Gorgi Hasan Abolghasem, Ahmadi Ahmad, Shabaninejad Hosein, Tahmasbi Ali, Baratimarnani Ahmad, Mehralian Gholamhossein
Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran.
Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran ; Health Management and Economics Research Center, Iran University of Medical Sciences, Tehran, Iran.
J Educ Health Promot. 2015 Aug 6;4:63. doi: 10.4103/2277-9531.162383. eCollection 2015.
Most of the studies show that emotional intelligence (EI) is an important factor for effective leadership and team performance in organizations.
This research paper aims to provide an exploratory analysis of EI in the hospitals managers located in Tehran, and examine its relation to their performance.
The present research was an analytical and cross-sectional study. Setting of the study was hospitals located in Tehran, Iran.
We conducted a cross-sectional study from a matched sample of 120 managers and 360 subordinates in hospitals located in Tehran. Cyberia shrink EI measure was used for assessing the EI of the participants. Moreover, a management performance Questionnaire is specifically developed for the present study. The total of 480 questionnaires analyzed throughout Kolmogorov-Smirnov, Mann-Whitney, and Kruskal-Wallis tests in SPSS.
The findings suggested a poor EI among hospital managers. As for EI subscales, social skills and self-motivation were in the highest and lowest levels respectively. Moreover, the results indicated that EI increases with experience. The results also showed there is no significant relationship between the components of EI and the performance of hospital managers.
Present research indicated that higher levels of EI did not necessarily lead to better performance in hospital managers.
大多数研究表明，情商（EI）是组织中有效领导和团队绩效的重要因素。
本研究旨在对德黑兰医院管理者的情商进行探索性分析，并考察其与绩效的关系。
本研究为分析性横断面研究。研究地点为伊朗德黑兰的医院。
我们对德黑兰医院120名管理者和360名下属的配对样本进行了横断面研究。采用赛贝瑞情商量表评估参与者的情商。此外，本研究专门编制了一份管理绩效问卷。在SPSS中通过Kolmogorov-Smirnov、Mann-Whitney和Kruskal-Wallis检验对总共480份问卷进行了分析。
研究结果表明医院管理者的情商较低。就情商子量表而言，社交技能和自我激励分别处于最高和最低水平。此外，结果表明情商随经验增加。结果还显示，情商各组成部分与医院管理者的绩效之间没有显著关系。
本研究表明，较高的情商不一定会使医院管理者表现更好。
