A STUDY TO EXPLORE THE IMPACT OF EMOTIONAL INTELLIGENCE AMONG THE DOCTORS WORKING IN COIMBATORE CITY

(1)

A STUDY TO EXPLORE THE IMPACT OF EMOTIONAL INTELLIGENCE AMONG THE DOCTORS WORKING IN COIMBATORE CITY

Geetha M ,PhD Scholar Nehru College of Management Nehru Gardens, ThirumalayamPaalayam

Coimbatore, Tamil Nadu-641105

Dr.S. Franklin John,Research Supervisor Principal and Professor

Nehru College of Management Nehru Gardens, Thirumalayam Paalayam

Coimbatore, Tamil Nadu-641105

ABSTRACT

Emotional Intelligence has been associated with positive outcome process in various professions. In the field of management, Emotional Intelligence has been a popular topic of debate in recent years. Emotional intelligence (EI) is the capacity for understanding one’s own feelings and the feelings of others, for motivating self, and for managing the emotions of self effectively to sustain relationships. Rather than being a single characteristic, emotional intelligence can be thought of as a wide set of competencies that are organized into a few major clusters. The most widely accepted view of emotional intelligence identifies 20 competencies, which are in turn organized into four clusters: Self-Awareness, Self-Management, Social Awareness and Social Skills. Emotional Intelligence plays a role in this matter by managing their emotions and other member’s emotions to keep an appropriate performance and to increase the ability to cope with psychological stresses in implementing job. Working area seek to optimize the performance of their human resources in order to achieve high levels of productivity, efficiency and effectiveness. As a result, it may lead to a higher job performance and Job Satisfaction. The research design of the study reveals that the study is a descriptive type of study in which the unit of analysis is the health care professionals working in various disciplines of hospitals, the measures used are: demographic profile and Emotional Intelligence items. The questionnaires contain the standard tool from the author. Emotional Intelligence tools had various factors involved in them and they also had few items which were to be reverse coded. The research populations were both male and female doctors, the sample size was 448 with which the convenient sampling technique was followed. Both the primary and secondary data collection was used during the period of study and it was during January 2016 to October 2016. The tools used in this study are: Cross tabulation, Chi-Square test, ANOVA, Correlation and Regression analysis.

Key words:

Doctors, Disciplines, Emotional Intelligence, Experience.

Introduction to HRM

(2)

motivation, as well as maintenance of human resources. Human Resource Management is responsible for maintaining good human relations in the organization. It is also concerned with development of individuals and achieving integration of goals of the organization and those of the individuals.

Hospital industry in India

Modern society has developed formal institutions for patient care. The hospital, a major social institution, offers considerable advantages to both the patient and the society. A number of health problems require intensive medical treatment and personal care, which is possible only in a hospital where a large number of professionally and technically skilled people apply their knowledge and skill with the help of world class expertise, advanced sophisticated equipment and appliances. The excellence of hospital services depends on how well the human and material resources are utilized for patient care. The first and the foremost function of a hospital is to give proper care to the sick and injured without any social, economic and racial discrimination.

Profession and Emotional Intelligence

Emotional intelligence is increasingly being discussed as having a potential role in medicine, nursing and other health care disciplines, both for personal mental health and professional practice. Doctors and nurses suffer from stress and health problem owing to the characteristics of their work and their contact with patients and death. Emotional intelligence may explain the individual difference in dealing with different professions. There are many studies, which reveal that emotional intelligence is an important factor to handle the problems related to different occupations. Doctors are termed as the human capital of hospitals. So without proper compensation management, they cannot be properly managed and retained. And we all know that hiring cost is much higher than retaining cost. We all know about the famous phrase, "health is wealth". So without a proper health protecting structure (hospitals), we cannot assure about a country's prosperity. And it is necessary that doctors in hospitals are well compensated to achieve their goals effectively and efficiently. Doctors are the corner stone of hospitals or so called in an organization.

Review of Literature

Astudy by Abhishek Shukla and Rajeev Srivastava (2016) shows the purpose to analyze the relationship between five distinct variables: Emotional Intelligence, Demographic Characteristics, Job Stress, Job Satisfaction and Intention to leave the organization. This study presents the results obtained from various literature reviews of scientific articles related to Emotional Intelligence, Demographic Characteristics, Job Stress, Job Satisfaction and Intention to leave variables, published between the years 1950 and 2012. The main findings of various research studies indicated that emotional Intelligence is playing a significant role in controlling job stress , increasing job satisfaction and suppressing the feeling of not to quit from the organization where they were working according to the demographic characteristics.

