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Eiwp conf presentation scott thor
- 1. Is it Friday yet? Organizational Leadership Success: Does greater emotional intelligence lead to higher work engagement? Emotional Intelligence in the Workplace Conference Ashridge Business School Hertfordshire, United Kingdom May 29 – 31, 2013 Dr. Scott Thor Bakersfield, CA USA I love Mondays! Disengaged Emotional Intelligence? Highly Engaged
- 2. Lack of Engagement is Costly 1. Rivera, A., & Flinck, J. (2011). Employee-led, employee engagement in the federal government: SAMHSA peoplefirst. Advances in Developing Human Resources, 13(4), 479-493. 2. Gallup Consulting (2008). Employee engagement: What’s your employee engagement ratio? Retrieved from http://www.gallup.com 3. Towers Perrin/Towers Watson (2003). Working today: Understanding what drive employee engagement. Retrieved from http://www.towerswatson.com 4. Wagner, R., & Harter, J. K. (2006). 12: The elements of great managing. New York, NY: Gallup Press. 18 – 30% Disengaged2,3,4 11 – 30% Highly Engaged2,3,4 $300+ Billion / Year1,2 Personal Impact Societal Impact Theft Turnover Profitability Productivity Absenteeism Customer Satisfaction
- 3. Lit Review / Hypothesis Vigor Dedication Absorption Work Engagement Manager Recognition External Factors1,2,3 Learning Resources Internal Factors Emotional Intelligence? Emotional Intelligence Work Engagement + Primary Hypothesis + + = 1. Gallup Consulting (2008). Employee engagement: What’s your employee engagement ratio? Retrieved from http://www.gallup.com 2. Towers Perrin/Towers Watson (2003). Working today: Understanding what drive employee engagement. Retrieved from http://www.towerswatson.com 3. Wagner, R., & Harter, J. K. (2006). 12: The elements of great managing. New York, NY: Gallup Press.
- 4. Methodology 5,187 Participants US & Canada 61% 39% 61% Mgmt 33% Employee Emotional Intelligence – Assessing Emotions Scale1 33 Item Survey Identify, Understand, Utilize, & Manage Emotions Self Assessment “strongly disagree” to “strongly agree” 0 – 165 EI Score Work Engagement – Utrecht Work Engagement Scale2 17 Item Survey Vigor, Dedication, & Absorption Self Assessment “never” to “always, every day” 0 – 6 WE Score 1. Schutte, N. S., Malouff, J. M., & Bhullar, N. (2009). The assessing emotions scale. In C. Stough, D. Saklofske, & J. Parker (Eds.), The assessment of emotional intelligence (pp. 119-135). New York, NY: Springer Publishing. 2. Schaufeli, W., Bakker, A., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716.
- 5. Secondary Hypotheses Primary Hypotheses Research Results Emotional Intelligence Work Engagement r = .416, p < .001 R2 = 17.3%, p < .001 Managing Emotions Work Engagement r = .475, p < .001 R2 = 22.6%, p < .001 EI Effect No Effect Gender X Age X Education X Org Level X WE Effect No Effect Gender X Age X Education X Org Level X Tenure X
- 6. Digging Deeper – Managing Emotions “Toxic” Work Environment Emotions are a powerful source of energy for action! + Energy - Energy Tapping into positive emotions – able to stay open minded and have greater self-control Positively charged work environment – leads to greater engagement
- 7. Implications for practice…so what? Tactics to Help Manage Emotions Emotional Journal or Blog Exercise – Physical Activity Routine “Clarity” Breaks Emotional Mind Map Who? What? When? Where?
- 9. Conclusion Work engagement Managing emotions “Retirement” is becoming obsolete Small bite into a big problem!