Improving self-perceived emotional–social competencies with relational outcomes through the strength deployment inventory

IF 1.9 Q3 MANAGEMENT INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2022-09-22 DOI:10.1108/ict-06-2022-0043

Dan Li, Michael Patterson

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Abstract

Purpose This paper aims to determine whether performing an emotional intelligence (EI) intervention improves employees’ self-perceived emotional–social competencies (ESC) to achieve relational outcomes in firms based in China. Design/methodology/approach Based on a qualitative, interpretive approach through purposive sampling, this paper explored the impacts the Strengths Deployment Inventory (SDI) 2.0 intervention might have upon Chinese employees regarding ESC and relational outcomes. Data was collected from 18 semi-structured interviews with Chinese executives and individual contributors. Findings The findings suggested that ESC could be developed and improved in Chinese employees. The SDI 2.0 intervention may effectively bring about positive EI shifts and relevant attitudinal and behavioral changes related to work relationships. Practical implications The developed ESC and relational outcomes provide practitioners with insight to better understand the role training plays in organizational effectiveness, as well as to implement the SDI 2.0 program in human resource practices of Chinese organizations to develop personnel and promote high-quality work relationships. Originality/value This study gains significance by highlighting the effectiveness of the SDI 2.0 intervention in enhancing respondents’ ESC with relational outcomes from the perspectives of Chinese firms. Thus, supporting the effectiveness of EI training in the Chinese workplace and introducing the EI training literature the SDI 2.0 tool.

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通过力量部署清单提高自我感知的情绪-社会能力，并取得关系成果

目的本研究旨在探讨在中国企业实施情绪智力(EI)干预是否能提高员工自我感知的情绪-社会胜任力(ESC)以实现关系结果。设计/方法/方法基于定性的、解释性的方法，通过有目的的抽样，本文探讨了优势部署量表(SDI) 2.0干预可能对中国员工的ESC和相关结果的影响。数据收集自对中国高管和个人贡献者进行的18次半结构化访谈。研究结果表明，ESC可以在中国员工中得到发展和改进。SDI 2.0干预可以有效地带来与工作关系相关的正向情商转移和相关的态度和行为改变。开发的ESC和相关结果为从业者更好地理解培训在组织有效性中所起的作用，以及在中国组织的人力资源实践中实施SDI 2.0计划，以培养人才和促进高质量的工作关系提供了见解。原创性/价值本研究从中国企业的角度出发，强调了SDI 2.0干预在提高被调查者ESC与关系结果的有效性。因此，支持中国职场EI培训的有效性，并将EI培训文献引入SDI 2.0工具。

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来源期刊

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.