(3)

Dr. Rekha Tomar (2016) in her study sheexamined the effect of types of hospitals and length of service on emotional intelligence among the doctors. Types of hospitals and length of service are independent variables and emotional intelligence is dependent variable in this study. Data were collected by random sample of 150 doctors both private and public hospitals, from different hospitals of Meerut and J.P. Nagar districts. The data were analyzed through Mean and ANOVA. The result indicates that types of hospitals and length of service positively and significantly affect the emotional intelligence. The doctors of private hospitals have better emotional intelligence than the doctors of government hospitals. The length of service of the doctors has also found an influencing factor of emotional intelligence. To sum up it can be said that due to increasing years in the service it makes the senior doctors more compatible and emotionally intelligence than the junior doctors.

Bhaskaran Unnikrishnan1, Darshan bb1, Vaman Kulkarni, et al., (2015) conducted a study and they investigated that a total of 532 participants were assessed for Emotional Intelligence. Around 1.9% had low Emotional Intelligence, 61.8% had moderate Emotional Intelligence and 36.3% had high Emotional Intelligence. Gender, academic performance and satisfaction with the career choice were found to be statistically significant with Emotional Intelligence. They concluded that significant association was found between that of Emotional Intelligence and academic performance and efforts must be made to include the concept of Emotional Intelligence into the medical curriculum.

The study by Anna Burkiewicz (2015) had a primary aim to compare the structure of emotional intelligence among first-year students of selected fields of medicine. 110 first year students of Medical University of Gdansk, including Faculty of Medicine, Physiotherapy and Emergency Medicine completed the Two-Dimensional Inventory of Emotional Intelligence (DINEMO). The observed differences in the structure of the Emotional Intelligence in the group of students proved to be statistically insignificant. Due to considerable implications of Emotional Intelligence related to managing both own (self) emotions and the emotions of patients (others), he suggested that the future study should cover larger group of students.

M.A. Torppa, L. Kuikka, M. Nevalainen and K.H. Pitk ala (2015) their research narrates to study the prevalence of emotional exhaustion among General practitioners and to evaluate how their characteristics and work experiences are associated with emotional exhaustion. Emotional exhaustion among General practitioners was common and associated with longer working history, having committed a medical error, and feelings of isolation at work. General practitioners should receive more support throughout their careers for achieving their heights.

Seyed Reza Seyed Javadein and Mahsa Soltani Neshan (2015) their study contends the relationship between spiritual intelligence and emotional intelligence and their impact on job stress of nurses. The relationship between nurses’ job stress and patient satisfaction then will be measured. The current research studies 310 nurses from private hospitals of Tehran in 2014. The result indicates significant relationship between spiritual intelligence and emotional intelligence. The spiritual intelligence have a greater impact on reducing occupational stress compared to emotional intelligence and the relationship between job stress and patient satisfaction were also significant.

(4)

their views such as: further research is required to investigate this concern, so that appropriate intervention can be taken to alleviate the concern.

Yea-Wen Lin and Wei-Pin Chang (2015) researchexplored the relationship between emotional labour and job performance and they examined the mediation effects of emotional exhaustion on the relationship between the emotional labour and job performance of physicians. Data were collected from a sample of 530 physicians in Taiwanese hospitals. They confirmed that surface acting for physicians has a direct impact on job performance and affected job performance through the mediating effect of emotional exhaustion. The influences of surface acting on physicians providing medical services are evident. The results deserved the attention of hospital management to better assist physicians to maintain the correct mindset, take appropriate emotional control and patient communication strategies, rather than simply setting rules that require physicians to suppress displays of emotion.

Research Methodology

The study is a descriptive type in which the unit of analysis is the health care professionals and then the approach adopted is the quantitative one. The measures used are like: demographic profile and Emotional Intelligence items. The demographic profile includes age, gender, marital status, etc. of the professionals. The study has used the Emotional Intelligence construct tool by Petrides and Furnham which was enhancing in the year 2006 and it has 30 items as in whole. The 30 items were converted into 4 factors and they are such as: Well-being factor, Self-control, Emotionality factor, Sociability factor and then the Global trait. The tool has used the 5 point Likert scaling technique. The reliability of this tool was .6 on Cronbach’s alpha. The respondents were doctors working in various hospitals in Coimbatore city, and then the convenient sampling technique was used. Both primary and secondary data were used for this study.

