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A Research Project Synopsis on

AN EMPIRICAL STUDY ON RELATION

BETWEEN EMOTIONAL INTELLIGENCE AND

JOB SATISFACTION AMONG FASHION

DESIGNERS IN INDIA

Regional Centre: Mumbai

MPCE- 36

(Industrial and Organizational Psychology)

Indira Gandhi National Open University

October 2017


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Introduction

The newest creation of style is called fashion. India is a land of culture and tradition. Here,

depending on the functions people used to wear different clothes. Everyone wants to look good

on his or her own way. Considering the fact that different people have different styles, the

world of fashion comes up with newer variety day by day. Women are taking fashion into the

big way, but now a day’s men are also very conscious of the fashion and trends. Whether it is

festivals, parties or profession whatever it is, fashion is always there reflecting the attitude.

In the last few years, globally and in India, Fashion is changing with a rapid growth with each

passing era. Change has always been a prominent part of the fashion industry that is rising by

leaps and bounds. Today fashion industry bears little resemblance to that of a decade ago and

will change even more in the decade ahead. Today, it has become one of the most happening

and revenue generating industry of India. Indians have started experimenting with fashion

trends and styles, they are all geared up for the international exposure. The people like to dress

in style which is accepted globally. Dressing has become of the important aspect of one's

identity and personality.

Further, the market of branded garments is growing up in India. More and more people are

switching on to branded apparel then non-branded ones as it provide quality assurance. Many

national as well as international brands have established themselves in Indian garment industry.

Allen solly, Van Heusen, Louis Philipe, Charagh Din, Raymonds, Arrow, etc. are some leading

national brands. The branded apparel market saw a boost due to growing denim demand. Many

international brands entered the denim industry in India like- Lee, Levi's, Seven Jeans, Pepe

Jeans, etc. But these foreign brands get a tough competition from Indian branded denim

manufacturers like Flying Machine, Wrangler, Killer, Numero Uno, etc. Branded clothes have

captivated the market of both menswear and women's wear and slowly catching up in

childrenwear segment.

The industry is tough, challenging, and competitive, and it has a very dynamic nature in the

sense that what may be fashion today can become obsolete tomorrow, what is obsolete

tomorrow can make a comeback day after. With such thrill and competition, the scope and

opportunities in the field of fashion designing is always expanding.

Because of rise in demand of branded and well-designed garments the opportunities for fashion

designers is increasing day by day and this fact can be proved by the existence of 1000+ fashion

schools in India. Thousands of designers are produced every year by these institutes. Designers


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are getting exposure through fashion weeks, here they can show their talent to Indian and

foreign audience.

Designing is one of the extremely lucrative and glamorous career option today. It opens a world

of opportunities for anyone with a passion for creativity. Today one may choose to specialize

in any one of the sub-fields of fashion such as Apparel designing, Jewelers designing,

Accessory designing. The options are limitless. The job of a fashion designer is very

demanding which involves meeting daily deadlines, traveling dusty roads to reach the local

markets for procuring material, dealing with workers and managing a team effectively.

However, it is also a demanding career, as fashion designers need to combine their creativity

with emotional intelligence to sustain in this industry.

Emotional Intelligence (EI) describes the ability, capacity, skill or, in the case of the trait EI

model, a self-perceived grand ability to identify, assess, manage and control the emotions of

one's self, of others, and of groups. Emotional intelligence is considered to play a crucial role

in the modern work life. Its principles help in evaluating employee behavior, management

styles, attitudes, interpersonal skills and potentials and is considered to have great relevance in

areas like job profiling, planning, recruitment and selection. Another major advantage of

emotional intelligence is that it allows people to better understand and mange emotions. It also

helps in understanding one’s own conduct as well as relationship with others. Psychological

studies have shown that understanding and controlling emotions play significant role in

gratifying one’s life and work environment.

