential and descriptive statistics were used to analyze the data. The inferential statistics used were One-Way Analysis of Variance, correlation analysis, and regression analysis. The results were presented in Tables and figures. The Statistical Package for the Social Sciences version 26 software was used. The results indicate a significant difference in work performance and overall intelligence of emotion, including a compelling non-negative connection linking overall intelligence of emotion and the performance of a job. The management of organizations should take into consideration the findings of the current study and put in place training programmes to improve the intelligence of emotions of their employees since the intelligence of emotion plays a significant positive role in work performance. Future studies using causal models are worthy of research, to ascertain if the findings of the current study can be corroborated.

This empirical work evaluated the intelligence of the emotion-work performance nexus. The paper specifically examined whether differences exist between the intelligence of emotion dimensions in work performance and the link among the variables. The sample size for the study was 140 respondents, selected from institutions in the Township of Sunyani. The convenience sample method was used. The study adopted a quantitative design and a cross-sectional survey. The researchers developed a questionnaire and administered it at the job places of the respondents. In the estimated model, the explained variable is work performance, and the explanatory variable is the intelligence of emotion. The intelligence of emotion has subscales such as own emotions awareness, others’ emotion awareness, own emotions management, and others’ emotions management. Both inferential and descriptive statistics were used to analyze the data. The inferential statistics used were One-Way Analysis of Variance, correlation analysis, and regression analysis. The results were presented in Tables and figures. The Statistical Package for the Social Sciences version 26 software was used. The results indicate a significant difference in work performance and overall intelligence of emotion, including a compelling non-negative connection linking overall intelligence of emotion and the performance of a job. The management of organizations should take into consideration the findings of the current study and put in place training programmes to improve the intelligence of emotions of their employees since the intelligence of emotion plays a significant positive role in work performance. Future studies using causal models are worthy of research, to ascertain if the findings of the current study can be corroborated.