The Interplay between Goleman’s Emotional Intelligence Dimensions and their Effects on Employee Job Performance

HRMARS - In response to the growing challenge of employees struggling to regulate emotions while maintaining optimal workplace performance, this study examines the influence of emotional intelligence on employee job performance at Dr. Cermin Sdn. Bhd. Grounded in Goleman’s framework, emotional intelligence is conceptualized as a multidimensional construct comprising self-awareness, self-management, social awareness, and relationship management, and is treated as the independent variable. Employee job performance serves as the dependent variable. Data were collected through a structured questionnaire distributed via Google Forms using the WhatsApp platform. A stratified random sampling technique was employed, and based on Krejcie and Morgan’s sample size determination table, 191 employees participated in the study, with all responses deemed usable. Multiple regression analysis was conducted to examine the effects of the four emotional intelligence dimensions on employee performance. The findings indicate that self-awareness, self-management, and relationship management have significant positive effects on employee job performance. Although social awareness demonstrated a strong correlation with performance, it did not exert a statistically significant effect in the regression model. These results highlight the critical role of specific emotional intelligence competencies in enhancing workplace effectiveness. Given the substantial impact of emotions on individual behavior, organizational outcomes, and interpersonal relationships, the ability to manage emotions effectively is essential. The study concludes with practical recommendations for organizations seeking to improve employee performance and provides directions for future research on emotional intelligence in organizational contexts.