impact of emotional intelligence on job satisfaction of ...

Volume 5, Number 4, October – December’ 2016 ISSN (Print): 2279-0977, (Online): 2279-0985 PEZZOTTAITE JOURNALS

SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

IMPACT OF EMOTIONAL INTELLIGENCE ON JOB SATISFACTION OF EMPLOYEES OF HDFC BANK LTD IN KASHMIR VALLEY Raies Hamid14 ABSTRACT

The aim of this study is to examine the impact of emotional intelligence on job satisfaction of HDFC Bank employee’s in Kashmir Valley of India and to determine the effect of gender, age and working experience. Date has been collected from 100 HDFC Bank employees across the valley for the study. Employee Participants completed the Bar-On Emotional Quotient Inventory (EQI) Self-Report Scale, and the Job Descriptive Index (JDI). Pearson Product Moment correlation and Independent-Sample t-test were applied to the data in hand. The findings of this study showed that there was significantly positive impact of emotional intelligence on their job satisfaction, and male employees were more satisfied with their job than female employees were. Employees in HDFC Bank with high emotional intelligence are more satisfied with their job. It was also revealed that gender could be a predictor of job satisfaction. Thus, emotional intelligence capability can be smoothly and adoptively carried out in order to increase job satisfaction in banking sector employees. KEYWORDS Emotional Intelligence, Job Satisfaction, HDFC Bank, Employees, Kashmir Valley etc. INTRODUCTION In today’s diversified and technological scenario, the extreme challenge faced by banking sector is to retain its employees and the work of the employees of banking sector has become more demanding in India. The reason behind this is the globalisation, liberalization, privatization and a gradual move towards information technology. One has to work in a diversified working climate and banking sector needs workforce well versed with technical knowledge as well as social and emotional abilities, which will facilitate them to satisfy the customer needs. Emotional intelligence can be the best factor in developing the skills and abilities of the employees that are linked with the desire for the job satisfaction. Understanding the emotions at workplace is more important as it helps in determining employee’s response as well as their attitude towards the job. There is a lot of work pressure on banking sector employees in terms of workload, long working hours in handling customers under stress, which affects their job satisfaction level as a result; emotional intelligence plays an important role in this situation by managing and controlling their emotions, which may lead to higher level of job satisfaction. EMOTIONAL INTELLIGENCE Gardner. (1983) mentioned that social intelligence is closely related to interpersonal intelligence and intrapersonal intelligence. With that, emotional intelligence has not been cited directly in Gardner’s theory of multiple intelligences. Nevertheless, his perspective of identifying and explaining of interpersonal intelligence and intrapersonal intelligence implied the concept of emotional intelligence. Goleman. D. (1995) defines emotional intelligence in terms of the ability to love and be loved by friends, partner and family members. Emotional intelligence is increasingly relevant to the organizational development of people, because the principles of emotional intelligence provide a new way to understand and assess people's behaviors, management styles, attitudes, interpersonal skills, and potentials. Mayer and Salovey (1997) emotional intelligence is the ability to perceive emotion, integrate emotion to facilitate thought, understand emotions, and to regulate emotions to promote personal growth Goleman. (2001) emotional intelligence provides the base for the development of a large number of competencies that help people to perform more effectively. Nelson, et al. (2007) emotionally healthy behaviour is mirrored in individual’s ways of thinking; recognizing, managing and expressing feelings; and choosing effective behaviours. Dong and Howard (2008) stated that emotional intelligence includes abilities that ideally convey to the employees the ability to respond to workplace stresses and emotional behaviours of themselves and those of others. They further revealed that these abilities are widely effective in enhancing job satisfaction. JOB SATISFACTION Job satisfaction is the most important factor, which has been studied and defined in many ways. Locke. E. A. (1976) first defined job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience. Kraut. A. I. (1996) stated that job satisfaction is connected to the motives that can be provided in the business environment. Spector. P. (1997) stated that job satisfaction is one of the most popular and widely researched topics in the field of organizational psychology. 14Research

Scholar, I. K. Gujral Punjab Technical University, Punjab, India, [email protected] [email protected]

International Journal of Applied Services Marketing Perspectives© Pezzottaite Journals.

