EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT AMONG THE COLLEGE STAFF USING GENOS MODEL OF EMOTIONAL INTELLIGENCE

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B. Preethi and Dr. S. A. Lourthuraj.” Emotional Intelligence and Organizational Commitment among
the College Staff using Genos Model of Emotional Intelligence.”- (ICAM 2016)
International Journal of Management (IJM)
EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT
AMONG THE COLLEGE STAFF USING GENOS MODEL OF EMOTIONAL
INTELLIGENCE
B. Preethi
Assistant Professor, Department of Management Studies, Chettinad College of Engineering and
Technology, Karur
Dr. S. A. Lourthuraj
Associate Professor, Jamal Institute of Management, Jamal Mohamed College, Tiruchirappalli
ABSTRACT
The concept of Emotional Intelligence (EI) has recently attracted a great amount of
interest from HR practitioners and academics alike. Emotional Intelligence (EQ) is a
behavioral model that provides a new way to understand and assess people's behaviors,
management styles, attitudes, interpersonal skills, and potential. The aim of the present study
was to explore the relationship between emotional intelligence and organizational
commitment among college staffs. To this end The Genos Emotional Intelligence Inventory or
Genos EI, is a 70-item multi rater assessment and the questionnaire by Allen and Meyer were
used to collect the data. The results generally indicated that there is a significant relationship
between emotional intelligence and organizational commitment among the college staff. In
other words, it can be said that employees with high emotional intelligence have also higher
levels of the organizational commitment. In addition, it was noted that there is a significant
relationship between the components of emotional intelligence and organizational
commitment.
Key words: Emotional Intelligence, Organizational Commitment, Management, College Staff
Cite this Article: B. Preethi and Dr. S. A. Lourthuraj. Emotional Intelligence and
Organizational Commitment among the College Staff using Genos Model of Emotional
Intelligence. International Journal of Management, 7(2), 2016, pp. 682-689.
http://www.iaeme.com/ijm/index.asp
INTRODUCTION
Efficiency and development in any organization depends largely on the correct use of manpower. As
organizations and enterprises grow larger it is also added to their problems. In relation to various
issues, managers are constantly trying to control the employees. Although staff focus more on
economic development issues today due to financial pressures in their jobs, but now staff are more
interested in doing jobs where they have greater job autonomy and can feel valued. One of the major
motivational issues that today is developed with a wide range in industrial and organizational
psychology studies in the West is the issue of organization commitment (Esmaeili, 2002). Bennis
(1966), mentions in the definition of the improvement of human resources in organization: “the
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improvement of human resources in organizations is a complex educational method to change ideas,
attitudes and values of employees, therefore the organization is able to contribute their new ideas,
opinions and attitudes and by utilizing new technology can better cope with problems and changes”.
Organization commitment is a kind of attitude, employment in an organization. Based on Allen
and Meyer (2001) organization commitment as an emotional and psychological dependence to the
organization, commitment as understanding the costs of leaving the organization and commitment to
the task in order to remain in the organization as affective commitment are sorted as continued
commitment and obligation or normative commitment, obligation (Allen and Meyer, 2001).One of the
major factors that can contribute to creating a sound environment, increase organizational ethics,
motivation and increase in production and productivity of the organization is the organization
commitment (salami 2008).Given the current challenges in organizations, identifying the key factors to
predict organization commitment as an individual needs has become a key issue. Theoretical and
empirical evidence have shown that employees' perceptions about spirituality in the work place will
help to expand the level of organization commitment. By increasing the level of commitment, people
are more willing to work and thereby contribute to organizational performance (Rego and Ecunha,
2008). Porter (1974) has defined organization commitment as accepting the values of the organization
and its involvement which is identified by three factors: first: strongly believe in the values and goals
of the organization, second: tend to put more effort in achieving the organization's goals and third:
strong desire to maintain and be a member of the organization (Ranjbaran, 1996) dependence and
belonging feeling to the organization. Organization commitment is a psychological state which
represents some kind of tendency, need and necessity to continue the employment in an organization.
Based on Allen and Meyer (2001) organization commitment as an emotional and psychological
dependence to the organization, commitment as understanding the costs of leaving the organization and
commitment to the task in order to remain in the organization as affective commitment are sorted as
continued commitment and obligation or normative commitment, obligation (Allen and Meyer, 2001).
