A Research On Relationship Between Emotional Intelligence And Job Performance In The After 80s' Employees

Emotional intelligence has become a research spot on the fields of organizational behavior and human resource management in foreign countries. Foreign scholars conducted extensive research on the relationship between Emotional Intelligence and job performance and achieved fruitful results.Most studies found that the level of employee's emotional intelligence had a great impact on their own performance and corporate performance, which provided a new way of thinking for the enterprise' staff recruitment, training and development, career planning and other human resources management work. Therefore, it has important theoretical and practical value to study the relationship between the after 80s'employee's emotional intelligence and their job performance.The research model has been established mainly according to the four-dimensional definition of emotional intelligence proposed by Mayer &Salovey(1997) and the two-dimensional model of job performance proposed by Borman and Motowidlo(1993).The study uses the WLEIS (2002) and the adapted questionnaire of the after 80s'employee's job performance to survey 170 valid samples and test the reliability and validity of the two questionnaires, and discusses the, relationship between the after 80s'employee's emotional intelligence and their job performance. The main findings are as follows:1.The WLEIS (2002) apply to the after 80s'employees in Chinese culture context. At the same time the after 80s'employee's emotional intelligence can be divided into four dimensions:self-emotion appraisal, other'emotion appraisal, regulation of emotion, use of emotion.2.The adapted questionnaire of the after 80s'employee's job performance according to the two-dimensional model of job performance proposed by Borman and Motowidlo(1993) is reliable and valid.3.On the after 80s'employee's emotional intelligence and its various dimensions, there is no significant difference in the level of education, but there is significant difference in work time and positions; male after 80s'employee's emotion regulation ability is significantly higher than women.4.There is a significant positive correlation between the after 80s'employee's four dimensions of emotional intelligence and their job performance, task performance, contextual performance.5.The after 80s'employee's emotional intelligence and its various dimensions: self-emotion appraisal, other'emotion appraisal, regulation of emotion, use of emotion can predict their job performance, and use of emotional is the greatest predictive power. Its three dimensions:self-emotion appraisal, other'emotion appraisal, use of emotion can predict their task performance, and use of emotional is the greatest predictive power, but regulation of emotion cannot predict their task performance. Its three dimensions:other'emotion appraisal, regulation of emotion, use of emotion, can predict their contextual performance, and regulation of emotion is the greatest predictive power, but self-emotion appraisal cannot predict their contextual performance.Finally, on the basis of summarizing the conclusions of the study, put forward specific recommendations for the after 80s'employee's practice of human resources management from recruitment and selection, training and development, evaluation and encouragement, enterprise culture.