CHAPTER 7 SUMMARY, RECOMMENDATIONS & CONCLUSIONSshodhganga.inflibnet.ac.in/bitstream/10603/13559/16/16_chapter 7.p… · CHAPTER 7 SUMMARY, RECOMMENDATIONS & CONCLUSIONS 7.1 SUMMARY

Jiwan Jyoti Maini, PhD Thesis Chapter 7

208

CHAPTER 7

SUMMARY, RECOMMENDATIONS & CONCLUSIONS

7.1 SUMMARY

The current thesis investigated the relationship between organizational

citizenship behaviour and emotional intelligence among employees of two thermal

plants located at Bathinda and Lehra Mohabbat. A number of research aims have

been identified and examined through this thesis. The overall aim of the study has

been to examine empirically the relationship among OCB and EI, to investigate the

extent to which EI of the participants augments their OCB. The study also included

dimensions of OCB & EI, and demographic variables. Demographic variables have

been analyzed not only exclusively through one-way ANOVA in Chapter 3, but also

through other statistical means like correlation in Chapter 4. These variables have

also been used as control variables in Chapter 5 and 6 during regression analysis.

Earlier empirical studies lacked literature pertaining to demographic variables and the

present study has investigated its role in the organizational context. These

demographic variables are also analyzed to explore their relationship with particular

dimensions of OCB and EI.

After administering questionnaires to the subordinates and their respective

superior, dyads have been formed by matching the self-rated EI of the concerned

respondent with that of the superior-reported OCB; and series of statistical analysis

has been conducted to investigate the aims of the study. OCB has been identified as


209

criterion variable and emotional intelligence as the predictor variable. The results

indicated that there is a positive relationship between OCB and EI (r = .505, p <.01 &

RC = 0.566, p < 0.001). EI positively predicts OCB along with its five dimensions.

Further analysis of these outcomes reveal, that EI as well as its four dimensions

significantly predict OCB, sportsmanship, courtesy, conscientiousness, civic virtue

and altruism in the descending order of the unique variance explained through

regression models.

Among the dimensions of EI; UOE, MOE, MOtE and POE are significant

predictors in the descending order of the variance explained. POE is found to be least

significant in the overall analysis, as it is significant only in the prediction of overall

OCB; else it has been found to be redundant for prediction of five OCB dimensions.

UOE is the best predictor followed by MOE in this study. EI predicts OCB of the

respondents with statistically significant values (β = .50, ∆R2 = .25, p < .01) after

controlling for the demographic variables.

Among the dimensions of OCB, sportsmanship followed by courtesy emerges

to be statistically significant, through the analysis carried out in Chapter 5 and 6. In

Indian scenario, sportsmanship surfaced as quite vital dimension during the canonical

correlation analysis, which has been further sustained by the results of the

hierarchical regression analysis. Thus, emotionally intelligent employees are not just

the fair weather friends, but they are ready to stand by the organization through the

thick and thin, and take minor hardships or inconveniences in their stride. The reason

underlying this could be the impact of Indian culture, in which Indian employees

prefer more directive, task oriented style of leadership (Ilangovan, Scroggins, and


210

Rozell, 2007) results. Moreover, the status of the power plants has undergone change,

as earlier these were under the control of the state government and later on its status

has been converted to that of a corporation. But the employees, who staged dharnas

and opposed this decision of the government, had later taken a soft stand for their

organization which was giving them more than the bread and butter.

There has been quite appealing finding, that it is quite difficult to achieve

conscientious behaviour in the self, by managing others’ emotions (β = .14, ∆R2

= .02

p ˂ .01). It can better be achieved by managing own emotions (β = .26, ∆R2

= .07, p ˂

.05) which are under self-control. The results of regression analysis also supported

this notion.

Demographic variables played a varied role as control variables in the

prediction of OCB and its five dimensions, contributing in the prediction of

conscientiousness and altruism dimensions only. Demographic variables of

experience and income are significant in the prediction of altruism explaining 6% of

the variance. Altruism shares not only an inverse correlation with experience (r = -

.14, p < .05), but also a negative relationship (β = -.40, p < .10) during regression

analysis; while it has a positive correlation with income (r = .13 p < .05) and a

positive relationship (β = .32, p < .01) during regression analysis. It has been seen that

income and education share a good degree of correlation (r = .48, p < .05) implying

that progression in education leads to improvement in income. UOE shares an inverse

association with income (r = -.15, p < .05) and designation (r = -.19, p < .05), which is

in tune with means plot of UOE & income depicting negative slope (Fig. 3.23). For

the prediction of conscientiousness by EI, all demographic variables (age, income,


211

experience, education, designation) except designation are statistically significant and

explain 11% of the variance in model 1. Age and income have an inverse association

with conscientiousness, while education and experience share positive association.

Demographic variables are found to be insignificant in the prediction of

sportsmanship, courtesy and civic virtue.

Experience and income are found to be quite significant as control variables

followed by age and education. Age has a significant relationship with OCB, altruism

and MOE. The association of age with OCB and altruism is a little baffling, but a

careful insight at it tells that younger employees till 35 years are better in OCB and

altruism scores compared to their senior counterparts. Underlying rationale for, it

could be that younger employees are more enthusiastic, may be they want to adjust

and want to be noticed by their seniors to fetch promotions and rewards; while the

seniors have already exhausted their share of promotions and their bodily energy is

not permitting them to help and cooperate with others. The MOE curve is moving up

with the age, and there is a striking difference between those upto 35 years of age and

above 35 years, indicating that with the progression in the age, a person becomes

mature enough to handle his emotions.