One of the major factors that can contribute to creating a sound environment, increase organizational
ethics, motivation and increase in production and productivity of the organization is the organization
commitment (salami 2008).Given the current challenges in organizations, identifying the key factors to
predict organization commitment as an individual needs has become a key issue.
Theoretical and empirical evidence have shown that employees' perceptions about spirituality in
the work place will help to expand the level of organization commitment. By increasing the level of
commitment, people are more willing to work and thereby contribute to organizational performance
(Rego and Ecunha, 2008). Porter (1974) has defined organization commitment as accepting the values
of the organization and its involvement which is identified by three factors: first: strongly believe in the
values and goals of the organization, second: tend to put more effort in achieving the organization's
goals and third: strong desire to maintain and be a member of the organization (Ranjbaran,
1996).Janmn and Oraily (1986), defined organization commitment and continuity as a means of
emotional support for the goals and values of an organization, keep away from the values of an
organization (Esmaeili, 2002). Lotonz and Shaveh (1992), suggest that the general attitude of
commitment is an important factor for understanding organizational behavior and a good predictor of
willingness to stay in the job. Commitment and dedication can leave a significant positive impact.
Employees who have the dedication and commitment are more disciplined in their work, spend more
time and work more in the organization (Esmaeili, 2002).
REVIEW OF LITERATURE
Emotional intelligence is considered as a factor that can affect individuals in organizational
commitment. Academic intelligence alone cannot properly prepare people in the ups and downs of life,
to deal with problems and is not necessarily a guarantee of prosperity, social character or happiness in
life. In fact, 20% of people’s success depends to their (IQ) and the rest depends on emotional
intelligence and social intelligence. Emotional intelligence is a kind of Meta ability which specifies
how we can use the rest of our skills to the best including the IQ. One of the advantages of (EQ) to (IQ)
is the acquisition dimension which is easy to learn, evolve and improve. Salovey and Meyer's published
the first formal definition of emotional intelligence in (1990) in this form “Ability to identify emotions
of self and others, and the distinction between them and use this information to guide one's thinking
and behavior”, the position of (EQ) in human is the amygdala in the limbic area of the brain stem near

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the end of the loop, the amygdala acts as a reservoir of emotional memories. In fact, the hippocampus
remembers only the facts and amygdala keeps emotional flavor of that fact (Hamedi, 2003).
Excitement is a term that psychologists and even philosophers debate a lot about them for their
precise meaning. In The Oxford English Dictionary, the sense of excitement is "any irritation or
confusion in the mind, feelings of affection: any powerful or excited state of mind." Or in other words
the excitement is a word that has connection with love, passion, hatred, etc. and thus the excitements of
the positive and negative factors are evaluated in terms of their consequences. Simply it can be said,
when a state of excitement occurs, changes occur in the body of the autonomic nervous system, the
sympathetic and parasympathetic nervous system, plays an important role in making these changes. It
is obvious that when we get excited, the internal changes of body appear as anger, fear, disgust,
sadness, joy and surprises and this is due to the physiological changes that occur as a result of the
activity of the nervous. In fact, all those emotions are impulses to act. Immediate plans to maintain a
life that is deposited in our evolution. In the set of our emotions, each emotion plays a unique role that
is identified by distinct symptoms of biology. With the advent of new methods to investigate the body
and brain, researchers are excited about that how the body prepares for a completely different answer;
more details are discovered every day (Goleman, 1999).
Psychologists have attempted to thrill them clearly but they confronted with various difficulties.
