Appendix A.

Adapted Items of Existing Measures Used in the Study

Table A.1. Organization Structure (Aiken & Hage, 1968)
Centralization
1.
2.

In my organization until my superior approves a decision, no action can be taken.

An employee who wants to make his own decisions would be discouraged in the
department.
3.
Even small matters have to be referred to someone at higher position for final answer.
4.
I have to ask my boss before I do almost anything.
5.
I need to have my boss approval before taking any decision.
Formalization
6.
Employees are constantly being checked for rule violations
7.
People feel they are constantly being watched to see that they obey all the rules.
8.
Whatever situation arises we have procedures to follow in dealing with it.
9.
Everyone has a specific job to do.
10.
Going through proper work channels creates stress.
11.
The organization keeps written records of everyones job performance.
12.
We follow strict operating procedures at all times.
13.
I feel that I am my own boss in most matters.
14.
A person can make his own decisions without checking with anybody else.
15.
How things are done here is left up to the person doing that work.
16.
People here are allowed to do things as they satisfy.
17.
Most people here make their own rules on the job.
Table A.2. Learning Culture (Goodman & Darr, 1998)
1.
My organization encourages open communication.
2.
The environment in my organization is cooperative.
3.
My organization values employees efforts for change and innovation
4.
My organization respects employees who have new ideas and knowledge.
5.
My organization encourages knowledge sharing among employees.
6.
My organization rewards knowledge sharing.
7.
In my organization knowledge sharing is a major way to solve problems.
Table A.3. Job Design (Hackman & Oldham, 1975)
1.
I have almost complete responsibility for deciding how and when the work is to be
done.
2.
I have very little freedom in deciding how the work is to be done (R).
3.
My job does not provide me an opportunity to use discretion or participate in
decision making (R).
4.
My job gives me considerable freedom in doing the work. (dropped)

5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.

I do a complete task from start to finish. The results of my efforts are clearly visible
and identifiable. (dropped)
I make insignificant contributions to the final product or service (R).
My job is arranged so that I do not have a chance to do an entire piece of work from
beginning to end (R).
My job provides me with the chance to finish completely any work I start.
My manager provides me with constant feedback about how I am doing.
The work itself provides me with information about how well I am doing.
Just doing the work provides me with opportunities to figure out how well I am
doing.
My supervisors or co-workers rarely give me feedback on how well I am doing the
job (R).
Supervisors let us know how well they think we are doing.
My job provides no clue about whether Im performing adequately (R).
I have a chance to do a number of different tasks, using a wide variety of different
skills and talents.
I get to use a number of complex skills on this job.
The job is quite simple and repetitive (R).
My job involves doing a number of different tasks.
The demands of my job are highly routine and predictable (R).
What I do affects the well-being of other people in very important ways.
What I do is of little consequence to anyone else (R).
My job is not very important to the companys survival (R).
Many people are affected by the job I do.

Table A.4. Training, Rewards and Job Management Support

Training (Rogg et. al. 2001)
1.
At this organization, sufficient time is allocated for training.
2.
At this organization, training programme provides an opportunity to learn.
3.
At this organization, training programs are sufficiently provided.
Rewards (ODell & Grayson, 1998)
4.
My promotion depends on the quality of work I deliver.
5.
I receive recognition when I involve in contributing and receiving knowledge.
6.
I receive reward when I spent time to use and create knowledge. (dropped)
Top Management Support (Kang, Kim & Chang, 2008)
7.
My boss highly encourages employees to share their know-how and shares his
professional knowledge.
8.
My boss motivates us to perform better.
9.
My boss provides us the required resources on time.
Table A.5. Knowledge Sharing (Van Dyne & Le Pine, 1998, Bock & Kim, 2002)
1.
I readily pass information that may be helpful to the work of the team.
2.
I keep others in the work group informed of emerging developments that may
increase their work effectiveness.

3.
4.
5.
6.
7.
8.
9.

I actively seek helpful information to share with the team.

I share information that he/she has when it can be beneficial to others in the work
team.
I readily share his/her expertise to help resolve team problems.
I willingly aid others in the team whose work efforts could benefit from his/her
expertise.
I offer innovative ideas in his/her area of expertise that can benefit the teams work.
I regularly share his/her expertise by making helpful suggestions that benefit the team.
I often provide the knowledge from companys training program or further education
to our team members.

