THE ROLE OF EMOTIONAL INTELLIGENCE AND WORK LIFE BALANCE ON EMPLOYEES PERFORMANCE IN THE NIGERIAN HEALTH SECTOR

ATTENTION:

BEFORE YOU READ THE ABSTRACT OR CHAPTER ONE OF THE PROJECT TOPIC BELOW, PLEASE READ THE INFORMATION BELOW.THANK YOU!

INFORMATION:

YOU CAN GET THE COMPLETE PROJECT OF THE TOPIC BELOW. THE FULL PROJECT COSTS N5,000 ONLY. THE FULL INFORMATION ON HOW TO PAY AND GET THE COMPLETE PROJECT IS AT THE BOTTOM OF THIS PAGE. OR YOU CAN CALL: 08068231953, 08168759420

WHATSAPP US ON 08137701720

THE ROLE OF EMOTIONAL INTELLIGENCE AND WORK LIFE BALANCE ON EMPLOYEES PERFORMANCE IN THE NIGERIAN HEALTH SECTOR

ABSTRACT

This work discusses the role of emotional intelligence and work life balance on employees performance in the Nigerian health sector.

The increasing work pressures, globalization and technological advancement have made work-life balance an issue with both sexes. Life includes various pursuits like wealth, career, family, social obligation, spirituality, health etc. A perfect balance life for an employee needs a careful synchronization and juggling of the mentioned quests, and this juggling leaves the employee stressed. Most people in organizations today undergo emotions of

crumbling trust, jarring uncertainty, stifled creativity, distance between managers and coworkers, and vanishing loyalty and commitment. Thus emotions play a vital role in our life.

.A hundred and twenty questionnaires were distributed among employees, and managers from selected states in Nigeria. Interviews and surveys were also conducted.

Primary and secondary data will be used in the analysis. Tables and percentages will also be used as the instrument of analysis

It will be observed therefore that there is a strong positive relationship between emotional intelligence and work life balance on employees performance in the nigerian health sector

TABLE OF CONTENT:

CHAPTER ONE

INTRODUCTION

1.1 Background of the Study

1.2 Statement of the Research Problem

1.3 Objectives of the Study

1.4 Significance of the Study

1.5 Research Questions

1.6 Research Hypothesis

1.7 Conceptual and Operational Definition

1.8 Assumptions

1.9 Limitations of the Study

CHAPTER TWO

LITERATURE REVIEW

2.1 Sources of Literature

2.2 The Review

2.3 Summary of Literature Review

CHAPTER THREE

RESEARCH METHODOLOGY

3.1 Research Method

3.2 Research Design

3.3 Research Sample

3.4 Measuring Instrument

3.5 Data Collection

3.6 Data Analysis

3.7 Expected Result

CHAPTER FOUR

DATA ANALYSIS AND RESULTS

4.1 Data Analysis

4.2 Results

4.3 Discussion

CHAPTER FIVE

SUMMARY AND RECOMMENDATIONS

5.1 Summary

5.2 Recommendations for Further Study

References

CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND TO THE STUDY

The 21st century is also an era of stress. Individuals face job stress in their organization and daily lives due to globalization, information technology revolution, and speed of life. The most important effects of these can be seen in the business world, and they can manifest themselves as changes that organizations make in their structures, strategies, activities, and technologies. Constantly changing organizations impose new roles and duties on their employees which have effect on their work life balance, and the employees who want to handle new roles and duties need to have efficiency in intelligence quotient (IQ) and efficiency in emotional quotient (EQ) in the processes of decision making and problem solving. A completely stress-free life is impossible, and stress becomes a characteristic of human existence. Individuals have used various methods to handle stress, including using their intelligence, especially their emotional intelligence (Sirin, 2007). Emotional intelligence (EI) is a social intelligence that enables people to recognize their own, and other peoples’ emotions. Moreover, emotional intelligence enables people to differentiate those emotions, and to make appropriate choices for thinking and action (Cooper and Sawaf, 1997; Mayer and Salovey, 1993). It is an intelligence that may be learned, developed and improved (Perkins, 1994; Sternberg, 1996).Emotional intelligence (EI) refers to the ability to perceive, control, and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while other claim it is an inborn characteristic. It is also, defined as the ability to use your awareness and sensitivity to discern the feelings underlying interpersonal communication, and to resist the temptation to respond impulsively and thoughtlessly, but instead to act from receptivity, authenticity and candour (Ryback,1998). Peter Salovey and John D. Mayer (1990) in their influential article “Emotional Intelligence,” defined emotional intelligence as, “the subset of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions”. Emotionally intelligent people are defined in part as those who regulate their emotions according to a logically consistent model of emotional functioning.

