Dissertation Research Plan
Dissertation Research Plan
Section 1
1.0 Topic Endorsement
The research will examine the fundamental aspects of emotional intelligence to determine the extent to which they predict job satisfaction and worker retention in virtual workers. An internal and external locus of control will help in the determination of the worker’s emotional intelligence (Berenson, Boyles & Weaver, 2008). Emotional intelligence influences the success of a virtual worker and their job satisfaction and retention rates.
1.1 Research Topic
The effect of emotional intelligence and locus of control in a virtual worker’s retention and job satisfaction.
1.2 Research Problem
Despite the growing interest in human resources management and organizational psychology, researchers have not devoted their resources to the study of the role of emotional intelligence in job satisfaction and worker retention (Anuja, Sivaraman, & Mohan, 2014). Most of the studies in organizational psychology focus on intelligence quotient and its importance in determining the success of a worker in a working environment (Zeidner, Roberts & Matthews, 2008). Employee turnover is a human resource and organizational psychology issue (Jordan, Dasborough, Daus & Ashkanasy, 2010). Minimizing employee turnover requires an understanding of employee psychology and the ways in which emotional intelligence influences employee psychology (Zainal, Nasurdin & Hoo, 2012).
Studies have shown that there is a relationship between emotional intelligence and job satisfaction. Emotional intelligence impacts on job satisfaction, job performance, and turnover intentions (Alnidawy, 2015). In the current work environment, how an employee feels affects the employee’s behavior and performance in the workplace. Sener E, Demirel O, and Sarlak K (2009) established that people with a high emotional intelligence and social capacity could understand, control, and manage the emotions of other people in a work environment (Sener, Demirel & Sarlak, 2009). Their study found a positive association between emotional intelligence and job satisfaction.
Section 2
2.0 Research Overview
The study will use cross-cutting techniques in its scientific discovery (Joseph & Newman, 2010). The study will use a quantitative design anchored by a survey-based questionnaire. The sample will be drawn from a virtual work environment with a sample size of 96 virtual workers.
2.1 Research Problem Background
Emotions are essential elements of a person’s humanity. The management of an individual’s emotions is critical in organizational psychology and human resources management. Psychological aspects of virtual workers have led to the consideration of emotional intelligence or emotional quotient as a determinant of job satisfaction and worker retention (Zakieh & Aminilari, 2013). Therefore, this research investigates the association between emotional intelligence and a virtual worker’s job satisfaction and retention rate.
2.2 Research Question
Research Question 1: when the variable of locus of control is held constant, will there be a significant difference in the average scores of the linear variate for the independent variable of emotional intelligence?
Null Hypothesis (Ho) 1: when the variable of locus of control is held constant, there is no significant difference in the average scores of the linear variate for the independent variable of emotional intelligence.
Alternative Hypothesis (Ha1): when the variable of locus of control is held constant, there is a significant difference in the average scores of the linear variate for the independent variable of emotional intelligence.
Research Question 2: when the variable of emotional intelligence is held constant, will there be a significant difference in the average scores of the linear variate for the independent variable of locus of control?
Ho2: when the variable of emotional intelligence is held constant, there will be no significant difference in the average scores of the linear variate for the independent variable of locus of control?
Ha2: when the variable of emotional intelligence is held constant, there will be a significant difference in the average scores of the linear variate for the independent variable of locus of control?
Research Question 3: will there be a significant difference in the average scores of the linear variate for the interaction of emotional intelligence and locus of control?
Ho3: there will be no significant difference in the average scores of the linear variate for the interaction of emotional intelligence and locus of control.
Ha3: there will be a significant difference in the average scores of the linear variate for the interaction of emotional intelligence and locus of control.
2.3 Purpose of the Study
The purpose of this study is to understand the relationship between emotional intelligence and job satisfaction and worker retention among virtual workers. The study will achieve this objective through the investigation of the impact of emotional intelligence on worker retention and job satisfaction. The data represents a cross-section of virtual workers drawn from different companies in the U.S. Compilation and analysis of the data will help in the description of the relationship between the dependent and independent variables.
2.4 Methodology and Basic Design Overview
A quantitative research design will be employed in this research. The quantitative design will rely on a survey-based self-complete anonymous questionnaire. The sample size is 96 virtual workers selected according to their work and duties in a virtual work environment. In addition to the survey-based questionnaire, the research will administer an online questionnaire (Cherniss, 2010). Only virtual workers will participate in this study. In the case of data analysis, the study will measure the participant’s emotional intelligence through a trait emotional intelligence questionnaire, psychometric tool, Emotional and Social Competency Inventory and Locus of control
2.5 Dissertation Title
The effect of emotional intelligence and locus of control in virtual worker’s retention and job satisfaction.