Table A.6. Mutual Trust (McAllister, 1995)

1.
I believe that my team members are willing to listen to my difficulties and grievances
related to my work.
2.
I trust my team members due to their dedication and professionalism.
3.
We will feel a sense of loss if one of us was transferred and we could no longer work
together (dropped).
4.
I have no doubt about my team members capability and competence based on his or
her work performance.
5.
Our team members have a sharing relationship. We freely share our ideas, feelings,
and hopes.
6.
I can rely on my team members not to make my job more difficult by careless work.
7.
We are concerned to one and other and monitor team members performance more
closely.
8.
I believe team members consider everyone trustworthy.
9.
I believe we respect each other as a team member.
Table A.7. Team Performance (Henderson & Lee, 1992)
1.
The amount of daily work produced by team matches the timeline.
2.
The team collectively adheres to the project schedules.
3.
The team adheres to budget allocated.
4.
The quality of work team produces matches the project requirements.
5.
The team unanimously communicates its results and decisions with the third party.
6.
The team matches project goals on time.
7.
Team manages time effectively
Table A.8. Emotional Intelligence Self-Evaluation (Goleman, 1998)
1.
I use both negative and positive emotions as a source of wisdom about how to find a
way in my life.
2.
Negative feelings help me to address what I need to change in my life.
3.
I have the ability to monitor my feelings from moment to moment.
4.
I face my negative feelings and work to find out the issue.
5.
Knowing my true feelings is crucial to my well-being. (dropped)

6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
19.
20.
21.
22.
23.
24.
25.
26.
27.
28.
29.
30.

People who are aware of their true feelings, lives a better life.
I am good at getting calm and focused in adverse conditions.
I am able to introduce a wide range of positive emotions such as fun, joy, fighting
spirit, and humor in challenging conditions.
I am able to motivate myself to try again and again, the face of setbacks.
I try to be creative with lifes challenges.
I can easily enter into a state characterized by calmness, alertness and focus.
I can easily set negative feelings aside when called upon to perform.
I am effective at listening to other peoples problems.
I am sensitive to the emotional needs of others.
I am good at understanding the emotions of other people, even when the emotions are
not directly expressed.
I am adept at reading peoples feelings by their facial expressions.
I am aware of subtle social signals that indicate what others need.
I am strongly attuned to others feelings.
I have a calming influence on other people.
I respond appropriately to other peoples moods, motivations, and desires.
People view me as an effective coach for others emotions.
I am often able to improve the moods of others.
I am a good person to come to for advice about handling relationships.
I help others use their motivations to achieve their personal goals.
I am calm under pressure.
I am in-charge of how I feel.
When something upsets me, I find it easy to regain my self-control.
I do not recycle and dwell on negative emotions.
I am capable of soothing myself after an upsetting event.
I can easily shake off negative feelings.

Appendix B. Results of Pilot Testing for Adapted Measures/Scales

B.1. Organization Structure
Table B.1.1 Reliability Statistics of Centralization

Cronbach's Alpha
.922

Cronbach's Alpha Based

on Standardized Items
.922

N of Items
5

Table B.1.2 Reliability Statistics of Formalization

Cronbach's Alpha
.916

Cronbach's Alpha Based

on Standardized Items
.917

N of Items
12

B.2 Learning Culture

Table B.2 Reliability Statistics

Cronbach's Alpha
.869

Cronbach's Alpha Based on

Standardized Items
.869

N of Items
7

B.3 Job Characteristics

Table B.3 Reliability Statistics

Cronbach's Alpha
.921

Cronbach's Alpha Based on

Standardized Items
.923

N of Items
23

B.4 Training

Table B.4 Reliability Statistics

Cronbach's Alpha
.867

Cronbach's Alpha
Based on Standardized
Items
.872

N of Items
3

B.5 Rewards

Table B.5 Reliability Statistics

Cronbach's Alpha
Based on Standardized
Cronbach's Alpha
Items
.692
.715

N of Items
3

B.6 Top Management Support

Table B.6 Reliability Statistics

Cronbach's Alpha
.824

Cronbach's Alpha
Based on Standardized
Items
.833

N of Items
3

B.7 Emotional Intelligence

Table B.7 Reliability Statistics

Cronbach's Alpha
.953

Cronbach's Alpha Based

on Standardized Items
.953

N of Items
30

B.8 Knowledge Sharing

Table B.8 Reliability Results

Cronbach's Alpha Based on
Standardized Items
.916

Cronbach's Alpha
.913

N of Items
9

B.9 Mutual Trust

Table B.9 Reliability Results

Cronbach's Alpha
.908

Cronbach's Alpha Based on

Standardized Items
.909

N of Items
9

B.10 Team Performance

Table B.10 Reliability Results

Cronbach's Alpha
.904

Cronbach's Alpha Based on

Standardized Items
.903

N of Items
7

Appendix C. Results of Confirmatory Factor Analysis (Pilot Study)

