Perceived Emotional Intelligence as a Predictor of Self-Reported Job Performance.

Abstract

This investigation explored the predictive capacity of perceived emotional intelligence regarding self-reported occupational performance among organizational employees in Pakistan. A cohort of 150 employees (48% male, 52% female) from both private and public sector organizations took part in the research. Respondents were administered the WLEIS and the IWPQ as measurement instruments. Statistical examination was conducted utilizing Pearson correlation coefficients and simple linear regression analysis. Perceived emotional intelligence exhibited a statistically significant positive association with aggregate job performance (r = .58, p < .01). The construct significantly and positively predicted task performance (β = .580, p < .001, R² = .336) and contextual performance (β = .630, p < .001, R² = .397), while significantly and negatively predicting counterproductive work behavior (β = -.460, p < .001, R² = .212). All four proposed hypotheses received empirical support. Perceived emotional intelligence constitutes a substantive predictor of job performance across all three performance dimensions. Organizational institutions may derive benefit from integrating emotional intelligence assessment mechanisms into their recruitment, training, and professional development initiatives to optimize employee performance and cultivate a favorable organizational environment.