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A Research Project on

AN EMPIRICAL STUDY ON RELATION

BETWEEN EMOTIONAL INTELLIGENCE AND

JOB SATISFACTION AMONG FASHION

DESIGNERS IN INDIA

By

*******

Enrolment No. *********

Regional Centre: Mumbai

MPCE- 36

(Industrial and Organizational Psychology)

Name of the Supervisor

********

Indira Gandhi National Open University

July 2018

Downloaded from www.MAPCHELP.com

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List of Tables

Table No. Title Page No.

5.1 Gender of Fashion Designers 39

5.2 Experience of Fashion Designers 40

5.3 Marital Status of Fashion Designers 41

5.4 Designation of Fashion Designers 42

5.5 Correlation between Emotional Intelligence and Job Satisfaction

among Fashion Designers

43

5.6 t-test for Emotional Intelligence of Fashion Designer by Gender 45

5.7 t-test for Emotional Intelligence of Fashion Designer by Experience 46

5.8 t-test for Emotional Intelligence of Fashion Designer by Marital

Status

47

5.9a Descriptive Statistics for Emotional Intelligence Score by

Designation of Fashion Designer

48

5.9b ANOVA for Emotional Intelligence Score by Designation of

Fashion Designer

48

5.10 t-test for Job Satisfaction of Fashion Designer by Gender 49

5.11 t-test for Job Satisfaction of Fashion Designer by Experience 50

5.12 t-test for Job Satisfaction of Fashion Designer by Marital Status 51

5.13a Descriptive Statistics for Job Satisfaction Score by Designation of

Fashion Designer

53

5.13b ANOVA for Job Satisfaction Score by Designation of Fashion

Designer

53


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List of Charts

Chart No. Title Page No.

5.1 Gender of Fashion Designers 40

5.2 Experience of Fashion Designers 41

5.3 Marital Status of Fashion Designers 42

5.4 Designation of Fashion Designers 43

5.5 Scatter Plot 44

5.6 Emotional Intelligence Score vs Gender 45

5.7 Emotional Intelligence Score vs Experience 46

5.8 Emotional Intelligence Score vs Marital Status 47

5.9 Emotional Intelligence Score vs Designation 49

5.10 Job Satisfaction Score vs Gender 50

5.11 Job Satisfaction Score vs Experience 51

5.12 Job Satisfaction Score vs Marital Status 52

5.13 Job Satisfaction Score vs Designation 54


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Table of Content

Sr. No. Title Page No.

Certificate of Originality

Certificate of Completion

Acknowledgement

Table of Content

List of Tables

List of Charts

Abstract

Chapter 1 - Introduction 1

1.1 Emotional Intelligence 2

1.2 Job Satisfaction 6

1.3 Need of the Study 10

1.4 Problem Statement 11

1.5 Research Question 11

1.6 Objectives of the Study 12

1.7 Hypothesis 12

1.8 Organization of the Study 13

1.9 Summary 13

Chapter 2 – Review of Literature 15

2.1 Review of Emotional Intelligence 15

2.2 Review of Job Satisfaction 17

2.3 Review of Research Studies related to relationship between Emotional

Intelligence and Job Satisfaction 18

2.4 Chapter Conclusion 22

Chapter 3 Significance of Study 24

Chapter 4 Significance of Study 26

4.1 Introduction 26

4.2 Statement of the Problem 27


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4.3 Research Question 27

4.4 Research Design 28

4.5. Variables under Study 28

4.5.1. Conceptual Definitions 29

4.5.2 Operational Definition 30

4.6. Objectives of the Study 31

4.7 Hypothesis of Study 32

4.8 Target Population 32

4.9 Sampling and Sample Size 32

4.10 Instruments 33

4.11 Data Collection Procedure 36

4.12 Data Analysis 37

4.13 Ethical Considerations 38

4.14 Chapter Conclusion 38

Chapter 5 Results and Discussion 39

5.1 Demographic Profile of Respondents 39

5.1.1 Profile of Fashion Designers 39

5.1.1.1 Gender of Fashion Designers 39

5.1.1.2 Experience of Fashion Designers 40

5.1.1.3 Marital Status of Fashion Designer 41

5.1.1.4 Designation of Fashion Designer 42

5.2 Relation Between Emotional Intelligence and Job Satisfaction among

Fashion Designers 43

5.3 Emotional Intelligence 44

5.3.1 Emotional Intelligence vs Gender of Fashion Designer 44

5.3.2 Emotional Intelligence vs Experience of Fashion Designer 46


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5.3.3 Emotional Intelligence vs Marital Status of Fashion Designer 47

5.3.4 Emotional Intelligence vs Designation of Fashion Designer 48

5.4 Job Satisfaction 49

5.4.1 Job Satisfaction vs Gender of Fashion Designer 49

5.4.2 Job Satisfaction vs Experience of Fashion Designer 50

5.4.3 Job Satisfaction vs Marital Status of Fashion Designer 51

5.4.4 Job Satisfaction vs Designation of Fashion Designer 52

5.5 Discussion 54

Chapter 6 Conclusion 55

Chapter 7 Delimitation and Suggestions 57

7.1 Limitations 57

7.2 Suggestions 57

References and Annexure

References 58

Annexure 1 64

Annexure 2 66


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Abstract

Emotional intelligence and job satisfaction are two concepts of high interest in modern work

environment. They serve as a competitive edge in personal and organizational life.

The purpose of this research was to investigate the relationship between Emotional Intelligence

and Job Satisfaction among the fashion designers in India.

The sample consisted of 71 fashion designers working in various organizations in India. The

study used the scale, Shutte’s self-report Emotional Intelligence test (SSREIT) to measure

Emotional Intelligence and the scale of Brayfield - Rothe’s Job Satisfaction Index to measure

the job satisfaction.

Various standard statistical tools such as Karl Pearson coefficient of correlation, t-test and

ANOVA were used to interpret the data.

Findings of this research study suggest that Emotional Intelligence did not correlate with Job

Satisfaction as far as fashion designers are concerned. Further, demographic variables such as

gender, marital status, experience and designation did not have a significant effect on

Emotional Intelligence as well as Job Satisfaction.

This research therefore adds a new dimension to emotional intelligence and job satisfaction of

fashion designer, since no similar study has been conducted in this regard.


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Chapter 1

Introduction

The newest creation of style is called fashion. India is a land of culture and tradition. Here,

depending on the functions people used to wear different clothes. Everyone wants to look good

on his or her own way. Considering the fact that different people have different styles, the

world of fashion comes up with newer variety day by day. Women are taking fashion into the

big way, but now a day’s men are also very conscious of the fashion and trends. Whether it is

festivals, parties or profession whatever it is, fashion is always there reflecting the attitude.

In the last few years, globally and in India, Fashion is changing with a rapid growth with each

passing era. Change has always been a prominent part of the fashion industry that is rising by

leaps and bounds. Today fashion industry bears little resemblance to that of a decade ago and

will change even more in the decade ahead. Today, it has become one of the most happening

and revenue generating industry of India. Indians have started experimenting with fashion

trends and styles, they are all geared up for the international exposure. The people like to dress

in style which is accepted globally. Dressing has become of the important aspect of one's

identity and personality.

Further, the market of branded garments is growing up in India. More and more people are

switching on to branded apparel then non-branded ones as it provides quality assurance. Many

national as well as international brands have established themselves in Indian garment industry.

Allen Solly, Van Heusen, Louis Philipe, Charagh Din, Raymonds, Arrow, etc. are some leading

national brands. The branded apparel market saw a boost due to growing denim demand. Many

international brands entered the denim industry in India like- Lee, Levi's, Seven Jeans, Pepe

Jeans, etc. But these foreign brands get a tough competition from Indian branded denim

manufacturers like Flying Machine, Wrangler, Killer, Numero Uno, etc. Branded clothes have


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captivated the market of both menswear and women's wear and slowly catching up in children

wear segment.

The industry is tough, challenging, and competitive, and it has a very dynamic nature in the

sense that what may be fashion today can become obsolete tomorrow, what is obsolete

tomorrow can make a comeback day after. With such thrill and competition, the scope and

opportunities in the field of fashion designing is always expanding.

Because of rise in demand of branded and well-designed garments the opportunities for fashion

designers is increasing day by day and this fact can be proved by the existence of 1000+ fashion

schools in India. Thousands of designers are produced every year by these institutes. Designers

are getting exposure through fashion weeks, here they can show their talent to Indian and

foreign audience.

Designing is one of the extremely lucrative and glamorous career option today. It opens a world

of opportunities for anyone with a passion for creativity. Today one may choose to specialize

in any one of the sub-fields of fashion such as Apparel designing, Jewellers designing,

Accessory designing. The options are limitless. The job of a fashion designer is very

demanding which involves meeting daily deadlines, traveling dusty roads to reach the local

markets for procuring material, dealing with workers and managing a team effectively.

However, it is also a demanding career, as fashion designers need to combine their creativity

with emotional intelligence to sustain in this industry.

1.1 Emotional Intelligence

Derived from the Latin word ‘emover’, emotions means the ‘spirit that moves us’ with a strong

sense of feelings or drama. Many researchers have considered six universally accepted

emotions-anger, fear, sadness, disgust and surprise with most other emotions included within

these six categories (Robbins, Judge, 2009). Every emotion has a cognitive component and


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every thought is influenced by emotional factors (Thomas and Chess, 1980). There appears to

be an important links between emotion and cognition, between the way we feel and the way

we think.

