Based on the research findings and limitations in this study, several suggestions for future research are as follows.
First, future research should explore other industry, or compare the differences between western organizations and eastern organizations to generalize the results of this study.
Second, future study could use supervisory and peer ratings or objective indicators of performance (e.g. monthly products sold) to get more clearly and directly to warrant the linkages among job stress, emotional intelligence, and job performance.
References
Allen, R. D., Hitt, M. A., & Greer, C. R. (1982). Occupational stress and perceived organizational effectiveness in formal groups: An examination of stress level and stress type. Personnel Psychology, 35, 359–370.
Arsenault, A. & Dolan, S. (1983). The role of personality, occupation and organization in understanding the relationship between job stress, performance and absenteeism.
Journal of Occupational Psychology, 56, 227–240.
Baba, V. V., Jamal, M., & Tourigny, L. (1998). Work and mental health: A decade in Canadian Research. Canadian Psychologist, 39, 94-107.
Bar-On, R. (2000). Emotional and social intelligence: Insights from the Emotional Quotient Inventory. In R. Bar-On & J. D. A. Parker (Eds.). Handbook of emotional intelligence (363–388). San Francisco: Jossey-Bass.
Baruch, Y. (1996). Self-performance appraisal vs. direct manager appraisal: A case of congruency. Journal of Managerial Psychology, 11, 50-65.
Beehr, T. A. & Franz, T. M. (1987). The current debate about the meaning of job stress, in Ivancevich, J. M. & Ganster, D. C. (Eds). Job Stress From Theory to Suggestion, Haworth Press, New York, NY, 5-18.
Beehr, T. A. & Newman, J. E. (1978). Job stress, employee health, and organizational effectiveness: A facet analysis, model and literature review. Personnel Psychology, 31, 665-699.
Befort, N. & Hattrup, K. (2003). Valuing task and contextual performance: experience, job roles, and ratings of the importance of job behaviors. Applied H.R.M. Research, 8(1), 17-32.
Bettencourt, L. A. & Brown, S. W. (2003). Role stressors and customer-oriented boundary-spanning behaviors in service organizations. Academy of Marketing Science Journal, 31(4), 394.
Boyatzsis, R. E., Goleman, D., & Rhee, K. S. (2000). Clustering competence in emotional intelligence. In R. Bar-On & J. D. A. Parker (Eds.), The handbook of emotional intelligence. San Francisco: Jossey-Bass.
Brackett, M. A. & Mayer, J. D. (2003). Convergent, discriminant, and incremental validity of Competing Measures of Emotional Intelligence. Personality and Social Psychology Bulletin, 29, 1147-1155.
Brownell, P. (1982). The role of accounting data in performance evaluation, budgetary participation, and organizational effectiveness. Journal of Accounting Research, 20(1), 12-27.
Brownell, P. & Mclnnes, M. (1986). Budgetary participation motivation and managerial performance. The Accounting Review, 61(4), 587-600.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In Handbook of Industrial and Organizational Psychology (2nd edn). Vol. 1, Dunnette MD, Hough LM (Eds). Consulting Psychologists Press: PaIo Alto, CA; 687-732.
Carmeli, A. (2003). The relationship between emotional intelligence and work attitudes, behavior and outcomes. Journal of Managerial Psychology, 18(8), 788-813.
Chiu, C. K., Chien, C. S., Lin, C. P., & Hsiao, C. Y. (2005). Understanding hospital employee job stress and turnover intentions in a practical setting: the moderating role of locus of
control. Journal of Management Development, 24(10), 837-855.
Ciarrochi, J., Deane, F., & Anderson, S. (2002). Emotional intelligence moderates the relationship between stress and mental health. Personality and Individual Differences, 32, 197-209.
Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A global measure of perceived stress.
Journal of Health and Social Behavior, 24(4), 385-396.
Dong, Q. & Howard, T. (2006). Emotional intelligence, trust and job satisfaction.
Competition Forum, 4(2), 381–388.
Dubinsky, A. & Mattson, B. (1979). Consequences of role conflict and ambiguity experience by retail salespeople. Journal of Retailing, 55, 70-86.
Dulewicz, S. V. & Higgs, M. (2000). Emotional intelligence: A review and evaluation study.
Journal of Managerial Psychology, 15(4), 341–372.
Dyne, L. V., Jehn, K. A., & Cumming, A. (2002). Differential effects of strain on two forms of work performance: Individual employee sales and creativity. Journal of Organizational Behavior, 23(1), 57-74.
Farh, J. & Werbel J. (1986). The effects of purpose of the appraisal and expectation of validation on self-appraisals leniency. Journal of Applied Psychology, 71(3), 527– 529.
