Emotional intelligence, organizational commitment and individual performance.

Abstract

The study sought to establish the relationship between emotional intelligence, organizational commitment and individual performance among managers.The study adopted a quantitative methodology to describe, test and examine causes and effects of relationships in the study samples. The study involved 120 respondents from 24 Organizations of Kampala and Wakiso districts. Data was collected using a close-ended type of questionnaire. Cross tabulation was used to describe the demographic characteristics of the samples used in the study. Factor analysis was used to establish which of the sub components loaded or score highly on the major variables. Pearson correlation was used to test the study hypothesis while regression analysis was used to predict the effects of the study variables on the dependent variable. ANOVA tests were used to examine the mean differences of the various groups in the targeted sample. The findings indicate that there was a significant positive relationship between emotional intelligence and organizational commitment; the findings also indicate that there was a significant positive relationship between emotional intelligence and individual performance; organizational commitment and individual performance. The demographic characteristics predicted 38% of the individual performance. There was also a significant positive relationship between emotional intelligence and organizational commitment. Emotional intelligence and organizational commitment predicted 45.2% of the variance in individual performance. Emotional intelligence had the greater impact on individual performance. It was recommended that employees at different managerial levels in organizations should be introduced and taught about emotional intelligence, organizational commitment and individual performance for them to deliver effectively in their jobs.