Emotional Intelligence (EI) describes the ability, capacity, skill or, in the case of the trait EI

model, a self-perceived grand ability to identify, assess, manage and control the emotions of

one's self, of others, and of groups. Emotional intelligence is considered to play a crucial role

in the modern work life. Its principles help in evaluating employee behavior, management

styles, attitudes, interpersonal skills and potentials and is considered to have great relevance in

areas like job profiling, planning, recruitment and selection. Another major advantage of

emotional intelligence is that it allows people to better understand and mange emotions. It also

helps in understanding one’s own conduct as well as relationship with others. Psychological

studies have shown that understanding and controlling emotions play significant role in

gratifying one’s life and work environment.

The study of EI developed through the area of cognition and affect, looking at how emotion

affected thought. Initially it was believed that emotion had a detrimental effect; however, in

time it was considered that emotion could also be adaptive to thought and that they could

complement each other. Mayer and Salovey (1990) developed their first theory of EI, which

subsequently became popularized by Goleman (1996). Goleman proposed that EI was integral

for life success. Since then, several theories have emerged with conflicting views, and

subsequently, different measures.

Mayer and Salovey (1997) proposed that EI was a cognitive ability which is separate but also

associated to, general intelligence. This model consists of four different abilities (or branches)

including;


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1. Perceiving emotions — the ability to identify and interpret emotions in faces, pictures

and voices – including the ability to identify one‘s own emotions.

2. Using emotions — the ability to use emotions to facilitate various cognitive activities,

such as thinking and problem solving. The emotionally intelligent person can be

benefited in his or her changing moods in any work.

3. Understanding emotions — the ability to comprehend emotion language and to

appreciate complicated relationships among emotions. For example, understanding

emotions include the ability to be sensitive to slight variations between emotions, and

the ability to recognize and describe how emotions grow over time.

4. Managing emotions — the ability to regulate emotions in both ourselves and in others.

Therefore, the emotionally intelligent person can tie together emotions, even negative

ones, and manage them to achieve intended goals.

Emotional intelligence is also about enhancing the design process. It can enable person to be

better designers, better listeners, better collaborators who shepherd and champion great design.

Empathy is crucial to those in a service orientated industry. It helps us anticipate, recognize

and meet the needs of clients. If designer can view the design challenge from another’s

perspective, that of a collaborator or a client, then they are likely to come up with better

solutions.

Emotional intelligence can enable us to ask more questions, listen more closely, and elicit more

honest answers from clients about who they are, what they want and issues that are important

to them. Designers need good social skills to navigate the political sensitivities within

organizations, their own, the clients, partner companies. Designing spaces often means being

agents of change management, another opportunity to use social skills for client’s benefit. In a

world in which technology and its associated skills are constantly changing, good people skills

are only going to become more important.


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Emotions can swing both ways, but success likely to be with the person who can grip on his/her

emotions.

Low emotional intelligence has many negative effects when it exists. Employees with low

emotional intelligence are counter-productive to the goals of the organization they work for.

Some of the most common problems include:

• Negative Emotions - People effortlessly feel overwhelmed and controlled by a wide

range of negative emotions, including anger, worry, shame, disappointment, fear and

guilt.

• Negative Perceptions - Those who experience negative emotions often have negative

perceptions. They might feel weak, under-appreciated and/or powerless.

• Behavioral Issues - People become incapable of keeping negative emotions in check,

which results in behavioral issues such as uncontrolled outbursts and rash split-second

reactions.

• Poor Communication - Effective communication doesn’t exist. People with low EI are

usually too closed off and self-centered to understand others or appreciate suggestions.

They have difficulty expressing themselves. Low EI often results in misunderstandings.

• Reduced Proactivity - Leaders and workers become less proactive when dealing with

emotions, decisions and/or productivity. Reduced proactivity can lead to weak direction

when communicating about projects and tasks.

• Lower Performance - All of the above factors results in poor individual and team poor

performance. Employees also don’t work as fast, and they are more likely to make

critical errors that slow down production.

• Weak Confidence - Workers and leaders become less confident and trusting. They start

questioning their own abilities, motivations, et cetera. They also lose their faith in others


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• Damaged Credibility - People internal and external to a company start to have lowered

expectations and lose confidence that a worker, leader, team and/or business can

perform as desired.

• Higher Losses - Employees quit because of negative perceptions. Loss of loyalty often

results in fewer senior employees and a company then loses money to hiring and

training processes. Revenue losses occur as vendors and customers decide to not do as

much business with the company.

Above all the one of the most common consequence of poor emotional intelligence is poor job

satisfaction among employees.

1.2 Job Satisfaction

Job satisfaction is more of a journey, not a destination, as it applies to both employees and the

employer. Job satisfaction is one of the most researched variables in the area of workplace

psychology and has been associated with numerous psychosocial issues ranging from

leadership to job design. Job satisfaction is a topic which has got wide appreciation in

academics as well as industry. It refers to an employee’s affective reaction to his job in terms

of how much it satisfies his desired outcome. It actually refers to the extent to which one person

likes his/her job or it may be considered as the emotional attachment one has with his/her job.

Job satisfaction has many dimensions. Commonly noted facets are satisfaction with the work

itself, wages, and recognition, rapport with supervisors and co-workers, and chance for

advancement. Each dimension contributes to an individual’s overall feeling of satisfaction with

the job itself, but different people define the “job” differently. There are three important

dimensions to job satisfaction:

• Job- satisfaction refers to one’s feeling towards one’s job. It can only be inferred but

not seen


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• Job satisfaction is often determined by how well outcomes meet or exceed expectations.

Satisfaction in one’s job means increased commitment in the fulfilment of formal

requirements. There is greater willingness to invest personal energy and time in job

performance

• The terms job-satisfaction and job attitudes are typically used interchangeably. Both

refer to effective orientations on the part of individuals towards their work roles, which

they are presently occupying

Though the terms job-satisfaction and attitudes are used interchangeably, there are differences

between the two. Attitude refers to predisposition to respond. Job-satisfaction, on the other

hand, relates to performance factors. Attitudes reflect one’s feelings towards individuals,

organizations, and objects. But satisfaction refers to one’s attitude to a job. Job satisfaction is,

therefore, a specific subset of attitudes.

The study of job satisfaction enriches management with a range of information pertaining to

job, employee, environment etc. which facilitated it in decision making and correcting the path

of organizational policies and behavior.

• It indicates the general level of satisfaction in the organization about its programmes,

policies etc

• It is a diagnostic instrument for knowing employees’ problems, effecting changes and

correcting with least resistance

• It strengthens the communication system of the organization and management can

discuss the result for shaping the future course of action

• It helps in improving the attitudes of employees towards the job and facilitates

integration of employee with the organization. It inspires sense of belongingness and


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sense of participation leading to the overall increase in the productivity of the

organization

• It helps unions to know exactly what employees want and what management is doing.

Thus, it facilitates mutual settlement of grievances and other unwanted situations

• It facilitates in determining the training and development needs of the both, employees

and the organization

If we can improve job satisfaction and morale, we can improve job performance as well. Soon

the management set about to take advantage of this newly found insight and they took action

on two fronts. First, they initiated attempts to measure the state of employee- feeling in order

to know where to concentrate their efforts in improving employee- satisfaction. Secondly, they

set about to train their managers, especially first-level supervisors, to pay attention to the

attitudes and feelings of their subordinates so that performance could thereby be improved.

The topic of job satisfaction at work is getting wider attention at this time. Job satisfaction is

the satisfaction one feels while doing the job. Job satisfaction is one of the important factors,

which affect not only the efficiency of the laborers but also such job behavior as absenteeism,

accidents, etc. Job satisfaction is the result of employee perception of how well the job provides

those things that are viewed important. For the success of any organization, job satisfaction has

vital importance. The employees who are satisfied are the biggest assets to an organization

whereas the dissatisfied employees are the biggest liabilities.

In fact, no organization can successfully achieve its goal and mission unless and until those

who constitute the organization are satisfied in their jobs. Dissatisfaction leads to frustration

and frustration leads to aggression. It is believed that employees dissatisfied with their job may

be militant in their attitude towards the management. Dissatisfaction is infectious and quickly

spreads to other employees and is likely to affect the morale and working of other employees


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and image of organization. A dissatisfied worker may seriously cause damage to the reputation

and property of the organization and harm its business interest. Job satisfaction/dissatisfaction

is the result of various factors which are related to the present job situations. These various

factors are opportunities for career advancement, amount of tension at work, work

involvement, relations with colleagues and supervisors, due recognition of merit, sufficient

emoluments and good working conditions, grievances removal, feeling of fatigue and

loneliness and prestige of the organization.

Job satisfaction is a complex and important concept for human resource managers to

understand most employees do not believe their work is being properly rewarded. Nor do they

believe that their companies are doing enough to attract high quality performers, train them, or

manage them effectively.

Since Herzberg’s 1959 work on satisfiers and dissatisfiers in the work place, job satisfaction

has frequently been held up as means of improving employee motivation. With the

improvement come increasing individual productivity, job longevity and organizational

efficiency. The salience of the concept of job satisfaction has become so ingrained in thinking

about jobs and employees that its importance is now taken for granted, as though it is a tenant

of managerial faith. Today human resource managers want to know how to have satisfied

employees, not why employees should be satisfied. In truth, employees and managers may

have different reasons for wanting organizational conditions that foster job satisfaction.

Employees spend most working hours at work, thinking about work, resting up for work, or

preparing for work, because work provides “daily meaning as well as daily bread.” Yet work

is not always a place where workers feel satisfied.

Human resource manager may be concerned about employees’ job satisfaction for different

reasons than their employees. Altruistic managers want satisfied employees because they care


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about their employees. Result-oriented managers want satisfied employees because satisfied

employees may perform better and have less absenteeism and greater longevity. Satisfied

employees also tend to produce higher-quality work than their dissatisfied cohorts. In fact,

studies on humanizing the workplace indicate that satisfied employees are more productive and

that organizations with satisfied employees are more efficient. Satisfied employees are more

likely to experience high internal work motivation, to give high quality work performance and

to have less absenteeism and turnover.

