Abstract
Emotional Intelligence (EI) has become increasingly recognized as one of the psychological attributes that influence employee effectiveness and organizational efficiency. The current research aimed at examining the relationship between EI and job performance of employees in the private sector. Quantitative, cross-sectional, and correlational research design was used in the research involving a sample of 100 participants chosen via convenience sampling. The Wong and Law Emotional Intelligence Scale and the Job Performance Scale of Goodman and Svyantek were used to collect data. Results revealed that there is a statistically significant relationship between emotional intelligence and task performance, and contextual performance. Regression analysis also showed that emotional intelligence predicts job performance. Therefore, it may be stated that employees who have high emotional intelligence show better task and contextual performance. The results of the current research correspond to the theoretical findings concerning the Ability Model of EI, which states the importance of such factors as emotional perception, understanding, utilization, and regulation for the effective functioning of individuals in the workplace. However, due to the limitations of cross-sectional research design, convenience sampling, the small number of participants, and use of self-reporting tools, the results cannot be generalized to a larger population.