While emotional skills may be innate to some individuals, there are options at a person’s disposal that can be utilised to increase their ability to comprehend and reason with their own emotions. This can be beneficial in the workplace where commercial agreements and the establishment of relationships that are dependent on collaboration and cooperation are pivotal. Emotional intelligence (EI) has become very beneficial in the current working environment as it highlights contemporary ways to assess skills, managerial styles and capabilities, whereas, job satisfaction (JS) refers to the feeling obtained when one experiences contentment in their jobs. The purpose of this study was to ascertain employees’ perceptions on the relationship between EI and JS within a South African fast-moving consumer goods (FMCG) company. A quantitative survey research design was employed and 112 employees were requested to participate in the online survey. Previously established questionnaires that include the Wong and Law Emotional Intelligence Scale (WLEIS) and Minnesota Satisfaction Questionnaire (MSQ) were adopted for this research study. The data obtained was analysed using descriptive and inferential statistical analysis to achieve the results and findings that addressed the primary and secondary objectives of the study. The time dimension of this study featured a cross-sectional method that explored the responses of participants only once.
The data analysis in this study highlighted the measures of descriptive statistics (central tendency), measuring instrument (various scales and internal consistency reliability), strength of the linear relationship (correlational analysis), type of relationship (regression) and interaction between the variables (moderation). The group differences between gender, age, duration of employment and job grading were also explained. The findings of the study indicated that the correlations between EI and JS are all in the medium to large range, suggesting that higher EI is associated with higher JS. Furthermore, higher job grades are associated with higher scores on JS_E and JS, as it is a key factor in retaining employees. It was ascertained that job grading is a significant predictor of EI (β = 0.440, p = 0.005) and moderates the relationship between EI and JS. In the instance of JS_I, it can be deduced that EI_UOE is a significant predictor, while EI_ROE is a significant positive predictor of JS_E. Additionally, the outcome of the ANOVA tests disclosed that EI plays a significant role in the findings of middle-level managers. The results of the study confirm that, in the instance of the FMCG under consideration in the research, a significant positive relationship exists between emotional intelligence and job satisfaction.
The implications of this study contribute to the existing body of knowledge as the study includes both managerial and non-managerial employees and the perceptions of all the respondents without omitting any employees on the basis of their field of expertise. The enhancement of skills should be prioritised for all employees, which can be examined during performance appraisal. This would not only assist organisations in building efficient teams, but also in encouraging staff to learn and adapt to change.