1.3 Need of the Study

Nowadays, in the era of globalization and fierce competition, the human element has become

the organization’s main source of gaining a competitive edge. In today’s dynamic market

scenario, the biggest challenge facing educational institutions is retaining the talented

workforce.

The understanding of emotions in the workplace is gaining importance as they act as a

precursor in determining an individual’s response as well as attitude towards the workplace.

The responsibilities and duties of fashion designer in organizational system in terms of

creativity, workload, longer working hours under stress may affect their job satisfaction and

performance level.

Emotional intelligence enables fashion designer to manage their emotions and other members`

emotions. This helps to keep an appropriate performance and increase the ability of designers

to cope with physiological and psychological stress in performing their jobs.

Social interaction is viewed as indispensable in any organization (i.e. private or public), so

much so that good social interaction results in synergy and positive outcome by the

organization. Emotional intelligence is one of the guiding factors that determine the success of

social interaction which eventually lead to job satisfaction and even success in life.


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In light of above, the researcher feels that it would be interesting to study if there is any

relationship between job satisfaction and EI of the fashion designer. This research also

proposes to study about jobs satisfaction and EI based on the designation of fashion designer.

An attempt is also made to study about job satisfaction and EI based on gender, work

experience and marital status.

1.4 Problem Statement

The retention of skilled employees is crucial for the success of fashion industry. Hence, an

understanding of the influence and relationships of employees’ emotional intelligence and job

satisfaction is necessary.

Various studies have been conducted with combinations of emotional intelligence with job

satisfaction but there is no research study could be found with reference to exploring the

relationships between emotional intelligence and job satisfaction among fashion designers.

The problem of this research study was formed methodically as following main question: Is

there any relationship between Emotional Intelligence and Job Satisfaction among fashion

designers in India?

1.5 Research Question

Based on the background of the study, the need and problem statement, the following research

questions were formulated for the purposes of this research study:

• Is emotional Intelligence of fashion designers is related to their job satisfaction?

• Is job satisfaction level of fashion designer is related to their gender, designation,

experience and marital status?

• Is emotional intelligence of fashion designer is related to their gender, designation,

experience and marital status?


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1.6 Objectives of the Study

The main aim of the research study were

• To investigate the relationships between emotional intelligence and job satisfaction

among fashion designers

• To investigate the impact of gender, designation, experience and marital status of

fashion designer on their emotional intelligence

• To investigate the impact of gender, designation, experience and marital status of

fashion designer on their job satisfaction level

1.7 Hypothesis

In order to fulfil the above-mentioned objectives and to deal with the research problem,

hypotheses were framed as below for this research study

• H1: There is a significant relationship between Job Satisfaction and Emotional

Intelligence among fashion designers

• H1: There is a significant difference in the mean scores of Job Satisfaction based on the

designation of fashion designers

• H1: There is a significant difference in the mean scores of Emotional Intelligence based

on the designation of fashion designers

• H1: There is a significant difference in the mean scores of Job Satisfaction based on

experience of fashion designer


on experience of fashion designer


marital status of fashion designer


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on marital status of fashion designer

1.8 Organization of the Study

The present research study has been divided into six chapters, which are outlined below:

Chapter-I ‘Introduction’, spells out the necessity and significance of this study along with

objectives, hypotheses of the study.

Chapter-II ‘Review of Literature’, contains a relevant review of the literature pertaining to

emotional intelligence and job satisfaction.

Chapter-III ‘Significance of the Study’ discuss the importance of this research study for the

designers, organizations, etc.

Chapter-IV ‘Research Design’, elaborates on the tools used for measurement, the sample used

for the study, data collection procedure, scoring and consolidation of data and statistical

techniques used for analysis.

Chapter-V ‘Result, Discussion and Findings’, gives a detailed analysis of the data along with

the discussion of the important findings.

Chapter-V ‘Conclusions’, includes a summary of the study, conclusions, implications, and

recommendations for future studies and research along with limitation of the study.

1.9 Summary

The present chapter discussed the concept of the study entitled “An Empirical Study on

Relation Between Emotional Intelligence and Job Satisfaction among Fashion Designers in

India”. The discussion starts from the position of fashion business in India with reference to


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brands and business size. The chapter also discussed about Emotional Intelligence and Job

Satisfactions.

Emotional intelligence enables fashion designer to manage their emotions and other members`

emotions. This helps to keep an appropriate performance and increase the ability of designers

to cope with physiological and psychological stress in performing their jobs and ultimately to

their job satisfaction.

This Introductory chapter concludes with the need and importance of study of emotional

intelligence and job satisfaction among fashion designers in India.


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Chapter 2

Review of Literature

The purpose of this study was to examine the relationship between emotional intelligence and

job satisfaction among fashion designers in India.

Emotional intelligence and Job satisfaction are two concepts of high interest in the modern

work environment. Emotional intelligence (EI) as a construct has recently got considerable

attention by scholars and practitioners in workplace contribution. EI is conceptualized as an

important predictor for success at work (Goleman, 1995) and key for successful job

performance (Joseph, 2010). They serve as a competitive edge in personal and organizational

life. However, there are only few studies that explore the factors which affect the two concepts.

2.1 Review of Emotional Intelligence

This section reviews the previous studies about emotional intelligence and its effects towards

employees. Emotional intelligence plays an important role among employees. Emotional

intelligence influences the employee’s behaviors towards jobs including specialty,

communication, team work, quality of production and customer loyalty. Nowadays, many

workers are suffering from many problems due to lack of emotional intelligence. Emotional

intelligence affects the employees and also production. Emotional intelligence can be defined

as a way the individuals control their emotions. Besides that, it also makes a person interact

with others despite the emotional stress during the conversation.

Zeidner, Matthews and Roberts (2004) summarized emotional intelligence as competencies

and general dispositions for adaptive personal functioning and coping with environmental

demands. They claimed that people of higher emotional intelligence succeed at communicating

their goals and ideas. They suggested that emotional intelligence is very important because it


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creates a close relationship among employees and team work. Together, these abilities

contribute to a satisfying personal and professional life. According to Abi Ealias and Jijo

George (2012), emotional intelligence describes the capacity of a person to identify, consider

others’ emotions and control one’s own emotions as well. Its principles help in evaluating

employee behaviour, management styles, attitudes, interpersonal skills and potential and is

considered to have great relevance in areas such as job profiling, planning, recruitment and

selection. Another major advantage of emotional intelligence is that it allows people to better

understand and manage emotions. It also helps in understanding one’s own conduct as well as

relationships with others. Psychological studies show that understanding and controlling

emotions play a significant role in gratifying one’s life and work environment.

Based on Jordan and Ashkanasy (2009), emotional intelligence is the ability to identify and

manage feelings, both one’s own and others which is one of the key issues when talking about

improving people and business performance and job satisfaction. They also mentioned that

emotional intelligence includes four components which are self-awareness, self-management,

social awareness and social skills. According to Goleman (1998), there are two components of

emotional intelligence which are personal competence and social competence. Personal

competence consists of self-awareness and self-management while social competence consists

of social awareness and relationship management. Self-awareness is to know their internal

states, preferences, resources and relationship management. It has three subsections namely

emotional-awareness, recognize their own feelings and self-confidence. Basically, they have a

strong sense of self-worth and belief in their capabilities. The next component of personal

competence is self-management which illustrates how people regulate their resources,

preference and impulses. It also has other subsections which is self-control, trustworthiness,

conscientiousness and adaptability.


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Social awareness is the ability to understand about the feelings of others such as being

empathetic and concerned about the organizational situation and anticipating in service

orientation. Relationship management is related to capabilities of people to practice personal

and social competence. It involves the ability to influence, communicate, manage conflict and

cooperate with others.

Employees that have a high level of emotional intelligence have many advantages. They are

able to identify feelings of frustration and stress, and consequently regulate those emotions to

reduce stress. Hence, they are more resilient because they are able to understand the stressors

and know how to cope (Sy et al., 2006). In addition, they are likely to experience a high level

of job satisfaction when they are able to appraise and manage their emotions. They can use this

skill to encourage positive interaction that help boost their own morale as well as boost the

community in organization and lead to higher job satisfaction (Shimazu, Shimazu & Odahara,

2004).

2.2 Review of Job Satisfaction

This section reviews the previous studies about job satisfaction and its effects towards

employees. Basically, job satisfaction influences an employee’s attitudes towards the job and

the organization. Job satisfaction is highly associated with the quality of life. This is because

the life of an individual is spent most on working as a priority since birth. For almost 50 years,

most managers and psychologists made the assumption that satisfaction is directly connected

to organizational success. Berry (1997) said that job satisfaction is an attitude that includes

elements of cognitive work, affective and behaviour that is expected to influence the behaviour

at work. Job satisfaction influences the job attitudes of individual. Moreover, according to

Karamallah Daneshfard (2011), job satisfaction is the most effective way to identify an

employee’s orientation towards their work.


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Weiss (2002) summarizes the concept of job satisfaction as “the overall feeling one gets from

satisfaction with different perspective of the job”. He also mentioned that job satisfaction is a

combination of cognitive and affective contentment of an employee. Affective satisfaction and

job satisfaction gives a positive impact towards the overall satisfaction. Without job

satisfaction, it may have a negative impact on working. His statement gives a picture of the

overall positive emotional assessment of the employee’s job. The main focus of the study was

to identify the relationship of individual personal feeling towards their work. He found out that,

the mood of an individual influences their work. If they are in a good mood and feel positive,

this may result in better productivity which, in turn, may increase their job satisfaction. In

contrast, cognitive satisfaction is the fulfilment an employee gets from a more logical and

rational appraisal such as the job conditions, opportunities or outcomes. Hence, it describes the

job and not the feelings.