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SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

Edwards & Fisher (2004) stated that Job satisfaction is highly related to employees’ behaviour. Zeffane et al. (2008) Stated that job satisfaction certainly influence on the ability, exertions and proficiency of employees however, if workers are not contented with job then it may cause turnover, objectives increasing costs, decreasing profits and eventually customers discontent with organization. Thus, from the above definitions it is clear that emotional intelligence and job satisfaction are significantly correlated and the aim of present study is to examine the impact of emotional intelligence on job satisfaction of HDFC Bank employee’s in Kashmir Valley of India and to determine the effect of gender, age and working experience. OBJECTIVES   

To examine the impact of emotional intelligence on job satisfaction of HDFC Bank Employees. To examine the gender as a predictor of job satisfaction. To study the effect of demographic factors on job satisfaction.

LITERATURE REVIEW Afolabi et al. (2010) examined the influence of emotional intelligence and gender on job performance and job satisfaction among 119 Nigeria Police officers. 2×2 factorial design and multiple regressions had been employed to emotional intelligence and gender as independent variable. The results of the study revealed that police officers with high emotional intelligence are more satisfied and performs better than the police officers perform with low emotional intelligence. It is also found that male or female respondents with high emotional intelligence perform better and are more satisfied with their jobs than those male or female respondents with low emotional intelligence are. Ealias A. and George. J. (2012) examined the relationship between emotional intelligence and job satisfaction among 208 employees of an international electronic firm operating in India by using self-administered questionnaire. They also tried to study how designation, experience and marital status of an employee affect his/her emotional intelligence and job satisfaction. It is found in their study that there is high positive relationship between emotional intelligence and job satisfaction. The findings further showed that designation does not affect the employee’s job satisfaction and emotional intelligence but experience and marital status has significant impact on emotional intelligence and job satisfaction. Hulya et al. (2012) investigated the impact of emotional intelligence on job satisfaction among the 147 call center employees in Istanbul. It was considered that emotional intelligence is a multidimensional construct, which compares the effects of the dimensions on job satisfaction. The findings of the study revealed that there is a significant positive relationship between emotional intelligence and internal satisfaction. Moreover, it is found that employees with high emotional intelligence are more likely to have higher level of job satisfaction. Barnabas et al. (2014) studied the relationship between emotional intelligence and job satisfaction among health workers comprising of 45 doctors and 71 nurses from orthopaedic hospital in Enugu state of Nigeria. Regression analysis has been used as a statistical test to analyse the data. The findings of the study revealed that there was a significant positive relationship between emotional intelligence and job satisfaction among the health workers. It was further found that higher the level of emotional intelligence, higher would be the job satisfaction among the health worker. Seyed. M. J and Abbas. M. N. (2015) study the relationship between emotional intelligence and job satisfaction among the 1585 employees of Refah Bank of Iran. Data was collected by using Emotional Intelligence Questionnaire developed by Sybrya Schering and job satisfaction questionnaire by Smith and Kendall. The results of their research showed that there is the significant positive relationship between emotional intelligence and job satisfaction. Further, results revealed that there is no significant correlation between social skill and job satisfaction among the employees of Refah Bank. Ahmed (2015) studied the relation between Emotional intelligence and Job Satisfaction, so that to explore the role of demographic variation such as age, gender, experience, qualification in determining the level of emotional intelligence and perception about job satisfaction among the public and private sector university teachers of Islamabad Pakistan. The study found significant positive correlation between Emotional intelligence and Job satisfaction. It was found that female university teachers had high score of emotional intelligence as compared to male university teachers. Male university teachers perceived greater job satisfaction and more aged university teachers were more emotionally intelligent and perceived greater job satisfaction. The study also found that private sector university teachers experienced higher emotional intelligence whereas public sector university teacher had higher job satisfaction. Jamaluddin et al. (2015) have explored the relationship between emotional intelligence and job satisfaction among the 357 employees of established factories in Malaysia. The study revealed that emotional intelligence plays an important role on job


