Perception of Emotional Intelligence (EI) of the Private University Faculty Members of Bangladesh

The human world is changing and becoming more complex day by day. So work pressure, fear, anxiety, stress, depression is a common cognitive issues that every employee faces in the workplace which affect their productivity, performance, morale and so on. This paper attempts to find out the perception level of private university faculties in Bangladesh upon emotional intelligence. The scope of the study has been done about private universities faculties, where sample size is (N=250).The collected data has-been analyzed using mean, standard deviation and regression analysis. Overall this research contributes a meaningful implication about emotional intelligence and how private university faculties perceive them.


Self-Management
Self -management refers to one's ability to control and mitigate one's emotional response to others. This includes the choice of appropriate emotional reaction and the intensity of that reaction. This is associated with the behavior and emotional cues of others (Georgiana, 2014).
The second dimension is self-regulation or self-management which leads those people who can control their emotions, manage their feelings, and maintain transparency and ethical standard -these types of people also love to take challenging goals and tasks. So the hypothesis is-H2: Self-management has positive impact on inter personal skills.

Social Skill
Social skills refer to a person's talent in managing relationship with others and building systems also called people skills. The set of social skills includes respect for others, mutual regard, commitment, openness, tolerance, empathy, negotiation, communication etc. (Schuetz, 2011). It involves the ability of meeting each other's needs relating to each other's over time and exchanging information about one's feelings, thoughts and ideas. Social skills are effective in leading change, persuading others, building and leading teams (Goleman 1998). Social interaction also results in many advantages. It gives confidence and social acceptance. It can help managers in many ways. It can help do many things which cannot be completed alone; Such as, getting support from a team or completing a project (Pettry, 2006).
Social skill dimension represents maintaining close relationship with supervisors, colleagues, and peer group, subordinate, seeking mutual cooperation and resolve employee conflict .So the estimated hypothesis is-H3: Social skill helps to increase managing relationship with others.

Self-motivation
Self -motivation refers to the skill of managing one's time properly. People who are motivated tend to be happier and feel more self -assured. In simple terms motivation is what propels to achieve their goals (Peter & John). It also includes -maintain stress and anxious, motivate oneself etc. which increase a person's productivity. So the expected hypothesis is-H4: Self-motivation overcomes the personal difficulties.  Table1: represents the descriptive investigation on the demographic profile of faculties. It appears that faculties are mostly in the age categories 30-35 years old (55.2%). The second highest of respondents are in the age categories is 25-30 years that is (16.8%). First categories age belongs to the Senior Lecturer, Assistant Professor and most of the cases Associate professor. In case of designation these variable in the table shows that Assistant professor and senior Lecturer faculties are more responsive. On the other hand we did not get any response from professor level faculties. In above table, it presents that the majority percent respondents are in 4-6 years job experience (39.2%) whereas 2-4 years faculties job experience is (30.4%).With regards to the income level the majority respondents are above 60000 that is (52.8%) which this paper represents them Assistant professor and Associate professor faculties. Finally this table also shows that most of the respondents are married which gives a positive message that private universities faculties are more stable in their psychological issues.  Table 2 revels that the major 4 dimensions (Independent variable) affect emotional intelligence (dependent variable) in private university faculties in Bangladesh. Here in the above table, dimension highest rank and present a men score s 4.64 or more, which lies in the self-awareness that denotes more faculties are known about their organizations formal and informal rules correctly. On the other hand, a good SD is also found (.49%) in the selfawareness dimension which presents that faculties are more aware about their own self-skill and potentialities. Employees are capable enough to find their difficulties, here mean score is (4.64%).So this paper find out that faculties are more capable to find difficulties are considerably affected emotional intelligence. Most of the respondent try to solve their inner conflict by themselves, mean score is (4.43%).Thus solving inner conflict with other faculties affected over Emotional Intelligence. Therefore, faculties from respected universities in their working place, work with honesty and integrity, mean score is (4.46%).So honesty and integrity considerably affected emotional perception from private universities faculties.