Objectives of the study

 To study the demographic profile of the respondents.

 To measure the level of Emotional Intelligence among the respondents of varied demographic profile.

 To determine the association between Emotional Intelligence among the respondents of varied demographic profile.

 To assess the difference in the levels of Emotional Intelligence among respondents of varied demographic profile.

Analysis and interpretation

Demographic profile of the respondents

Table 1 depicts the information about demographic profile of the educators. Table 1: Demographic Profile of the respondents

PARTICULARS DESCRIPTION FREQUENCY PERCENTAGE

Age (in years)

Less than 30 30-40 40-50 Above 50

295 111 22 20

65.8 24.8 4.9 4.5

Sex Male

Female

183 265

(5)

Marital status Single Married

262 186

58.5 41.5 Educational

qualification

BDS MBBS MD MS MDS DM MCH

154 122 88 33 15 12 24

34.4 27.2 19.6 7.4 3.3 2.7 5.4

Designation Professor

Associate professor Assistant professor Senior resident Junior resident

25 19 33 72 299

5.6 4.2 7.4 16.1 66.7 Working experience

(in years)

Less than 5 6-10 11-15 16-20 Above 20

301 100 19

6 22

67.2 22.3 4.2 1.3 4.9 Location of residence Rural

Urban Semi-urban

64 338

46

14.3 75.4 10.3 Annual income

(in lakhs)

2-5 5-8 8-10

More than10

308 92 23 25

68.8 20.5 5.1 5.6

Discipline General physician

Dental ENT Cardiology Pediatric Anesthesia Gynecology General medicine Orthopedics Dermatology

130 169 24 12 24 35 9 26

9 10

29.0 37.7 5.4 2.7 5.4 7.8 2.0 5.8 2.0 2.2

 Among 448 respondents 65.8% of respondents are less than 30 years of age, 24.8% of respondents are between 30-40 years of age, 4.9% of respondents are between the age40-50 years of age and remaining 4.5% of the respondents are above 50 years of age.

 Among 448 respondents 40.8% of the respondents are male in gender and the remaining 59.2% of the respondents are female in gender.

 Among 448 respondents 58.5% of the respondents are not married and the remaining 41.5% of the respondents are married.

(6)

have MDS as their qualification, 2.7% of the respondents have DM as their qualification and remaining 5.4% of the respondents have MCH as their qualification as in whole.

 Among 448 respondents 5.6% of the respondents are professors in designation, 4.2% of the respondents are associate professors by designation, 7.4% of the respondents are assistant professors by designation, 16.1% of the respondents are senior residents by designation and the remaining 66.7% of the respondents are junior residents by designation.

 Among 448 respondents 67.2% of the respondents are are having less than 5 years of working experience, 22.3% of the respondents are having 6-10 years of working experience, 4.2% of the respondents are having 11-15 years of work experience, 1.3% of respondents are having 16-20 years of work experience and then the remaining 4.9% of the respondents are having more than 20 years of the work experience.

 Among 448 respondents 14.3% of the respondents are living in the rural areas, 75.4% of the respondents are having the urban locality and the remaining 10.3% of the respondents are having semi-urban as their living locality.

 Among 448 respondents 68.8% of the respondents are having 2-5 lakhs of annual income, 20.5% of the respondents are having 5-8 lakhs of the annual income, 5.1% of the respondents are having 8-10 lakhs of annual income and then the 5.6% of the respondents are having more than 10 lakhs of the annual income.

 Among 448 respondents 29% of the respondents are having General Physician as their discipline, 37.7% of the respondents are having Dentistry as their discipline, 5.4% of the respondents are having ENT as their discipline, 2.7% of the respondents are having Cardiology as their discipline, 5.4% of the respondents are having Pediatric as their discipline, 7.8% of the respondents are having Anesthesia as their discipline, 2.0% of the respondents are having Gynecology as their discipline, 5.8% of the respondents are having General Medicine as their discipline, 2% of the respondents are having Orthopedics as their discipline and 2.2% of the respondents are having Dermatology as their discipline as in whole.