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SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

satisfaction, which could increase the company productivity. Hamed et al. (2015) examined the emotional intelligence and its impact on job satisfaction among the employees of Qom regional water company of Iran by using descriptive survey. Effect of managers’ emotional intelligence and employees’ job satisfaction has been evaluated in this study. It is revealed that there is a significant correlation between managers’ emotional intelligence and employees’’ job satisfaction. Marjan et al. (2016) studied the Relationship between Emotional Intelligence and Organizational Commitment with Job Satisfaction among 125 Staff of Ebne Sina Hospital by Using the NEO Personality Inventory and Minnesota job satisfaction questionnaire. The findings of this showed that there is a significant positive relationship between emotional intelligence and organizational commitment with job satisfaction among the staff of Ebne Sina hospital. It is also found that age and education level of staff has impact on emotional intelligence. From the above literature, it is clear that the emotional intelligence is the most effective factor for the employee’s success at work and in life. Employees emotional intelligent is very important for their behaviour toward the customers and can affect their performance. The more the satisfaction of employees with their job; higher will be their emotional intelligence. RESEARCH METHODOLOGY In this research, descriptive approach has been used and primary data was collected with the help of questionnaire. The 100 respondents of HDFC Bank Ltd located at different areas of Kashmir were randomly selected for the present study. The Employee Participants were asked to complete the Bar-On Emotional Quotient Inventory (EQI) Self-Report Scale, and the Job Descriptive Index (JDI). The Bar-on Emotional Quotient Inventory scale consisting of 133 questions were used to measure employee’s emotional intelligence by using five point Likert scale starting from ‘Not true of me’ to ‘very often true of me’. The Job Descriptive Index scale was used to measure the job satisfaction comprising of five sub-scales viz: present job satisfaction, pay satisfaction, opportunities for promotion, supervision satisfaction, and co-workers satisfaction (Balzer, et al., 1997). HYPOTHESIS       

There is a significant relationship between Emotional intelligence and job satisfaction among HDFC Bank Ltd Employees. Male and female employees of HDFC Bank Ltd differ from each other in terms of their Emotional Quotient. Male and female employees of HDFC Bank Ltd Differ from each other in terms of their Job Satisfaction. Low and High experienced employees differ from each other in terms of their Emotional intelligence. Low and High experienced employees differ from each other in terms of their Emotional intelligence. Low and High aged employees differ from each other in terms of their Emotional intelligence. Low and High aged employees differ from each other in terms of their job satisfaction.

FINDINGS The sample comprised of 50% male and 50% female. In order to find out the effect of experience and age of HDFC Bank employees on emotional intelligence and job satisfaction, employees were divided into two groups. That is, employees with fewer years of experience lies on mean value of (1-10) has been put in Low experienced group and those with more years of experience lies on mean value of (11-30) has been put in high experienced group. Employees with mean age 20-35 were categorised in low aged group and those aged in between 36-50 were categorised in higher age group. Table-1: Status of Employee’s Experience and Age (N=100) Demographic Variables N Experience Low (1-10) 91 High(11-20) 09 Age Low(20-35) 92 High(36-50) 08 Sources: Authors Compilation


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SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

Table-2: Status of Employee’s Emotional Intelligence (N=100) Total of Category / Subcategory

Low ( Extremely Underdeveloped Emotional Capacity)

Total EQ Intrapersonal Interpersonal Adaptability Stress Management General Mood Emotional Self-awareness Self-Actualization Self-Regard Assertiveness Independence Empathy Interpersonal Relationships Social Responsibility Problem Solving Reality Testing Flexibility Stress Tolerance Impulse Control Optimism Happiness

High (Extremely Well Developed Emotional Capacity)

219 420 69 140 59 89 41 84 18 59 30 60 14 29 13 30 12 30 9 27 11 29 18 30 16 30 19 30 16 29 11 28 9 28 8 29 6 30 12 30 13 30 Sources: Authors Compilation

Mean

Std. Deviation

334.84 109.54 74.93 63.26 40.13 46.98 22.08 23.33 22.87 19.35 21.91 25.43 24.36 25.14 22.96 20.49 19.81 20.16 19.97 23.29 23.69

35.93 14.91 6.25 8.55 8.12 6.10 3.17 3.69 3.77 4.17 3.66 2.73 3.00 2.38 2.70 3.73 3.78 4.34 4.62 3.17 3.88