Some define the excitement as some sort of incentive and others define as a conflicting process of
motivation. Another group defined excitement and emotion as physical changes, while others has
introduced it as mind feelings that human reports its quality. Many people count excitement as positive
or negative factors, for example if love and joy are good and positive excitements, anger and fear are
known as bad and ugly excitement (Mohammad Parsa, 1997 quoted by Hasan pour, 2008). Goleman
(1995) has argued that emotional intelligence is a different kind of intelligence, including the
recognition of the sense of self and using it to make the right decisions in life. It is a psychological
mood and impulse control desirable to handle. It is a factor that creates motivation and hope in the
person at the time of failure of getting to the target. The mutual senses mean the consciousness of your
feelings around you and the social skills mean being good with people and controlling self-emotions in
relation to others and to encourage and guide them. He says the intelligence at best is a factor of only
20% of success in life and 80% of success is dependent on other factors and the fate of individuals in
many cases depend on the skills of emotional intelligence. Emotional intelligence is linked with the
ability to understand self and others (self and other analysis) interact with people and their
compatibility with the surrounding environment. In other words no cognitive intelligence provides the
expected success and measuring it as a measure of a person's ability to adapt and survive life in the
world.
Meyer and Salovy (1997) defined emotional intelligence as follows: emotional intelligence is the
ability to perceive emotions, to access and generate emotions also thought to contribute to a better
understanding of emotions and excitements also coordinated between emotions to provide emotional
and intellectual promotion. Goleman (1999) uses the word emotion as a sense, thoughts, mental state
and its specific biological and the personal desire to act on it. The number of known emotions
considering as compounds, various minor changes and disturbances among them is known as hundred.
In fact, there are countless subtle emotions that have no words to express them. Emotions are means of
bodily intimacy with us and tell us what our body needs for good health and happiness. Emotions are
designed over millions of years of gradual modification of human, to help succeed in life. If we do not
listen to the message of our emotions we have provided for ourselves unhappiness, jeopardize the
health and premature death (Stivehean, 2004, translation by Mousavi 2006). People with the highest
levels of employment in psychology, law, medicine, engineering or banking are not only successful in
their career. They are the happy, resilient and optimistic people and reserve source of professional
leadership. In other words, to succeed in work we need something more than emotional intelligence.
Emotional intelligence is the ability to inhibit negative emotions such as anger and suspicion and
has more emphasis on the positive emotions such as trust and tolerance refers to behavioral school
(Aghayar and Sharifi Daramadi, 2006). In a study by (Rezaeian and Keshtegar, 2008) the results
showed that there is a significant relationship between emotional intelligence and organization
commitment, thus, emotional intelligence is one of the important things that any organization
measures, especially when any organization needs to assess the strengths and weaknesses of their
manpower to change, the importance of this issue appears to be more. The future and success are for
the organizations that efforts to develop and strengthen employees emotional intelligence. The future is

685
of those who possess superior communication skills. Human capital can properly lead organizational
performance through employee toward benefit, sense of identity and pride (Aghayar and Sharifi
Daramadi, 2006). In recent years with the development of strong empirical evidence the importance of
using emotional intelligence in the workplace is achieved.
Findings from hundreds of organizations and thousands Chief Executive Officers represents the
importance of emotional intelligence. Each feature of emotional intelligence forms a field in human.
The studies of Doctor Daniel Goleman show that approximately 90% of the difference between the
performance of senior executives and ordinary organization managers depends on their emotional
intelligence. Emotional intelligence is considered as an important issue in human resource planning,
job profile, job interviews, recruitment, selection, development, management, relationship-customer,
customer service, etc. (Aghayar and Sharifi Daramadi, 2006). Ghamari (2009) in a study on the
relationship between emotional intelligence and organization commitment of employees of Islamic
Azad University area 2 showed the results that there is a significant relationship between emotional
intelligence and organizational commitment. The results of Naderi (2010) research, under the influence
of training interpersonal skills of emotional intelligence on job satisfaction and organization
commitment among female employees of Oil Company, showed that interpersonal skills of emotional
intelligence has impact on organization commitment and job satisfaction. Keshavarz (2011) showed in
a study entitled developing communication model of connection between emotional intelligence and
organization commitment of the employees of sport organization of Tehran municipality, that
emotional intelligence of managers has impact on employees’ organization commitment.
Dayoldowu Akintola and Sunday Samson Babalola (2012) studied the relation of the impact of
emotional intelligence on the behavior of workers (organization) in industrial organizations. The
findings of this research showed an important correlation (significant) between emotional intelligence
and job performance, job satisfaction and organization commitment and job entailed by the workers
there. Therefore the main research question was: Is there a relationship between emotional intelligence
and organization commitment among college staff.