The study of EI developed through the area of cognition and affect, looking at how emotion

affected thought. Initially it was believed that emotion had a detrimental effect; however, in

time it was considered that emotion could also be adaptive to thought (Mayer, 2000) and that

they could complement each other (Mayer, Salovey, 1990, Mayer, Dipaolo & Salovey, 1990;

1990 as cited in Mayer, 2000) Mayer and Salovey (1990) developed their first theory of EI,

which subsequently became popularized by Goleman (1996). Goleman proposed that EI was

integral for life success. Since then, several theories have emerged with conflicting views, and

subsequently, different measures (Matthews et al., 2004).

Mayer and Salovey (1997) proposed that EI was a cognitive ability which is separate but also

associated to, general intelligence. This model consists of four different abilities (or branches)

including;


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1. Perceiving emotions — the ability to identify and interpret emotions in faces, pictures

and voices – including the ability to identify one‘s own emotions.

2. Using emotions — the ability to use emotions to facilitate various cognitive activities,

such as thinking and problem solving. The emotionally intelligent person can be

benefited in his or her changing moods in any work.

3. Understanding emotions — the ability to comprehend emotion language and to

appreciate complicated relationships among emotions. For example, understanding

emotions include the ability to be sensitive to slight variations between emotions, and

the ability to recognize and describe how emotions grow over time.

4. Managing emotions — the ability to regulate emotions in both ourselves and in others.

Therefore, the emotionally intelligent person can tie together emotions, even negative

ones, and manage them to achieve intended goals.

Emotional intelligence is also about enhancing the design process. It can enable person to be

better designers, better listeners, better collaborators who shepherd and champion great design.

Empathy is crucial to those in a service orientated industry. It helps us anticipate, recognize

and meet the needs of clients. If designer can view the design challenge from another’s

perspective, that of a collaborator or a client, then they are likely to come up with better

solutions.

Emotional intelligence can enable us to ask more questions, listen more closely, and elicit more

honest answers from clients about who they are, what they want and issues that are important

to them. Designers need good social skills to navigate the political sensitivities within

organizations, their own, the clients, partner companies. Designing spaces often means being

agents of change management, another opportunity to use social skills for client’s benefit. In a

world in which technology and its associated skills are constantly changing, good people skills

are only going to become more important.

Emotions can swing both ways, but success likely to be with the person who can grip on his/her

emotions.

Low emotional intelligence has many negative effects when it exists. Employees with low

emotional intelligence are counter-productive to the goals of the organization they work for.

Some of the most common problems include:

Negative Emotions - People effortlessly feel overwhelmed and controlled by a wide

range of negative emotions, including anger, worry, shame, disappointment, fear and

guilt.


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Negative Perceptions - Those who experience negative emotions often have negative

perceptions. They might feel weak, under-appreciated and/or powerless.

Behavioral Issues - People become incapable of keeping negative emotions in check,

which results in behavioral issues such as uncontrolled outbursts and rash split-second

reactions.

Poor Communication - Effective communication doesn’t exist. People with low EI are

usually too closed off and self-centered to understand others or appreciate suggestions.

They have difficulty expressing themselves. Low EI often results in misunderstandings.

Reduced Proactivity - Leaders and workers become less proactive when dealing with

emotions, decisions and/or productivity. Reduced proactivity can lead to weak direction

when communicating about projects and tasks.

Lower Performance - All of the above factors results in poor individual and team poor

performance. Employees also don’t work as fast, and they are more likely to make

critical errors that slow down production.

Weak Confidence - Workers and leaders become less confident and trusting. They start

questioning their own abilities, motivations, et cetera. They also lose their faith in

others.

Damaged Credibility - People internal and external to a company start to have lowered

expectations and lose confidence that a worker, leader, team and/or business can

perform as desired.

Higher Losses - Employees quit because of negative perceptions. Loss of loyalty often

results in fewer senior employees and a company then loses money to hiring and

training processes. Revenue losses occur as vendors and customers decide to not do as

much business with the company.

Above all the one of the most common consequence of poor emotional intelligence is poor job

satisfaction among employees. Job satisfaction is more of a journey, not a destination, as it

applies to both employees and the employer.

