EMOTIONAL INTELLIGENCE AND ORGANISATIONAL PERFORMANCE

ABSTRACT

The purpose of this study was to investigate the impact of emotional intelligence on organisational performance. The study adopted a survey research instrument through the administration of questionnaires to three hundred and seventy-one (371) members of non-academic staffs of University of Benin, out of which same number (371) was retrieved and subsequently analyzed. Descriptive statistics, Pearson correlation and Regression analysis was used to analyze the data retrieved from respondents. The empirical results showed that; the relationship between self-awareness and organisational performance were negatively significant; self-management had a positive and significant relationship with organisational performance; social awareness was a positive and significant predictor of organisational performance; teamwork and collaboration was a positive and significant predictor of organisational performance; while the relationship between conflict management and organisational performance were negatively insignificant. The study therefore recommended that management of organisations should put measures such as engaging employees in emotional intelligence training and information programs in place to ensure that employees are emotionally intelligent. Also, human resource department should check on the required emotional intelligence scores to see, look for, seek, hire and train people for the companies according to the job requirements and organisational targets.