RESEARCH OBJECTIVES
• To examine the relationship between emotional intelligence and organizational commitment.
 To examine the relationship between emotional intelligence and organizational commitment
To analyze the relationship between the seven emotional intelligence dimensions (Emotional
Self-Awareness, Emotional Expression, Emotional Awareness of Others, Emotional
Reasoning, Emotional Self-Management, Emotional Management of Others & Emotional
Self-Control) and organizational commitment
THE MEASURES
Measuring Emotional Intelligence is multi-dimensional concept. There are three models that are
commonly used in the literature (Caruso, 2004). These are “ability-based’ that measures the mental
ability to do with emotions used by Mayer and Salovey, (1997). The second one is “trait-based” that
focuses on socio-emotional traits such as “awareness”. Barr-on (1997) has used this model and finally
the “competency-based” model that measures the set of emotional competencies and used by Goleman,
(2001). However, for this study, Emotional Intelligence were measured on a scale provided by Genos
(www.genos.com.au) developed by Palmer and Stough, (2001) and was based on Swinburne
University Emotional Intelligence Test (SUEIT). The SUEIT, however, measures five components of
EI. The Genos EI concise version consisting of 31-items yield a total EI score and were sub-divided
into seven subscales. The SUEIT dimension “recognition and expression” was further subdivided into
two of Genos’ version into emotional self-awareness and emotional expression. The emotional
management component of SUEIT was subdivided into self-management and emotional management
of others in the Genos’ instrument (Palmer, 2007). The selection of the Genos’ instrument is simply
because of having sufficient face validity, easy to understand, relatively cheaper and require less time
to fill-in the questionnaire. The below table further elaborates the seven subscales of the “Emotional
Intelligence” scale.

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The Genos model of emotional intelligence
Factor name Description
Emotional Self-Awareness The skill of perceiving and understanding your own emotions
Emotional Expression The skill of effectively expressing your own emotions
Emotional Awareness of Others The skill of perceiving and understanding others’ emotions
Emotional Reasoning The skill of using emotional information in decision making
Emotional Self-Management The skill of managing your own emotions
Emotional Management of Others The skill of positively influencing the emotions of others
Emotional Self-Control The skill of effectively controlling your own strong emotions
RESULTS
Table 1. Correlation between Emotional Intelligence and Organizational Commitment
Organizational
Commitment
Emotional
Intelligence
Organizational
Commitment
Pearson
Correlation
1 .966
Sig. (2-tailed) - .000
N 106 106
Emotional Intelligence
Pearson
Correlation
.966 1
Sig. (2-tailed) .000 -
N 106 106
Table 1 results show that, the correlation between emotional intelligence and organizational
commitment is 0.966 which indicate that a positive relationship exist between emotional intelligence
and organizational commitment at 1% level of significance. On the basis of above result it can be
inferred that the null hypothesis is rejected (i.e. There is no significant relationship between emotional
intelligence and organizational commitment of the employees). And alternate hypothesis (i.e. there is
significant relationship between emotional intelligence and organizational commitment of the
employees) is accepted.
Table 2 Correlation between Emotional Intelligence Dimensions and Organizational Commitment
Organizational
Commitment
Emotional
Self-
Awareness
Emotiona
l
Expressio
n
Emotiona
l
Awarenes
s of
Others
Emotio
nal
Reasoni
ng
Emotio
nal
Self-
Manage
ment
Emotio
nal
Manage
ment of
Others
Emotio
nal
Self-
Control
Organizational
Commitment
Pearson
Correlation
1 .793 .741 .711 .787 .744 .758 .778
Sig.(2-tailed) - .000 .000 .000 .000 .000 .000 .000
N 106 106 106 106

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In table 2 the organizational commitment has a high positive correlation with all seven
dimensions of emotional (Emotional Self-Awareness, Emotional Expression, Emotional Awareness of
Others, Emotional Reasoning, Emotional Self-Management, Emotional Management of Others &
Emotional Self-Control). Self- awareness has a score of .793 which shows that there is positive
correlation between self- awareness and organizational commitment. It has been further explored that
Emotional Expression, Emotional Awareness of Others, Emotional Reasoning, Emotional Self-
Management, Emotional Management of Others & Emotional Self-Control are positively correlated
with organizational commitment as value of r =.741, .711, .787, .744, .758, .778 respectively.