The above table shows that HDFC Bank Employees total EQ score ranges from a low level of 219 that is, extremely underdeveloped emotional capacity to a high level of 420 that is, extremely well developed emotional capacity. Moreover, the mean EQ scores for all the employees (334.84) with a standard deviation of 35.93 revealed that HDFC Bank employees had moderate emotional capacity. Table-3: Status of HDFC Bank Employee’s Job Satisfaction (N=100) Job Satisfaction Low High Mean General Job Satisfaction 89 201 145.53 Present Job satisfaction 6 54 44.68 Pay Satisfaction 0 42 21.13 Supervision Satisfaction 20 54 42.36 Co-workers Satisfaction 18 54 37.36 Sources: Authors Compilation

Standard Deviation 23.97 8.72 10.10 7.68 9.83

The high general job satisfaction was found among the HDFC Bank employees ( Mean equal to 145.53) and they were highly satisfied with their present job, supervision, and co-workers (Mean score equal to 44.68, 42.36 and 37.36).however dissatisfaction was found by the employees with their salary( Mean score equal to 21.13.) Table-4: Status of Correlation between Emotional Intelligence and Job Stisfaction among HDFC Bank Limited Employees Total of Category / Subcategory Total EQ Intrapersonal Interpersonal Adaptability

Significance Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation

Present Job .306** .002 .274** .006 .237* .018 .335**

Present Pay -.074 .467 -.056 .579 -.036 .719 -.109

Supervision

Co-Workers

.274** .006 .301** .002 .292** .003 .260**

.228* .023 .231* .021 .282** .005 .212*


General Job Satisfaction .262** .009 .267** .007 .280** .005 .246**

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Stress Management General Mood Emotional Self-Awareness Self-Actualization Self-Regard Assertiveness Independence Empathy Interpersonal Relationships Social Responsibility Problem Solving Reality Testing Flexibility Stress Tolerance Impulse Control Optimism Happiness

SJIF

Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed) Pearson Correlation Sig. (2-tailed)

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

.001 .280 .009 .086 -.064 .051 .393 .524 .615 .302** -.020 .145 .002 .843 .150 .169 -.122 .132 .093 .225 .191 .293** -.133 .246* .003 .186 .014 .195 -.008 .259** .052 .939 .009 .196 -.002 .430** .051 .982 .000 .251* .022 .106 .012 .825 .292 .261** -.175 .335** .009 .082 .001 .101 .149 .030 .318 .139 .765 .195 -.083 .344** .052 .413 .000 .259** -.143 .112 .009 .156 .266 .205* -.132 .284** .040 .190 .004 .369** -.013 .227* .000 .895 .023 .196 -.054 .191 .050 .593 .057 -.033 -.062 -.090 .746 .537 .373 .259** -.027 .107 .009 .787 .289 .263** -.009 .140 .008 .927 .164 Sources: Authors Compilation

.035 .090 .374 .074 .465 .147 .145 .203* .043 .101 .319 .289** .004 .173 .085 .292** .003 .086 .396 .296** .003 .045 .654 .166 .099 .282** .004 .168 .095 .000 .996 .119 .237 .019 .855

.014 .057 .570 .178 .076 .112 .265 .212* .034 .192 .056 .327** .001 .206* .040 .240* .013 .114 .152 .268** .007 .089 .381 .178 .076 .317** .001 .179 .075 -.067 .508 .166 .099 .144 .152

From the above table, it is revealed that there was a high positive correlation between total Emotional quotient and general job satisfaction that is; r = .262 and p = .009. The employees showed greater job satisfaction with higher emotional intelligence. However, no significant relationship was found between some EQ subscales like; stress management, general mood, emotional self-awareness, self-regard, interpersonal relationships, problem solving, reality testing, stress tolerance, optimism, happiness, and general job satisfaction. Further, it is found that there was a negative correlation between impulse control and general job satisfaction that is; r = -.067 and p = .508. Table-5: T-Test Showing difference between Gender and Emotional Intelligence of HDFC Bank Limited Employees Total of Category / Subcategory

t-test

d.f.