2.3 Review of Research Studies related to relationship between Emotional Intelligence

and Job Satisfaction

The relationship between emotional intelligence has gained the attention of researchers as it is

reported that emotional intelligence plays a pivotal role in predicting job satisfaction among

employees (Ghoreishi et al., 2014).

Khouly et al. (2010) came to the conclusion that individuals who have high emotional

intelligence are more satisfied with their jobs than it happens with employees who have low

emotional intelligence. Also, gender and job satisfaction do not correlate significantly, while

emotional intelligence and job satisfaction are highly correlated and emotional intelligence and

gender interact to affect job satisfaction.


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Choi et al (2011), through their research among 288 workers in South Korea, concluded that

emotional intelligence is positively associated with the behaviors of workers at the workplace

(job satisfaction and commitment to the company).

Ealias and George (2012) in their research study ‘Emotional Intelligence and Job Satisfaction:

A Correlational study’ studied the relationship between emotional intelligence and job

satisfaction. It also tries to analyze how designation, experience and marital status of an

employee affect his/her emotional intelligence and job satisfaction. Data was collected from

208 respondents of an international electronic firm operating in India using self-administered

questionnaires. Findings were made with the help of standard statistical tools such as Karl

Pearson coefficient of correlation, ANOVA, t-test and so on. The study reveals that there is a

very high positive relationship between Emotional Intelligence and Job Satisfaction. It also

shows that designation of the employee doesn’t affect his job satisfaction and emotional

intelligence. However, experience and marital status has significant effects on the two

concepts.

Nwankwo, et.al. (2013), in their research study, ‘Relationship between Emotional Intelligence

and Job Satisfaction among Health Workers’ studied the relationship between emotional

intelligence and job satisfaction among health workers. A total of 116 participants comprising

45 doctors and 71 nurses were selected from National Orthopedic Hospital, Enugu State. They

between the ages of 24 years-64 years with a mean age of 45 years. They were selected, making

use of purposive stratified sampling technique. The participants were administered a 20-item

Minnesota satisfaction questionnaire, 33-item emotional intelligence scale and 22-item

Maslach Burnout Inventory. Here, regression analysis was applied as a statistical test to analyze

the data. The findings revealed that there was a significant positive relationship between

emotional intelligence and job satisfaction among health workers (r = .67 < 0.01). This shows

that as emotional intelligence increases, job satisfaction will increase (Dr. Barnabas, 2013).


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In a research study conducted by (Ahmed, 2015) titled, ‘Emotional Intelligence and Job

Satisfaction Among University Teachers’, aimed to explore the relationship of emotional

intelligence on the job satisfaction among university teachers. This research was descriptive in

nature. The research objectives included to study the relationship between emotional

intelligence and job satisfaction among university teachers and to explore the role of

demographic variation such as age, gender, experience, qualification of the university teachers

in determining their level of emotional intelligence and their perception about job satisfaction.

The population of this study was university teachers of public and private sector universities in

Islamabad. A stratified random sample comprised of 50 male and 50 female university teachers

were collected from two public and two private universities of Islamabad. Two questionnaires

were used for data collection in which one for measuring Job satisfaction while other for

measuring emotional intelligence (self-awareness, social skills, self-regulation, motivation,

social awareness) of prospective teachers. The major finding of the study concludes that is

positive significant correlation between Emotional intelligence and Job satisfaction among

public and private sector universities(r=0.78). Result showed that female university teachers

are more emotional intelligent than male university teachers whereas male university teachers

perceive greater job satisfaction. However, Older university teachers are more emotionally

intelligent and perceives greater job satisfaction. Result also concluded that lecturers are more

emotional intelligent while Professor perceives higher job satisfaction. Result portrays that

PhD qualified university teachers shows more emotional intelligence while PhD qualified

teachers perceives greater job satisfaction. Findings conclude that less experienced university

teachers are more emotional intelligent whereas experienced university teachers perceive

greater job satisfaction. It further discloses that a private sector university teacher experiences

higher emotional intelligence whereas public sector university teacher recognizes higher job

satisfaction.


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In a research study conducted by Deepa Nair, et.al. (2016) titled, ‘Impact of Emotional

Intelligence on Job Satisfaction at Globus India Ltd.’, investigated whether a high Emotional

Intelligence leads to job satisfaction for the employee or not? In this is a causal study. The

questionnaire consists of 26 items in the Likert Scale was administered at the 60 employees of

7 Globus retail stores in Mumbai. The Simple linear Regression analysis was used to determine

how the independent variables of Emotional Intelligence impacted Job Satisfaction. The

Pearson r technique was also used and found to be +0.886. This value of r suggests a strong

positive linear correlation between: Emotional Intelligence and Job Satisfaction as the value is

positive and close to +1 (Deepa Nair, 2016).

In a research study conducted by Theophilus Tagoe (2016) on, ‘The relationship between

emotional intelligence and job satisfaction among nurses in Accra’, investigated the

relationship between the relationship between emotional intelligence and job satisfaction

among nurses in Accra, Ghana. This was a correlational study which was conducted in Ghana

in 2015. The study conveniently sampled 120 registered general nurses (83 females and 37

males) from three public hospitals located in Accra. The Schutte Self-Report Emotional

Intelligence Inventory and the Job Satisfaction Survey were used to assess emotional

intelligence and job satisfaction respectively. The findings showed a significant positive

correlation between emotional intelligence and job satisfaction among the nurses. However,

the results revealed no significant gender difference in emotional intelligence and job

satisfaction.

In another research study conducted by Amin Rahmati (2017) on, ‘Relationship between

Emotional Intelligence and Job Satisfaction of Primary Health Care Providers (behvarz)’,

investigated the relationship between emotional intelligence and job satisfaction of Primary

health care providers (behvarz) who were employed in sisten region in Iran. Method of this

was Cross sectional survey research analysis. The population consisted of all of Primary health


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care providers (behvarz) who have been employed and 94 people were selected by convenience

sampling method. Sybryashryng's emotional intelligence questionnaire and Herzberg's job

satisfaction questionnaire were used. To analyze data, Kolmogorov-Smirnov test, Pearson

correlation was used. The results showed direct correlation between emotional intelligence and

job satisfaction of Primary health care providers (behvarz) in sisten region in Iran. So that

employees with a higher emotional intelligence are more job satisfaction and job performance

naturally better. It was also found that emotional intelligence of male Primary health care

providers (behvarz) is more than female Primary health care providers (Amin Rahmati, 2017).

Narasimhan (2018) attempts to find the relationship between Emotional Intelligence and Job

satisfaction by analysing factors of years of Experience, Educational level, Family Income and

Structure. The sample for this study consisted of 51 school teachers who were currently

teaching in a school setting. In this study, Emotional Intelligence by Dr. Immanuel Thomas

and Sushama, S.R. (2003). And Job Satisfaction by Bubey, B.L., Uppal, K.M and Verma , S.K

(1989) Tools were used. The result shows that Emotional Intelligence has positive impact on

Job satisfaction. Therefore, individuals who have capacity to be aware of, control, and express

one's emotions and to handle interpersonal relationships judiciously and empathetically will be

able to handle work place challenges and that could in turn lead to Job satisfaction.

2.4 Chapter Conclusion

Though emotional intelligence is an emerging topic for psychological researchers in recent

years, unfortunately there is no empirical studies on emotional intelligence conducted on

fashion designers. The same has also found from the literature survey so it becomes imperative

to explore the relationship between the two important variables with special reference to

fashion designers.

Thus, the present research is a modest attempt to fulfill this gap of research and the primary


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objective of the study is to examine whether there is a relationship between emotional

intelligence and job satisfaction among fashion designers in India.


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Chapter 3

Significance of Study

This study was necessitated by the absence of data on the relation between emotional

intelligence and job satisfaction among fashion designers in India. This research study is

important in many aspects as mentioned below:

• The scientific importance of the study

This study is considered a new reference to the researchers and academics, as it offers the

framework theory and practice of the emotional intelligence and job satisfaction among fashion

designers. Also, this study may constitute a basis where the researchers move from it to a more

spacious field towards research and investigation about the emotional intelligence and job

satisfaction on this sector and other different sectors.

• The importance of the study to the fashion designers

This research study will also help the fashion designers to understand the effect of their

emotional on them which will help them to generate new ideas which can be discussed with

their seniors to reach the desired goals of their organizations.

• The practical importance of the study

The study findings would provide stakeholders, policy makers as well as those charged with

the responsibility of recruiting fashion designers, with empirical evidence on the importance

of emotional intelligence in design process. It was hoped that such information would be useful

in making decisions on recruitment of fashion designers, as well as on the need to incorporate

emotional intelligence development programs into pre-service and in-service training for

fashion designers and to help organization to evaluate and implement appropriate strategies to

increase their job satisfaction.


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• The economic importance of the study

This study helps to discover one of the most important sources of the organization which helps

it to perform its mission and to show the ideal way to lead this source and this source is

represented in the employees which when it is leaded in an ideal way will prompt it to do its

work at the best manner to reach the best conclusions in addition to that it motivates it to

generate new ideas and to develop the old ideas through which the organization can introduce

the best and the new to the present clients and to attract new clients which will help the

organization to exploit the available opportunities in the market and that will positively be

reflected on the economical indications of the organization represented by the market share/

growth average/ the profits of the organization.

The study may also provide a basis for future researchers to test its findings as well as the

various possible hypotheses arising from it. This will help to build and strengthen the body of

knowledge on the relation between emotional intelligence and job satisfaction among fashion

designers.