Nxa amakhono angokomoya engaba yinto esegazini kwabathile, zikhona ezinye izindlela okungakhethwa kuzo ezikumuntu ezingasetshenziswa ukuba kukhuliswe amandla okuqonda kanye nokuchachisela umoya wabo. Lokhu kungasiza emsebenzini lapho okusuke kunezivumelwano zezohwebo nokwakha ubudlelwane okweyame ekubambisaneni nasekusizaneni okuyizinto ezisemqoka. Ubuhlakani bangokomoya (EI) sekube lusizo olukhulu ezindleleni zamanje zokusebenza njengoba buthinta kancane izindlela zesimanjemanje zokuhlola amakhono, izindlela eziphathelene nokuphatha, namandla okwenza okuthile, ngakolunye uhlangothi ukugculiseka ngokomsebenzi (okwaziwa nge-JS) kusho umuzwa otholakala kumuntu nxa ezizwa egculisekile ngomsebenzi wakhe. Inhloso yalolu cwaningo kwakuwukwazi izimvo zabasebenzi mayelana nobudlelwano obuphakathi kwe-EI ne-JS ngaphakathi ohlelweni oluhamba ngokushesha lwezinkampani zezimpahla zabathengi (i-FMCG). Ukuhlelwa kwendlela yokwenza ucwaningo ngokwenholovo ephathelene nokuveza ulwazi oluyizibalo yasetshenziswa, futhi abasebenzi abawu-112 bacelwa ukuba babambe iqhaza kwinhlolovo eyenzeka kwi-intanethi. Amaphepha amahlelo emibuzo aphambilini abandakanya i-Wong ne-Law Emotional Intelligence Scale (WLEIS) ne-Minnesota Satisfaction Questionnaire (MSQ) asetshenziswa kulolu cwaningo. Ulwazi olungahlungiwe olwatholakala lwasetshenziswa kulolu cwaningo kusetshenziswa uhlaziyo lwangokwezibalo oluchazayo noluqondisayo ukuze kutholakale imiphumela edingida izinjongo zokuqala nezesibili zalolu cwaningo. Ukuvela kwezikhathi zalolu cwaningo kusebenzise indlela yokwenza ucwaningo ehlukanisa kabili isikhathi eyabheka kanye izimpendulo zababambiqhaza. Uhlaziyo lolwazi olungahluziwe lwalolu cwaningo luthinte izindlela ezimayelana nezibalo ezichazayo (okuyizejwayezi eziwumgogodla), indlela yokukala (izikali ezinhlobonhlobo nobuqotho bokuhambisana nesimo), amandla obudlelwano obuncikene (uhlaziyo oluhambisanayo), uhlobo lobudlelwane (ukubuyela emuva) kanye nokuxhumana phakathi kwezinhlobonhlobo (okunciphisayo). Umehluko phakathi kwamaqoqo ngokobulili, ngokweminyaka, nangokwesikhathi abasisebenzile kanye nangokubeka amazinga umsebenzi nakho kwachazwa. Imiphumela yocwaningo ikhomba ukuthi kunokuqondana phakathi kwe-IE ne-JS konke kwakwenza umehluko oqala phakathi komkhulu, ephakamisa ukuthi i-IE iyalingana neJS. Ukwengeza nje, amaphuzu aphezulu okubeka ngokwamazinga ahlobene namaphuzu aphezulu akwi-JS_E ne-JS kwazise iyona nombolo enkulu kubasebenzi abasaqhubeka nokusebenza. Kwaziwa ukuthi ukubeka amazinga emsebenzini kwakungumqaguli osemqoka we-EI (β = 0.440, p = 0.005) kanye nobudlelwane obufanele phakathi kwe-EI and JS. Ukwengeza nje, umphumela ovela ezivivinyweni ze-ANOVA yaveza ukuthi i-EI idlala indima esemqoka emiphumeleni evela kubaphathi abasezingeni eliphakathi nendawo. Imiphumela yalolu cwaningo iyakuqinisekisa ukuthi odabeni lwe-FMCG ngaphansi kwalolu cwaningo, ubudlelwano obukhulu obuhle bukhona phakathi kobuhlakani obuthinta umphefumulo kanye nokugculiseka. Okukulolu cwaningo kuphosa itshe esivivaneni solwazi, kwazise kubandakanya abasebenzi abangabaphathi nokungebona abaphathi bese kuthi izimvo zabo bonke abaphendulayo ngaphandle kokushiya noma ngabe yimuphi umsebenzi ngaphansi kwesisekelo somunxa wamakhono abo. Ukukhulisa amakhono akumele kuthathwe njengokubalulekile kubo bonke abasebenzi, okuyinto engahlolwa ngesikhathi kuqagelwa ukusbenza komuntu. Lokhu kuzosiza izinhlangano ekutheni zingakhi amathimba asebenzayo kuphela kodwa zikhuthaze abasebenzi ukuba bafunde futhi bahambisane noshintsho. Mayelana ne-JS_I, kungafumaniseka ukuthi i-EI_UOE yayingumqaguli osemqoka bese kuthi i-EI_ROE yayingumqaguli omuhle osemqoka we-JS_E.