Job satisfaction is one of the most researched variables in the area of workplace psychology,

and has been associated with numerous psychosocial issues ranging from leadership to job

design. Job satisfaction is a topic which has got wide appreciation in academics as well as

industry. It refers to an employee’s affective reaction to his job in terms of how much it satisfies

his desired outcome. It actually refers to the extent to which one person likes his/her job or it

may be considered as the emotional attachment one has with his/her job.


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Review of Literature

Emotional intelligence and Job satisfaction are two concepts of high interest in the modern

work environment. Emotional intelligence (EI) as a construct has recently got considerable

attention by scholars and practitioners in workplace contribution. EI is conceptualized as an

important predictor for success at work (Goleman, 1995) and key for successful job

performance (Joseph, 2010). They serve as a competitive edge in personal and organizational

life. However, there are only few studies that explore the factors which affect the two concepts.

Ealias and George (2012) in their research study ‘Emotional Intelligence and Job Satisfaction:

A Correlational study’ studied the relationship between emotional intelligence and job

satisfaction. It also tries to analyze how designation, experience and marital status of an

employee affect his/her emotional intelligence and job satisfaction. Data was collected from

208 respondents of an international electronic firm operating in India using self-administered

questionnaires. Findings were made with the help of standard statistical tools such as Karl

Pearson coefficient of correlation, ANOVA, t-test and so on. The study reveals that there is a

very high positive relationship between Emotional Intelligence and Job Satisfaction. It also

shows that designation of the employee doesn’t affect his job satisfaction and emotional

intelligence. However, experience and marital status has significant effects on the two

concepts.

Nwankwo, et.al. (2013), in their research study, ‘Relationship between Emotional Intelligence

and Job Satisfaction among Health Workers’ studied the relationship between emotional

intelligence and job satisfaction among health workers. A total of 116 participants comprising

45 doctors and 71 nurses were selected from National Orthopedic Hospital, Enugu State. They

between the ages of 24 years-64 years with a mean age of 45 years. They were selected, making

use of purposive stratified sampling technique. The participants were administered a 20-item

Minnesota satisfaction questionnaire, 33-item emotional intelligence scale and 22-item

Maslach Burnout Inventory. Here, regression analysis was applied as a statistical test to analyze

the data. The findings revealed that there was a significant positive relationship between

emotional intelligence and job satisfaction among health workers (r = .67 < 0.01). This shows

that as emotional intelligence increases, job satisfaction will increase (Dr. Barnabas, 2013).

In a research study conducted by Deepa Nair, et.al. (2016) titled, ‘Impact of Emotional

Intelligence on Job Satisfaction at Globus India Ltd.’, investigated whether a high Emotional

Intelligence leads to job satisfaction for the employee or not? In this is a causal study. The

questionnaire consists of 26 items in the Likert Scale was administered at the 60 employees of


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7 Globus retail stores in Mumbai. The Simple linear Regression analysis was used to determine

how the independent variables of Emotional Intelligence impacted Job Satisfaction. The

Pearson r technique was also used and found to be +0.886. This value of r suggests a strong

positive linear correlation between: Emotional Intelligence and Job Satisfaction as the value is

positive and close to +1 (Deepa Nair, 2016).

In another research study conducted by Amin Rahmati (2017) on, ‘Relationship between

Emotional Intelligence and Job Satisfaction of Primary Health Care Providers (behvarz)’,

investigated the relationship between emotional intelligence and job satisfaction of Primary

health care providers (behvarz) who were employed in sisten region in Iran. Method of this

was Cross sectional survey research analysis. The population consisted of all of Primary health

care providers (behvarz) who have been employed and 94 people were selected by convenience

sampling method. Sybryashryng's emotional intelligence questionnaire and Herzberg's job

satisfaction questionnaire were used. To analyze data, Kolmogorov-Smirnov test, Pearson

correlation was used. The results showed direct correlation between emotional intelligence and

job satisfaction of Primary health care providers (behvarz) in sisten region in Iran. So that

employees with a higher emotional intelligence are more job satisfaction and job performance

naturally better. It was also found that emotional intelligence of male Primary health care

providers (behvarz) is more than female Primary health care providers (Amin Rahmati, 2017).

