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Corporates all over the globe are today increasingly realizing the fact that employees,
especially those at the managerial levels, are the only source of competitive advantage.
This has resulted in a renewed focus on HR strategies that can make the manpower more
tolerant to ambiguous situations so as to make them more committed to the organisation.
Managerial effectiveness is very important for the survival and growth of the organisation.
Experts have over the years, attempted to describe the work of all managers by a set of
common behaviours or roles. A very important personality variable, Emotional Intelligence
plays a very important role in making a person effective. It was found during the course of
reviewing the literature that there is a paucity of survey research from psychological point
of view on the private sector managers.
The present study was done on a sample of 352 managers belonging to Private Sector
Organisations. The major objective of the study was to find the moderating effect of Emotional
Intelligence on the relationship between Tolerance of Ambiguity and Managerial
effectiveness. Variables in the study were assessed using three validated Instruments
Descriptive statistics, Pearson Product Moment Correlation and Hierarchical regression
analysis was used to analyze the data. It was found that Tolerance of Ambiguity was
positively related to Managerial Effectiveness and Emotional Intelligence moderated
Tolerance of Ambiguity and Managerial Effectiveness relationship.
The findings of this study can assist administrators and policy makers to provide an attractive
working climate in order to decrease side effects and increase productivity of managers. By
better understanding the current situation, managers may develop coping strategies to
reduce the ambiguity. There should be more emotional and organisational support as well
as better resources and opportunity to extend collaborative relationship among managers,
and to develop appropriate coping strategies and eventually other forms of possible
interventions considered suitable. The knowledge of the relationships undertaken in the present study may be utilized, by the organisations regarding the enhancement of effectiveness
at individual level in particular and organisational level in general.