Levels of Emotional Intelligence

Table 2: Age and Emotional Intelligence level cross tabulation AGE

(in years)

LEVELS OF EMOTIONAL INTELLIGENCE TOTAL

LOW MEDIUM HIGH

< 30 Count

Expected count 10 6.6

Count

Expected count

231 217.3

Count

Expected count

54 71.1

295 295.0 30-40 Count

Count

Expected count

73 81.8

Count

Expected count

38 26.8

111 111.0 40-50 Count

Count

Expected count

16 16.2

Count

Expected count

6 5.3

22 22.0 > 50 Count

Count

Expected count

10 14.7

Count

Expected count

10 4.8

20 20.0

Total Count

Count

Expected count

330 330.0

Count

Expected count

108 108.0

448 448.0

Pearson Chi-Square Value = 23.007a Sig. = .001

(7)

Intelligence and 54 respondents have the high level of Emotional Intelligence. 111 respondents fall between the age group 30-40 years in which 73 respondents have medium level of Emotional Intelligence and 38 respondents have high level of Emotional Intelligence. 22 respondents fall between the age group 40-50 years in which 16 respondents have the medium level of Emotional Intelligence and 6 respondents have the high level of Emotional Intelligence. 20 respondents come under the age more than 50 years of which 10 respondents have the medium level of Emotional Intelligence and 10 respondents have the high level of Emotional Intelligence.

To test whether there is significant association between the levels of Emotional Intelligence and age of the respondents, chi-square analysis was carried out. The significance value is 0.001 which indicate the significant level to be lesser than 0.05 and it is inferred that there is association between the age of respondents and the levels of Emotional Intelligence.

Table 4.3: Gender and Emotional Intelligence level cross tabulation

GENDER LEVELS OF EMOTIONAL INTELLIGENCE TOTAL

Male Count

Count

Expected count

116 134.8

Count

Expected count

61 44.1

183 183.0 Female Count

Count

Expected count

214 195.2

Count

Expected count

47 63.9

265 265.0

Total Count

Count

Expected count

330 330.0

Count

Expected count

108 108.0

448 448.0

It is interpreted that out of 448 respondents 183 respondents are male in which 6 respondents have low level of Emotional Intelligence, 116 respondents have medium level of Emotional Intelligence and 61 respondents have high level of Emotional Intelligence. 265 respondents are female and in which4 respondents have low level of Emotional Intelligence, 214 respondents have medium level of Emotional Intelligence and 47 respondents have high level of Emotional Intelligence.

To test whether there is significant association between the levels of Emotional Intelligence and gender of the respondents, chi-square analysis was carried out. The significance value is 0.000 which indicate the significant level to be lesser than 0.05 and it is inferred that there is association between the gender of respondents and the levels of Emotional Intelligence.

Table 4.4: Marital status and Emotional Intelligence level cross tabulation MARITAL

STATUS

Single Count

Count

Expected count

208 193.0

Count

Expected count

44 63.2

262 262.0 Married Count

Count

Expected count

122 137.0

Count

Expected count

64 44.8

186 186.0

Total Count

Count

Expected count

330 330.0

Count

Expected count

108 108.0

448 448.0

(8)

It is interpreted that out of 448 respondents 262 respondents are single in which 10 respondents have low level of Emotional Intelligence, 208 respondents have medium level of Emotional Intelligence and 44 respondents have high level of Emotional Intelligence. 186 respondents are married and in which 122 respondents have medium level of Emotional Intelligence and 64 respondents have high level of Emotional Intelligence.

To test whether there is significant association between the levels of Emotional Intelligence and marital status of the respondents, chi-square analysis was carried out. The significance value is 0.000 which indicate the significant level to be lesser than 0.05 and it is inferred that there is association between the marital status of respondents and the levels of Emotional Intelligence.

Table 4.5: Educational qualification and Emotional Intelligence level cross tabulation EDUCATION

QUALIFICATION

LEVELS OF EMOTIONAL INTELLIGENCE

TOTAL

BDS Count

Expected count 8 3.4 Count Expected count 123 113.4 Count Expected count 23 37.1 154 154.0

MBBS Count

MD Count

MS Count

MDS Count

DM Count

MCH Count

Total Count

(9)

in which 10 respondents have medium level of Emotional Intelligence and 5 respondents have high level of Emotional Intelligence. 12 respondents have DM as qualification and in which 3 respondents have medium level of Emotional Intelligence and 9 respondents have high level of Emotional Intelligence. 24 respondents have MCH as qualification and in which 23 respondents have medium level of Emotional Intelligence and 1 respondent have high level of Emotional Intelligence.