Bokgoni bja maikutlo go batho ba bangwe ke tlhago, le ge go le bjalo, go na le ditsela tšeo motho a ka di kgethago tšeo di ka šomišwago go oketša bokgoni bja gagwe go kwešiša le go laola maikutlo a gagwe. Se se ka ba mohola lefelong la mošomo moo ditumelelano tša kgwebo le go dirwa ga dikamano tšeo di theilwego godimo ga tirišano le thekgano di lego bohlokwa. Bohlale bja maikutlo (EI) bo bohlokwa kudu nakong ya bjale ya go šoma ka ge bo tšweletša ditsela tša sebjale tša go lekola bokgoni, mehuta ya taolo le bokgoni, mola e le gore go kgotsofala mošomong (JS) ke maikutlo ao a fihlelelwago ke mošomi ge a kgotsofala mošomong wa gagwe. Maikemišetšo a nyakišišo ye ke go laetša maikutlo a bašomi mabapi le kamano ya EI le JS ka gare ga khamphani ya Afrika Borwa ya dithoto tše di rekwago ka pela (FMGC). Sebopego sa nyakišišo ya tekolo ya khwanthithethifi se šomišitšwe gomme bašomi ba 112 ba kgopetšwe go kgatha tema mo tekolong ya inthanete. Matlakalapotšišo a nako ye e fetilego a šomišitšwe mo go nyakišišo ye, ao a akaretšago sekala sa Bohlale bja Maikutlo sa Wong le Law (WLEIS) le Letlakalapotšišo la Kgotsofalo la Minnesota (MSQ), a šomišitšwe mo go nyakišišo ye. Datha ye e fihleletšwego e sekasekilwe le go hlalošwa ka go šomiša mokgwa wa dipalopalo go hwetša dipoelo le diphihlelelo tšeo di sekasekilego maikemišetšo a nyakišišo. Nyakišišo ya thuto ye e šomišitše mokgwa wa go sekaseka datha ya batšeakarolo gatee fela. Tshekatsheko ya datha ka dinyakišišong ye e laeditše dikelo tša tlhalošo ya dipalopalo (go ruma taba morago ga go sekaseka datha), sedirišwa sa kelo (dikala tša go fapanafapana le botshepegi bja go se fetoge bja ka gare), maatla a kamano (tshekatsheko ya kamano), mohuta wa kamano (poetšomorago) le kamano gare ga divariyebole (tekanetšo). Go fapanafapana ga dihlopha ka bong, mengwaga, lebaka la go šoma, le go hlatha mešomo ka maemo le gona go hlalošitšwe. Diphihlelelo tša nyakišišo di laeditše gore dikamano gare ga EI le JS ka moka di be di le pakeng ya magareng go ya go ya godimo, e lego seo se šišinyago gore EI ya godimo e na le kamano le JS ya godimo. Go feta mo, maemo a godimo a mešomo a amantšhwa le moputso wa godimo ga JS_E le JS ka ge e le ntlha ya bohlokwa mo go swareleleng bašomi. Go laeditšwe gore go hlatha mešomo ka maemo ke sešupo se bohlokwa sa EI (β = 0.440, p = 0.005) gape go lekaneditše kamano ya EI le JS. Mo go JS, go ka bontšhwa gore EI_UOE e be e le sešupo se bohlokwa mola EI_ROE e be e le sešupo se se botse kudu sa JS_E. Go tlaleletša, dipoelo go tšwa ditekong tša ANOVA di laeditše gore EI e raloka karolo e bohlokwa mo diphihlelelong go tšwa go balaodi ba maemo a magareng. Dipoelo tša nyakišišo di tiišeditše gore, ge go bolelwa ka FMCG ye e fiwago šedi ka nyakišišong, gona le kamano ye botse gare ga bohlale bja maikutlo le go kgotsofala mošomong. Diphihlelelo tša nyakišišo ye di tlaleletša go tshedimošo ye e le go gona ya tsebo, ka ge di akaretša balaodi le bašomi bao e sego balaodi le dikgopolo tša batšeakarolo ka moka ntle le go tlogela bašomi bafe goba bafe go ya ka lekala la bona la tsebo. Tlhabollo ya bokgoni e bohlokwa go bašomi ka moka, gomme bokgoni bjo bo ka lekolwa ka nako ya tekolo ya mošomo wa mošomi. Se se ka thuša mekgatlo go se age dihlopha tša go šoma gabotse fela, eupša go hlohleletša bašomi go ithuta le go amogela diphetogo.