Significance (2-tailed)

Mean Difference

Std. Error Difference

Total EQ Intrapersonal Interpersonal Adaptability Stress Management General Mood Emotional Self-Awareness Self-Actualization Self-Regard

-.455 -1.006 1.072 -.583 -.577 .261 -1.007

98 98 98 98 98 98 98

.650 .317 .287 .561 .566 .795 .316

-3.280 -3.000 1.340 -1.000 -.940 .320 -.640

7.216 2.983 1.251 1.716 1.630 1.226 .635

95% Confidence Interval of the difference Low High -17.600 11.040 -8.919 2.919 -1.142 3.822 -4.405 2.405 -4.176 2.296 -2.113 2.753 -1.901 .621

-1.002 -.237

98 98

.319 .813

-.740 -.180

.739 .758

-2.206 -1.685


.726 1.325 51 |P a g e

Volume 5, Number 4, October – December’ 2016 ISSN (Print): 2279-0977, (Online): 2279-0985 PEZZOTTAITE JOURNALS Assertiveness Independence Empathy Interpersonal Relationships Social Responsibility Problem Solving Reality Testing Flexibility Stress Tolerance Impulse Control Optimism Happiness

SJIF

-1.126 -.681 2.202 -.199

98 98 98 98

.585 -1.184 -.990 .500 -.735 -.323 -.157 .538

98 98 98 98 98 98 98 98

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

.263 .497 .030 .843

-.940 -.500 1.180 -.120

.835 .734 .536 .604

-2.596 -1.957 .116 2 -1.318

.716 .957 .244 1.078

.560 .280 .479 -.671 1.231 .239 -.640 .540 -1.712 .432 .325 -.740 .748 -2.224 .744 .618 .380 .760 -1.129 1.889 .464 -.640 .871 -2.368 1.088 .747 -.300 .929 -2.144 1.544 .876 -.100 .638 -1.366 1.166 .592 .420 .781 -1.129 1.969 Sources: Authors Compilation From the above table, it has been found that there was no significant difference between male and female teacher’s total Emotional Quotient that is p > .05. The finding of this study was true for all Emotional Quotient subscales except empathy that is p < .05 which reveals that there was a significant difference between male and female employee’s empathy. Table-6: Status of Male and Female Employee’s Emotional Intelligence Gender Male Female

N 50 50

Mean Standard Deviation 333.04 35.23 333.20 36.90 Sources: Authors Compilation

Std. Error 4.982 5.220

The mean value of Emotional intelligence of male employees was same as that of female employees as shown in above table. Thus, male and female employees of HDFC Bank Ltd showed the same level of emotional intelligence. Hence, the second hypothesis states to be rejected. Table-7: T-Test Showing Difference between Gender and Job Satisfaction of HDFC Bank Limited Employees Job Satisfaction

t-test

d.f.


Mean Difference


95% Confidence Interval of the difference Low High

General Job Satisfaction Present Job Satisfaction Pay Satisfaction Supervision Satisfaction Co-workers Satisfaction

3.832

98

.000

17.220

4.494

8.302

26.138

2.645

98

.001

4.480

1.694

1.119

7.841

4.229 .936

98 98

.000 .352

7.900 1.440

1.868 1.538

4.193 -1.613

11.607 4.493

1.747

98

.084

3.400

1.946

-.463

7.263

Sources: Authors Compilation From the above table, it has been found that there was a significant difference between gender and general job satisfaction of employees of HDFC Bank Ltd that is p < .05, showing that the male and female employees differs in general job satisfaction. Further, it was found that there was significant difference between the gender and sub-scales viz present job satisfaction and pay satisfaction as p< .05 but no significant difference was found between gender and other two sub-scales viz supervision and coworker satisfaction as p > .05. Table-8: Status of Male and Female Employee’s Job Satisfaction Gender Male Female

N 50 50


Std. Error 3.23 3.12


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SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

The mean value of job satisfaction of male employees was more than the mean value of job satisfaction of female employees of HDFC Bank Ltd. Hence, it revealed that the male employees were more satisfied with their job than female employees. Table-9: T-Test Showing Difference between Emotional Intelligence and Age of Employees of HDFC Bank Limited Total of Category / Subcategory

t-test

d.f.