C.1 Organizational Structure

C. 2 Learning Culture

C.3 Training, Rewards and Top Management Support (Job Resources)

C.4 Job Characteristics

C.5 Emotional Intelligence

C.6 Knowledge sharing

C.7 Mutual Trust

C.8 Team performance

Appendix D. Total Variance Explained

Component
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
38
39

Table D.1 Total Variance Explained through PCA with varimax rotation
Initial Eigenvalues
Extraction Sums of Squared Loadings
Total
% of Variance Cumulative % Total
% of Variance Cumulative %
32.658
29.421
29.421
32.658
29.421
29.421
11.387
10.259
39.680
11.387
10.259
39.680
8.827
7.953
47.633
8.827
7.953
47.633
5.931
5.343
52.976
5.931
5.343
52.976
5.124
4.616
57.592
5.124
4.616
57.592
4.009
3.612
61.204
4.009
3.612
61.204
3.696
3.329
64.533
3.696
3.329
64.533
3.488
3.142
67.676
3.488
3.142
67.676
3.036
2.735
70.411
3.036
2.735
70.411
2.683
2.417
72.828
2.683
2.417
72.828
2.536
2.284
75.112
2.536
2.284
75.112
2.300
2.072
77.184
2.300
2.072
77.184
1.997
1.799
78.984
1.997
1.799
78.984
1.894
1.707
80.691
1.894
1.707
80.691
1.712
1.543
82.233
1.712
1.543
82.233
1.655
1.491
83.725
1.655
1.491
83.725
1.510
1.360
85.085
1.510
1.360
85.085
1.381
1.244
86.329
1.381
1.244
86.329
1.322
1.191
87.521
1.322
1.191
87.521
1.268
1.143
88.664
1.268
1.143
88.664
1.180
1.063
89.726
1.180
1.063
89.726
1.103
.993
90.720
1.103
.993
90.720
1.030
.928
91.648
1.030
.928
91.648
.929
.837
92.485
.826
.744
93.228
.769
.692
93.921
.713
.643
94.563
.705
.635
95.198
.610
.550
95.748
.577
.520
96.268
.506
.456
96.723
.424
.382
97.106
.398
.359
97.465
.368
.331
97.796
.357
.322
98.118
.331
.298
98.416
.317
.286
98.702
.289
.260
98.962
.223
.201
99.163

40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83

.200
.174
.149
.126
.104
.070
.061
.032
.012
3.956E-15
3.835E-15
3.119E-15
2.820E-15
2.499E-15
2.277E-15
2.174E-15
1.951E-15
1.879E-15
1.779E-15
1.703E-15
1.532E-15
1.392E-15
1.266E-15
1.167E-15
1.109E-15
9.991E-16
9.569E-16
8.777E-16
8.297E-16
6.333E-16
5.315E-16
4.796E-16
4.412E-16
4.228E-16
3.216E-16
2.650E-16
1.812E-16
1.595E-16
6.346E-17
5.346E-17
-4.461E-21
-7.551E-17
-1.131E-16
-1.859E-16

.180
.157
.134
.114
.093
.063
.055
.029
.011
3.564E-15
3.455E-15
2.810E-15
2.541E-15
2.251E-15
2.051E-15
1.958E-15
1.758E-15
1.693E-15
1.603E-15
1.534E-15
1.380E-15
1.254E-15
1.140E-15
1.051E-15
9.989E-16
9.001E-16
8.621E-16
7.907E-16
7.475E-16
5.705E-16
4.788E-16
4.321E-16
3.975E-16
3.809E-16
2.897E-16
2.388E-16
1.633E-16
1.437E-16
5.717E-17
4.816E-17
-4.019E-21
-6.802E-17
-1.019E-16
-1.675E-16

99.344
99.500
99.635
99.748
99.842
99.905
99.960
99.989
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000
100.000

