Conducted by BatStateU
, Started on 2015 -
Completed on 2017
Completed
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A business organization is composed of group of individuals show casing unique characteristics of emotion such as empathy, intuition, creativity, passion, and the desire to learn throughout their career. These human characteristics play a vital role in achieving business’ goals and objectives and improving and enhancing it could help them overcome the workplace challenges. Thus the researcher aimed to determine the non-teaching employees’ profile, emotional intelligence competency, job satisfaction level and whether emotional intelligence competency has significant relationship and effect to job satisfaction, and propose training and development guidelines. This cross-sectional, explanatory research study is anchored on the Emotional Intelligence Competency of Daniel Goleman and Herzbergs’ Two Factor Theory with the ECI 2.0 by Hay Acquisition I, Inc (2005) as the instrument used to assess the emotional intelligence competency and Job Satisfaction Level by Paul E. Spector (1997) as the instrument used to assess the level of job satisfaction. The study was participated by 145 non-teaching employee distributed on the whole organization with a retrieval of 136 respondents (p = 93%). The frequency distribution, mean and composite mean, and the structural equation modeling (SEM) were statistical method used. Findings showed that most of the non-teaching employees of De La Salle Lipa were females, married, with Baccalaureate Degree, in the non-academic job classification, belonged to the age group of 31 yrs old - 40 yrs old, had been in service in the institution from 6 yrs to 10 yrs and were in the monthly income bracket of P10,000 - P19,999. Furthermore, the non-teaching employees’ emotional intelligence competency ranged from low ability level, medium ability level and high ability level on the 18 emotional ability level, their job satisfaction level were mostly ambivalent. Research findings also revealed that significant relationship and significant effect existed between the non-teaching employees’ emotional ability level and job satisfaction level. The proposed guidelines cover the inclusion of the emotional intelligence competency as part of the application process, administration of job satisfaction survey and re-administration of emotional intelligence competency, job categorization, setting up of Training and Development Standards, classification of activities and data base of activities attended by the non-teaching employee.