Mean Difference


Total EQ Intrapersonal Interpersonal Adaptability Stress Management General Mood Emotional Self-Awareness Self-Actualization Self-Regard Assertiveness Independence Empathy Interpersonal Relationships Social Responsibility Problem Solving Reality Testing Flexibility Stress Tolerance Impulse Control Optimism Happiness

-1.776 -1.231 -1.154 -2.285 -1.226 -1.406 -.736

98 98 98 98 98 98 98

.079 .221 .251 .024 .223 .163 .463

-23.272 -6.750 -2.658 -7.054 -3.663 -3.147 -.864

13.104 5.483 2.303 3.087 2.987 2.238 1.174

-.733 -1.680 -.457 -1.388 .059 -2.402 -.135 -2.268 -1.294 -2.236 -1.778 -.496 -2.337 -.328

98 98 98 98 98 98 98 98 98 98 98 98 98 98

.465 -1.000 .096 -2.315 .649 -.707 .168 -1.864 .953 .060 .018 -2.598 .893 -.120 .026 -2.217 .199 -1.777 .028 -3.060 .079 -2.815 .621 -.848 .021 -2.674 .743 -.473 Sources: Authors Compilation

95% Confidence Interval of the difference Low High -49.276 2.732 -17.632 4.132 -7.227 1.912 -13.180 -.929 -9.591 2.265 -7.588 1.295 -3.194 1.465

1.364 1.378 1.547 1.343 1.012 1.081 .884 .978 1.373 1.368 1.584 1.711 1.144 1.140

-3.708 -5.050 -3.776 -4.529 -1.948 -4.744 -1.874 -4.158 -4.502 -5.775 -5.958 -4.243 -4.944 3.331

1.708 .420 2.362 .801 2.068 -.452 1.635 -.277 .948 -.344 .328 2.548 -.404 2.385

No significant difference was found between low aged and high aged employees of HDFC Bank Ltd and their total Emotional Quotient as p is greater than .05. It was also found that there was significant difference between low aged and high aged employees and their emotional intelligence based on subcategories of EQ viz adaptability, interpersonal relationships, problem solving, flexibility, and optimism as p is less than .05. Table-10: Status of Low Age and High Age Employee’s Emotional Intelligence Age Low(20-35) High(36-50)

N 92 08



The mean value of emotional intelligence of low aged employees was same as that of mean value of emotional intelligence of high aged employees of HDFC Bank Ltd, showing no significant difference between the two in terms of emotional intelligence. Table-11: T-Test Showing Difference between Job Satisfaction and Age of Employees of HDFC Bank Limited Job Satisfaction

t-test

d.f.


-.996 -.066 -2.667 .042 .257

98 98 98 98 98


Mean Difference

.322 -8.779 .948 -.212 .009 -9.641 .967 .120 .798 .935 Sources: Authors Compilation


8.836 3.231 3.615 2.848 3.642


95% Confidence Interval of the difference Low High -26.334 -6.624 -16.815 -5.532 -6.292

8.737 6.200 -2.468 5.771 8.161

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SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

No significant difference was observed between employees general job satisfaction with respect to their age as p is greater than .05. However, significant difference was found between employee’s general job satisfaction and Pay satisfaction as p is less than .05. Table-12: Status of Low and High Aged Employee’s Job Satisfaction Age Low(20-35) High(36-50)

N 92 08


Std. Error 13.76 12.78

The mean value of job satisfaction of low aged employees of HDFC Bank Ltd was similar to that of mean value of job satisfaction of high aged employees. Hence, it is proved that both age groups are satisfied with their job. Table-13: T-Test Showing Difference between Emotional Intelligence and Experience of Employees of HDFC Bank Limited Total of Category / Subcategory

t-test

d.f.

Total EQ Intrapersonal Interpersonal Adaptability Stress Management General Mood Emotional Self-Awareness Self-Actualization Self-Regard Assertiveness Independence Empathy Interpersonal Relationships Social Responsibility Problem Solving Reality Testing Flexibility Stress Tolerance Impulse Control Optimism Happiness

-.324 -1.231 -1.154 -2.285 -1.226 -1.406 -.359 2.015 .631 -.906 -.553 .621 -1.856 2.124 .082 .597 -1.269 -1.586 -1.465 -.262 .287

98 98 98 98 98 98 98 98 98 98 98 98 98 98 98 98 98 98 98 98 98


Mean Difference


.747 -4.083 .221 -6.750 .251 -2.658 .024 -7.054 .223 -3.663 .163 -3.147 .720 -.400 .047 2.560 .530 .834 .367 -1.325 582 -.709 .536 .595 .066 -1.924 .036 1.741 .935 .078 .552 .783 .207 -1.674 .116 -2.388 .146 -2.353 .794 -.292 .775 .392 Sources: Authors Compilation