Table 3 Organizational Commitment with respect to Total years of Experience
Hypothesis: There is no significant differences between total years of Experience and Organizational
Commitment.
N Mean
Std.
Deviation
Sum of
Squares
df
Mean
Square
F Sig. Result
Dimensions
Experience
Affective
commitment
0-2 14 13.8571 2.82454
2-4 39 15.0513 2.68474 39.059 3 13.020 1.465 .229 NS
4-6 40 13.8250 3.38085
above 6 7 13.4286 2.22539
Total 100 14.2800 3.00195
Continuance
commitment
0-2 14 13.3571 3.73357
2-4 39 15.1026 3.50034 48.347 3 16.116 1.303 .278 NS
4-6 40 13.8750 3.48026
above 6 7 13.5714 3.35942
Total 100 14.2600 3.53230
Normative
commitment
0-2 14 14.2143 2.93987
2-4 39 15.7179 3.51649
4-6 40 13.4000 3.58630 107.707 3 35.902 3.130 .029 NS
above 6 7 14.7143 1.70434
Total 100 14.5100 3.49457
From the ANOVA table it is found that Organizational commitment dimensions such as
Continuance commitment, normative commitment are not different based on the Experience. But the
Organizational commitment with regard to Affective commitment is different based on the Experience.

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Table 4. Organizational Commitment with respect to Monthly Income
Hypothesis: There is no significant differences between Monthly Income and Organizational
Commitment.
N Mean
Std.
Deviation
Sum of
Squares
df
Mean
Square
F Sig. Result
Dimensions
Monthly
Income
Affective
commitment
upto 10,000 26 13.9231 2.33106
10,001-15000 26 14.3462 3.13614 90.993 4 22.748 2.697 .035
15001-20000 21 14.9048 3.19225 S
20001-25000 14 15.7143 2.39963
above 25001 13 12.3077 3.42502
Total 100 14.2800 3.00195
Continuance
commitment
upto 10,000 26 14.2308 3.27790
10,001-15000 26 14.1538 3.86463
15001-20000 21 14.5238 3.41495 139.095 4 34.774 3.014 .022 S
20001-25000 14 16.3571 2.92488
above 25001 13 11.8462 3.02341
Total 100 14.2600 3.53230
Normative
commitment
upto 10,000 26 14.8077 2.80027
10,001-15000 26 13.7692 3.69115
15001-20000 21 15.3333 3.32165 131.186 4 32.796 2.891 .026 S
20001-25000 14 16.1429 3.00914
above 25001 13 12.3077 4.11065
Total 100 14.5100 3.49457
It is found that emotional intelligence of respondents is regard to Affective commitment,
Continuance commitment, normative commitment are depends on the respondent. Since the significant
value is less than 0.05.So it shows that it is different based on the income.
CONCLUSION
The end result of this study showed that the different dimensions of emotional intelligence and
Organizational commitment has a significant relationship with the college staff so that the results
showed that increasing the variable of interest can lead to increased organizational commitment of
employees. According to a survey conducted by the hypothesis testing in this study, it was found that
dimensions of emotional Intelligence can have a positive effect on organizational commitment of
employees. The results show that emotional intelligence and organizational commitment has a strong
connection with people who are committed to their jobs, than those with lower job commitment, and
experience greater career success. For employees who are committed to the job or profession, tend to
develop attitudes consistent with their commitment (Carson, Carson's, 1999) (Kesiler, 1971), emotional
intelligence predicted organizational commitment. For people who are more conscious, more likely to
choose a job that meets the needs, values and interests they match. This enables individual
consciousness has not let his anger be an obstacle to the thoughts of others. With the increasing
awareness of people about the symptoms that may harm their intellectual function, are more sensitive.

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With the increasing awareness of people about the symptoms that may harm their intellectual function,
are more sensitive. Gradual learning skills to monitor and respond appropriately to the emotion and
excitement, and improve communication in the workplace, increase productivity and reduce
interpersonal problems
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EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT AMONG THE COLLEGE STAFF USING GENOS MODEL OF EMOTIONAL INTELLIGENCE