84
-2.478E-16 -2.233E-16
100.000
85
-3.401E-16 -3.064E-16
100.000
86
-3.761E-16 -3.388E-16
100.000
87
-4.777E-16 -4.304E-16
100.000
88
-5.471E-16 -4.928E-16
100.000
89
-6.055E-16 -5.455E-16
100.000
90
-6.466E-16 -5.826E-16
100.000
91
-7.194E-16 -6.481E-16
100.000
92
-7.734E-16 -6.967E-16
100.000
93
-7.989E-16 -7.198E-16
100.000
94
-8.527E-16 -7.682E-16
100.000
95
-9.141E-16 -8.235E-16
100.000
96
-9.942E-16 -8.957E-16
100.000
97
-1.114E-15 -1.004E-15
100.000
98
-1.148E-15 -1.034E-15
100.000
99
-1.257E-15 -1.132E-15
100.000
100
-1.330E-15 -1.198E-15
100.000
101
-1.462E-15 -1.317E-15
100.000
102
-1.614E-15 -1.454E-15
100.000
103
-1.689E-15 -1.521E-15
100.000
104
-1.756E-15 -1.582E-15
100.000
105
-1.829E-15 -1.648E-15
100.000
106
-1.883E-15 -1.696E-15
100.000
107
-2.114E-15 -1.905E-15
100.000
108
-2.277E-15 -2.052E-15
100.000
109
-2.711E-15 -2.442E-15
100.000
110
-3.192E-15 -2.876E-15
100.000
111
-3.529E-15 -3.179E-15
100.000
Extraction Method: Principal Component Analysis.

Appendix E. SEM Model

Figure E.1 Path diagram of main effects structural model

Appendix F. Questionnaire of Main Study

Research Survey
On
A STUDY OF KNOWLEDGE SHARING IN CROSS FUNCTIONAL TEAMS

The study has been undertaken by Ms. Jyoti Verma, Doctoral Student in the Area of HR & OB at Institute
of Management, Nirma University, Ahmedabad, for the partial fulfilment of her course at the Institute.
She may be contacted at jyoti.gurukul@gmail.com or +91-92271-83609.

GENERAL INSTRUCTIONS TO FILL THIS SURVEY

Dear Respondent,
The following statements relates to the enablers of knowledge sharing and extent to which it affects the
performance of cross functional teams. Please indicate your extent of agreement/disagreement about how
well these statements describe what happens in your firm during the sharing process by circling on the
scale given alongside each statement as per the continuum shown below:
1

Strongly Disagree

Moderately Disagree

3
4

Slightly Disagree
Neutral

5
Slightly Agree
6
Moderately Agree
7
Strongly Agree
Disclosure: The researcher hereby declares that the data collected from the respondents will be consumed
only to fulfil academic research requirements and responses shall remain completely confidential.

A. The following questions relate to your organizational structure, culture and perceptions about working
environment.
Code Statements
disagreement to
agreement
C1

1 2 3 4 5 6 7

C4

In my organization until my superior approves a decision, no action

can be taken.
An employee who wants to make his own decisions would be
discouraged in the department.
Even small matters have to be referred to someone at higher position
for final answer.
I have to ask my boss before I do almost anything.

C5

I need to have my boss approval before taking any decision.

1 2 3 4 5 6 7

RO1

Employees are constantly being checked for rule violations.

1 2 3 4 5 6 7

RO2

1 2 3 4 5 6 7

JS2

People feel they are constantly being watched to see that they obey all
the rules.
Whatever situation arises we have procedures to follow in dealing
with it.
Everyone has a specific job to do.

JS3

Going through proper work channels creates stress.

1 2 3 4 5 6 7

JS4

1 2 3 4 5 6 7

JS5

The organization keeps written records of everyones job

performance.
We follow strict operating procedures at all times.

JC1

I feel that I am my own boss in most matters.

1 2 3 4 5 6 7

JC2

1 2 3 4 5 6 7

JC3

A person can make his own decisions without checking with anybody
else.
How things are done here is left up to the person doing that work.

JC4

People here are allowed to do things as they satisfy.

1 2 3 4 5 6 7

JC5

Most people here make their own rules on the job.

1 2 3 4 5 6 7

LC1

My organization encourages open communication.

1 2 3 4 5 6 7

LC2

The environment in my organization is cooperative.

1 2 3 4 5 6 7

LC3

1 2 3 4 5 6 7

LC5

My organization values employees efforts for change and

innovation.
My organization respects employees who have new ideas and
knowledge.
My organization encourages knowledge sharing among employees.

LC6

My organization rewards knowledge sharing.

1 2 3 4 5 6 7

LC7

In my organization knowledge sharing is a major way to solve

problems.
I have almost complete responsibility for deciding how and when the
work is to be done.

1 2 3 4 5 6 7

C2
C3

JS1

LC4

A1

1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7

1 2 3 4 5 6 7
1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7
1 2 3 4 5 6 7

1 2 3 4 5 6 7

A2

I have very little freedom in deciding how the work is to be done.

