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Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2016 Predictive Ability of Emotional Intelligence Scores on Employee Self-Reported Perception of Comprehensive Organizational Credibility Inventory Leif Allen Ford Walden University Follow this and additional works at:https://scholarworks.waldenu.edu/dissertations Part of theOrganizational Behavior and Theory Commons,Social and Behavioral Sciences Commons, and theVocational Rehabilitation Counseling Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please [email protected]. Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Leif Ford has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. David Mohr, Committee Chairperson, Psychology Faculty Dr. Billy Vaughn, Committee Member, Psychology Faculty Dr. Frederica Hendricks-Noble, University Reviewer, Psychology Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2016 Abstract Predictive Ability of Emotional Intelligence Scores on Employee Self-Reported Perception of Comprehensive Organizational Credibility Inventory by Leif A. Ford B.S., Northwest Christian University, 1994 M.B.A., Northwest Christian University, 2008 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Organizational Psychology Walden University May 2016 Abstract Research has shown that emotional intelligence (EQ) is positively related to beneficial outcomes in organizations. Research has also found that negative perceptions of organizational credibility (OC) can result in adverse economic and social costs for organizations and communities. To date, the existing research has failed to examine whether employee EQ might affect employee perceptions of OC. A quantitative, non- experimental study was conducted using a sample of employees in large health and medical organizations throughout the United States. The variables in the study were measured using the Assessing Emotions Scale and the Comprehensive Organizational Credibility Inventory. Multiple regression analyses and Pearson correlation examined the relationships between employee EQ and employee perceptions of OC. Results of the study showed that employees with high EQ perceived their employing organizations to have high OC for areas of accountability, goodwill, integrity, legitimacy, and power, but low OC for areas of attractiveness, corporate social responsibility, expertise, and trustworthiness. Results also showed that high employee EQ predicted high OC for areas of accountability, goodwill, legitimacy, and power, but not for areas of attractiveness, corporate social responsibility, expertise, or trustworthiness. Results supported existing research that has identified links between EQ and organizational-related factors. Results also supported existing research that showed that credibility constructs may be culturally and situationally determined. This study has provided an incentive for leaders of organizations to integrate pro-EQ hiring and training interventions that can foster positive OC behaviors and strengthen organizations both internally and externally. Predictive Ability of Emotional Intelligence Scores on Employee Self-Reported Perception of Comprehensive Organizational Credibility Inventory by Leif A. Ford B.S., Northwest Christian University, 1994 M.B.A., Northwest Christian University, 2008 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Organizational Psychology Walden University May 2016 Dedication I would like to begin by thanking my Father God for orchestrating the circumstances, time, and resources necessary for me to complete my academic goals. I am extremely grateful! I would also like to thank my wonderful and devoted wife, Amy, for extending encouragement, prayers, and tireless efforts toward supporting our family while I have been preoccupied with scholarly responsibilities. I am so appreciative. To my mom and dad, thanks for imparting your wisdom to me and for modeling the importance of discipline and hard work. Finally, to my three wonderful children, Holly, Avery, and Chad, I love you extravagantly, miss you immensely, and hope you will one day both understand the inspiration that you provided me, as well as share in the satisfaction of this achievement. Acknowledgments I would like to both acknowledge and personally thank Dr. David Mohr, my committee chairperson, as well as Dr. Billy Vaughn, my methodologist committee member, for their assistance and dedication in helping me complete this dissertation research project. Although the journey that is now finally culminated in the completion of this assignment could not be described as easy, nor expedient, the individual feeling that now accompanies this project completion is certainly and unequivocally one of intense pride and satisfaction. I am humbled and grateful for all of the experience, wisdom, and feedback that you have extended to me over the course of this process. Table of Contents List of Tables .......................................................................................................................v Chapter 1: Introduction to the Study ....................................................................................1 Introduction ....................................................................................................................1 Social Change Implications ...........................................................................................2 Background of the Study ...............................................................................................3 Emotional Intelligence Defined and Relevance to Organizations .......................... 5 The Research Question ........................................................................................... 7 Problem Statement .................................................................................................. 8 Purpose of the Study ......................................................................................................9 Research Questions and Hypotheses .............................................................................9 Theoretical and Conceptual Framework for the Study ................................................10 Organizational Credibility and Source Credibility ............................................... 10 Emotional Intelligence .......................................................................................... 12 Emotional Intelligence and Self-Determination Theory ....................................... 12 Emotional Intelligence and Performance Theory ................................................. 13 Nature of the Study ......................................................................................................14 Definition of Terms ......................................................................................................16 Assumptions .................................................................................................................18 Limitations and Delimitations ......................................................................................19 Significance ..................................................................................................................20 Summary and Conclusion ............................................................................................21 i Chapter 2: Literature Review .............................................................................................23 Introduction ..................................................................................................................23 Documentation .............................................................................................................23 Theoretical Foundation ................................................................................................24 Source Credibility and Organizational Credibility ............................................... 24 Organizational Credibility .................................................................................... 25 External vs. Internal OC Focus ............................................................................. 27 Emotional Intelligence (EQ) ................................................................................. 28 Mainstream Conceptualization of EQ ................................................................... 31 EQ as an Ability-Based Model ............................................................................. 32 EQ and Self-Determination Theory ...................................................................... 32 EQ and Performance Theory ................................................................................ 33 Key Variables and Concepts ........................................................................................34 Dimensions of OC................................................................................................. 34 EQ Utilization in Organizations ...................................................................................44 Dimension of EQ .................................................................................................. 44 Summary and Conclusion ............................................................................................57 Chapter 3: Methodology ....................................................................................................59 Introduction ..................................................................................................................59 Research Design and Rationale ...................................................................................59 Methodology ................................................................................................................60 Population ............................................................................................................. 61 ii Sampling and Sampling Procedures ..................................................................... 61 Procedures for Recruitment, Participation, and Data Collection .......................... 62 Instrumentation and Operationalization of Constructs ................................................63 Emotional Intelligence .......................................................................................... 63 Organizational Credibility .................................................................................... 65 Research Questions and Hypotheses ...........................................................................75 Data Analysis Plan ................................................................................................ 75 Threats to Validity ................................................................................................ 79 Ethical Procedures ................................................................................................ 80 Summary and Conclusions ..........................................................................................80 Chapter 4: Results ..............................................................................................................82 Introduction ..................................................................................................................82 Data Collection ............................................................................................................82 Descriptive and Demographic Sample Characteristics ......................................... 83 Descriptive Statistics and Correlations for Study Variables ................................. 85 Summary and Conclusions ........................................................................................100 Chapter 5: Discussion ......................................................................................................103 Introduction ................................................................................................................103 Interpretations of the Findings ...................................................................................105 Self-Determination Theory Implications ............................................................ 106 Performance Theory Implications ....................................................................... 107 Methodological Implications .............................................................................. 108 iii
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