Predict the relationship between factors and emotional intelligence of faculties
Above table represents the value of correlation coefficient, R=0.333 suggest that there is moderate positive correlation between emotional intelligence and self-awareness, self-motivation, self-management, social skills. However, only 1.11% (R-square values of .111) variation in emotional intelligence as self-awareness, selfmotivation, self-management, social skill and other factors. Confirm the relationship model fitness-Above tables reveals that multiple analysis is preferred to examine the relationship between self-awareness, self-motivation, self-management, social skill factors with emotional intelligence on faculties. Four hypothesis are proposed and results are given in above table. The F-statics produced (F=7.614) is significant at 1 percent level (Sig.F<0.01) with 4 and 245 degree of freedom, consequently confirming the fitness for the model. The adjusted R2 is .096, told that the four factors can correctly account for 09.6% variance in EI for faculty members.

Factors affecting EI on Faculties (Table -4)
The results of multiple regression for H1 as present in above table as present that self-awareness is a vital factor and significantly affect perception of EI on faculties (β1=0.307;t value=3.636;p<0.05). Here, H1 is supported. So we can say that self-awareness have significant impact or influence upon. Self-Management is an important factor and significantly affect perception of EI on faculties, (β1=0.027; t value = .443; p>0.05). Here, H2 is not supported. So self-management have negative impact on inter personal skills. Next, social skill is a vital factors, which negatively and notably affected emotional intelligence for faculties (β= -.199: t value= -3.294: p<0.05). H3 is supported. So faculties can be able to increase managing relationship with others. Self-motivation is another essential factor and motivated the faculties. Here, (β1=0.-375; t value = -4.422; p<0.05) and significance level is zero. Here, H4 is also supported. So it can be said that Self-motivation helps to overcome difficulties.

Limitations & Further Research
EI is a very emerging issue in the era of human behavior, as EI is directly or indirectly affected employees/faculties in the work place. To conduct this study, various limitations has been found and the further research can be- To find out the perception of faculties upon EI, 834 questionnaires has been send, but only 250 respondents are found.
 Unwillingness of respondents poses a great problem to complete this paper.  Lack of understanding of questionnaire is another constraint.  Further research study can be conducted upon the public and private institutions, banks, public universities, health organizations, NGOs, public or private school level that on how EI is impact on the behavior of employees on that workplace.
 Further research also can be conducted on-impact or relationship between the EI and Job satisfaction, employee morale, employee training, and employee performance and so on.
 Research can also be carried out sector wise to check emotional intelligence and its impact on others dimension.

Conclusion
In conclusion, this research highlights the perception level of faculties upon EI and how employees behave in their workplace. It also shows that the four dimensions (Self-awareness, Self-management, Social Skill and Selfmotivation) has direct or indirect influence on EI .The results of the present research study revealed out that there is a great impact or positive relationship exist between Emotional intelligence and self-awareness, self-motivation and social skill. This prove that faculties are known about their self-regulation meter, making own decision rationally, maintaining social relationship and knowing their own emotional make up (overcome the difficulties).
On the other hand, this study also shows that faculties are less aware about their self-managing skill. Therefore, it is recommended that if training programs are imparting to improving emotional competencies as mostly selfmanagement skill then it would give better results in the workplace. As the world is changing and employees or faculties must be able to predict how to respond in different situations, changes, events and perfectly handle these reaction. Besides, he has been serving the university as the Student Adviser as an additional responsibility of the university. He is a disciple of creative work and research. His research interest includes services marketing, word of mouth marketing, niche marketing, entertainment marketing, academic integrity, wastes management etc. He has contributed as the Managing Editor and Assistant Editor of Feni University Journal Vol. 02 and Vol. 01 respectively. Before joining the Feni University, he served as the Duty Manager of Gamesmaster, a leisure software retailer in London, UK. Khayer esteems social responsibility highly; that is why, he has been involved in sociocultural activities for about 25 years. He has established and led a few socio-cultural organizations.