Emotional Intelligence has Importance in Business Ethics

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Concept of emotional intelligence has an very important impact on managerial practice (Ashkanasy & daus, 2002).emotional intelligence may reflect the idea that success is not only determined by abilities like verbal and quantitative abilities (while quantitative ability means interpret the meaning in numbers) but also by abilities that pertains emotions (Cote & Miners, 2006). That’s means emotional intelligence has a lot of importance in business ethics. Although emotional intelligence is a ability to monitor one’s own and others’ emotions, and to discriminate among them and then use this information to guide the thinking and action of others in the organization. Emotional intelligence is emerged as an very interesting topic in organizational and social perspective. Studies show that there is positive relationship between emotional intelligence and job satisfaction. While there is also limited number of studies that show that relationship between emotional intelligence and job satisfaction is controversial. Because they believe emotions are automatic and based on subconsciously beliefs and values, they cannot be judge because to be valid assessment of reality, one’s values and beliefs might be wrong because emotions are not a tool of knowledge (Locke E. A., 2005). But now a day’s emotional intelligence has an very significant impact on job performance and job satisfaction, employees who have high emotional intelligence also have a greater job satisfaction and they are highly committed with their organization. There is positive relationship between emotional intelligence and job satisfaction and organizational commitment. . That’s easier for researchers to research on formulas, calculations rather than to research on emotions lik...

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...ncept of organizational commitment there is basically three constructs (1) affective (2) normative (3) continuance commitment. Affective commitment is defined as positive feelings of identification with, attachment to and involvement in the work of the organization (Meyer & Allen, 1984). Normative commitment is defined as sense of obligation to the organization (Allen & Meyer, 1996). Continuance commitment is defined as “the extents to which employees feel commitment to their organization when they consider the cost of leaving the organization (Meyer & Allen, 1984). The researchers who examined the relationship between organizational commitment and outcomes measures of motivation, job performance etc. organizational commitment is the strong predictor and they said there is strong relationship between emotional intelligence and organizational commitment (Anari, 2012)
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