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DISCUSSION AND CONCLUSION
Purpose - The purpose of the study is to analyze the impact of emotional intelligence on job performance among hotel employees in Kota Bharu, Kelantan. Findings – The pilot test and actual reliability results of the study showed that all variables are reliable and internally consistent.
INTRODUCTION 1.1 BACKGROUND OF THE STUDY
PROBLEM STATEMENT
These are also affected by the use of emotional intelligence of employees in any field. This study will be able to determine whether the emotional intelligence of hotel employees will have a large impact on job performance or only a small one.
RESEARCH OBJECTIVES
- HOTEL EMPLOYER
- GOVERNMENT
- STUDENTS
- ACADEMICIAN
- SELF AWARENESS
- SELF-REGULATION
- EMPATHY
- SOCIAL SKILL (RELATIONSHIP MANAGEMENT)
- JOB PERFORMANCE
The scope of the study is to determine the impact of emotional intelligence on job performance among hotel employees in Kota Bharu, Kelantan. Through this study, hotel employees could learn about the effects of emotional intelligence on their work performance.
LITERATURE REVIEW 2.1 INTRODUCTION
UNDERPINNING THEORY
- ABILITY MODEL
- MIXED MODEL
- JOB PERFORMANCE
- SELF REGULATION
- EMPATHY
- SELF-MOTIVATION
The third dimension in the emotional intelligence skills model is using emotions or understanding and analyzing emotions. The mixed model of emotional intelligence combines the advantages of the competence (ability) model with those of the general disposition (trait) model (Kanesan & Fauzan, 2019).
HYPOTHESES STATEMENT
This finding can be used to help understand the impact of self-motivation on job performance for employees in the hospitality industry. H4: There is a significant relationship between self-motivation and job performance among hotel employees in Kota Bharu, Kelantan. H5: There is a significant relationship between social skills and job performance among hotel employees in Kota Bharu, Kelantan.
CONCEPTUAL FRAMEWORK
The suggested theoretical framework is being built based on a mixed model and this is being done on the basis of the literature review. Researchers have a tendency to analyze the relationship between all independent variables of emotional intelligence and how hotel employees perform at work. The discovery of the technique behind the study that was carried out will be covered in the next chapter, which will focus on the different types of methodology.
RESEARCH METHODOLOGY 3.1 INTRODUCTION
- RESEARCH DESIGN
- DATA COLLECTION METHODS
- SAMPLE SIZE
- SAMPLING TECHNIQUES
- RESEARCH INSTRUMENT DEVELOPMENT
- PILOT TESTING
- QUESTIONNAIRE DESIGN
- PROCEDURE FOR DATA ANALYSIS
- VALIDITY ANALYSIS
- RELIABILITY ANALYSIS
- DESCRIPTIVE ANALYSIS
- NORMALITY TEST
- BIVARIATE ANALYSIS
- MULTIVARIATE ANALYSIS (REGRESSION)
- SUMMARY / CONCLUSION
Meanwhile, the reality of the questionnaire will be analyzed using the software known as the Statistical Package for the Social Sciences (SPSS). In addition, the costs of the method used are also one of the factors that ensure that researchers use this method. Ahmad Syakir Bin Junoh @ Ismail to ensure the validity of the questionnaire newly created by the researcher. The following table 3.4 provides an overview of the questionnaire design.
FINDINGS AND RESULTS 4.1 INTRODUCTION
PRELIMINARY ANALYSIS .1 PILOT TEST
According to the findings of the SPSS analysis which was carried out using Cronbach's alpha, it was found that all variables of the questionnaire showed acceptable levels of reliability (0.912) and they can proceed with the study because the alpha was greater than 0.7. Each of the reliability coefficients is closer to 1 than 0, revealing high internal consistency for self-awareness, self-regulation, empathy, motivation, social skills, and job performance. This means that the questionnaires were approved for this research and that the respondent showed a high level of understanding of the questions. Based on the results, these six survey instruments were judged to be reliable and internally consistent.
DEMOGRAPHIC PROFILE OF RESPONDENTS
Population is an important factor because the participants were selected anonymously and randomly throughout the city of Kota Bharu, Kelantan, and it cannot be assumed that the outcome of this study can be generalized to represent Kota Bharu, Kelantan.