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Chapter 4

Research Methodology

Every research activity needs a particular type of methodology because the charm of research

lies more in its methods than in its contents or subject matter. The present study is not an

exception to this. The different steps of any research investigation like the selection of problem,

selection of research area, sampling frame, use of different tools for data collection and various

methods used for data analysis were also considered while carrying out the present

investigation on the relationship between emotional intelligence and job satisfaction of fashion

designers in India.

4.1 Introduction

Ace of the essential things of any research study is the research and analysis of its steps that

are carried out. The research methodology is the systematic method/process dealing with

• Identify the problem,

• Collecting facts or data,

• Analysing these data and

• Reaching certain conclusions.

Moreover, research methodology portrays the procedures used for collection of data and

analysing it by following the research design, sampling technique, measurement and

instrumentation. Since there are a number of characteristics of research methodology, the line

of action has to be chosen from a variety of options. The selection of suitable method can be

arrived at through assessment of the objectives and comparison of several options. These

methods must be suitable to test theories or questions of the research and also to facilitate the

access ability of the overall purpose of the research. The four purposes of this chapter are


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• To describe the research methodology of this study

• To explain the sample selection technique

• To describe the procedure used in designing the instrument and collecting the data

• To provide an explanation of the statistical procedures used to analyse the data.

The main purpose of this research is to study the relation between emotional intelligence and

job satisfaction among fashion designers in India.

4.2 Statement of the Problem

Employee turnover is costly and disruptive to organisations. The retention of skilled employees

is crucial for the success of fashion industry. Hence, an understanding of the influence and

relationships of employees’ emotional intelligence and job satisfaction is necessary.

Various studies have been conducted with combinations of emotional intelligence with job

satisfaction but there is no research study could be found with reference to exploring the

relationships between emotional intelligence and job satisfaction among fashion designers in

India.

4.3 Research Question

Based on the background of the study, the problem statement and the brief literature review

presented the following research questions were formulated for the purposes of this research

study:

• Is emotional Intelligence of fashion designers is related to their job satisfaction?

• Is job satisfaction level of fashion designer is related to their designation, experience

and marital status?


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• Is emotional intelligence of fashion designer is related to their designation, experience

and marital status?

4.4 Research Design

This research study will use the descriptive method where in “data is collected to test the

hypothesis or to answer questions concerning the current status of the study”. A survey method

is selected for the present research study.

To be more specific, a correlational research design was used. A correlational research design

is used to describe the statistical association between two or more variables. In the current

research study, data was collected on the fashion designer’s emotional intelligence and job

satisfaction in order to test the nature and extent of the relationship (if any) between the two

variables in the target population in India.

4.5 Variables Under Study

The variables under this research study were emotional intelligence (EI) and job performance

(JP). Other variables were gender, marital status, experience and designation of fashion

designer.

Variables under study in this research are as follows

• Independent Variables: Fashion Designer’s Designation, Experience, Marital Status

• Dependent Variables: Emotional Intelligence, Job Satisfaction Index

In the analysis of the relationship between emotional intelligence and job performance,

emotional intelligence was the independent variable while job performance was the dependent

variable. The other variables were treated as the intervening variables.


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In the separate analysis of data on the two variables (emotional intelligence and job

performance), the variables gender, marital status, experience and designation of fashion

designer were treated as independent variables while emotional intelligence and job

performance were treated as dependent variables

4.5.1 Conceptual Definitions

Emotional intelligence is a form of intelligence described as the mental processes by which

individuals appraise and express emotions in themselves and others, regulate emotions in

themselves and others, and use emotions to adapt to their environment.

Job satisfaction is defined as the negative or positive feelings individuals feel about their work.

This definition suggests job satisfaction is a general or global affective reaction that individuals

hold about their job.

Fashion designer is responsible for creating the specific look of individual garments-including

a garment's shape, color, fabric, trimmings, and other aspects of the whole. The fashion

designer begins with an idea of how a garment should look, turns that idea into a design (such

as a sketch), and specifies how that design should be made into an actual piece of clothing by

other workers (from patternmakers to finishers).

Gender is the distinction between male, female

Marital Status is the civil status of each individual in relation to the marriage laws or customs

of the country, i.e. never married, married, widowed and not remarried, divorced and not

remarried, married but legally separated, de facto union.

Designation is an official classification determined by the organization. It is the act of pointing

someone out with a name, a title or an assignment.


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Experience is knowledge or skill in a particular job or activity, which one have gained because

he/she have done that job or activity for a long time. Basically, it is a familiarity with a skill or

field of knowledge acquired over months or years of actual practice and which, presumably,

has resulted in superior understanding or mastery.

4.5.2 Operational Definition

Emotional intelligence in the present research study Emotional Intelligence is a kind of

psychological structure that is measured through Shutte (1998) Emotional Intelligence test.

This test has three sub scales: expression of Emotion, management and adjustment of

Emotional Intelligence and utilization of Emotional Intelligence.

Job satisfaction is defined as a pleasurable or positive emotional state resulting from the

apprajsa1 of one's job or job experiences. Basically, job satisfaction includes multidimensional

psychological responses to one's job, and that such responses have cognitive (evaluative),

affective (or emotional), and behavioral components. As far as this research study is concern,

job satisfaction will be an employee’s degree of contentment regarding his or her work

environment as measured by Brayfield and Rothe’s Index of Job Satisfaction.

Fashion designer is responsible for creating the specific look of individual garments-including

a garment's shape, color, fabric, trimmings, and other aspects of the whole. The fashion

designer begins with an idea of how a garment should look, turns that idea into a design (such

as a sketch), and specifies how that design should be made into an actual piece of clothing by

other workers (from patternmakers to finishers).

Gender is the distinction between male, female

Marital Status is the civil status of each individual in relation to the marriage laws or customs

of the country, i.e. never married, married, widowed and not remarried, divorced and not


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remarried, married but legally separated, de facto union. The marital status of fashion designer

considered for this research study are, unmarried and married.

Designation is an official classification determined by the organization. It is the act of pointing

someone out with a name, a title or an assignment. The designations of fashion designer

considered for this research study are, Executive, Assistant Manager and Manager.

Experience is knowledge or skill in a particular job or activity, which one have gained because

he/she have done that job or activity for a long time. Basically, it is a familiarity with a skill or

field of knowledge acquired over months or years of actual practice and which, presumably,

has resulted in superior understanding or mastery. The experience of fashion designer

considered for this research study are, designers with less than 5 years of experience and

designers with more than 5 years of experience.

4.6 Objectives of the Study

The main objective of the study is to understand and explain the relationship between

Emotional Intelligence and the Job Satisfaction among fashion designers in India and to

provide knowledge of how the Emotional Intelligence and Job Satisfaction, get affected by

certain demographic factors.

The main aim of the research study is

• To investigate the relationships between emotional intelligence and job satisfaction

among fashion designers

• To investigate the impact of designation, experience and marital status of fashion

designer on their emotional intelligence

• To investigate the impact of designation, experience and marital status of fashion

designer on their job satisfaction level


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4.7 Hypothesis of Study

Based on the objectives of the research, the following hypotheses have been formulated








experience of fashion designer


on experience of fashion designer


marital status of fashion designer


on marital status of fashion designer

4.8 Target Population

The population of this research study was comprised of fashion designers working with fashion

brands and garment manufacturing units in India.

4.9 Sampling and Sample Size

For the purpose of this study, a sample of 71 designers was taken with the help of non-

probability Snowball sampling technique.


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Inclusion Criteria:

• Fashion designers having formal education in Fashion designing

• Fashion designers working with the fashion brand

• Fashion designers working with garment manufacturing unit

Exclusion Criteria:

• Fashion designers not having formal education in Fashion designing

• Fashion designers working as freelancer

• Fashion designers who are not actively doing fashion designing

Graduate students were assigned to deliver the questionnaires and an explanatory cover letter

personally to 160 randomly selected respondents in four private universities. The completed

questionnaires were collected within three weeks after delivery. There were 100 responses that

were used in the data analysis for an overall return rate of 62.5%

4.10 Instruments

Standardized inventories were used to collect the data. The inventories consisted of three

sections.

• Section A - gathered information on the respondents’ demographic characteristics such

as gender, marital status, experience and designation

• Sections B - consisted of measures of emotional intelligence

• Section C - consisted of measures of job satisfaction, respectively

Two main standardized scales were used in order to obtain data on the study variables.

Emotional Intelligence was mainly the independent variable whereas the Job Satisfaction was

the dependent variable.


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• Shutte’s self-report Emotional Intelligence test (SSREIT)

To evaluate Emotional Intelligence Shutte’s self-report Emotional Intelligence test (SSREIT)

was used. This scale has been made by Schutte, Malouff, Hall, Haggerty, Cooper, Golden,

Dornheim, (1998) on the basis of Salovey and Mayer theory of Emotional Intelligence (1990).

In the beginning this scale contained 62 questions which were directed to assess the ability to

supervision and differentiation of emotions in order to use it for action and thinking according

to fivefold spectrum of likert. In factor analysis the number of questions from 62 has been

reduced to 33 questions, along with sub-standards of assessment, expression of emotion,

control of emotion and use of emotion.

Items of the test relate to the three aspects of EI:

• Assessment and expression of EI:

o measured by the questions 4, 5, 9, 11, 15, 16, 18, 19, 22, 24, 25, 32, and 33.

• Assessment of management and adjustment of EI:

o measured by the questions of 3, 7, 10, 12, 13, 14, 21, 23, 26, and 28.

• Assessment of utilization of EI:

o measured by the questions of 1, 2, 6, 8, 17, 20, 27, 29, 30 and 31.

Scoring: The items were constructed using a likert-format scale of five alternative for the

responses with anchors of 1 to 5 participants read each statement and decide whether they

‘strongly disagree’, ‘disagree’, ‘neutral’, ‘agree’ or ‘strongly agree’ with the statement. To

calculate a scale score, reverse code responses to items 5, 28, and 33. Each sub-test score is

graded and then added together to give the total score for the participant.

