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    • Befort and Hattrup suggested that the job

    2018-10-22

    Befort and Hattrup (2003) suggested that purchase substance p the job performance is significantly affected by the job demands as well as organizational goals and objectives. Individuals who are highly emotional intelligent are able to regulate their emotions more effectively by maintaining a positive psychological condition which ultimately results in an improved job performance (Carmeli, 2003). Self-awareness has been characterized as the determinant of job performance by many authors. It helps in understanding the importance of one׳s feelings and the relation to the job performance. Megerian and Sosik (1997) defined self-awareness as the capacity of individuals to recognize the impact of one׳s emotions on his thoughts, behaviors and goals. It also results in the high ratings of effectiveness by superiors and coworkers. Emotional self-awareness has been identified as an important competency of emotional intelligence. Salovey and Mayer (1990) stated self-awareness as the ability to know one׳s own emotions. In highly cognitive tasks, emotional intelligence momentously affects performance of the individuals in the group tasks. Emotional intelligence helps individuals in predicting their performance particularly in team work (Offermann, Bailey, Vasilopoulos, Seal & Sass, 2004). Whereas, the measures of cognitive ability help in estimating the individual tasks performance of the students like class tests. Moreover, the measures of the cognitive capability and emotional intelligence help in predicting the emergence of the leadership (Kellett, Humphrey & Sleeth, 2006). However, the cognitive complexity of the job has profound effects on the emotional intelligence as well as cognitive abilities of the individuals. Emotional intelligence is of particular concern in the services sector where the interaction among the individuals is direct and frequent. In a research study conducted in the food services, Sy, Tram and O’Hara (2006) are of the view that highly emotional intelligent leaders are more capable of managing the job satisfaction of their subordinates in the organization. Likewise, other authors have also investigated the relationship between transformational leadership and their ability to alter the moods and emotions while dealing with the customers and subordinates (Bono, Foldes, Vinson & Muros, 2007). Leaders who are highly emotional intelligent tend to exhibit emotional labor at workplace by maintaining positive temperaments when interacting with others. Emotional labor in this context can be described as managing and modifying one׳s emotions to meet the regulations of job and organization (Diefendorff, Croyle, & Gosserand, 2005; Pugh, 2001). Bono and Vey (2007) highlighted the significance of emotional labor in performing the jobs in the services sector. However, Grandey, Fisk, and Steiner (2005) posit that, emotional labor can be bit demanding for those employees who do not have sufficient autonomy in their jobs. However, employees can manage and regulate their emotions to deal with a stressing situation. Individual׳s ability to recognize their emotions helps in managing their emotions while interacting with others. In the same manner, purine also helps in understanding when the emotional labor needs to perform. Brotheridge (2006) is of the view that, role of emotional intelligence is vital in forecasting the perceived situational demands which then predict further about the emotional labor. Those employees who are highly emotional intelligent tend to perceive that expressing the emotions is required by their job. Similarly, for those jobs which require emotional labor, the performance of such job can be predicted through emotional labor (Joseph & Newman, 2010).
    Methodology
    Results Current research study followed the modeling process consisted of two steps i.e. measurement model and structural model by using PLS software (Anderson & Gerbing, 1988; Lowry & Gaskin, 2014). This two way step modeling is known as (PLS- SEM) partial least square structural equation modeling (Hair, Anderson, Tatham & Black, 1998). While running the measurement model, authors checked the reliability and validity of the items and then in order to check the direct relations between the variables structural model has been tested.