Fried, Y., Ben-David H. A., Tiegs, R. B., Avital., N., & Yeverechyahu, U. ( 1998). The employee intention to quit? Journal of Managerial Psychology, 19(2), 170-187.
Fisher, R. F. (2001). Role stress, the Type A behavior pattern, and external auditor job satisfaction and performance. Behavioral Research in Accounting, 13, 143–170.
Fogarty, T. J. (1994). Public accounting work experience: The influence of demographic and organizational attributes. Managerial Auditing Journal, 9, 7, 12-20.
Fogarty, T. J., Singh, J. D., Rhoads, G. K., & Moore, R. K. (2000). Antecedents and consequences of burnout in accounting: beyond the role stress model. Behavioral Research in Accounting: Vol. 12.
Gardner, H. (1983). Frames of mind: The theory of multiple intelligences. New York: Basic Books.
Gilboa, S., Shirom. A., Fried, Y., & Cooper, C. (2008). A meta-analysis of work demand stressors and job performance: examining main and moderating effects. Personnel Psychology. 61(2), 227-271.
Goleman, D. (1989). Working with emotional intelligence. New York: Bantam Books.
Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.
Gupta, N. &. Beehr, T. A. (1979). Job Stress and Employee Behavior. Organizational Behavior and Human Performance, 23, 373-387.
Hatton, C., Brown, R., Caine, A., & Emerson, E. (1995). Stressors, coping strategies and stress-related outcomes among direct care staff in staffed houses for people with learning disabilities. Mental Handicap Research, 8, 252–271.
Heneman, H. (1974). Comparisons of self and superior of managerial performance. Journal of Applied Psychology, March, 638-642.
Higgs, M. (2004). A study of the relationship and performance in UK call centres. Journal of Managerial Psychology, 19(4), 442-454.
Higgs, M. J. (2001). Beyond operations to business partnership, Mastering Management, Financial Times, December.
Hunter, L. W. & Thatcher, S. M. B. (2007). Feeling the heat: effects of stress, commitment, and job experience on job performance. Academy of Management Journal, 50(4), 953–968.
Ivancevich, J. M. & Matteson, M. T. (1980). Optimizing human resources: A case for preventive health and stress management. Organizational Dynamics, 5-25.
Ivancevich, J. M. & Matteson, M. T. (2002). Organizational Behavior and Management, New York: McGraw-Hill.
Jamal, M. (1984). Job stress and job performance controversy: An empirical assessment.
Organizational Behavior and Human Performance, 33, 1–21.
Jamal, M. (1985). Relationship of job stress to job performance: A study of managers and blue-collar workers. Human Relations, 38, 409–424.
Jamal, M. (1999). Job stress and employee well-being: a cross-cultural empirical study. Stress Medicine, 15, 153–158.
Jamal, M. (2004). Burnout, stress and health of employees on non-standard work schedules: a study of Canadian workers. Stress and Health, 20, 113–119.
Jamal, M., Baba, V. V., & Riviere, R. (1998). Job stress and well-Being of moonlighters: the perspective of deprivation or aspiration revisited. Stress Medicine, 14, 195-202.
Jamal, M. & Baba, V. V. (2000). Job stress and burnout among Canadian managers and nurses: an empirical examination. Canadian Journal of Public Health, 91, 454–458.
Jex, S. M. (1998). Stress and job performance. Thousand Oaks, CA: Sage. House, R. J., Shane, S. A. and Harold, P. M., 1996, Rumors of the death of dispositional research are vastly exaggerated. Academy of Management Review, 21, 203-224.
Jordan, P. J., Ashkanasy, N. M., & Hartel, C. E. J. (2002) Emotional intelligence as a moderator of emotional and behavioral reactions to job insecurity. Academy of Management Review, 27(3), 361 – 372.
Kalbers, L. P. & Cenker, W. J. (2008). The Impact of Exercised Responsibility, Experience, Autonomy, and Role Ambiguity on Job Performance in Public Accounting. Journal of Managerial Issues, 20(3), 327-347.
Karasek, R. (1979). Job demands, job decision latitude, and mental strain: implications for job redesign. Administrative Science Quarterly, 24, 285-308.
King, M. & Gradner, D. (2006). Emotional intelligence and occupational stress among professional staff in New Zealand. International Journal of Organizational Analysis, 14(3), 186-203.
LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test of the challenge stressor—hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48, 767-775.
Mabe, P. A. & West, S. G. (1982). Validity of self-evaluation of ability: a review and meta-analysis. Journal of Applied Psychology, 67(3), 280–296.