1 2 3 4 5 6 7

A3

My job does not provide me an opportunity to use discretion or

participate in decision making.
I make insignificant contributions to the final product or service.

1 2 3 4 5 6 7

1 2 3 4 5 6 7

F5

My job is arranged so that I do not have a chance to do an entire piece

of work from beginning to end.
My job provides me with the chance to finish completely any work I
start.
My manager provides me with constant feedback about how I am
doing.
The work itself provides me with information about how well I am
doing.
Just doing the work provides me with opportunities to figure out how
well I am doing.
My supervisors or co-workers rarely give me feedback on how well I
am doing the job.
Supervisors let us know how well they think we are doing.

F6

My job provides no clue about whether Im performing adequately.

1 2 3 4 5 6 7

TV1

1 2 3 4 5 6 7

TV2

I have a chance to do a number of different tasks, using a wide variety

of different skills and talents.
I get to use a number of complex skills on this job.

TV3

The job is quite simple and repetitive.

1 2 3 4 5 6 7

TV4

My job involves doing a number of different tasks.

1 2 3 4 5 6 7

TV5

The demands of my job are highly routine and predictable.

1 2 3 4 5 6 7

TS1

1 2 3 4 5 6 7

TS2

What I do affects the well-being of other people in very important

ways.
What I do is of little consequence to anyone else.

TS3

My job is not very important to the companys survival.

1 2 3 4 5 6 7

TS4
ET1

Many people are affected by the job I do.

At this organization, sufficient time is allocated for training.

1 2 3 4 5 6 7
1 2 3 4 5 6 7

ET2
ET3

At this organization, training programme provides an opportunity to 1 2 3 4 5 6 7

learn.
At this organization, training programs are sufficiently provided.
1 2 3 4 5 6 7

RS1

My promotion depends on the quality of work I deliver.

TI1
TI2
TI3
F1
F2
F3
F4

1 2 3 4 5 6 7

1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

1 2 3 4 5 6 7

RS2

I receive recognition when I involve in contributing and receiving 1 2 3 4 5 6 7

knowledge.
TMS1 My boss highly encourages employees to share their know-how and 1 2 3 4 5 6 7
shares his professional knowledge.
TMS2 My boss motivates us to perform better.
1 2 3 4 5 6 7
TMS3 My boss provides us the required resources on time.

1 2 3 4 5 6 7

B. The following questions relate to trust between team members, knowledge

about team performance.
MT1 I believe that my team members are willing to listen to my difficulties
and grievances related to my work.
MT2 I trust my team members due to their dedication and professionalism.
MT3 I have no doubt about my team members capability and competence
based on his or her work performance.
MT4 Our team members have a sharing relationship. We freely share our
ideas, feelings, and hopes.
MT5 I can rely on my team members not to make my job more difficult by
careless work.
MT6 We are concerned to one and other and monitor team members
performance more closely.
MT7 I believe team members consider everyone trustworthy.

sharing and perceptions

1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7
1 2 3 4 5 6 7

MT8

I believe we respect each other as a team member.

1 2 3 4 5 6 7

KS1

I readily pass information that may be helpful to the work of the team.

1 2 3 4 5 6 7

KS2

I keep others in the work group informed of emerging developments

that may increase their work effectiveness.
I actively seek helpful information to share with the team.

1 2 3 4 5 6 7

KS3
KS4
KS5
KS6

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I share information that he/she has when it can be beneficial to others in 1 2 3 4 5 6 7

the work team.
I readily share his/her expertise to help resolve team problems.
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TP1

I willingly aid others in the team whose work efforts could benefit from
his/her expertise.
I offer innovative ideas in his/her area of expertise that can benefit the
teams work.
I regularly share his/her expertise by making helpful suggestions that
benefit the team.
I often provide the knowledge from companys training program or
further education to our team members.
The amount of daily work produced by my team matches the timeline.

TP2

My team collectively adheres to the project schedules.

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TP3

My team adheres to budget allocated.

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TP4

TP6

The quality of work my team produces matches the project 1 2 3 4 5 6 7

requirements.
My team unanimously communicates its results and decisions with the 1 2 3 4 5 6 7
third party.
My team matches project goals on time.
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TP7

My Team manages time effectively.

