Effects of emotional intelligence on leadership behavior

Abstract

Arastirma duygusal zekanin, özel üniversitelerin liderlerinin davranislarina etkisini belirlemek, liderlerin kendi takimlarinin organizasyon amaçlarina varmalari ve personelleri motive etmek icin gösterdikleri çaba,etkinlik gibi yeteneklerine nasil etki etmesini belirlemek amaci tasiyor. başarili lider olmak, gerekli olan farkli degişkenlikleri ve yetenekleri belirlemek amaci tasir. Bu araştirma Petridin Kişisel duygusal zeka modelinin saglikli olmak, irade, empati, sosyallik gibi adımlarına adapte olmuştur. onlarin etkinligi tam liderlilik alani teorisi ile belirleniyor. Araştirma,ayrica ozel,profesyonel cinsiyetine, yaşina,akademik becerilerine, tecrube zamanina, kendi yöneticisi altinda çaliştigi zamana , derecesine, kontrol kapsamina göre nitelenen davalar arasindaki farkliliklari belirliyor. Araştirma tanimlayici analitik yaklaşima adapte olmuştur ve bu yaklaşim hippyetik iliskileri belirleyen bilgi kazanmasina, SPSS kullanan analize, sonuçlarin yorumlanmasina bağlidir. Uluslararasi kabul edilmiş ölcüm araçlari araştirmanin amacina uyum sağlamak icin adapte edilmis, yorumlanmis ve degiştirilmiştir. Gerekli bilgileri almak icin bu özel üniversitede çalisan 200 personele anket dağitilmiştır. Araştirma sonucu liderlerin duygusal zeka ve liderlik tarzı arasindaki önemli iliskinin var olmasi icin hipotetik iliskiyi desteklemiştir. Işlem liderliğinin kendi hisseleri arasindaki ilişkilerden başka, duygusal zekanin tüm derecelerinde kendini gösteriyor. Ayrica duygusal zeka ve laissez faire liderlilik arasinda negatif iliskinin olmasi kanitlanmiştir. Ayrica sonuclar kişisel ve profesyonel cinsiyetine, yaşina,akademik becerilerine, tecrube zamanina, derecesine, kontrol kapsamina gore nitelenen davalar arasinda büyük bir farkliligin olmamasini kanitladi. Araştirma iş yerinde duygusal zekanin uygulanmasi endişeleri ve gelecek araştirma icin bazi tavsiyelerde bulunmuştur. Tavsiyeler duygusal zeka teorisi icin farkindaliğin artmasini, önemliligini ve yöneticilik rollerinin uygulanmasini içeriyor. Ayrica liderlere duygusal zeka teorisini kendi yönetimlerine uygulamak icin uygun egitim programinin seçimini tavsiye ediyor. Araştirma duygusal zekanin seviyesini ve kişisel becerilerini ölçmek icin gelişmiş araçlarin uygulanmasini ve bundan potensiyel liderlerin ise alimında uygulanmasini tavsiye ediyor.

This research which titled (Effects of Emotional Intelligence on Leadership behavior) aims to identifying the effect of the emotional intelligence on the foundation universities leaders (academic and executive staff) behavior and how it shapes their ability to lead and influence their teams to achieve organizational objectives and their ability to mobilize efforts of staff. It aims at identifying the different variables and competencies needed for effective leadership. This research adapted the Traits emotional intelligence model of Petrides with its four components well-being, self-control, empathy, and sociability and their effects on the leadership style as defined by the full range leadership theory. The research also aims at identifying the differences between respondents as attributed to their personal and professional traits gender, age, academic qualifications, and years of experience, years working under the supervision of the manager, grade, and span of control. The researcher adapted a descriptive analytical approach which depends on data collection, analysis using SPSS and interpretation of the results to determine the hypothesized relationships. An internationally accepted measurement tools were adapted, translated, and modified to suit the purpose of the study. The questionnaire was distributed to a sample of 200 staff working in these foundation universities to collect the necessary data for the study. The results of the study supported the hypothesized relationships of the existence of significant relationship between emotional intelligence of leaders and their leadership style. The relationship provides to exist at all scales and subscales of the emotional intelligence construct except with transactional leadership on part of its components (management by exception (active). A significantly negative relationship was also proved to exist between emotional intelligence and laissez faire leadership style. The results also proved that there are no significant differences among respondents attributed to the personal and professional traits of gender, age, academic qualifications, and years of experience, grade and supervisory capacity. The research has presented some recommendations concerning the application of emotional intelligence at the workplace and some other recommendations for future research. The recommendations include increasing awareness of the emotional intelligence concept and its importance and application among the leadership and supervisory roles. It also recommends the design and implementation of appropriate training programs for leaders on how to consider and apply emotional intelligence traits in their personnel management. The research also recommends developing tools to measure the level of emotional intelligence and inter and intra personal skills and incorporate it into the recruitment of potential leaders.