Emotional intelligence is an important concept in a virtual workplace. It is closely related to other concepts such as job satisfaction and worker retention. Emotional intelligence influences the organizational and personal life of virtual workers (Zeidner, Matthews & Roberts, 2004). Analysis of the emotional intelligence of virtual workers will help in the understanding of how emotional intelligence impacts on job satisfaction and worker retention (Weiss, 2012). Survey-based and online questionnaires will help in the collection of data from 96 virtual workers.
Section 3
3.0 Research Theory
Theories of employee output focus on motivating factors that lead to increased productivity and output. Emotional intelligence is a concept in organizational psychology that can increase employee motivation and output (Cornwall, 2011). Emotional intelligence is the ability to control, understand, and monitor emotions and feelings with the objective of guiding actions and thoughts.
3.1 Theoretical Foundations
Studies in organizational psychology show that emotional intelligence predicts outcomes such as job performance and team effectiveness (Simin, Zahraie & Fathi-Ashtiani, 2008). Based on these studies, it is important to establish the relationship between emotional intelligence and dimensions such as job satisfaction and worker retention among virtual workers.
3.2 Contributions to Theory
Emotional intelligence and locus of control influence the overall organizational performance. Locus of control is a concept in organizational psychology that helps people to identify the different sources of control over their actions, thoughts, and destiny (Dzakwan, 2015). There are two variations of locus of control. These are the internal and external locus of control. In people with an internal locus of control, their emotional state is an outcome of their thinking (Bagram, Din, Chaudhry, & Altaf, 2011). Conversely, the emotions of people with an external locus of control are outcomes of external factors such as the behaviors of other people (Ashraf, Ahmad, Shaikh & Bhatti, 2014). The combination of emotional intelligence and locus of control influence a virtual worker’s thoughts and actions regarding decisions such as job satisfaction and whether to leave or stay in a job.
3.3 Theoretical Implications
The findings of this study will have far-reaching theoretical implications in employee output and industrial and organizational psychology. In industrial and organizational psychology, the findings will reinforce or change the ways in which organizations approach group behavior and employee motivation (Serrat, 2009). Most importantly, the study will impact on theories of worker retention and job satisfaction. An employee’s emotional intelligence influence the extent to which the employee like or dislike facets of their job.
3.4 Practical Implications
The research findings will influence the practice of industrial and organizational psychology. The findings will focus the practice on job outcomes such as attitudinal variables, which include organizational commitment, turnover intentions, job involvement, and performance (Salovey & Argyris, 2011). Awareness of the psychological constructs and their impact on worker participation in a virtual environment is pertinent in human resources management and organizational psychology’s attempt to improve job satisfaction and worker retention.
Section 4.0 Research Methodology
4.1 Research Design
A quantitative research methodology will be used in this study. The methodology will be anchored on a survey-based and online questionnaire. The sample size is 96 virtual workers. The design will enable the researcher to collect data from a representative sample to describe the relationship between the variables.
4.2 Population and Sample
The target population is practicing virtual workers. The study participants are 96 virtual workers drawn from different virtual work environments. Qualtric methods will be used in the selection of the virtual workers.
4.3 Ethical Considerations
The research proposal will be presented to the institutional review board (IRB) for review. Assessment and approval of the study by the IRB are necessary for the safety of the study participants (Nordin, 2012). Additionally, the study will ensure the confidentiality of all the participants. The questionnaires and surveys do not require participants to provide personal information such as their name or address. Informed consent will be obtained from participants before administering the questionnaires.
References
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Anuja, J., Sivaraman, M., & Mohan, D. (2014). Emotional Intelligence: Key to Resilience at the Workplace. International Journal of Research in Management and Social Science. Vol. 2, (2). Page 14-16.
Ashraf, M., Ahmad, N., Shaikh, O., & Bhatti, S. (2014). Emotional Intelligence and Job Satisfaction among Employees of Service Sector in Pakistan. International Journal of Innovative Research and Development. Vol. 3, (5). Page 205-305.
Bagram, M., Din, U., Chaudhry, S., & Altaf, M. (2011). Impact of Emotional Intelligence on Team Effectiveness, Job Satisfaction and Job Performance. Interdisciplinary Journal of Contemporary Research in Business. Vol. 2, (9). Page 545-559.
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Dzakwan, N. (2015). Job Satisfaction and Its Relationship with Emotional Intelligence. University Utara Malaysia.
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