As far as India is concerned, studies on emotional intelligence and especially on relationship

between emotional intelligence and job satisfaction is negligible.

Though emotional intelligence is an emerging topic for psychological researchers in recent

years, unfortunately there is no empirical studies on emotional intelligence conducted on

fashion designers. The same has also found from the literature survey so it becomes imperative

to explore the relationship between the two important variables with special reference to

fashion designers.

Thus, the present research is a modest attempt to fulfill this gap of research and the primary

objective of the study is to examine whether there is a relationship between emotional

intelligence and job satisfaction among fashion designers in India.


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Significance of the Study

Emotion is a part of person humanity. The interactions between employees and managers

actions and emotions in organization have affect in their doing business. This issue has impact

direct or indirect relationship between others. Some action could consider right but it might

understand as wrong from others, but in contrary some actions Wrong and could understand

right from others. People with high emotional and social capacity, can take them under control,

understand and manage emotions of others expertly are more advantageous both in their private

and professional lives.

This research study will be considered a new reference to the researchers and academics, as it

offers the fame work theory and practice of the emotional intelligence and job satisfaction

among fashion designers. Also, this study may constitute a basis where the researchers move

from it to a more spacious field towards research and investigation about the emotional

intelligence and job satisfaction on this sector and other different sectors.

This research study will also help the fashion designers to understand the effect of their

emotional on them which will help them to generate new ideas which can be discussed with

their seniors to reach the desired goals of their organizations.


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Research Methodology

Problem Statement: Employee turnover is costly and disruptive to organisations. The

retention of skilled employees is crucial for the success of fashion industry. Hence, an

understanding of the influence and relationships of employees’ emotional intelligence and job

satisfaction is necessary.

Various studies have been conducted with combinations of emotional intelligence with job

satisfaction but there is no research study could be found with reference to exploring the

relationships between emotional intelligence and job satisfaction among fashion designers.

This research study will use the descriptive method where in “data is collected to test the

hypothesis or to answer questions concerning the current status of the study”. A survey method

is selected for the present research study.

Variables: Variables under study in this research are as follows

Independent Variables: Fashion Designer’s Designation, Experience, Marital Status

Dependent Variables: Emotional Intelligence, Job Satisfaction Index

Conceptual Definitions:

Emotional intelligence is a form of intelligence described as the mental processes by which

individuals appraise and express emotions in themselves and others, regulate emotions in

themselves and others, and use emotions to adapt to their environment.

Job satisfaction is defined as the negative or positive feelings individuals feel about their work.

This definition suggests job satisfaction is a general or global affective reaction that individuals

hold about their job.

Fashion designer is responsible for creating the specific look of individual garments-including

a garment's shape, color, fabric, trimmings, and other aspects of the whole. The fashion

designer begins with an idea of how a garment should look, turns that idea into a design (such

as a sketch), and specifies how that design should be made into an actual piece of clothing by

other workers (from patternmakers to finishers).

Operational Definition:

Emotional intelligence in the present research study Emotional Intelligence is a kind of

psychological structure that is measured through Shutte (1998) Emotional Intelligence test.


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This test has three sub scales: expression of Emotion, management and adjustment of

Emotional Intelligence and utilization of Emotional Intelligence.

Job satisfaction is defined as a pleasurable or positive emotional state resulting from the

apprajsa1 of one's job or job experiences. Basically, job satisfaction includes multidimensional

psychological responses to one's job, and that such responses have cognitive (evaluative),

affective (or emotional), and behavioral components. As far as this research study is concern,

job satisfaction will be an employee’s degree of contentment regarding his or her work

environment as measured by Brayfield and Rothe’s Index of Job Satisfaction.