Investigation about the spouse’s status revealed some relevant and appealing

findings regarding OCB, altruism, EI, MOE and MOtE. Dual working couples have

higher mean value as compared to the single working couples. The core reason for

this could be, that dual working couples have multiple responsibilities at home and

workplace, they don’t have any hitch to accommodate each other, they are actually


212

better at empathizing with their spouse and peers by helping them, which creates win-

win outcomes at home and workplace.

7.2 RECOMMENDATIONS & IMPLICATIONS OF THE

RESEARCH

The results entail that there is a positive relationship between OCB and EI.

Based on these outcomes, employees in organizations may be tested during selection

process regarding their level of EI. Moreover, it can be used as a selection tool in

combination with other selection techniques like group discussions, interview etc.

Still, it is too early to say which instrument should be used to measure the level of

emotional intelligence. There are lots of instruments based on ability, trait and mixed

models having their own pros and cons. Choosing the instrument based on the need,

culture, validity and reliability may help, but there is considerable overlapping in

some instruments of EI with other variables, like stress management in mixed model

of Bar-On(1997). The quagmire regarding the concept should be clear before

application of emotional intelligence is formally made in organizations.

Moreover, it is inferred from the present study that this sample of Indian

employees is amazingly good at sportsmanship and courtesy. May be this is deeply

ingrained in our Indian culture of “karma yoga” and “atithi devo bhav” kind of

virtues. Also we come from a collectivist society, which is accommodative in nature

and high power distance that is experienced may have also led to these outcomes.

Dimensional analysis of EI reveals that UOE, MOE, MOtE and POE are

significant. Whether it is perception of emotions, managing own emotions or


213

managing others’ emotions; it has to culminate into utilization of emotions. The

findings are thus in parity with the theoretical proposition as UOE contributed

greatest in the overall analysis. Furthermore, it entails that managing own emotions

are comparatively easier to managing others’ emotions. The results are in tune with

this notion, depicting that MOE is more significant in relation to MOtE.

7.3 LIMITATIONS

The present study has certain limitations; the sample consists of technical and

non-technical employees working in the power plants having homogeneous sample.

Hence, the findings of the study may not be applied indiscriminately to all the sectors

of the industry, but with prudence. Moreover, the sample consisted of mostly males

and married employees; further studies can be conducted in different domains by

including females and unmarried employees working on technical jobs. The sample

composition in this research does not control for biographical factors. Hence, the

results of this research are limited to the demographic confines of the sample

population. For the measurement of emotional intelligence, though ability based

model would have been better, but due to the constraints of time and some inherent

flaws of ability based models, it can’t be applied for research here. The items

included in the sportsmanship dimension are all reverse coded statements, it may

have led the superiors to take a strong view against such statements, and further

studies can be conducted by including positive statements of this construct.

Moreover, as the present sample consists mainly of males in technical jobs, gender

analysis cannot be carried out. Females are less in number in this sample, as in the


214

Indian culture, they are not supposed to take up technical jobs; but the ones like

teaching, role of a homemaker and other traditional ones. The transformation of the

culture may see more females breaking old taboos, and further their behaviour on

technical jobs may be researched in new studies.

7.4 DIRECTIONS FOR FUTURE RESEARCH

Though previous research provides evidence for the hypothesized

relationships between emotional intelligence and outcome variables, it can be further

tested by using different research instruments. Cross-sectional studies across different

cultures can throw further light on the relationships of the constructs used in the

study. Further studies may be conducted by including wider range of employees

working in different industries. Future research may investigate whether the

magnitude of the relationship between EI dimensions with respect to outcome

variables differs or not, depending on the inclusion of other outcome variables such as

commitment, job involvement, job satisfaction, turnover intentions and other work

attitudes. This study has not included personality variables; future studies can test the

incremental effect of personality variables along with emotional intelligence to

predict the performance variables.

The relationship between OCB and EI considered here is more direct.

Moderating impact of EI on other outcome variables may also be included in further

studies. It may be further explored through various moderators like motivation,

demographic variables, organizational commitment etc. Indian cultural context may

throw some meaningful and interesting insights with respect to OCB & EI. Hence,


215

future research initiatives may involve Hofstede’s cultural dimensions, karma-yoga

philosophy corresponding to EI and OCB. Moreover, still an evolving construct, role

of spiritual intelligence to enhance OCB, EI and other work related attitudes may be a

good research proposition.

7.5 CONCLUSION

This study should be quite useful to the further research in the areas of

organizational citizenship behaviour and emotional intelligence. In the present study,

it is concluded that organizational citizenship behaviour and emotional intelligence

are positively related. Moreover, EI is the predictor variable for OCB based on

regression and canonical correlation analysis. Dimensional analysis has led to further

insights regarding the EI and OCB. Among OCB dimensions, sportsmanship and

courtesy emerge as statistically significant; while among EI dimensions, utilization of

emotions and managing own emotions have been found as greatest contributors.

Experience and income have been found to be quite significant as control variables

followed by age and education. Demographic variable of spouse’s status has an

appealing outcome as dual working couples are having higher and statistically

significant means. Based on the present study, organizations can further extend and

explore its role in different industrial sectors and after further research EI may be

applied as a selection tool.

Jiwan Jyoti Maini, PhD Thesis References

216

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