The minimum score for the scale will be 33 whereas the maximum score will be 165. Higher

scores for emotional intelligence were related to higher scores for empathic perspective taking,

for self-monitoring, for social skills.


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Reliability: The SSEIT has an acceptable level of internal consistency (α = 0.87) and test-retest

reliability (r = 0.78).

Validity: The correlation coefficient of emotional intelligence scale with “the satisfaction with

life scale,” “depression anxiety stress scales” and “trait meta-mood scale” were also found to

be 0.48, -0.46 and 0.49 respectively, which were also significant (P < 0.001).

It reported predicated validity of r=0.32 for the first year GPA of college student. For

discriminant validity it reported r=-0.06 for the co-relation between the scale and SAT scores

and r=-0.28 to 0.54 for subscales of NEO personality Inventory of scores of college students.

• Brayfield and Rothe’s Job Satisfaction Index (JSI)

In the present research study the scale prepared by Dr Brayfield and Rothe (1951) was used to

measure job satisfaction index of fashion designers. Brayfield-Rothe’s Index of Job

Satisfaction, the outcome variable, is designed to give a general measure of job satisfaction

rather than to examine specific aspects of job content. The scale was constructed according to

Thurstone’s method of equal-appearing intervals and utilizes a Likert scaling system.

The questionnaire consists of 18 items regarding the individual’s attitude toward his or her job.

The respondent was required to answer the question in following options:

• Strongly agree – 5

• Agree – 4

• Neutral – 3

• Disagree – 2

• Strongly disagree – 1

Scoring: Out of 18 statement there are 09 positive statements like 1,2,5,7,9,12,13,16 and 18

will get 5,4,3,2,1. While remaining 09 statements were negative like 3,4,6,8,10,11,14,15 and

17 will get 1,2,3,4,5. Thus a respondent can obtain minimum 18 (18*1) score and maximum


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90(18*5) score. The interpretation of the scale was done on the basis of marks obtained; if the

marks were high the level of Job Satisfaction was high while lower marks represent low

satisfaction level.

Reliability and Validity: The reliability and the validity of this scale were high and so the

researcher felt that it would satisfactorily measure the job satisfaction of fashion designers. The

reliability of scale was 0.87. Thus, this scale was very useful in measuring the job satisfaction

of the respondents.

4.11 Data Collection Procedure

This research study was conducted among the fashion designers working with fashion brands

and garment manufacturing in India. Researcher sent the email to few known fashion designers

with the request to participate in the research study by filling the inventory and to share the

same with their colleagues and friends working as fashion designers. In this way, data was

collected from 71 designers from different locations in the country using self-administered

questionnaires.

A secure, online survey system (Google Doc) was used for the purpose of generating and

distributing the questionnaire. The questionnaire link was sent to all the participants by email

which allowed them to access and voluntarily complete the questionnaire. Because the tools

used can be distributed electronically via email, the reach of the study was extended widely.

A covering letter detailing the purpose of this research study was also mailed to all the

participants. The participants were informed that the information provided by them will be kept

confidential and will be used for research purposes only. Participants also had the opportunity

to raise any questions and to receive feedback on the results of the study. Participation in this

research study was voluntary.


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4.12 Data Analysis

The statistical package for social science (IBM SPSS statistics base 22. Chicago, IL, USA:

SPSS Inc.) was used for the analysis of the data. The researchers made use of both the

descriptive and inferential statistical tools relevant to the data.

The first hypothesis was tested using the Pearson Product-Moment Correlation (Pearson r) as

it sought to predict a relationship between two variables; and hypotheses 2 and 3 were analysed

using the independent t-test and ANOVA. The details of the same are given below:

• Objective 1

o H1: There is a significant relationship between Job satisfaction and Emotional

Intelligence among fashion designers (Pearson Product Moment

Correlation)

• Objective 2

o H1: There is a significant difference in the mean scores of Emotional

Intelligence based on the designation of fashion designer (One Way Analysis

of Variance)


Intelligence based on experience of fashion designer (Independent t-test)


Intelligence based on marital status of fashion designer (Independent t-test)

• Objective 3

o H1: There is a significant difference in the mean scores of Job Satisfaction based

on the designation of fashion designer (One Way Analysis of Variance)


on experience of fashion designer (Independent t-test)


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on marital status of fashion designer (Independent t-test)

4.13 Ethical Considerations

• The research participants were duly informed of the nature of research.

• Participants were assured of anonymity and no item on the questionnaire solicited any

direct identity information.

• Participants were informed that they were free to withdraw from the research at any

stage if they felt that they could no longer physically or mentally continue with the

research.

• Participant’s data was treated with utmost confidentiality during and after the research

and used only for the intended research purpose.

• In addition, efforts were made to debrief the participants after the instrument’s

administration to deal with any unwanted psychological effects of the testing.

4.14 Chapter Conclusion

This chapter explains an overview of the methodology used in this research study, which was

selected to support the objectives of the study and to test the hypotheses identified for covering

and supporting the problem under study.

Data collected from all the respondents were analyzed using SPSS 22 and the detailed

discussion of the analysis and results are discussed in the next chapter.


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Chapter 5

Result and Discussion

This chapter contains the findings of the study on the relationship between emotional

intelligence and job performance among fashion designers in India. This chapter is divided into

five sections. The first section comprises the demographic characteristics of the sample. The

second section reports the findings on the relationship between the two variables (emotional

intelligence and job performance). The third and fourth sections comprise the findings of the

data on the independent variable like gender, marital status, experience and designation of

fashion designer and dependent variable (emotional intelligence and job satisfaction)

respectively while the final section gives a summary of the results.

5.1 Demographic Profile of Respondents

This part of the chapter presents the demographic profile of respondents.

5.1.1 Profile of Fashion Designers

In this research study, 71 fashion designers were participated through snowball sampling

method. The data has been collected from fashion designers working all over India. The

information was collected online with the help of google doc through a structured and well-

designed questionnaire. All the respondents have given information on all aspects which were

to be covered by the researcher. The information was also collected from respondents on

different parameters like gender, marital status, experience and designation of fashion

designers.

5.1.1.1 Gender of Fashion Designers

Gender is a very important variable for researchers but in recent years, however, gender roles

have blurred.

Table 5.1

Gender of Fashion Designers

%

Male 38

Female 62

Sample size by number of respondents: n=71


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The Table 5.1 shows the gender distribution in the sample; male respondent constitutes of

almost four in ten (38 percent), and female respondent constitutes of every six in ten (62

percent). It is very clear from the above data that the respondents in this study were

predominately female. This reflects that the fashion design profession is largely dominated by

females.

Chart 5.1 Gender of Fashion Designers

5.1.1.2 Experience of Fashion Designers

Experience of the respondents is one of the most important characteristics in understanding

their emotional intelligence and job satisfaction. The respondents varied in terms of their length

of service. While some had worked for only one or few years, others had worked for more

years. For this research study the experience of fashion designers was categories in to two parts,

viz., fashion designers having experience less than 5 years and more than five years. The table

5.2 shows the specific distribution of experience of fashion designers across the sample.

Table 5.2

Experience of Fashion Designers

%

Less than 5 years 73.2

More than 5 years 26.8


Male, 38%

Female, 62%


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From Table 5.2, it is clear that a majority of respondents (73.2 percent) were having experience

less than 5 years followed and one fourth respondents were having more than 5 years of

experience as a fashion designer in the sample. This reflected a workforce that was generally

dominated by younger fashion designers.

Chart 5.2 Experience of Fashion Designers

5.1.1.3 Marital Status of Fashion Designer

Table 5. 3

Marital Status of Fashion Designers

%

Unmarried 80.30

Married 19.70


Table 5.3 shows that among the respondents, a majority (80.30 percent) has reported that they

were not married till the time of data collection while less than one-fifth of the respondents

(19.70 percent) fashion designers were married.

Less than 5

Years

73.20%

More than 5

Years

26.80%


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Chart 5.3 Marital Status of Fashion Designers

5.1.1.4 Designation of Fashion Designer

The next factor, which is important in the present study, is the designation of the respondent

involved in this survey. For this research study, designations fashion designer has been mainly

divided into three categories:

• Executive

• Assistant Manager

• Manager

It is evident from Table 5.4 that near about three-tenth of the total respondents (31 percent)

were designated as executive designers. Whereas near about more than two-fifth of the

respondents (40.8 percent) were working as assistant design manager, whereas, slightly less

than three-tenth of respondents (28.30 percent) were working as design manager.

Table 5.4

Designation of Fashion Designers

%

Executive 31

Assistant Manager 40.80

Manager 28.30


Unmarried

80.30%

Married

19.70%


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Chart 5.4 Designation of Fashion Designers

5.2 Relation Between Emotional Intelligence and Job Satisfaction among Fashion

Designers



Table 5.5

Correlation between Emotional Intelligence and Job Satisfaction among Fashion Designers

Mean SD Emotional Intelligence Job Satisfaction

Emotional Intelligence 125.90 12.722 - 0.014

Job Satisfaction 53.70 6.140 0.014 -

Sample Size by number of respondents = 71

Note *p ≤ 0.05, **p ≤ 0.01

A Pearson product-moment correlation coefficient was computed to assess the relationship

relation between emotional intelligence and job satisfaction among fashion designers.

From the Correlations Table 5.5, it can be seen that the correlation coefficient (r) between

emotional intelligence and job satisfaction among fashion designers equals + 0.014, indicating

that almost there is no relationship, and p > 0.05 indicates that the correlation is statistically

non-significant, hence, the alternative hypothesis is rejected. Overall, there was no correlation

between emotional intelligence and job satisfaction among fashion designers.