To test whether there is significant association between the levels of Emotional Intelligence and educational qualification of the respondents, chi-square analysis was carried out. The significance value is 0.000 which indicate the significant level to be lesser than 0.05 and it is inferred that there is association between the educational qualification of respondents and the levels of Emotional Intelligence.

Table 4.6: Designation and Emotional Intelligence level cross tabulation

DESIGNATION LEVELS OF EMOTIONAL INTELLIGENCE TOTAL

Professor Count

Count

Expected count

12 6.0

25 25.0 Associate

Professor

Count

Expected count

5 4.6

19 19.0 Assistant

Professor

Count

Expected count

12 8.0

33 33.0 Senior

Resident

Count

Expected count

9 17.4

72 72.0 Junior

Resident

Count

Expected count

224 220.2

Count

Expected count

70 72.1

299 299.0

Total Count

Count

Expected count

330 330.0

Count

Expected count

108 108.0

448 448.0

It is interpreted that out of 448 respondents 25 respondents come under professor designation and in which 13 respondents have medium level of Emotional Intelligence and 12 respondents have high level of Emotional Intelligence.19 respondents come under associate professor designation and in which 14 respondents have medium level of Emotional Intelligence and 5 respondents have high level of Emotional Intelligence. 33 respondents come under assistant professor designation and in which 21 respondents have medium level of Emotional Intelligence and 12 respondents have high level of Emotional Intelligence. 72 respondents come under senior resident designation and in which 5 respondents have low level of Emotional Intelligence, 58 respondents have the medium level of Emotional Intelligence and 9 respondents have high level of Emotional Intelligence. 299 respondents come under junior resident designation and in which 5 respondents have low level of Emotional Intelligence, 224 respondents have the medium level of Emotional Intelligence and 70 respondents have high level of Emotional Intelligence.

(10)

Table 4.7: Work experience and Emotional Intelligence level cross tabulation WORKING

EXPERIENCE (in years)

<5 Count

6-10 Count

11-15 Count

16-20 Count

Expected count 0 0.1 Count Expected count 4 4.4 Count Expected count 2 1.4 6 6.0 >20 Count

Total Count

It is interpreted that out of 448 respondents 301 respondents have less than 5 years of working experience and in which 5 respondents have low level of working experience, 224 respondents have medium level of Emotional Intelligence and 72 respondents have high level of Emotional Intelligence. 100 respondents fall between 6-10 years of working experience and in which 5 respondents have low level of Emotional Intelligence, 79 respondents have medium level of Emotional Intelligence and 16 respondents have high level of Emotional Intelligence. 19 respondents fall between 11-15 years of teaching experience and in which 13 respondents have medium level of Emotional Intelligence and 6 respondents have high level of Emotional Intelligence. 6 respondents come between 16-20 years of working experience and in which 4 respondents have medium level of Emotional Intelligence and 2 respondents have high level of Emotional Intelligence. 22 respondents come under more than 20 years of working experience and in which 10 respondents have medium level of Emotional Intelligence and 12 respondents have high level of Emotional Intelligence.

To test whether there is significant association between the levels of Emotional Intelligence and working experience of the respondents, chi-square analysis was carried out. The significance value is 0.012 which indicate the significant level to be lesser than 0.05 and it is inferred that there is association between the working experience of respondents and the levels of Emotional Intelligence.

Table 4.8: Location and Emotional Intelligence level cross tabulation

LOCATION LEVELS OF EMOTIONAL INTELLIGENCE TOTAL

Rural Count

Urban Count

Expected count 6 7.5 Count Expected count 240 249.0 Count Expected count 92 81.5 338 338.0 Semi urban Count

Total Count

(11)

It is inferred that out of 448 respondents 64 respondents are from rural locality and in which 4 respondents are having low level of Emotional Intelligence, 54 respondents are having medium level of Emotional Intelligence and 6 respondents are having high level of Emotional Intelligence. 338 respondents are from the urban locality and in which 6 respondents are having low level of Emotional Intelligence, 240 respondents are having medium level of Emotional Intelligence and 92 respondents are having high level of Emotional Intelligence. 46 respondents are from semi urban locality and in which 36 respondents are having medium level of Emotional Intelligence and 10 respondents are having high level of Emotional Intelligence.

