İş yaşamında duygusal zeka kavramının ölçümüne yönelik bir ölçek geliştirilmesi
Development of a measurement scale for emotional intelligence in business environment
Yazar: GÖZDE MELİSA KANDEMİR
Danışman: DOÇ. DR. AYBERK SOYER
İstanbul Teknik Üniversitesi / Fen Bilimleri Enstitüsü / Endüstri Mühendisliği Ana Bilim Dalı / Endüstri Mühendisliği Bilim Dalı
Derece: Yüksek Lisans, 2019
Konu: Endüstri ve Endüstri Mühendisliği = Industrial and Industrial Engineering

Özet:
Zeka kavramı ilk olarak 1904 yılında Spearman ile tek tip (genel yetenek) olarak ortaya çıkmıştır. Daha sonra 1920'de Thorndike  üç tip zeka olduğunu ortaya koymuştur (Kalat, 2016). Bu üç tip zekadan duygusal zeka (EQ: Emotional Quotient) ile ilgili olan sosyal zekadır. Daha sonra Gardner (1983)'ın ortaya koyduğu ve duygusal zeka ile ilişkili olan yedi zeka tipinden kişiler arası zeka, diğer insanları fark edip aralarında ayrıma gidebilmek, özellikle de ruh hallerini, onları motive eden unsurları ve niyetlerini sezebilmektir (Kalat, 2016). Bu noktada, Mayer ve Salovey (1990) sosyal zekadan duygusal zeka kavramına geçerek bu iki zeka arasındaki farkı ortaya koymuş ve EQ kavramını ilk kez kullanmışlardır. 1990 yılında ilk kez Mayer ve Salovey tarafından ortaya koyulan bu kavram, Daniel Goleman'ın 1996 yılında yayımladığı "Duygusal Zeka" isimli çalışması ile popülerlik kazanmıştır. Goleman duygusal zekayı, kişinin kendi duygularını, güçlü yanlarını, zayıflıklarını, güdülerini, değerlerini, hedeflerini ve diğer kişiler üzerindeki etkisini bilmesi olarak tanımlamış ve kişinin ruhsal dengesini bozan dürtülerin ve ruh hallerinin kontrol altına alınmasını ya da yönlendirilmesini sağladığını ve bu sebeple de iş hayatında belirleyici bir rolü olduğunu ifade etmiştir (Goleman, 2017). Başarı, bir tutkudur ve çalışma hayatında her birey işinde başarılı olmak ister. Goleman'a göre eşik değerindeki entelektüel zeka (IQ: Intellectual Quotient) ve yüksek duygusal zeka iş yerindeki başarının anahtarıdır (Goleman, 2017). Gün geçtikçe insanların duygusal zekaları azalmakta ve entelektüel zekaları artmaktadır. Duygusla zeka, stresle, saldırganlıkla ve bunalımla negatif ilişkilidir. Dolayısıyla, duygusal zekanın düşmesi, toplumsal mutsuzluğun artmasına yol açan ana etmenlerin başında gelecektir (Goleman, 2017). Bu sorunun önüne ancak doğru duygusal zeka ölçeği kullanılarak ölçümünün yapılması ve sonuçlarının yorumlaması ile geçilmesi mümkün olabilecektir. Türkçe literatürde duygusal zekanı ölçümünde kullanılan ve açık bir şekilde paylaşılan yaygın kullanımlı bir ölçek bulunmamaktadır. Dolayısıyla, bu tezde çağın gereklerine uygun, iş hayatında duygusal zeka ölçümü için kullanılabilecek bir ölçek geliştirilmesi ve bu ölçeğin herkesin kullanımına açık bir şekilde paylaşılması hedeflenmektedir. Bu amaçla başlangıçta ilk ortaya konulan zeka kavramları araştırılarak, tek tip zekanın duygusal zekaya nasıl evrildiğine değinilmiş; kavram ortaya atıldıktan sonra ölçülebilir hale gelmesi için nasıl modellendiği üzerinde durulmuş ve daha sonra duygusal zekanın hangi kavramlarla ilişkilendirildiği araştırılmıştır. Son olarak Goleman'ın modelinden yola çıkılarak geliştirilen duygusal zeka ölçeği ile anket çalışması gerçekleştirilmiş ve bu anket çalışmasının sonuçları paylaşılmıştır.