Executive

31.00%

Assistant

Manager

40.80%

Manager

28.20%


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There is no evidence of any relationship between emotional intelligence and job satisfaction

among fashion designers.

Chart 5.5 Scatter plot

5.3 Emotional Intelligence

All the selected subjects, were administered on Shutte’s self-report Emotional Intelligence test

(SSREIT) scale made by Schutte, Malouff, Hall, Haggerty, Cooper, Golden, Dornheim, (1998)

on the basis of Salovey and Mayer theory of Emotional Intelligence (1990).

5.3.1 Emotional Intelligence vs Gender of Fashion Designer




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Table 5.6 t-test for Emotional Intelligence of Fashion Designer by Gender

N Mean Std. Deviation t-test

Emotional

Intelligence Score

Male 27 125.63 13.508 -0.140

Female 44 126.07 12.373

*p < 0.05, **p < 0.01, ***p < 0.005, ****p < 0.001

Note: All tests two-tailed

As per table 5.6, results of independent samples t-test shows that mean score emotional

intelligence differs between males (M = 125.63, SD = 13.508, n = 27) and females (M = 126.07,

SD = 12.373, n = 44) at the .05 level of significance (t = -0.140, df = 69, p > .05).

Data analysis of emotional intelligence across gender indicated that there were slight

differences in the score across different gender groups with a female having slightly more

emotional intelligence score. However, these differences were not significant.

This research study found that there is no statistically significant mean difference, at the .05

level of significance, in emotional intelligence score between males and females, hence, the

alternative hypothesis is rejected. There is not sufficient evidence to state that males and

females are having a different level of emotional intelligence as far as fashion design profession

is considered.

Chart 5.6 Emotional Intelligence Score vs Gender

Male Female

Series1 125.63 126.07

120

121

122

123

124

125

126

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5.3.2 Emotional Intelligence vs Experience of Fashion Designer


on the Experience of fashion designers

Table 5.7 t-test for Emotional Intelligence of Fashion Designer by Experience

Experience N Mean Std. Deviation t-test

Emotional

Intelligence Score

< 5 Years 52 124.54 12.425 -1.507

> 5 Years 19 129.63 13.116

*p < 0.05, **p < 0.01, ***p < 0.005, ****p < 0.001



intelligence differs between designers with less than five years of experience (M = 124.54, SD

= 12.425, n = 52) and more than five years of experience (M = 129.63, SD = 13.116, n = 19)

at the .05 level of significance (t = -1.507, df = 69, p > .05).


level of significance, in emotional intelligence score between the designers with less than five

years and more than five years of experience, hence, the alternative hypothesis is rejected.

There is not sufficient evidence to state that there is any impact of experience of fashion

designers on the level of emotional intelligence.

Chart 5.7 Emotional Intelligence Score vs Experience

Less than 5 Years More than 5 Years

Series1 124.54 129.63

121

122

123

124

125

126

127

128

129

130

131

Mea

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Data analysis of emotional intelligence across experience indicated that there were slight

differences in the score across different experience groups with a tendency for emotional

intelligence to improve with the experience. However, these differences were not significant.

5.3.3 Emotional Intelligence vs Marital Status of Fashion Designer


on the Marital Status of fashion designers

Table 5.8 t-test for Emotional Intelligence of Fashion Designer by Marital Status

Marital Status N Mean Std. Deviation t-test

Emotional

Intelligence Score

Unmarried 57 125.04 12.862 -1.161

Married 14 129.43 11.927

*p < 0.05, **p < 0.01, ***p < 0.005, ****p < 0.001



intelligence differs between unmarried fashion designers (M = 125.04, SD = 12.862, n = 57)

and married fashion designers (M = 129.43, SD = 11.927, n = 14) at the .05 level of significance

(t = -1.161, df = 69, p > .05).

Chart 5.8 Emotional Intelligence Score vs Marital Status


level of significance, in emotional intelligence score between unmarried and married fashion

designers, hence, the alternative hypothesis is rejected. There is not sufficient evidence to state

Unmarried Married

Series1 125.04 129.43

122

123

124

125

126

127

128

129

130

Mea

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that unmarried and married fashion designers having a different level of emotional intelligence

as far as fashion design profession is considered.

Data analysis of emotional intelligence across marital status indicated that there were slight

differences in the score across different marital groups with a tendency for emotional

intelligence slightly higher for married designer. However, these differences were not

significant.

5.3.4 Emotional Intelligence vs Designation of Fashion Designer


on designation of fashion designer

Table 5.9a

Descriptive Statistics for Emotional Intelligence Score by Designation of Fashion Designer

N Mean SD SE

Emotional

Intelligence

Score

Executive 22 121.09 13.147 2.803

Assistant Manager 29 127.21 10.280 1.909

Manager 20 129.30 14.423 3.225

Total 71 125.90 12.722 1.510

Table 5.9b

ANOVA for Emotional Intelligence Score by Designation of Fashion Designer

Emotional

Intelligence

Score

Sum of Squares df Mean Square F Sig.

Between Groups 789.533 2 394.767 2.547 .086

Within Groups 10540.777 68 155.011

Total 11330.310 70

Note *p ≤ 0.05, **p ≤ 0.01

A one-way between subject ANOVA was conducted to compare the effect of designation of

fashion designer on their emotional intelligence and results of the same are shown in Table

5.9a and 5.9b.

There was no statistically significant difference between the designation of fashion designer on

their emotional intelligence as determined by one-way ANOVA, F (2,68) = 2.547, p =.086,

hence, the alternate hypothesis is rejected. Taken together, these results suggest that fashion

designers of all designation were having the same level of emotional intelligence.


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However, it can be clearly observed from the table that though there is no significant difference

between the designation of fashion designer on their emotional intelligence but as fashion

designer moves up in the hierarchy in the organization their emotional intelligence also

increases. However, these differences were not significant.

Chart 5.9 Emotional Intelligence Score vs Designation of Fashion Designer

5.4 Job Satisfaction

All the selected subjects, were administered on Brayfield and Rothe’s Job Satisfaction Index

to measure the job satisfaction score.

5.4.1 Job Satisfaction vs Gender of Fashion Designer



Table 5.10 t-test for Job Satisfaction of Fashion Designer by Gender

N Mean Std. Deviation t-test

Job Satisfaction

Score

Male 27 54.48 6.630 0.834

Female 44 53.23 5.846

*p < 0.05, **p < 0.01, ***p < 0.005, ****p < 0.001


As per table 5.10, results of independent samples t-test shows that mean score Job Satisfaction

differs between males (M = 54.48, SD = 6.630, n = 27) and females (M = 53.23, SD = 5.846,

n = 44) at the .05 level of significance (t = 0.834, df = 69, p > .05).

Executive Assistant Manager Manager

Series1 121.09 127.21 129.3

116

118

120

122

124

126

128

130

Mea

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level of significance, in Job Satisfaction score between males and females, hence, the

alternative hypothesis is rejected. There is not sufficient evidence to state that males and

females are having a different level of Job Satisfaction as far as fashion design profession is

considered.

Data analysis of job satisfaction across gender indicated that there were slight differences in

the score across gender and it was found that male fashion designers are more slightly more

satisfied as compare to female fashion designers. However, these differences were not

significant.

Chart 5.10 Job Satisfaction Score vs Gender

5.4.2 Job Satisfaction vs Experience of Fashion Designer


Experience of fashion designers

Table 5.11 t-test for Job Satisfaction of Fashion Designer by Experience

Experience N Mean Std. Deviation t-test

Job Satisfaction

Score

< 5 Years 52 54.21 5.785 1.155

> 5 Years 19 52.32 7.000

*p < 0.05, **p < 0.01, ***p < 0.005, ****p < 0.001



differs between designers with less than five years of experience (M = 54.21, SD = 5.785, n =

Male Female

Series1 54.48 53.23

52.6

52.8

53

53.2

53.4

53.6

53.8

54

54.2

54.4

54.6

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52) and more than five years of experience (M = 52.32, SD = 7.000, n = 19) at the .05 level of

significance (t = 1.155, df = 69, p > .05).


level of significance, in Job Satisfaction score between the designers with less than five years

and more than five years of experience, hence, the alternative hypothesis is rejected. There is

not sufficient evidence to state that there is any impact of experience of fashion designers on

the level of emotional intelligence.

Data analysis of job satisfaction across experience indicated that there were slight differences

in the score across different experience groups with a tendency for job satisfaction to reduce

with the experience. However, these differences were not significant.

Chart 5.11 Job Satisfaction Score vs Experience

5.4.3 Job Satisfaction vs Marital Status of Fashion Designer


Marital Status of fashion designers

Table 5.12 t-test for Job Satisfaction of Fashion Designer by Marital Status

Marital Status N Mean Std. Deviation t-test

Job Satisfaction

Score

Unmarried 57 54.37 6.105 1.872

Married 14 51.00 5.711

*p < 0.05, **p < 0.01, ***p < 0.005, ****p < 0.001


Less than 5 Years More than 5 Years

Series1 54.21 52.32

51

51.5

52

52.5

53

53.5

54

54.5

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differs between unmarried fashion designers (M = 54.37, SD = 6.105, n = 57) and married

fashion designers (M = 51.00, SD = 5.711, n = 14) at the .05 level of significance (t = 1.872,

df = 69, p > .05).


level of significance, in Job Satisfaction score between unmarried and married fashion

designers, hence, the alternative hypothesis is rejected. There is not sufficient evidence to state

that unmarried and married fashion designers having a different level of Job Satisfaction as far

as fashion design profession is considered.

Data analysis of job satisfaction across marital status indicated that there were slight differences

in the score across different marital groups and it is found that unmarried fashion designers are

more satisfied with their job as compare to their married counterparts. However, these

differences were not significant.