Fashion designer is responsible for creating the specific look of individual garments-including

a garment's shape, color, fabric, trimmings, and other aspects of the whole. The fashion

designer begins with an idea of how a garment should look, turns that idea into a design (such

as a sketch), and specifies how that design should be made into an actual piece of clothing by

other workers (from patternmakers to finishers).

Designation is an official classification determined by the organization. It is the act of pointing

someone out with a name, a title or an assignment. The designations of fashion designer

considered for this research study are, Executive, Assistant Manager and Manager.

Experience is knowledge or skill in a particular job or activity, which one have gained because

he/she have done that job or activity for a long time. Basically it is a familiarity with a skill or

field of knowledge acquired over months or years of actual practice and which, presumably,

has resulted in superior understanding or mastery. The experience of fashion designer

considered for this research study are, designers with less than 5 years of experience and

designers with more than 5 years of experience.

Marital Status is the civil status of each individual in relation to the marriage laws or customs

of the country, i.e. never married, married, widowed and not remarried, divorced and not

remarried, married but legally separated, de facto union. The marital status of fashion designer

considered for this research study are, unmarried and married.

Research Questions: Based on the background of the study, the problem statement and the

brief literature review presented the following research questions were formulated for the

purposes of this research study:

Is emotional Intelligence of fashion designers is related to their job satisfaction?

Is job satisfaction level of fashion designer is related to their designation, experience

and marital status?


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Is emotional intelligence of fashion designer is related to their designation, experience

and marital status?

Objectives: The main aim of the research study is

To investigate the relationships between emotional intelligence and job satisfaction

among fashion designers

To investigate the impact of designation, experience and marital status of fashion

designer on their emotional intelligence

To investigate the impact of designation, experience and marital status of fashion

designer on their job satisfaction level

Hypothesis: Based on the objectives of the research, the following hypotheses have been

formulated

H1: There is a significant relationship between Job satisfaction and Emotional

Intelligence among fashion designers

H1: There is a significant difference in the mean scores of job satisfaction based on the

designation of fashion designer.

H1: There is a significant difference in the mean scores of Emotional Intelligence based

on the designation of fashion designer.

H1: There is a significant difference in the mean scores of Job Satisfaction based on

experience of fashion designer


on experience of fashion designer

H1: There is a significant difference in the mean scores of Job Satisfaction based on

marital status of fashion designer


on marital status of fashion designer

Sample:

The population of this research study is comprised of fashion designers working with fashion

brands and garment manufacturing units in India.

For the purpose of this study, a sample of approx. 60 designer will be taken with the help of

non-probability Snowball sampling technique.

Inclusion Criteria:


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Fashion designers having formal education in Fashion designing

Fashion designers working with the fashion brand

Fashion designers working with garment manufacturing unit

Exclusion Criteria:

Fashion designers not having formal education in Fashion designing

Fashion designers working as freelancer

Fashion designers who are not actively doing fashion designing

Measures:

Below mentioned tools/questionnaires will be used to collect the data for this research study

Shutte’s self report Emotional Intelligence test (SSREIT)

To evaluate Emotional Intelligence Shutte’s self report Emotional Intelligence test (SSREIT)

will be used. This scale has been made by Schutte, Malouff, Hall, Haggerty, Cooper, Golden,

Dornheim, (1998) on the basis of Salovey and Mayer theory of Emotional Intelligence (1990).

In the beginning this scale contained 62 questions which were directed to assess the ability to

supervision and differentiation of emotions in order to use it for action and thinking according

to fivefold spectrum of likert. In factor analysis the number of questions from 62 has been

reduced to 33 questions, along with sub-standards of assessment, expression of emotion,

control of emotion and use of emotion.

Items of the test relate to the three aspects of EI:

Assessment and expression of EI:

o measured by the questions 4, 5, 9, 11, 15, 16, 18, 19, 22, 24, 25, 32, and 33.

Assessment of management and adjustment of EI:

o measured by the questions of 3, 7, 10, 12, 13, 14, 21, 23, 26, and 28.