To test whether there is significant association between the levels of Emotional Intelligence and locality of the respondents, chi-square analysis was carried out. The significance value is 0.005 which indicate the significant level to be lesser than 0.05 and it is inferred that there is association between the locality of respondents and the levels of Emotional Intelligence.

Table 4.9: Annual income and Emotional Intelligence level cross tabulation ANNUAL

INCOME

2-5 lakhs Count

Count

Expected count

231 226.9

Count

308 308.0 5-8 lakhs Count

Count

Expected count

71 67.8

Count

92 92.0 8-10 lakhs Count

Count

Expected count

15 16.9

Count

23 23.0 >10 lakhs Count

Count

Expected count

13 18.4

Count

25 25.0

Total Count

Count

Expected count

330 330.0

Count

Expected count

108 108.0

448 448.0

It is inferred that out of 448 respondents 308 respondents have their annual income between 2-5 lakhs and in which 6 respondents have low level of Emotional Intelligence, 231 respondents have medium level of Emotional Intelligence and 71 respondents have high level of Emotional Intelligence. 92 respondents have their annual income between 5-8 lakhs and in which 4 respondents have low level of Emotional Intelligence, 71 respondents have medium level of Emotional Intelligence and 17 respondents have high level of Emotional Intelligence. 23 respondents have their annual income between 8-10 lakhs and in which 15 respondents have medium level of Emotional Intelligence and 8 respondents have high level of Emotional Intelligence. 25 respondents have their annual income more than 10 lakhs and in which 13 respondents have medium level of Emotional Intelligence and 12 respondents have high level of Emotional Intelligence.

(12)

ANOVA

Table 4.10: Analysis of Variance of the respondents of varied age group

DIMENSION

MEAN SD

F value

Significance (2-tailed) < 30

Years

30-40 years

40-50 years

>50 years

< 30 Years

30-40 years

40-50 years

>50 years

Well-being 3.31 3.43 3.56 4.02 .588 .733 .588 .532 9.154 .000

Self-control 3.22 3.14 3.14 3.78 .603 .699 .856 .649 5.783 .001

Emotionality 3.10 3.12 2.83 3.66 .530 .491 .422 .684 9.509 .000

Sociability 3.32 3.23 3.48 3.67 .524 .469 .440 .640 4.846 .002

Global trait 3.18 3.11 3.03 3.53 .589 .400 .438 .663 3.860 .010

Emotion regulation

3.25 2.78 2.27 2.92 .788 .842 .854 .971 17.15 .000

Equanimity 3.52 3.87 3.92 4.28 .742 .590 .542 .567 13.43 .000

Social Skills 3.12 2.99 2.98 3.47 .633 .528 .793 .704 3.715 .012

Distress Tolerance

3.05 2.84 2.58 3.83 .758 .709 .960 .855 12.31 .000

Taking Responsibility

3.06 2.83 2.59 3.37 .816 .747 .755 1.097 5.553 .001

Interpersonal Effectiveness

2.83 2.62 2.35 2.60 .657 .545 .559 .525 6.693 .000

Job Satisfaction

3.07 2.99 2.87 3.24 .446 .321 .369 .357 3.621 .013

Significance @ 0.05 levels

Inference: There is significant difference in well-being factor (F=9.154, P<.05), self-control factor (F=5.793, P<.05), emotionality factor (F=9.509, P<.05), sociability factor (F=4.846, P<.05), global trait factor (F=3.860, P<.05), emotion regulation factor (F=17.154, P<.05), equanimity factor (F=13.432, P<.05), social skills factor (F=3.715, P<.05), distress tolerance factor (F=12.311, P<.05), taking responsibility factor (F=5.553, P<.05), interpersonal effectiveness factor (F=6.693, P<.05) and the job satisfaction factor (F=3.621, P<.05) among the respondents of different age.