Mandell, B. & Pherwani, S. (2003). Relationship between emotional intelligence and transformational leadership style: a gender comparison. Journal of Business and Psychology, 17(3), 387-404.
Matthews, G., Emo, A. K., Funke, G., Zeidner, M., Roberts, R. D., Costa, P. T., & Schulze, R.
(2006). Emotional intelligence, personality, and task-induced stress. Journal of Experimental Psychology: Applied, 12( 2), 96–107.
Mayer, J. D. & Salovey, P. (1997). What is emotional intelligence? In Salovey, P. and Sluyter, D. (Eds.), Emotional development and emotional intelligence: Educational implications.
New York: Basic Books.
Meglino, B. M. (1977). Stress and performance: are they always incompatible? Supervisory Management, 22(3), 2–12.
Mehay, S. L. & Bowman, W. R. (2005). Marital status and productivity: evidence from personnel Data. Southern Economic Journal, 72(1), 63–77.
Motowidlo, S. J., Packard, J. S., & Manning, M. R. (1986). Occupational stress: its causes and consequences for job performance. Journal of Applied Psychology, 71(4), 618-629.
Motowidlo, S. J. & Schmit, M. J. (1999). Performance assessment in unique jobs. In Ilgen, D.
R. & Pulakos, E. D. (Eds.), The changing nature of performance (56-86). San Francisco:
Jossey-Bass.
Murphy, K. R. & Shiarella, A. H. (1997). Implications of the multidimensional nature of job performance for the validity of selection tests: Multivariate frameworks for studying test validity. Personnel Psychology, 50, 823- 854.
Muse, L. A., Harris, S. G., & Field, H. S. (2003). Has the Inverted-U Theory of Stress and Job Performance Had a Fair Test? Human Performance, 16, 4, 349–364.
Nealy, S. & Owen, T. (1970). A multitrait multimethod analysis of predictors and criteria of nursing performance. Organizational Behavior and Human Performance, July, 348-35.
Newman, J. E. & Beehr, T. A. (1979). Personal and organizational strategies for handling job stress: A review of research and opinion. Personnel Psychology, 32, 1–43.
Nikolaou, I. & Tsaousis, I. (2002). Emotional intelligence in the workplace : exploring its effects on occupational stress and organizational commitment. International Journal of Organizational Analysis, 10(4), 327-342.
Parker, D. E. & DeCotiis, T. A. (1983). Organizational Determinants of Job Stress.
Organizational Behavior and Human Performance, 32, 160-177.
Pellegrin, K. L., Stuart, G. W., Maree, B., Frueh, B. C., & Ballenger J. C. (2001). A Brief Scale for Assessing Patients’ Satisfaction With Care in Outpatient Psychiatric Services.
Psychiatric Services, 52(6), 816-819.
Petrides, K. V. & Furnham, A. (2000). On the dimensional structure of emotional intelligence.
Personality and Individual Differences, 29, 313-320.
Pruden, H. O. & Reese, M. R. (1972). Interorganization role-set relations and the performance and satisfaction of industrial salesmen. Administrative Science Quarterly, 17, 601–609.
Richardson, R. (1994). Back-offering front office functions – organizational and locational implications of new telemediated services, in Munsell, R. (ED.), Management of Informational and Communication Technologies, Emerging Patterns of Control, ASLIB, London, 309-35.
Richardson, K. M. & Rothstein, H. R. (2008). Effects of Occupational Stress Management Intervention Programs: A Meta-Analysis. Journal of Occupational Health Psychology, 13(1), 69–93.
Robbins, S. P. (2005). Essentials of Organizational Behavior (8th ed.). Englewood Cliffs,
New Jersey : Prentice Hall.
Salovey, P. & Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition and Personality, 9, 185-211.
Schaubroeck, John, Daniel, C. G., Wesley, E. S., & David, D. (1993). A field experiment testing supervisory role clarification. Personnel Psychology, 46 (1), 1-25.
Schermerhorn J. R., Hunt, J. G., & Osborn, R. N. (2005). Organizational Behavior. New York：John Wiley and Sons.
Schmidt, F. L., & Hunter, J. E. (2004). General mental ability in the world of work:
Occupational attainment and job performance. Journal of Personality and Social Psychology, 86, 162-173.
Schutte, N. S., Malouff, J. M., Hall, L. E., Haggerty, D. J., Cooper, J. T., Golden, C. J., &
Dornheim, L. (1998). Development and validation of a measure of emotional intelligence. Personality and Individual Differences, 25, 167-177.
Selye, Hans. (1956). The stress of life. New York: McGraw-Hill.
