||Exploring Emotional Intelligence, Passion, and Job
Satisfaction as Variables Influencing the Field
Of Interpretation and Translation in
||Institute of International Management (IIMBA--Master)(on the job class)
Today, the fields of interpretation and translation have been seen due to the growing international business among Taiwan and foreign countries. More than that, it further inspired the related entities and programs to cultivate talented, professional interpreters and translators. However ,with the blooming business, these programs and entities requiring more for students who just graduated without working experiences.
In addition, the occupations of interpretation and translation have been considered high pressured jobs that while some of interpreters and translators could perform well at work and fare well, others ended up leaving the work for good, searching other occupations for a living.
The first purpose of this study is to integrate relevant literature and develop a comprehensive research model of how passion, emotional intelligence, job satisfaction could influence interpreters and translators’ job performance. The second purpose of this study is to further empirically test the research model through conducting survey research on interpreters and translators in southern Taiwan.Also, to make a clear understanding how these constructs affecting employees’ job performance regarding the fields of interpretation and translation, a 36 –item survey questionnaire was applied to conduct a survey with 290 subjects in order to identify the correlations among the constructs of passion, emotional intelligence, job satisfaction and job performance.
The results of this study indicated that passion ,emotional intelligence and job satisfaction have direct significance over job performance. An interesting point was worthy to be addressed is that when taking comparisons to test how the construct of working hours might have a significance over job performance, the mediating effect of working hours proposed might have an influence over job performance failed , which could provide us the thought of other possibilities or variables might be the mediating factor to influence employees’ job performance more accurately regarding the fields of interpretation and translation.
TABLE OF CONTENTS
TABLE OF CONTENTS VIII
LIST OF TABLES XI
LIST OF FIGURES XIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Motivations. 2
1.3 Research Purposes. 3
1.4 Research Procedure. 3
1.5 Research Limits. 5
1.5.1 Research Scope. 5
1.5.2 Research Subjects. 5
CHAPTER TWO LITERATURE REVIEW 7
2.1 Definition of Relevant Research Variables. 7
2.1.1 Emotional Intelligence. 7
2.1.2 Passion. 12
2.1.3 Job Satisfaction. 14
2.1.4 The Mediator as Working Hours. 17
2.2 Interrelationships among Research Constructs. 17
2.2.1 EI(Emotional Intelligence)and Job Performance. 17
2.2.2 The Relationship between Passion and Job Performance. 20
2.2.3 Job Satisfaction and Job Performance. 23
2.2.4 Working Hours of Job Satisfaction and Job Performance. 25
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 30
3.1 Operational Definitions. 30
3.1.1 Interpreters. 30
3.1.2 .Translators. 31
3.1.3 Job Satisfaction. 31
3.1.4 Emotional Intelligence. 32
3.1.5 Passion. 34
3.2 Research Model. 35
3.3 Construct Measurement and Questionnaire Design. 36
3.3.1 Emotional Intelligence. 37
3.3.2 Job Satisfaction. 37
3.3.3 Working Hours. 37
3.3.4 Job Performance. 37
3.4 Sampling Design and Data Collection. 40
3.5 Statistical Techniques. 40
3.5.1 Descriptive Statistic Analysis. 41
3.5.2 Purification and Reliability of the Measurement Variables. 41
3.5.4. Correlation Analysis. 42
3.5.5 Multiple Regression Analysis. 43
CHAPTER FOUR RESEARCH RESULTS 44
4.1 Descriptive Analysis. 44
4.1.1. Response Rate. 44
4.2 Validity and Reliability Analysis. 46
4.3 Correlation Analysis. 49
4.4 Regression Analysis. 49
4.5 ANOVA Analysis. 52
4.5.1. Gender. 53
4.5.2 Age. 53
4.5.3. Education. 55
4.5.4 Work Seniority. 55
4.5.5 Genre of the Industries. 57
4.5.6 Current Working Period. 57
4.5.7 Marital Status. 60
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 61
5.1 Research Conclusions. 61
5.2 Discussion and Conclusion. 62
5.3 Managerial Implications. 68
5.4 Limitation of Research and Suggestions. 69
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