Table 4.11: Analysis of Variance of the respondents of varied gender

DIMENSION Mean SD F value Significance

(2-tailed)

Male Female Male Female

Well-being 3.46 3.33 .640 .638 5.101 .024

Self-control 3.28 3.18 .641 .661 2.262 .133

Emotionality 3.17 3.09 .557 .524 2.529 .112

Sociability 3.36 3.29 .494 .535 2.227 .136

Global trait 3.18 3.17 .559 .545 .077 .781

Emotion regulation

2.94 3.17 .862 .842 7.762 .006

Equanimity 3.77 3.59 .754 .688 7.138 .008

Social Skills 3.19 3.03 .658 .596 7.656 .006

Distress Tolerance

3.01 3.02 .901 .705 .021 .886

(13)

2.73 2.76 .627 .639 .129 .719

Job Satisfaction

3.06 3.04 .394 .428 .223 .637

Inference: There is significant difference in well-being factor (F=5.101, P<.05), emotion regulation factor (F=7.762, P<.05), equanimity factor (F=7.138, P<.05), social skills factor (F=7.656, P<.05) and taking responsibility factor (F=6.796, P<.05) among the respondents of varied gender. There is no significant difference in self-control factor (F=2.262, P>.05), emotionality factor (F=2.529, P>.05), sociability factor (F=2.227, P>.05), global trait factor (F=.077, P>.05), distress tolerance factor (F=.021, P>.05), interpersonal effectiveness factor (F=.129, P>.05) and the job satisfaction factor (F=.223, P>.05) among the respondents of different gender .

Table 4.12: Analysis of Variance of the respondents of varied marital status

(2-tailed) Single Married Single Married

Well-being 3.30 3.49 .616 .663 9.431 .002

Self-control 3.20 3.26 .604 .719 1.069 .302

Emotionality 3.11 3.13 .534 .546 .131 .717

Sociability 3.30 3.35 .520 .519 .886 .347

Global trait 3.13 3.23 .588 .487 3.915 .048

Emotion regulation

3.26 2.18 .761 .914 32.692 .000

Equanimity 3.47 3.93 .742 .593 49.941 .000

Social Skills 3.11 3.08 .640 .609 .217 .641

Distress Tolerance

2.98 3.05 .726 .873 .892 .345

3.05 2.91 .832 .805 3.137 .077

2.81 2.66 .633 .626 6.143 .014

Job Satisfaction

3.05 3.04 .453 .354 .138 .710

(14)

Table 4.13: Analysis of Variance of the respondents of varied annual income

DIMENSION

MEAN SD

F value

Significance (2-tailed) 2-5

lakhs 5-8 lakhs

8-10 lakhs

>10 lakhs

2-5 lakhs

5-8 lakhs

8-10 lakhs

>10 lakhs

Well-being 3.39 3.24 3.23 3.97 .530 .843 .843 .520 9.495 .000

Self-control 3.24 3.11 2.86 3.73 .550 .801 .959 .612 8.774 .000

Emotionality 3.07 3.24 2.93 3.45 .497 .583 .391 .759 6.683 .000

Sociability 3.29 3.34 3.23 3.67 .487 .595 .417 .586 4.582 .004

Global trait 3.13 3.29 3.02 3.43 .498 .673 .470 .623 4.491 .004

Emotion regulation

3.11 3.18 2.48 2.75 .794 .947 .858 1.01 5.733 .001

Equanimity 3.66 3.45 4.03 4.09 .702 .769 .454 .645 8.109 .000

Social Skills 3.11 3.00 3.01 3.31 .623 .582 .582 .816 1.810 .144 Distress

Tolerance

3.01 2.96 2.52 3.72 .740 .769 1.02 .809 10.37 .000

2.98 3.11 2.25 3.25 .812 .765 .751 1.05 4.031 .008

2.78 2.78 2.43 2.53 .599 .748 .382 .687 3.184 .024

Job Satisfaction

3.038 3.112 2.797 3.208 .344 .598 .359 .333 4.973 .002

Inference: There is significant difference in well-being factor (F=9.495, P<.05), self-control factor (F=8.774, P<.05), emotionality factor (F=6.683, P<.05), sociability factor (F=4.582, P<.05), global trait factor (F=4.491, P<.05), emotion regulation factor (F=5.733, P<.05), equanimity factor (F=8.109, P<.05), distress tolerance factor (F=10.379, P<.05), taking responsibility factor (F=4.031, P<.05), interpersonal effectiveness factor (F=3.184, P<.05) and the job satisfaction factor (F=4.973, P<.05) among the respondents of different annual income.There is no significant difference in social skills factor (F=1.810, P>.05) among the respondents of different annual income.

