Date of Conferral

2016

Degree

Ph.D.

School

Psychology

Advisor

David Mohr

Abstract

Research has shown that emotional intelligence (EQ) is positively related to beneficial outcomes in organizations. Research has also found that negative perceptions of organizational credibility (OC) can result in adverse economic and social costs for organizations and communities. To date, the existing research has failed to examine whether employee EQ might affect employee perceptions of OC. A quantitative, non-experimental study was conducted using a sample of employees in large health and medical organizations throughout the United States. The variables in the study were measured using the Assessing Emotions Scale and the Comprehensive Organizational Credibility Inventory. Multiple regression analyses and Pearson correlation examined the relationships between employee EQ and employee perceptions of OC. Results of the study showed that employees with high EQ perceived their employing organizations to have high OC for areas of accountability, goodwill, integrity, legitimacy, and power, but low OC for areas of attractiveness, corporate social responsibility, expertise, and trustworthiness. Results also showed that high employee EQ predicted high OC for areas of accountability, goodwill, legitimacy, and power, but not for areas of attractiveness, corporate social responsibility, expertise, or trustworthiness. Results supported existing research that has identified links between EQ and organizational-related factors. Results also supported existing research that showed that credibility constructs may be culturally and situationally determined. This study has provided an incentive for leaders of organizations to integrate pro-EQ hiring and training interventions that can foster positive OC behaviors and strengthen organizations both internally and externally.

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