KECERDASAN EMOSI, ESTIM KENDIRI DAN KOMITMEN TERHADAP ORGANISASI: KESAN DAN PENGARUH DI KALANGAN PENJAWAT AWAM

Emotional intelligence is currently getting growing attention and earning a spot in psychological studies. Emotional intelligence can affect employees’ commitment within an organization. Theoretical solution per se is not capable of dismantling issues in organizational psychology as it is closely associated with affective, cognitive and human behaviour in the workplace. In this study, the issues in the workplace is referring to emotional intelligence, self esteem and commitment to the organization. The specific objective of this study was to examine the impact of emotional intelligence among employees which may or may not influence the commitment to the organization through employees’ self esteem. A total of 162 civil servants in local authorities were selected as respondents. The measurement tools used in data collection were Emotional Intelligence Self-Description Inventory (EISDI), Rosenberg Self-Esteem Scale (RSES) and TCM Employee Commitment Survey Revised Version (ECS). Collected data were then analysed using hierarchical regression analysis. The findings showed that emotional intelligence has a direct impact on employees’ commitment. In fact, emotional intelligence also provide an indirect effect on employees’ commitment when self esteem as a mediator is controlled. Employees’ self esteem is later found to function as a partial mediator that affects the relationship between emotional intelligence and employees’ commitment. The most crucial finding discovered that emotional intelligence among employees may strive to become more relevant with the increasing commitment of employees when there is an element of self esteem as a mediating factor

KECERDASAN EMOSI, ESTIM KENDIRI DAN KOMITMEN TERHADAP ORGANISASI: KESAN DAN PENGARUH DI KALANGAN PENJAWAT AWAM

Emotional intelligence is currently getting growing attention and earning a spot in psychological studies. Emotional intelligence can affect employees’ commitment within an organization. Theoretical solution per se is not capable of dismantling issues in organizational psychology as it is closely associated with affective, cognitive and human behaviour in the workplace. In this study, the issues in the workplace is referring to emotional intelligence, self esteem and commitment to the organization. The specific objective of this study was to examine the impact of emotional intelligence among employees which may or may not influence the commitment to the organization through employees’ self esteem. A total of 162 civil servants in local authorities were selected as respondents. The measurement tools used in data collection were Emotional Intelligence Self-Description Inventory (EISDI), Rosenberg Self-Esteem Scale (RSES) and TCM Employee Commitment Survey Revised Version (ECS). Collected data were then analysed using hierarchical regression analysis. The findings showed that emotional intelligence has a direct impact on employees’ commitment. In fact, emotional intelligence also provide an indirect effect on employees’ commitment when self esteem as a mediator is controlled. Employees’ self esteem is later found to function as a partial mediator that affects the relationship between emotional intelligence and employees’ commitment. The most crucial finding discovered that emotional intelligence among employees may strive to become more relevant with the increasing commitment of employees when there is an element of self esteem as a mediating factor

Measuring usability for application software using the quality in use integration measurement model

User interfaces of application software are designed to make user interaction as efficient and as simple as possible. Market accessibility of any application software is determined by the usability of its user interfaces. A poorly designed user interface will have little value no matter how powerful the program is. Thus, it is significantly important to measure usability during the system development lifecycle in order to avoid user disappointment. Various methods and standards that help measure usability have been developed. However, these methods define usability inconsistently, which makes software engineers hesitant in implementing these methods or standards. The Quality in Use Integrated Measurement (QUIM) model is a consolidated approach for measuring usability through 10 factors, 26 criteria, and 127 metrics. It decomposes usability into factors, criteria, and metrics, and it is a hierarchical model that helps developers with no or little background of usability metrics. Among 127 metrics of QUIM, essential efficiency (EE) is the most specific metric used to measure the usability of user interfaces through an equation. This study involves a comparative analysis between three case studies that use the QUIM model to measure usability in terms of EE for three case studies: (1) Public University Registration System, (2) Restaurant Menu Ordering System, and (3) ATM system. A comparison is made based on the percentage of EE for each element of the use cases in each use case diagram. The results obtained revealed that the user interface design for Restaurant Menu Ordering System scored the highest percentage of EE, thus proving to be the most user-friendly application software among its counterparts

Neuroticism Personality and Emotional Intelligence of Leader, and Impact Towards Self-esteem of Employee in Organization

AbstractThis paper is focused on the analytical discussion of the personality dimensions of neuroticism among leaders and their impact on self-esteem of employees through the perspective of emotional intelligence of leaders in organization. It is also in the relationship between the leader personality elements with the human governance in the workplace today. This discussion encompasses background; the conceptual of neuroticism personality, self-esteem and emotional intelligence; the impact; challenges and outlook. Each employee in any organization is a human entity that should be the ideal capacity of human capital in order to produce the high quality of work and high of emotional stabilization. Inadequacies in the context of the leader personalities in the workplace which is more on neuroticism trait based of personality theory by Hans J. Eysenck, would affect the existence of emotional instability which is not only for the leader but also on behalf of employees. To that end, leaders in the workplace should have a dynamic personality and excellent in governing people and better able to influence the emotional stability and self-esteem among workers to more motivate them in realizing the aspirations of the organization. It also would allow employees better able to create a framework of a major platform on which characterized the management of emotional stability and become more efficient in their work and also in their life