Chart 5.12 Job Satisfaction Score vs Marital Status

5.4.4 Job Satisfaction vs Designation of Fashion Designer


designation of fashion designer

Unmarried Married

Series1 54.37 51

49

50

51

52

53

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Table 5.13a

Descriptive Statistics for Job Satisfaction Score by Designation of Fashion Designer

Designation N Mean SD SE

Job Satisfaction

Score

Executive 22 53.36 5.141 1.096

Assistant Manager 29 53.24 5.572 1.035

Manager 20 54.75 7.893 1.765

Total 71 53.70 6.140 .729

Table 5.13b

ANOVA for Job Satisfaction Score by Designation of Fashion Designer

Job

Satisfaction

Score

Sum of Squares df Mean Square F Sig.

Between Groups 30.637 2 15.319 .399 .672

Within Groups 2608.151 68 38.355

Total 2638.789 70

Note *p ≤ 0.05, **p ≤ 0.01

A one-way between subject ANOVA was conducted to compare the effect of designation of

fashion designer on their Job Satisfaction and results of the same are shown in Table 5.13a-

5.13b.

There was no statistically significant difference between the designation of fashion designer on

their Job Satisfaction as determined by one-way ANOVA, F (2,68) = 0.399, p =.672, hence,

the alternate hypothesis is rejected. Taken together, these results suggest that fashion designers

of all designation were having the same level of emotional intelligence.

Data analysis of job satisfaction across fashion designer’s designation indicated that there were

slight differences in the score across different designation with a tendency for job satisfaction

to improve designer moves in the organizational hierarchy. However, these differences were

not significant.


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Chart 5.13 Job Satisfaction Score vs Designation of Fashion Designer

5.5 Discussion

Based on demographic analysis of the sample which was assumed to be representative of the

population under study, various observations were made and discussed below.

As per the data of this research study, it is found that there is no evidence of any relationship

between emotional intelligence and job satisfaction among fashion designers. This reflects that,

for sample of this research study, emotional intelligence does not directly lead to job

satisfaction. Fashion designers seek other factors to reach job satisfaction.

For fashion designers, some differences were obtained in both emotional intelligence and job

satisfaction across various demographic variables namely, gender, marital status, experience

and designation. However, these differences were not significant. Considering that the samples

for the various subgroups were relatively small, it is possible that the significance of obtained

differences may have been affected by the sample sizes.

Drawing on the evidence established in this research study, it can be concluded that fashion

designers’ scores on emotional intelligence were not correlated with their scores on job

satisfaction. However, emotional intelligence and job satisfaction do not have significant

difference with gender, marital status, experience and designation of fashion designers.

Executive Assistant Manager Manager

Series1 53.36 53.24 54.75

52

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53.5

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54.5

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Chapter 6

Conclusion

Theoretically, there are some gaps that exist in the literature regarding the relationship between

emotional intelligence and job satisfaction. Previous studies have not addressed the relationship

emotional intelligence and job satisfaction among fashion designers. Further, there has not been

an empirical research concerning the variables in the context of India. The present study has

contributed to the body of knowledge by providing empirical evidence about the observed gaps.

The purpose of this study was to understand if there is any relation between emotional

intelligence and job satisfaction among fashion designers in India. Total 71 designers

participated in this research study and filled the Shutte’s self-report Emotional Intelligence test

(SSREIT) and Brayfield - Rothe’s Job Satisfaction Index on Google Doc. This study asked

research questions to understand if there is a relationship between Emotional Intelligence and

employee job satisfaction among fashion designers.

Based on the research question, the current study was carried out with the three main objectives,

which it successfully did.

The first objective was to investigate the relationships between emotional intelligence and job

satisfaction among fashion designers. Analysing the findings related to the first objective

revealed that there is no correlation between emotional intelligence and job satisfaction of

fashion designers. The findings of the research are directly consistent with the results of Hendee

(2002), Villard (2004), Millet (2007), and Casper (2007) and several other researchers who

also came to the conclusion that there is no significant relationship between emotional

intelligence and job satisfaction. A possible reason for these results could be attributed to the

different measurement materials used for measuring emotional intelligence and job

satisfaction. Another justification for the differences in the results could be that the population


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studied in different research has been different. Unfortunately, no similar research was carried

out among fashion designers.

The second and third objective of this study was to investigate the impact of demographic

variables such as gender designation, experience and marital status of fashion designer on their

emotional intelligence and job satisfaction respectively. In line with this objective, six

hypotheses were formulated. The results of this research study also show that demographic

variables are not important factors to predict emotional intelligence and job satisfaction as far

as fashion designers are concerned. Research reveals that gender, marital status, working

experience and designation do not have significant difference in emotional intelligence and job

satisfaction score among fashion designers. Considering that the samples for the various groups

were relatively small, it is possible that the significance of obtained differences may have been

affected by the sample sizes. The results also disclose that female designers are more

emotionally intelligent as compare to their male counterparts, as they have their own personal

profiles of strengths and weaknesses for emotional intelligence capacities. Further, results of

this research also reveal that the emotional intelligence and job satisfaction increases as fashion

designer moves up in the hierarchy of the organization.


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Chapter 7

Delimitations and Suggestions

7.1 Limitation

Although this study provides a seminal basis for the furtherance of research in the area

emotional intelligence and job satisfaction among fashion designers in India, it is limited in

some ways.

• First, the sample size is not large enough for the results to be generalized

• Second, the demographic distribution of the participants was not the same. Hence, the

comparisons were not practical to make

• Third, self-reported measures were used. Individuals may have answered inaccurately

or had social desirability bias

• Forth, it is limited in that a correlational study does not indicate causation and it only

captures a moment in time

7.2 Suggestions

Further studies are required to expand the burgeoning evidence base of the relationship between

emotional intelligence and job satisfaction among fashion designers in India.

This research study considered only 4 demographic variables. A good research study could be

conducted in future by taking other demographic variables into consideration.

Due to financial and logistical constraints, the study limited itself to the use of self-report

approach to assessment of emotional intelligence and job satisfaction. One need to really look

forward to prepare the self-report inventory specially customized for fashion designers to

measure their emotional intelligence and job satisfaction.


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Due to financial constraints, this study limited itself to the use of objective assessment methods.

In an ideal situation, a combination of objective and subjective methods, as well as the 360

approach would have been most appropriate in order to reach to the concrete conclusion.

Since this was a first study of its kind for the fashion designers in India, it focused only on

fashion designers, without looking at specific categories of fashion designers, e.g. ethnic wear

designer, women’s wear designer, kid’s wear designer, men’s wear designer, etc. There is a

possibility that specific categories of fashion designer when considered separately may yield

different findings. The study could also be expanded to the other domains of designs, like,

product, graphic, etc.


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Annexure 1

Emotional Intelligence Questionnaire

The Schutte Self Report Emotional Intelligence Test (SSEIT)

Instructions: Indicate the extent to which each item applies to you using the following scale:

1 = strongly disagree/2 = disagree/3 = neither disagree nor agree/4 = agree/5 = strongly agree

1. I know when to speak about my personal problems to others

2. When I am faced with obstacles, I remember times I faced similar obstacles and

overcame them

3. I expect that I will do well on most things I try

4. Other people find it easy to confide in me

5. I find it hard to understand the non-verbal messages of other people*

6. Some of the major events of my life have led me to re-evaluate what is important and

not important

7. When my mood changes, I see new possibilities

8. Emotions are one of the things that make my life worth living

9. I am aware of my emotions as I experience them

10. I expect good things to happen

11. I like to share my emotions with others

12. When I experience a positive emotion, I know how to make it last

13. I arrange events others enjoy

14. I seek out activities that make me happy

15. I am aware of the non-verbal messages I send to others

16. I present myself in a way that makes a good impression on others

17. When I am in a positive mood, solving problems is easy for me

18. By looking at their facial expressions, I recognize the emotions people are experiencing

19. I know why my emotions change

20. When I am in a positive mood, I am able to come up with new ideas

21. I have control over my emotions

22. I easily recognize my emotions as I experience them

23. I motivate myself by imagining a good outcome to tasks I take on

24. I compliment others when they have done something well


SAMPLE

65

25. I am aware of the non-verbal messages other people send

26. When another person tells me about an important event in his or her life, I almost feel

as though I have experienced this event myself

27. When I feel a change in emotions, I tend to come up with new ideas

28. When I am faced with a challenge, I give up because I believe I will fail*

29. I know what other people are feeling just by looking at them

30. I help other people feel better when they are down

31. I use good moods to help myself keep trying in the face of obstacles

32. I can tell how people are feeling by listening to the tone of their voice

33. It is difficult for me to understand why people feel the way they do*


SAMPLE

66

Annexure 2

Job Satisfaction Questionnaire

Brayfield and Rothe’s Job Satisfaction Index

Instructions: Indicate the extent to which each item applies to you using the following scale:

1 = strongly disagree/2 = disagree/3 = neither disagree nor agree/4 = agree/5 = strongly agree

1. My job is like a hobby to me.

2. My job is usually interesting enough to keep me from getting bored.

3. It seems that my friends are more interested in their jobs.

4. I consider my job rather unpleasant.

5. I enjoy my work more than my leisure time.

6. I am often bored with my job.

7. I am satisfied with my present job.

8. Most of the time I have to force my self to go to work.

9. I am satisfied with my job for the time being.

10. I feel that my job is no more interesting than others I could get.

11. I definitely dislike my work.

12. I feel that I am happy in my work than most other people.

13. Most days I am enthusiastic about my work.

14. Each day of work seems like it will never end.

15. I like my job better than the average worker does.

16. My job is pretty uninteresting.

17. I feel pleasure in my work.

18. I am disappointed that I ever took this job.


SAMPLE

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