12.614 5.483 2.303 3.087 2.987 2.238 1.115 1.271 1.322 1.461 1.283 .957 1.037 .820 .951 1.310 1.319 1.506 1.607 1.114 1.365

95% Confidence Interval of the difference Low High -29.114 -17.632 -7.227 -13.180 -9.591 -7.588 -2.613 .038 -1.790 -4.225 -3.256 -1.305 -3.982 .115 -1.809 -1.818 -4.292 -5.377 -5.541 -2.502 -2.317

20.948 4.132 1.912 -.929 2.265 1.295 1.812 5.083 3.458 1.576 1.838 2.494 .133 3.368 1.965 3.383 .944 .601 .835 1.919 3.101

No significant difference was found between experience of employees of HDFC Bank Ltd and their total Emotional Quotient as p is greater than .05. However, significant difference was found between employees experience with respect to sub-scales namely adaptability, self-actualization and social responsibility, as p is less than .05. Table-14: Status of Low and High Experienced Employee’s Emotional Intelligence Experience Low(1-10) High(11-20)

N 91 09



The mean value of emotional intelligence of high experienced employees of HDCF Bank Ltd was found to be similar to that of the mean value of emotional intelligence of low experienced employees, demonstrating that both the groups had the same level of emotional intelligence.


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SJIF

(2012): 3.23, SJIF (2013): 5.057, SJIF (2014): 5.871, SJIF (2015): 6.492

Table-15: T-Test Showing Difference between Job Satisfaction and Experience of Employees of HDFC Bank Limited Job Satisfaction

t-test

d.f.


.534 2.558 -2.859 1.757 .575

98 98 98 98 98


Mean Difference


95% Confidence Interval of the difference Low High -12.193 21.173 1.700 13.470 -16.514 -2.981 -.606 9.944 -4.858 8.824

.595 4.490 8.407 .012 7.585 2.966 .005 -9.747 3.410 .082 4.669 2.658 .566 1.983 3.447 Sources: Authors Compilation No significant difference was found between experience of employees of HDFC Bank Ltd and their general job satisfaction as p > .05. However, significant difference was found between employees experience with respect to pay satisfaction and present job satisfaction as p < .05. Table-16: Status of Low and High Experienced Employee’s Job Satisfaction Experience Low(1-10) High(11-20)

N 91 09


Std. Error 17.20 15.26

The mean value of job satisfaction of low experienced employees of HDFC Bank Ltd was found to be same as that of the mean value of job satisfaction of high experienced employees, which illustrates that both the groups had the same job satisfaction. DISCUSSION AND CONCLUSION The results of this study revealed the impact of emotional intelligence on HDFC Bank employee’s job satisfaction. After interpretation, it was found that there was a positive correlation between Emotional Quotient and job satisfaction among the employees of HDFC Bank Ltd, perceiving the satisfaction of employees with their job. A negative correlation was found between job satisfaction and EQ sub-scale impulse control. However, no difference was found between EQ subscales like general mood, emotional self-awareness, self-regard, interpersonal relationships, problem solving, reality testing, stress tolerance, optimism and happiness, and job satisfaction of employees. Based on gender, both the male and female employees represented the same level of emotional intelligence but gender was positively correlated with job satisfaction of HDFC Bank employees. Moreover, high satisfaction was found among male employees as compared to female counterparts. Further, no difference was found among low aged and high aged employees in terms of their emotional quotient, determining that the age was not correlated with job satisfaction of employees. The study further revealed that low and high experienced employees showed no significant difference with respect to their Emotional Quotient, showing no correlation between experience and job satisfaction of HDFC Bank employees. It is concluded that the results of the study can be handy to improve the emotional intelligence of employees of HDFC Bank in particular and employees of other banking sectors in general. Improved pay structure by the banking sector can be proved beneficial factor for the satisfaction of employees, which in turn can increase the overall productivity of the sector. Moreover, effective induction programmes must be conducted for new entrants so that they can adopt the changing work environment and productive training programmes as part of social responsibility must be conducted for existing employees on regular basis to develop their skills as well as their career. It is also suggested that employees with low and high age and experience should share their productive ideas with each other, which can be a push-up factor for their social adoptability. REFERENCES 1.

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