A Structural Analysis Of Ei And Its Influence On Employee Performance In Technology-Driven Organizations

Abstract

EI has become a very important psychological skill that determines the effectiveness of employees, especially in knowledge based and high stress working conditions like information technology (IT) industry. The current research paper will discuss the role of EI as an influencer of employee performance in the IT employees with special reference to the four dimensions of EI suggested by Goleman which include SELAW, social awareness, self-management, and relationship management. The quantitative research design was chosen, and a structured questionnaire based on the standardized and validated measurement scales was used to collect primary data through the involvement of 170 IT employees. Data analysis was done by using SPSS and AMOS where Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA) and Structural Equation Modelling (SEM) was used. The measurement model outcome supported satisfactory reliability and validity of constructs, with Cronbach alpha values, composite reliability and average variance extracted were above the recommended levels. The structural model revealed a good overall fit and showed that all the four dimension of EI had a positive and significant effect on overall EI. Social awareness was found to be the most predictive of them, and relationship management, self-management, and SELAW were the next strongest predictors. EI, in its turn, demonstrated a strong and statistically significant positive impact on the performance of employees, which means that employees possessing EI are more effective in the way they do their assignments, contribute to the overall scenario, and are more productive continuously. The results emphasize the interpersonal character of EI in the organizational context and stress the value of this concept as a major force that influences the performance of employees in the IT industry. Practically, the study recommends that organizations need to consider introducing EI development in human resource practices, including the training, leadership development and performance management systems. The research is an addition to the current body of literature in that it offers empirical evidence based on the Indian IT scenario, as well as the comparison of the comparative impact of the EI dimensions through a sound SEM framework. Longitudinal studies, cross-sector comparison, and intervention-based research are some of the future research directions that will be utilized to further investigate the dynamic role of EI in the performance of employees.