KS7
KS8
KS9

TP5

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C. The following questions talks about emotional intelligence

EA1
I use both negative and positive emotions as a source of wisdom about
how to find a way in my life.
EA2
Negative feelings help me to address what I need to change in my life.
EA3
I have the ability to monitor my feelings from moment to moment.
EA4
I face my negative feelings and work to find out the issue.
EA5
People who are aware of their true feelings, lives a better life.
ME1 I am good at getting calm and focused in adverse conditions.
ME2 I am able to introduce a wide range of positive emotions such as fun,
joy, fighting spirit, and humor in challenging conditions.
ME3 I am able to motivate myself to try again and again, the face of
setbacks.
ME4 I try to be creative with lifes challenges.
ME5 I can easily enter into a state characterized by calmness, alertness and
focus.
ME6 I can easily set negative feelings aside when called upon to perform.
E1
I am effective at listening to other peoples problems.
E2
I am sensitive to the emotional needs of others.
E3
I am good at understanding the emotions of other people, even when
the emotions are not directly expressed.
E4
I am adept at reading peoples feelings by their facial expressions.
E5
I am aware of subtle social signals that indicate what others need.
E6
I am strongly attuned to others feelings.
SS1
I have a calming influence on other people.
SS2
I respond appropriately to other peoples moods, motivations, and
desires.
SS3
People view me as an effective coach for others emotions.
SS4
I am often able to improve the moods of others.
SS5
I am a good person to come to for advice about handling relationships.
SS6
I help others use their motivations to achieve their personal goals.
ME1 I am calm under pressure.
ME2 I am in-charge of how I feel.
ME3 When something upsets me, I find it easy to regain my self-control.
ME4 I do not recycle and dwell on negative emotions.
ME5 I am capable of soothing myself after an upsetting event.
ME6 I can easily shake off negative feelings.

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GENERAL INFORMATION
Gender:

Male [1]

Female [2]

Age ______ (years)

Work experience with the current organization ______________ (Months/Years)
Circle your job level:

Entry/ Junior level [1]

Mid level [2]

Senior level [3]

Name of Organization and Place

______________________________________________________________________
Type of organization:

Public [1]

Private [2]

NGO [3]

Thank you for filling this survey

Appendix G. Dimensions of Emotional Intelligence (EI)

EI is the capacity for organizing our own feelings and those of others, for motivating ourselves,
and for managing emotions well in us and in our relationships (Goleman, 1998 p. 317). Goleman
(1998) suggested that emotional quotient at work is a multidimensional construct consisting of
five components, such as self awareness, self regulation, motivation, empathy and social skills.

1. Self Awareness (Emotional Awareness, Pareek & Purohit, 2010) is associated with the ability
to be aware of which emotions, moods, and impulses one is experiencing and why. This also
includes ones awareness of the effects of his or her feelings on others (Rahim and Psenicka,
2002). In this study, it is coded as EA. Sevaral studies reported that self awareness is an essential
ability for enhancing managerial effectiveness (Church, 1997; Shipper & Dillard, 2000).

2. Self Regulation (Managing ones emotions) refers to the ability to keep ones own emotions
and impulses in check, to remain calm in potentially volatile situations, and to maintain
composure irrespective of ones emotions (Rahim and Psenicka, 2002). Goleman (2001, p. 32)
indicated that in work place self awareness positively influences self regulation, empathy and
social skills and self regulation, in turn, influences empathy and social skills. In this study, it is
coded as ME.

3. Motivation represents the ability to remain focused on goals despite setbacks, to operate from
hope of success rather than fear of failure, delaying gratification, and to accept change to attain
goals (Rahim & Psenicka, 2002). Motivation is necessary for attaining goals (Rahim & Psenicka,

2002). Pareek and Purohit (2010) mentioned that motivation involves a persons passion to work
for reasons that go beyond money or status, resilience, i.e. ability to bounce back from
disappointments. Motivation is coded as M in this study.

4. Empathy refers to ones ability to understand the feelings transmitted through verbal and
nonverbal messages, to provide emotional support to people when needed, and to understand the
links between others emotions and behavior (Rahim & Psenicka, 2002). It is the ability of a
person to understand the emotional makeup of other people (Pareek & Purohit, 2010). Empathy
is coded as E in this study.

5. Social Skills is associated with ones ability to deal with problems without demeaning those
who work with him or her, to not allow own or others negative feelings to inhibit collaboration,
and to handle affective conflict with tact and diplomacy (Rahim & Psenicka, 2002). It is
reflected in building and leading teams (Pareek & Purohit, 2010). It is coded as SS. Goleman
(2001) suggests that this intelligence is associated with social competencies, such as empathy
and social skills.