Gender
Results from seven of the demographic questions for all 300 participants in the final sample are presented. It is clearly shown that the majority of the respondents are from Malay and minority of the respondents are from other races.
Education Level
Working Experience
Based on the statistics shown above, it was found that there are 48 respondents which is 16.0% with a monthly salary of RM1500 and below. This clearly shows that the majority of respondents who completed this questionnaire have a monthly salary of RM1501 to RM2000 compared to the respondents whose monthly salary of RM3001 and above is only a minority.
Job Position
OVERALL MEAN SCORE FOR VARIABLES
All this shows that the respondents agree with the statement in the questionnaire.
DESCRIPTIVE ANALYSIS FOR SELF-AWARENESS
Question 2 (I am always aware of what emotions other people are experiencing) shows that respondents mostly agree, with a mean of 4.00 and a standard deviation of 0.860. Question 3 (My feelings will influence my behavior) shows that respondents mostly agree, with a mean of 4.29 and a standard deviation of 0.865. Question 4 (I like to watch people do what they do) shows that respondents mostly agree, with a mean of 4.29 and a standard deviation of 0.706.
DESCRIPTIVE ANALYSIS FOR SELF-REGULATION
Question 1 (I keep my cool, stay positive and never give up while doing my job) shows that respondents agree with a mean of 4.46 while the standard deviation is 0.613. Question 2 (I make rational decisions and stay focused without pressure) shows that respondents agree with a mean of 4.49 while the standard deviation is 0.598. Question 3 (I always conduct myself ethically) shows that the respondents agree with the mean of 4.49 while the standard deviation is 0.641.
DESCRIPTIVE ANALYSIS FOR EMPATHY
Question 1 (I understand other people's special needs) shows that the respondents agree as the mean 4.24, while the standard deviation is 0.831. Question 2 (I enjoy making others feel better) shows that the respondents agree as the mean 4.45 while the standard deviation is 0.650. Question 3 (When a problem arises, I will give my perspective on the matter while maintaining a respectful attitude to all other people's perspectives) shows that the respondents agree as the mean value is 4.42, while the standard deviation is 0.663.
DESCRIPTIVE ANALYSIS FOR SELF-MOTIVATION
Question 4 (I understand the feelings conveyed through verbal messages) shows that respondents agree with the statement that the mean is 4.27, while the standard deviation is 0.905. Question 1 (I am a motivated person who encourages myself to do my best) shows that respondents largely agree as the mean is 4.42 while the standard deviation is 0.668. Question 2 (I feel that my work is seen and appreciated within my team/company, and I receive recognition to motivate myself) shows that respondents largely agree as the mean is 4.42 while the standard deviation is 0.725.
DESCRIPTIVE ANALYSIS FOR SOCIAL SKILLS
5 (I am constantly learning to improve my performance.) shows that respondents largely agree as the mean is 4.62 while the standard deviation is 0. Question 1 (I am a good listener who seeks mutual understanding and knowledge sharing. ) show that respondents largely agree as the mean is 4.41 while the standard deviation is 0.681. Question 2 (I am always open to both good and negative views, and I encourage others to do the same.) shows that respondents largely agree as the mean is 4.46 while the standard deviation is 0.630.
DESCRIPTIVE ANALYSIS FOR JOB PERFORMANCE
When we are discussing a problem that has existed, I pay close attention to the concerns of other members of my team and do my best to incorporate their ideas into our tone) shows that the respondents mostly agree as the mean is 4.44 while the standard deviation is 0. Finally, question 10 (I have a strong belief that there is potential for advancing my career within the organization) shows that most respondents agree because the mean is 4.56 while the standard deviation is 0.639. From the SPSS analysis done using Cronbach's alpha, it was determined that all the variables of the questionnaire showed acceptable reliability (0.935) and could continue with the study because the alpha was greater than 0.7.
NORMALITY TEST
When run with SPSS, a normal distribution will provide results with a skewness and kurtosis value of zero. The assumption of normality would be rejected because the large negative skewness exceeds the value of 2 and the large positive skewness exceeds the value of 2. Given that the large negative skewness exceeds the value of 2 and the large positive skewness also exceeds the value of 2 , it is reasonable to conclude that the assumption about normality rejected.