Singh, J., Verdeke, W., & Rhoads, G. K. (1996). Do organizational practices matter in role stress processes? A study of direct and moderating effects for marketing-oriented boundary spanners. Journal of marketing, 60, 69-86.
Siu, O. L. (2003). Job stress and job performance among employees in Hong Kong: The role of Chinese work values and organizational commitment. International journal of psychology, 38(6), 337-347.
Slaski, M. & Cartwright, S. (2002). Health, Performance and Emotional Intelligence, Stress and Health, 18(2), 63-69.
Stough, C. & De Guara (2003). Examining the relationship between emotional intelligence and job performance, paper presented at the 5th Industrial/Organizational Psychology Conference, Melbourne, July.
Sullivan, S. E. & Bhagat, R. S. (1992). Organizational stress, job satisfaction and job performance: Where do we go from here? Journal of Management, 18(2), 353-374.
Tuten, T. L. & Neidermeyer, P. E. (2004). Performance satisfaction and turnover in call centers the effects of stress and optimism. Journal of Business Research, 57(1), 26-34.
Xie, J. L. (1996). Karasek's model in the People's Republic of China: Effects of job demands, control and individual differences. Academy of Management Journal, 39, 1594-1618.
Yerkes, R. M. & Dodson, J. D. (1908). The relation of strength of stimulus to rapidity of habit formation. Journal of Comparative Neurological Psychology, 18, 459–482.
Zeithaml, V. A., Berry, L. L., & Parasuraman, A. (1988). Communcation and control processes in the delivery of service quality. Journal of Marketing, 52(2), 35-48.
Appendix A： ： ： ：Questionnaire
第二部分
非
Appendix B ： ： ：Items of the Questionnaire in English ：
Job Stress
(You are required to indicate which you agree or disagree with statements about yourself and your behavior.)
Time stress
Working here makes it hard to spend enough time my family.
I spend so much time at work, I can’t see the forest for the trees.
Working here leaves little time for other activities.
I frequently get the feeling I am married to the company.
I have too much work and too little time to do it in.
I sometimes dread the telephone ringing at home because the call might be job-related.
I feel like I never have a day off.
Too many people at my level in the company get burned out by job demands.
Anxiety
I have felt fidgety or nervous as a result of my job.
My job gets me more than it should.
There are lots of times when my job drives me right up the wall.
Sometimes when I think about my job L get a tight feeling in my chest.
I feel guilty when I take time off from job.
Emotional Intelligence
(You are required to indicate which you agree or disagree with statements about yourself and your behavior.)
I know when to speak about my personal problems to others.
When I am faced with obstacles, I remember times I faced similar obstacles and overcame them.
I expect that I will do well on must things I try.
Other people find it easy to confide in me.
I find it hard to understand the non-verbal messages of other people. (reverse)
Some of the major events of my life have led me to re-evaluate what is important and not important.
When my mood changes, I see new possibilities.
Emotions are one of the things that make my life worth living.
I am aware of my emotions as I experience them.
I expect good thing to happen.
I like to share my emotions with others.
When I experience a positive emotion, I know how to make it last.
I arrange events others enjoy.
I seek out activities that make me happy.
I am aware of non-verbal messages I send to others.
I present myself in a way that makes a good impression on others.
When I am in a positive mood, solving problems is easy for me.
By looking at their facial expressions, I recognize the emotions people are experiencing.
I know why my emotions change.
When I am in a positive mood, I am able to come up with new ideas.
I have control over my emotions.
I easily recognize my emotions as I experience them.
I motivate myself by imaging a good outcome to tasks I take on.
I compliment others when they have done something well.
I am aware of non-verbal messages other people send.
When another person tells me about an importance event in his or her life, I almost feel as though I have experienced this event myself.
When I feel a change in emotions, I tend to come up with new ideas.
When I am faced with a challenge, I give up because I believe I will fail. ( reverse)
I know what other people are feeling just by looking at them.
I help other people feel better when they are down.
I use good moods to help myself keep trying in the faceoff obstacles.
I call tell how people are feeling by listening to the tone of their voice.
It is difficult for me to understand why people feel the way they do. ( reverse)
Job Performance
(You are required to indicate the degree of performance which you rate yourself and your behavior.)
How would you rate yourself in terms of the quantity of work (e.g., sales) you achieve?
How do you rate yourself in terms of your ability to reach your goals?
How do you rate yourself in terms of your performance potential among coworkers in your company?
How do you rate yourself in terms of quality of your performance in regard to customer relations?
How do you rate yourself in terms of quality of your performance in regard to management of time, planning ability, and management of expenses?
How do you rate yourself in terms of quality of your performance in regard to knowledge of your products, company, competitors' products, and customer needs?