Assessment of utilization of EI:

o measured by the questions of 1, 2, 6, 8, 17, 20, 27, 29, 30 and 31.

Scoring: The items were constructed using a likert-format scale of five alternative for the

responses with anchors of 1 to 5 participants read each statement and decide whether they

‘strongly disagree’, ‘disagree’, ‘neutral’, ‘agree’ or ‘strongly agree’ with the statement. To

calculate a scale score, reverse code responses to items 5, 28, and 33. Each sub-test score is

graded and then added together to give the total score for the participant.


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The minimum score for the scale will be 33 whereas the maximum score will be 165. Higher

scores for emotional intelligence were related to higher scores for empathic perspective taking,

for self-monitoring, for social skills.

Reliability: The SSEIT has an acceptable level of internal consistency (α = 0.87) and test-retest

reliability (r = 0.78).

Validity: The correlation coefficient of emotional intelligence scale with “the satisfaction with

life scale,” “depression anxiety stress scales” and “trait meta-mood scale” were also found to

be 0.48, -0.46 and 0.49 respectively, which were also significant (P < 0.001).

It reported predicated validity of r=0.32 for the first year GPA of college student. For

discriminant validity it reported r=-0.06 for the co-relation between the scale and SAT scores

and r=-0.28 to 0.54 for subscales of NEO personality Inventory of scores of college students.

Brayfield and Rothe’s Job Satisfaction Index (JSI)

In the present research study the scale prepared by Dr Brayfield and Rothe(1951) will be used

to measure job satisfaction index of fashion designers. Brayfield-Rothe’s Index of Job

Satisfaction, the outcome variable, is designed to give a general measure of job satisfaction

rather than to examine specific aspects of job content. The scale was constructed according to

Thurstone’s method of equal-appearing intervals and utilizes a Likert scaling system.

The questionnaire consists of 18 items regarding the individual’s attitude toward his or her job.

The respondent was required to answer the question in following options:

Strongly agree – 5

Agree – 4

Neutral – 3

Disagree – 2

Strongly disagree – 1

Scoring: Out of 18 statement there are 09 positive statements like 1,2,5,7,9,12,13,16 and 18

will get 5,4,3,2,1. While remaining 09 statement were negative like 3,4,6,8,10,11,14,15 and 17

will get 1,2,3,4,5. Thus a respondent can obtain minimum 18 (18*1) score and maximum

90(18*5) score. The interpretation of the scale was done on the basis of marks obtained; if the

marks were high the level of Job Satisfaction was high while lower marks represent low

satisfaction level.


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Reliability and Validity: The reliability and the validity of this scale were high and so the

researcher felt that it would satisfactorily measure the job satisfaction of fashion designers. The

reliability of scale was 0.87. Thus this scale was very useful in measuring the job satisfaction

of the respondents.

Research Procedure

This research study will be conducted among the fashion designers working with fashion

brands and garment manufacturing in India. Data will be collected from 60 designers from

different locations in the country using self-administered questionnaires.

A covering letter detailing the purpose of this research study will be given to all the participants.

The participants will also be informed that the information provided by them will be kept

confidential and will be used for research purposes only. Participants will also have the

opportunity to raise any questions and to receive feedback on the results of the study.

Participation will be voluntary with each participant being provided with an informed consent

question at the initial stage of the questionnaire.

A secure, online survey system (Google Doc) will be used for the purpose of generating and

distributing the questionnaire. The questionnaire link will be sent to all the participants which

will allow them to access and voluntarily complete the questionnaire.

The data will be collected and securely stored by the researcher via password controls. Once

the raw data was collected it will be coded and entered into an SPSS dataset format for

statistical analysis.