Emotional intelligence allows employee to think more creatively and use his emotions to solve problems. Daniel Goleman believes that emotional intelligence appears to be an important set of psychological abilities that relates to work life balance and life success. It is empathy and communication skills as well as social and leadership skills that will be central to your work life balance and personal relationships. The ability to manage feelings and handle stress is another aspect of emotional intelligence that has been found to be important for successful work life balance. Emotional intelligence has as much to do with knowing when and how to express emotion as it does with controlling it. Empathy is a particularly important aspect of emotional intelligence. Emotions are more successful in work as well as in social lives. Emotional Intelligence is now being considered to be an important organizational factor.

1.2 STATEMENT OF THE PROBLEM

Stress is recognized worldwide as a major challenge to workers health and the healthiness of organizations. Stress can be brought about by pressures at work. Job stress can be a real problem to the organization as well as to the workers. Job stress can manifest itself in numerous ways. A range of somatic and mental ailments such as, tension headaches, allergies, back problems, colds and flu, depression (Arroba & James, 1990), anxiety, irritation, tension and sleeplessness(Cooper, Cooper & Eaker, 1988) and may lead to health compromising coping strategies such as increased consumption of cigarettes, alcohol and drugs (Quick, Nelson & Quick, 1990).Chronic exposure to stress may have even very serious consequences such as cancer, heart disease, respiratory illnesses, strokes, arthritis, ulcers and high blood pressure (Quick, Nelson& Quick, 1990; Cooper, Cooper & Eaker, 1988). However, all individuals do not develop such problems in face of stress. However, the researcher is examining the role of emotional intelligence and work life balance in job stress.

1.3 OBJECTIVES OF THE STUDY

The following are the objectives of this study:

1. To examine the role of emotional intelligence and work life balance in on employee performance in the health sector

2. To find out the relationship between emotional intelligence and employee performance in the health sector

3. To identify the factors that affects emotional intelligence in a work place

1.4 RESEARCH QUESTIONS

1. What is the role of emotional intelligence and work life balance

2. What is the relationship between emotional intelligence and employee performance?

3. What are the factors causing affecting emotional intelligence?

1.6 SIGNIFICANCE OF THE STUDY

The following are the significance of this study:

1. The outcome of this study will educate the general public and managers of corporate organizations on the causes of job stress for the employee and how emotional intelligence can be used to maintain proper work life balance.

2. This research will also serve as a resource base to other scholars and researchers interested in carrying out further research in this field subsequently, if applied will go to an extent to provide new explanation to the topic.

1.7 Scope of the study

This research was conducted among employees in selected hospitals in Enugu metropolis.

1.8 Limitations of the study

The time frame for this research did not allow for a broad research, there were uncooperative respondents, this is in addition to distance to cover for a broader research within a short time.

HOW TO RECEIVE PROJECT MATERIAL(S)

After paying the appropriate amount (#5,000) into our bank Account below, send the following information to

08068231953 or 08168759420

(1) Your project topics

(2) Email Address

(3) Payment Name

(4) Teller Number

We will send your material(s) after we receive bank alert

BANK ACCOUNTS

Account Name: AMUTAH DANIEL CHUKWUDI

Account Number: 0046579864

Bank: GTBank.