Study on T-Test For Marital Status and Qualification-Wise Analysis of Respondents

Traits and behaviours fall into certain categories and, when an individual exhibits one or more of those traits or behaviours, the perceiver puts them into that category, attributing all the other traits and behaviours to them as well. Linking certain traits and behaviours helps to organize impressions and can be seen as prototypes or stereotypes. Prototypes and stereotypes are a necessity in making sense of the world (Schneider et al., 1979). Pavitt, et al. (1995) had listed the traits and behaviours they believed an ideal leader would possess, resulting in an idea of a prototypical leader. Their impressions of leadership stem from the leadership constructs that they have developed. Goffman (1959) viewed that when an individual presents himself before others, his performance will tend to incorporate and exemplify the officially accredited values of the society, more so, in fact, than does his behaviour as a whole. Day, et al. (2002) expressed that the goal of impression management is to “positively influence evaluations of oneself and to win approval from others”. Individuals are constantly making impressions in day to day life, but one area where impression management has significant impact is in the workplace.

Gardner and Stough (2002) investigated level ofemotional intelligence in Swinburne University.Emotional Intelligence Test predicted transformational,transactional and laissez-faire leadership stylesmeasured by the multifactor leadership questionnairein 110 senior level managers. Effective leaders wereidentified as those who reported transformationalrather than transactional behaviour. Cavallo and Brienza (2002) described that emotionalcompetence differentiates successful leaders. Highperforming managers at the Johnson & JohnsonConsumer and Personal Care Group were seen topossess significantly higher levels of Self-Awareness,Self-Management Capability, Social Skills, andOrganisational Savvy, all considered part of theEmotional Intelligence domain. The research hasshown that Emotional Intelligence, like technical skill,can be developed through a systematic and consistentapproach to building competence in personal andsocial awareness, self-management, and social skill. Kumar (2002) examined the relationship and directionof path between emotional intelligence and leadershipbehaviour. To test the hypotheses a detailedinvestigation of 390 middle and top level executivesfrom six Indian organisations was done. Analyses ofdata showed that an emotionally intelligent leaderbalances the two styles of leadership, incorporated in

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this study (transformational and transactional), according to the situational requirements, rather than being only transformational.

Table 1 depicts that mean values for married and unmarried respondents regarding appraisal of negative emotions (EI1) are 50.790 and 48.643 with S.D. value of 6.841 and 7.297, respectively. The value of t-test is 2.574 at significance level of 0.011. To sum up, it is concluded that responses of married and unmarried respondents are significantly different (the value of significant level for t-test is less than 0.05) in case of EI1. The mean values for the respondents dissimilar on the basis of marital status regarding appraisal of positive emotions (EI2) are 41.478 and 39.116 with S.D. value of 5.549 and 6.809, respectively. The value of t-test is 3.272 at 0.00 significance level (the value of significance level is less than 0.05). It is extracted that in this case also, the responses of married and unmarried respondents are significantly different. The mean values for the married and unmarried respondents regarding interpersonal conflict and difficulty (EI3) are 22.692 and 21.875 with value of S.D. of 4.040 and 3.946, respectively. The value of t-test is 1.708 at 0.089 significance level. In case of EI4 (interpersonal skill and flexibility), the mean values for the married and unmarried respondents were 22.617 and 22.545. The value of t-test is 0.191 at 0.849 significance level.

The mean values regarding emotional facilitation and goal orientation (EI5) are 21.362 and 20.929 with S.D. value 3.296 and 3.666 for married and unmarried respondents, respectively. The value of t-test is 1.055 at significance level of 0.292. It can be said that the responses of married and unmarried respondents are not significantly different in case of interpersonal conflict and difficulty (EI3), interpersonal skill andflexibility (EI4) and emotional facilitation and goalorientation (EI5) (the value of significant level for t-testis greater than 0.05). Finally, in case of overallemotional intelligence, the mean values for marriedand unmarried respondents are 158.947 and 153.107with S.D. of 14.255 and 16.803, respectively. Thevalue of t-test is 3.207 at 0.00 significance level. Atmost recent, it can be said that the scores of marriedand unmarried respondents are significantly different in case of overall emotional intelligence (the value ofsignificance level for t-test is less than 0.05).

Table 2 shows that mean values for respondents onqualification of analysis of negative emotions (EI1) are50.383, 50.609 and 48.623 with S.D. value of 6.912,7.069 and 7.302. The value of F-test is 1.979 atsignificant level of 0.14. To letting up, it is concludedthat there is no significant difference found (the valueof significance level for F-test is greater than 0.05)between the opinion of respondents on qualificationregarding EI1. The mean values for the respondents onqualification regarding analysis of positive emotionsare 40.539, 41.232 and 40.026 with S.D. values of6.934, 5.578 and 5.109. The value of F-test is 0.775 at0.462 significance level. It is extracted that there is nosignificant difference found (the value of significance level for F-test is greater than 0.05) between thescores of respondents on qualification regarding EI2. The mean values for the respondents on the basis ofqualification regarding interpersonal conflict anddifficulty (EI3) of emotional intelligence is 23.085,22.232 and 21.273 with S.D. value of 4.052, 4.047 and 3.691, respectively. The value of F-test is 5.298 at0.005 significance level. It can be said, in trouble-freewords that regarding EI3, the scores of therespondents, on the basis of qualification aresignificantly different (the significance level for F-test isless than 0.05). The mean values for the respondentson the basis of qualification with regard tointerpersonal skill and flexibility (EI4) were 22.497,22.842 and 22.494 with S.D. values of 3.440, 2.822and 3.016, respectively. The value of F-test is 0.354 atsignificant level of 0.702. Further, in case of emotional facilitation and goal orientation (EI5), the mean valuesfor the respondents on qualifications are 21.206,21.415 and 20.961 with S.D. values of 3.725, 3.205and 3.147, respectively. The value of F-test is 0.344 at0.702 significant level. In above both the cases, it isextracted that there is no significant difference foundbetween the scores on the basis of qualificationregarding EI4 and EI5 (the value of significance level for

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Finally, regarding overall emotional intelligence, the mean values for the respondents on the basis of qualification are 157.709, 158.329 and 153.377 with S.D. values of 15.885, 16.452 and 13.216, respectively. The value of F-test is 2.549 at 0.08 significance level. It can be said that there is no significance difference found between the scores of the respondents on the basis of qualification in case of emotional intelligence (the value of significance level for F-test is greater than 0.05).

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