Table 4.14: Analysis of Variance of the respondents of varied locality

(2-tailed) Rural Urban

Semi-urban

Rural Urban Semi-

urban

Well-being 3.36 3.37 3.50 .428 .685 .553 .864 .422

Self-control 3.39 3.19 3.26 .528 .699 .378 2.745 .065

Emotionality 3.13 3.13 3.03 .439 .563 .480 .666 .514

Sociability 3.18 3.35 3.29 .472 .526 .512 2.738 .066

Global trait 3.25 3.17 3.12 .510 .557 .557 .872 .419

Emotion regulation

3.25 3.06 2.90 .852 .870 .733 2.309 .101

Equanimity 3.44 3.70 3.71 .729 .729 .595 3.539 .030

Social Skills 3.05 3.11 3.07 .572 .643 .579 .285 .752

Distress Tolerance

2.92 3.01 3.19 .715 .807 .749 1.627 .198

(15)

Responsibility Interpersonal Effectiveness

2.82 2.75 2.59 .531 .672 .421 1.822 .163

Job Satisfaction 3.04 3.05 3.03 .505 .401 .378 .066 .936

Inference: There is significant difference in equanimity factor (F=3.539, P<.05) among the respondents of different locality. There is no significant difference in well-being factor (F=.864, P>.05), self-control factor (F=2.745, P>.05), emotionality factor (F=.666, P>.05), sociability factor (F=2.738, P>.05), global trait factor (F=.872, P>.05), emotion regulation factor (F=2.309, P>.05), social skills factor (F=.285, P>.05), distress tolerance factor (F=1.627, P<.05), taking responsibility factor (F=.614, P<.05), interpersonal effectiveness factor (F=1.822, P<.05) and the job satisfaction factor (F=.66, P<.05) among the respondents of different locality.

Conclusion

Emotional intelligence is the life blood of every organization, and is a vital element in human relationships and success at work and in life. Understanding the feelings and emotions, being able to manage them effectively and in turn understanding other’s emotions and responding to their concerns is what emotional intelligence is all about. Emotional intelligence can be beneficial in many areas of life; it calls for the acquisition of certain emotional skills. The Emotional intelligence is assumed to be important in many field of life, achievement in studies, performance at work, and physical and mental health. However, the application of its usefulness has been most frequently documented in the professional workplace.

References

1. Abhishek Shukla and Rajeev Srivastava (2016), examine the relationship between emotional intelligence with demographic profile, job stress, job satisfaction and turnover intention, I J A B E R , Vol. 14, No. 6, (2016): 4887-4900.

2. Dr. Rekha Tomar, 2016, a study on emotional intelligence among nurses, international journal of scientific research and education , Volume 4 Issue 4 April 2016

3. Dr. Agnes Mathew and Dr. Mathew, T. V. 2016. Emotional intelligence of medical students and need for training: International Journal of Development Research Vol. 6, Issue, 03, pp. 7168-7171, March, 2016.

4. Anna Burkiewicz (2015), Structure of emotional intelligence among first year students of selected directions of medicine, Procedia - Social and Behavioral Sciences 190 (2015) 129 – 134. 5. Bhaskaran Unnikrishnan1, Darshan bb1, Vaman Kulkarni, et al., association of emotional

intelligence with academic performance among medical students in south India. Asian J Pharm Clin Res, Vol 8, Issue 2, 2015, 300-302.

6. M.A. Torppa, L. Kuikka, M. Nevalainen & K.H. pitk ala (2015), emotionally exhausting factors in general practitioner’s work, Scandinavian Journal of Primary Health Care, 2015; 33: 178–183. 7. Seyed Reza Seyed Javadein , Mahsa Soltani Neshan , Mohsen Moradi-Moghaddam (2015),

investigating the effects of spiritual and emotional intelligence on nurse job stress and its impact on patient satisfaction,Global Journal of Management Studies and Researches, 2(1) 2015, Pages: 1-8

(16)

9. Yea-Wen Lin and Wei-Pin Chang, Physician Emotional Labour and Job Performance: The Mediating Effects of Emotional Exhaustion, journal of health management, 17(4) 446–457, 2015 Indian Institute of Health Management Research, SAGE Publications.

WEB SITES

1. https://en.wikipedia.org/wiki/Emotional_intelligence

2. https://www.psychologytoday.com/basics/emotional-intelligence 3. www.danielgoleman.info/topics/emotional-intelligence/

4. https://www.mindtools.com › Career Skills

5. www.ihhp.com/meaning-of-emotional-intelligence

6. https://www.helpguide.org/articles/emotional-health/emotional-intelligence-eq.htm