BIVARIATE ANALYSIS (SPEARMAN’S CORRELATION)
The result of the analysis is that self-awareness is moderately positively related to job performance (DV). The result of the analysis is that self-regulation is correlated in a moderate positive way with job performance (DV). The result of the analysis is that empathy is moderately positively related to job performance (DV).
HYPOTHESIS TESTING
- THE RELATIONSHIP BETWEEN SELF-AWARENESS AND JOB PERFORMANCE OF HOTEL’S EMPLOYEES
- THE RELATIONSHIP BETWEEN SELF-REGULATION AND JOB PERFORMANCE OF HOTEL’S EMPLOYEES
- THE RELATIONSHIP BETWEEN EMPATHY AND JOB PERFORMANCE OF HOTEL’S EMPLOYEES
- THE RELATIONSHIP BETWEEN SELF-MOTIVATION AND JOB PERFORMANCE OF HOTEL’S EMPLOYEES
- THE RELATIONSHIP BETWEEN SOCIAL SKILL AND JOB PERFORMANCE OF HOTEL’S EMPLOYEES
H2: There is a significant relationship between self-regulation and job performance among hotel employees in Kota Bharu, Kelantan. H3: There is a significant relationship between empathy and job performance among hotel employees in Kota Bharu, Kelantan. Therefore, H4 is accepted because there is a significant relationship between self-motivation and job performance among hotel employees in Kota Bharu, Kelantan.
CONCLUSION / SUMMARY
From the Table 4.14, the Spearman correlation analysis result showed that the relationship between self-motivation (IV) and work performance (DV) is strongly positively correlated with the value of rs = 0.630. From the Table 4.14, the Spearman correlation analysis result showed that the relationship between social skill (IV) and job performance (DV) is strongly positively correlated with the value of rs = 0.618. Therefore, the H5 is accepted because there is a significant relationship between social skill and job performance among hotel employees in Kota Bharu, Kelantan.
DISCUSSION AND CONCLUSION 5.1 INTRODUCTION
KEY FINDINGS
- HYPOTHESIS 1
- HYPOTHESIS 2
- HYPOTHESIS 3
- HYPOTHESIS 4
H1: There is a significant relationship between self-awareness and job performance among hotel employees in Kota Bharu, Kelantan. To examine the relationship between self-awareness and job performance among hotel employees in Kota Bharu, Kelantan. To examine the relationship between self-regulation and job performance among hotel employees in Kota Bharu, Kelantan.
IMPLICATIONS OF THE STUDY .1 PRACTICAL IMPLICATIONS
Theoretically, our study extends the mixed model of emotional intelligence and is consistent with the research on the viewpoint of the influence of emotional intelligence on hotel employees' job performance. By examining five factors of emotional intelligence that influence job performance, the main purpose of this study was achieved. Furthermore, based on the results of the structured questionnaire administered to a sample of 30 respondents in a pilot test and 300 respondents in an actual study, it can be said that the work performance of the employee's hotel in Kota Bharu, Kelantan is affected by a factor of emotional intelligence. .
LIMITATIONS OF THE STUDY
The limitation of the research area has limited this study to conduct and collect data. Apart from that, the completed study cannot be represented in other areas outside the scope of the study. In conclusion, there were limitations in exerted influence of emotional intelligence on job performance among hotel employees in Kota Bharu, Kelantan.
RECOMMENDATIONS / SUGGESTION FOR FUTURE RESEARCH
The development of final findings with a higher level of research studies and the acquisition of more in-depth studies on the influence of emotional intelligence on the transfer of job performance in the hospitality sector can both benefit from a larger sample size. Hopefully, all of the recommendations presented in this latest study can be implemented by researchers in generations to come.
OVERALL CONCLUSION OF THE STUDY
The impact of emotional intelligence on job burnout and job performance: The mediating effect of psychological capital. IMPACT OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE AMONG HOTEL EMPLOYEES IN KOTA BHARU, KELANTAN. Research Topic: IMPACT OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE AMONG HOTEL EMPLOYEES IN KOTA BHARU, KELANTAN.