Abstract:
The concept of intelligence is evolved into from the single intelligence (general intelligence) by Spearman in 1904 to three types of intelligence by Thorndike in 1920 (Kalat, 2016). One of these three types of intelligence is social intelligence. Later, interpersonal intelligence from the seven types of intelligence revealed by Gardner (1983) is to recognize other people and to distinguish between them, especially to sense their moods, intentions and elements that motivate them (Kalat, 2016). Finally, Mayer and Salovey (1990) are researchers who reveal the difference between social intelligence and emotional intelligence, and use the concept of emotional intelligence for the first time. This concept first introduced by Mayer and Salovey in 1990, has gained popularity with Goleman. According to Daniel Goleman's article published in 1996, emotional intelligence is the ability to know one's own feelings, strengths, weaknesses, motives, values, goals and impact on others. It is to control or manipulate disturbing impulses and moods and has a decisive role in business life (Goleman, 2017). Self-awareness, self-regulation, motivation, empathy, social skills are five important elements of emotional intelligence. Self-awareness is the ability to recognize and understand ones moods, motivations, abilities and also understanding the effects they have on others. According to Goleman achieve a state of complete self-awareness, an individual must be able to monitor their emotional state and identify their emotions. Traits that prove an individual as emotionally mature include: confidence, the ability to laugh at ones self and their mistakes, and the awareness of how you are perceived by others (Goleman, 2017). Self-Regulation is the ability to control ones impulses, the ability to think before you speak, react, and the ability to express yourself appropriately. Goleman defines emotional maturity in this component as being able to take responsibility for your actions, being able to adapt to change, and the ability to repond appropriately to other peoples irrational emotions or behavior (Goleman, 2017). Motivation is having an interest in learning and self-improvement. It is having the strength to keep going when there are obstacles in life. It is setting goals and following through with them. Goleman would define an emotional mature individual in this category to have traits such as having initiative and the commitment to complete a task, and having perseverance in the face of adversity. Internal motivation was used in this study. Internal motivation describes the engagement in or attraction to an activity for the sake of enacting the activity, such that there is no known external incentive for said activity (Goleman, 2017). Empathy is the ability to understand other peoples emotions and reactions. Empathy can only be achieved if self-awareness is achieved. Goleman believes that one must be able to understand themselves before they can understand others. Emotional maturity in this category includes people having traits such as perception of others, being interested in other peoples worries and concerns, the ability to anticipate someones emotional response to a problem or situation, and the understanding of societies norms and why people act the way they do. When an individual fully understand yourself and why you feel the things you feel, you can understand other peoples even if they are different than you (Goleman, 2017). Social skills is the ability to pick up on jokes, sarcasm, customer service, maintaining friendships and relationships, and finding common ground with others. Goleman states that emotional maturity in this component defines someone who has good communication skills, good time management, the ability to be a leader or manage a group of people, and the ability to resolve difficult situations or conflicts using negotiation or persuasion (Goleman, 2017). Success is a passion and every individual in business wants to be successful in business. According to Goleman, the threshold value of intellectual intelligence (IQ) and high emotional intelligence (EQ) is the key to success at work (Goleman, 2017). From this point of view, a scale has been developed to measure the concept of emotional intelligence. The main reason for choosing this topic is that people's emotional intelligence is decreasing and intellectual intelligence (IQ) is increasing day by day. Emotional intelligence is negatively related to stress, aggression and depression, samples are available in this thesis study (Goleman, 2017).  The fall of emotional intelligence leads to more unhappy people in society. This problem can be eliminated with the correct EQ scale, so it was preferred. In this study, 67 questions were prepared for EQ measurement. A 5-point Likert scale was used for the measurement. 60% of the respondents were women and about half were employed in the public sector. Of the 67 questions in the questionnaire, 25 were aimed to measure self-awareness, 17 were self-regulation, 10 were internal motivation, 5 were cognitive empathy, and the remaining 10 were measured to measure social skills. In this thesis, it is aimed to develop a scale for EQ measurement in business life and it is decided to use SEM approach in this direction. SEM explains the relationships between the variables examined in the theoretical framework. Its purpose is to determine whether these relationships are verified by data. As a result of SEM analysis with LISREL software, there is no evidence that there is a statistically significant relationship between EQ and self- regulation. However, it was concluded that there was a statistically significant relationship for all other subdimensions. There were insufficient correlations between the self-awareness subdimension and some variables that measured this sub-dimension. The model was re-analyzed after removing the statistically insignificant variables from the model. As a result of this analysis, all relationships were statistically significant. Standardized factor burdens show that EQ highly represents sub-dimensions of selfawareness, internal motivation, cognitive empathy, and social skills (factor loads between 0.65 and 0.91). When the standardized factor loadings are evaluated, it is seen that EQ represents higher self-awareness and internal motivation sub-dimensions than other subdimensions. When standardized factor loadings are evaluated, it is seen that EQ represents higher self-awareness and internal motivation sub-dimensions than other sub-dimensions. When the standardized factor loads were evaluated, it was concluded that the variables used for the measurement of all sub-dimensions of the EQ could be used to measure these sub-dimensions. Factor loads for self-awareness were between 0.25 and 0.68; factor loads for internal motivation ranged from 0.49 to 0.79; factor loads for cognitive empathy ranged between 0.45 and 0.86, and finally, factor loads for social skills ranged between 0.37 and 0.80. These results show that the related variables (questions) can be used to measure the sub-dimensions to which they are connected. In the Turkish literature, a widely used model and scale were not found which clearly measured emotional intelligence. The aim of this thesis is to create an open source that measures the emotional intelligence in business life. In this study, a scale was developed to measure EQ in business life. For the next study, examining the effects of gender, sector and education on EQ will be useful in identifying and assessing the impact of EQ, which is critical in the business world.