Data analysis

Descriptive statistics will be identified in terms of the means and standard deviations

identifying trends and distributions of scores. The data analysis will done with the help of SPSS

Ver 22 and parametric tools mentioned below along with the hypothesis

Objective 1

o H1: There is a significant relationship between Job satisfaction and Emotional

Intelligence among fashion designers (Pearson Product Moment

Correlation)

Objective 2


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o H1: There is a significant difference in the mean scores of Emotional

Intelligence based on the designation of fashion designer (One Way Analysis

of Variance)


Intelligence based on experience of fashion designer (Independent t-test)


Intelligence based on marital status of fashion designer (Independent t-test)

Objective 3

o H1: There is a significant difference in the mean scores of Job Satisfaction based

on the designation of fashion designer (One Way Analysis of Variance)


on experience of fashion designer (Independent t-test)


on marital status of fashion designer (Independent t-test)


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Reference

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Globus India Ltd. DRISHTIKON, 3(2), 229 - 251.

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Intelligence And Job Satisfaction Among Health Workers. IOSR Journal of Nursing

and Health Science, 2(5), 19-23.

4. Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.

5. Joseph, D. L. (2010). Emotional intelligence: An integrative meta-analysis and

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https://www.researchgate.net/publication/256019752_Emotional_Intelligence_and_Jo

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(Eds.), Emotional Development and Emotional Intelligence: Implications for

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Questionnaire


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The Schutte Self Report Emotional Intelligence Test (SSEIT)

Instructions: Indicate the extent to which each item applies to you using the following scale:

1 = strongly disagree/2 = disagree/3 = neither disagree nor agree/4 = agree/5 = strongly agree

1. I know when to speak about my personal problems to others

2. When I am faced with obstacles, I remember times I faced similar obstacles and

overcame them

3. I expect that I will do well on most things I try

4. Other people find it easy to confide in me

5. I find it hard to understand the non-verbal messages of other people*

6. Some of the major events of my life have led me to re-evaluate what is important and

not important

7. When my mood changes, I see new possibilities

8. Emotions are one of the things that make my life worth living

9. I am aware of my emotions as I experience them

10. I expect good things to happen

11. I like to share my emotions with others

12. When I experience a positive emotion, I know how to make it last

13. I arrange events others enjoy

14. I seek out activities that make me happy

15. I am aware of the non-verbal messages I send to others

16. I present myself in a way that makes a good impression on others

17. When I am in a positive mood, solving problems is easy for me

18. By looking at their facial expressions, I recognize the emotions people are experiencing

19. I know why my emotions change

20. When I am in a positive mood, I am able to come up with new ideas

21. I have control over my emotions

22. I easily recognize my emotions as I experience them

23. I motivate myself by imagining a good outcome to tasks I take on

24. I compliment others when they have done something well

25. I am aware of the non-verbal messages other people send

26. When another person tells me about an important event in his or her life, I almost feel

as though I have experienced this event myself

27. When I feel a change in emotions, I tend to come up with new ideas


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28. When I am faced with a challenge, I give up because I believe I will fail*

29. I know what other people are feeling just by looking at them

30. I help other people feel better when they are down

31. I use good moods to help myself keep trying in the face of obstacles

32. I can tell how people are feeling by listening to the tone of their voice

33. It is difficult for me to understand why people feel the way they do*

Brayfield and Rothe’s Job Satisfaction Index

Instructions: Indicate the extent to which each item applies to you using the following scale:

1 = strongly disagree/2 = disagree/3 = neither disagree nor agree/4 = agree/5 = strongly agree

1. My job is like a hobby to me.

2. My job is usually interesting enough to keep me from getting bored.

3. It seems that my friends are more interested in their jobs.

4. I consider my job rather unpleasant.

5. I enjoy my work more than my leisure time.

6. I am often bored with my job.

7. I am satisfied with my present job.

8. Most of the time I have to force my self to go to work.

9. I am satisfied with my job for the time being.

10. I feel that my job is no more interesting than others I could get.

11. I definitely dislike my work.

12. I feel that I am happy in my work than most other people.

13. Most days I am enthusiastic about my work.

14. Each day of work seems like it will never end.

15. I like my job better than the average worker does.

16. My job is pretty uninteresting.

17. I feel pleasure in my work.

18. I am disappointed that I ever took this job.


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