The Empirical Study On The Relationships Between Emotional Intelligence And Job Performance In The State-Owned Enterprises

Since Salovey and Mayer (1990) proposed the theory of emotional intelligence, the theory and measurement of emotional intelligence has been widely used in Psychology, Education and management. In recent years, many researchers extend their research into emotional intelligence, and recognize that the theory provides us a new perspective to find variables which can better explain the performance. This study takes EI as the core variable, and explores the relationship between EI and individual performance, it analyses if self-efficacy and perceived organizational support (POS) mediate EI and individual performance. The author proposes a basic theoretical model and hypothesis through literature review of EI related, then surveys the employees of state-owned enterprises using questionnaire. Through SPSS 13.0 model assumptions are partly proved. The main conclusions are:1. Self-emotion appraisal (SEA), regulation of emotion (ROE) and use of emotion (UOE) have significant positive impact on job performance.2. ROE, UOE and others' emotion appraisal (OEA) have significant positive impact on POS. SEA and UOE have significant positive impact on self-efficacy. POS and self-efficacy have significant positive impact on job performance.3. POS partly mediates the relationship between ROE and job performance, and partly mediates the relationship between UOE and job performance. Self-efficacy partly mediates the relationship between SEA and job performance, and partly mediates the relationship between UOE and job performance.Finally, these findings are discussed, and suggestions to management practices are proposed, as well as shortage of this study and directions for further studies.