CITATIONS

Emotional Intelligence and Work Performance

A consensus of findings in the studies summarized to date using the EQ-i indicates that the most powerful EI
contributors to occupational performance are:
1. the ability to be aware of and accept oneself;
2. the ability to be aware of others' feelings, concerns and needs;
3. the ability to manage emotions;
4. the ability to be realistic and put things in correct perspective; and,
5. the ability to have a positive disposition and outlook on life.

In a number of studies that have been summarized over the past decade the Emotional Quotient has shown that
there is a highly significant relationship between emotional intelligence and occupational performance. The average
predictive validity for these studies is .55, meaning that approximately 30% of occupational performance is based on
Emotional Intelligence as described by the Bar-On model; and when leadership is examined separately from general
occupational performance, this figure increases to about 67% meaning that two-thirds of leadership is dependent
upon Emotional Intelligence (Bharnwaney, Bar-On, & Mackinlay, 2011).

Regulation of emotion in the self, control of one's feelings is fundamental to Emotional Intelligence for several
reasons. First, emotions can overpower rational thinking, which can lead to errors in judgment which is referred
to as "emotional hijacking. Second, strong negative emotions are stressful if not sufficiently regulated, and
prolonged stress can be detrimental to both physiological and psychological well-being. Third, failing to control
one's negative reactions can affect others negatively, possibly interfering with their maintaining task focus and
productivity (Bakr & Safaan, 2012).

JOB BURNOUT

Job satisfaction and burnout have been found to have a negative correlation, ranging from 0.40 to 0.52. As
Maslach and Leiter (1997) stated Although the correlation is not large enough to conclude that the constructs are
actually identical, they are clearly linked. The causal relationship between job satisfaction and job burnout, if any
exists, has yet to be satisfactorily determined.

Exhaustion, the feeling of being overextended emotionally and physically, is the first reaction to job stress. People
who are exhausted feel drained and unable to unwind. Cynicism is the second reaction to job stress. People take
on a cold attitude toward work and their coworkers in order to protect themselves from exhaustion and
disappointment. Inefficacy is the feeling that one is inadequate. If one fells inadequate, accomplishments seem
trivial and projects seem overwhelming (Maslach & Leiter, 1997).

It has been found that exposure to a stressor, such as role conflict or role ambiguity, has deleterious effects on
employee job performance (Fried, Ben-David, Tiegs, Avital, & Yeverechyahu, 1998; Jackson & Schuler, 1985). To put
it simply, as Jex (1998) concluded, high stress reduces job performance.

Quantitative overload (a large number of tasks in given period of time) contrasts with quantitative overload (a
demand to perform at a level exceeding the resources available to the individual). An objective load can be
measured objectively (for example, in terms of time), whereas a subjective load is experienced, perceived, and
reported by the individual (French & Caplan, 1973).
 Most people feel that self-esteem is important. It is difficult, if not impossible, for people to remain indifferent to
information that bears on their own self-esteem, such as being told that they are incompetent, attractive,
untrustworthy, or lovable.

Increases and decreases in self-esteem generally bring strong emotional reactions. Moreover, these fluctuations are
often coincident with major successes and failures in life. Subjective experience creates the impression that self-
esteem rises when one wins a contest, garners an award, solves a problem, or gains acceptance to a social group,
and that it falls with corresponding failures. This pervasive correlation may well strengthen the impression that
ones level of self-esteem is not just the outcome, but indeed the cause, of lifes major successes and failures.

Self-esteem is literally defined by how much value people place on themselves. It is the evaluative component of self
knowledge. High self-esteem refers to a highly favorable global evaluation of the self. Low self-esteem, by definition,
refers to an unfavorable definition of the self. (Whether this signifies an absolutely unfavorable or relatively
unfavorable evaluation is a problematic distinction, which we discuss later in connection with the distribution of
self-esteem scores.) Self-esteem does not carry any definitional requirement of accuracy whatsoever. Thus, high
self-esteem may refer to an accurate, justified, balanced appreciation of ones worth as a person and ones
successes and competencies.

(Kwag & Kim, 2009)

LIFE SATISFACTION

As nurses are exposed to stress from job overload and interpersonal conflict in various relationships with patients,
guardians, and medical staff, they become psychologically removed from their work and disinterested and cynical
towards their patients; this leads to exhaustion.

If nurses have high satisfaction with their work and overall life, this will have a great influence on themselves and
their work performance, including taking care of the health of their patients, so the life satisfaction of nurses is very
important. (Yeun, Bang, & Jeon, 2013)

Exhaustion indicates the physical and psychological fatigue experienced by nurses. Due to such emotional exhaustion,
nurses lose confidence and satisfaction regarding their work, and it is difficult for them to effectively perform their
role.

Nurses who continually experience exhaustion are not satisfied with their work and have a negative attitude and self-
view, so they become disinterested and business-like towards their patients and colleagues, and eventually leave the
nursing profession (Yeun, Bang, & Jeon, 2013).

Before becoming a professional, it is important for nurses to have a healthy personal life and harmonious social life as
human beings, and nurses have to live a happy life to enhance their life satisfaction and, ultimately, perform nursing
which can heighten the life satisfaction of their patients (Yeun, Bang, & Jeon, 2013).

(Yeun, Bang, & Jeon, 2013)