Human Resource Practices as an Amplifier for Managerial Emotional Intelligence to Boost Employee Performance

Abstract

Aim: Human Resource (HR) practices improve managerial emotional intelligence (EI) and have a great impact on the efficiency and performance of an organization which is the outcome of employee performance, innovation and employee relation. The objective of the present study is to seek out the association between HR practices i.e. Selection & promotion and Training with EI and also to find out the effects of managerial EI on Employee performance.

Method: A convenient sampling technique is used in the study and three Hypotheses are formulated and tested with different statistical tools. The instrument used to conduct quantitative research is a questionnaire in the study which was filled by HR managers of secondary health care units. The collected data was then analyzed by using relevant descriptive statistics, mean, correlations and simple linear regressions, using IBM SPSS21 and ANOVA (Analysis of variance).

Results: Results demonstrate the positive relationship between Selection & Promotion with managerial employee intelligence, training & development with managerial employee intelligence and managerial employee intelligence with employee performance.

Conclusion: The present study result shows that Human resource practices i.e. Selection & Promotion and training & development have a positive relation with managerial emotional intelligence which directly impacts employees’ performance so it is conducive for secondary health care units firstly to invest more money in training sessions.

Keywords

• Selection & Promotion
• training and development
• managerial employee intelligence
• employee performance
• emotional intelligence theory

Çalışan Performansını Artırmaya Yönelik Yönetsel Duygusal Zekâ İçin Bir Güçlendirici Olarak İnsan Kaynakları Uygulamaları

Abstract

Amaç: İnsan Kaynakları (İK) uygulamaları yönetsel duygusal zekâyı (EI) geliştirir ve çalışan performansı, yenilikçilik ve çalışan ilişkisinin sonucu olan organizasyonun verimliliği ve performansı üzerinde büyük etkiye sahiptir. Bu çalışmanın amacı, İK uygulamaları, yani Seçim ve terfi ve Duygusal Zekâ (EI) ile Eğitim arasındaki ilişkiyi araştırmak ve ayrıca yönetsel EI'nin Çalışan performansı üzerindeki etkilerini ortaya çıkarmaktır.

Yöntem: Çalışmada uygun örnekleme tekniği kullanılmış ve üç Hipotez formüle edilmiş ve farklı istatistiksel araçlarla test edilmiştir. İkinci basamak sağlık birimlerinin İK yöneticileriyle yapılan çalışmada nicel araştırma yapmak için anket ile veri toplanmıştır. Toplanan veriler daha sonra ilgili tanımlayıcı istatistikler, ortalama, korelasyonlar ve basit doğrusal regresyonlar kullanılarak IBM SPSS21 ve ANOVA (Varyans Analizi) kullanılarak analiz edildi.

Bulgular: Sonuçlar, yönetsel çalışan zekâsı ile seçim ve terfi, yönetsel çalışan zekâsı ile eğitim ve geliştirme ve çalışan performansı ile yönetsel çalışan zekâsı arasındaki pozitif ilişkiyi göstermektedir.

Sonuç: Mevcut çalışma sonucu, İnsan kaynakları uygulamalarının, yani Seçim ve Terfi ve eğitim ve geliştirmenin, çalışanların performansını doğrudan etkileyen yönetsel duygusal zekâ ile pozitif bir ilişkisi olduğunu ve bu nedenle, ikincil sağlık hizmetleri birimlerinin öncelikle eğitim oturumlarına daha fazla para yatırmasına elverişli olduğunu göstermektedir.

Keywords

• Seçim ve terfi
• eğitim ve geliştirme
• yönetsel çalışan zekâsı
• çalışan performansı
• duygusal zekâ teorisi

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