A study note on how emotional intelligence affects managerial competence and research philosophies

A study note on how emotional intelligence affects managerial competence and research philosophies (information from perplexity.ai)

My question 1: "What is emotional intelligence with reference to managerial competence all about via the research philosophy perspectives of (1) positivism, (2) interpretivism, (3) pragmatism and (4) critical realism?"

The reply: "Emotional intelligence (EI) in relation to managerial competence can be understood differently through the lenses of four key research philosophies: positivism, interpretivism, pragmatism, and critical realism. Each offers a distinct perspective on how EI is conceptualized, studied, and applied in management contexts.

1. Positivism

Positivism focuses on observable, measurable facts and seeks to establish generalizable laws through empirical data. From this perspective, emotional intelligence is treated as a quantifiable trait or set of competencies that can predict managerial performance and organizational outcomes. Research adopting positivism often uses standardized scales to measure EI and correlates these scores with job performance, leadership effectiveness, or team outcomes. For example, studies have found positive relationships between managers' EI and employee motivation, job satisfaction, and performance metrics, emphasizing the objective impact of EI on organizational success. Positivist research tends to emphasize validity, neutrality, and replicability, aiming to produce evidence-based conclusions about EI as a managerial competency.

2. Interpretivism

Interpretivism values subjective understanding and the meanings individuals attach to phenomena. From this viewpoint, emotional intelligence is seen as a socially constructed capability that managers use to navigate interpersonal relationships and influence team dynamics. Research under interpretivism often involves qualitative methods such as interviews or case studies to explore how managers perceive and enact EI in their daily work. For instance, a case study of IKEA managers revealed that they view EI as a developing skill that helps foster trust, support, and open communication within teams, thereby enhancing team performance not only through measurable results but also through improved team climate and behavior. Interpretivism highlights the contextual and relational aspects of EI in managerial competence.

3. Pragmatism

Pragmatism focuses on practical consequences and usefulness, blending both objective and subjective elements. It regards emotional intelligence as a tool or set of competencies that managers can apply flexibly to solve real-world problems and improve leadership effectiveness. Pragmatic research on EI integrates empirical measurement with an understanding of how EI competencies are applied in practice to achieve desired outcomes such as better decision-making, conflict resolution, and project success. This philosophy supports a pluralistic approach, valuing both quantitative data and qualitative insights to inform managerial practice and development.

4. Critical Realism

Critical realism acknowledges an objective reality but also recognizes that our understanding is mediated by social structures and human agency. From this stance, emotional intelligence is a real but complex phenomenon influenced by underlying social and organizational factors. It emphasizes the interplay between individual emotional competencies and broader systemic conditions that shape managerial effectiveness. Critical realism would encourage exploring how power relations, organizational culture, and social context affect the development and expression of EI in managers, going beyond surface-level correlations to understand deeper mechanisms influencing managerial competence. Although direct references to critical realism in EI research are less common in the provided sources, this approach advocates for a nuanced analysis of EI that combines empirical evidence with critical examination of context and structure.

Summary Table: Emotional Intelligence and Managerial Competence Across Research Philosophies 

Philosophy	Focus	View of Emotional Intelligence	Research Approach & Methods	Application in Managerial Competence
Positivism	Objective measurement	EI as measurable traits predicting performance	Quantitative, surveys, statistical analysis	Links EI scores to leadership effectiveness, job performance, motivation
Interpretivism	Subjective meaning and context	EI as socially constructed, relational skill	Qualitative, interviews, case studies	EI used to build trust, team climate, interpersonal relations
Pragmatism	Practical usefulness	EI as adaptable tool for problem-solving	Mixed methods, empirical + practical focus	EI applied to decision-making, conflict resolution, project success
Critical Realism	Reality mediated by structures	EI as real but context-dependent phenomenon	Critical analysis, combining empirical and contextual study	Explores systemic influences on EI and managerial effectiveness

 

n conclusion, emotional intelligence as a facet of managerial competence is multifaceted and its understanding varies by research philosophy. Positivism emphasizes measurable impact, interpretivism focuses on lived experience and meaning, pragmatism on practical application, and critical realism on contextual and structural influences. Together, these perspectives enrich the study and practice of EI in management."

My question 2: "With regard to our discussion topic, please clarify a bit how the research design will differ, via different research philosophy perspectives, on the following MBA dissertation topic: "to assess how emotional intelligence affects the middle-manager's managerial competence in 4-star hotels in Hong Kong in 2025"."

The reply: "For the MBA dissertation topic "to assess how emotional intelligence affects the middle-manager's managerial competence in 4-star hotels in Hong Kong in 2025," the research design will differ significantly depending on the chosen research philosophy. Here’s how each philosophy would shape the research design:

1. Positivism

• Research Design: Quantitative, structured, and hypothesis-driven.

• Data Collection: Use standardized, validated EI measurement tools such as the MSCEIT or EQ-i to objectively assess emotional intelligence levels of middle managers. Managerial competence could be measured via performance appraisals, 360-degree feedback, or objective KPIs from hotel records.

• Sampling: Large, random or stratified sample of middle managers across multiple 4-star hotels in Hong Kong to ensure generalizability.

• Analysis: Statistical techniques (e.g., regression, correlation, structural equation modeling) to test the relationship between EI scores and managerial competence outcomes.

• Goal: To establish causal or correlational relationships and produce generalizable findings about how EI affects managerial competence in this context.

2. Interpretivism

• Research Design: Qualitative, exploratory, and inductive.

• Data Collection: In-depth interviews, focus groups, or ethnographic observations with middle managers and their colleagues to understand how they perceive and enact emotional intelligence in their managerial roles.

• Sampling: Purposive sampling targeting managers with diverse experiences in 4-star hotels to explore varied perspectives.

• Analysis: Thematic or narrative analysis to interpret meanings, experiences, and social interactions related to EI and managerial competence.

• Goal: To uncover the subjective, contextualized understanding of EI’s role in managerial competence, emphasizing lived experience and social construction of EI in the hotel setting.

3. Pragmatism

• Research Design: Mixed methods combining quantitative and qualitative approaches.

• Data Collection: Quantitative measurement of EI and managerial competence (as in positivism) complemented by qualitative interviews or case studies to explore how EI is applied in practice by middle managers.

• Sampling: Combination of purposive and random sampling to balance depth and breadth.

• Analysis: Integrate statistical analysis with thematic qualitative analysis to provide a comprehensive view of EI’s impact and practical relevance.

• Goal: To generate actionable insights that inform both theory and practice, focusing on how EI competencies can be developed and used effectively in hotel management.

4. Critical Realism

• Research Design: Explanatory and theory-driven, combining empirical data with critical analysis of social structures.

• Data Collection: Mixed methods or qualitative methods focusing on uncovering underlying mechanisms—such as organizational culture, power dynamics, and systemic factors—that influence how EI affects managerial competence.

• Sampling: Purposive sampling to include managers and other stakeholders (e.g., HR, senior leadership) to understand contextual influences.

• Analysis: Retroduction and abductive reasoning to identify causal mechanisms and structural conditions shaping EI’s role in management.

• Goal: To explain not only if and how EI affects managerial competence but also why, by situating individual capabilities within broader organizational and social contexts.

Summary Table of Research Design Differences

  

Philosophy	Research Design	Data Collection Methods	Sampling Approach	Analysis Techniques	Research Aim
Positivism	Quantitative, hypothesis testing	Standardized EI tests, performance data	Large, random/stratified	Statistical correlation, regression	Measure and generalize EI's effect on competence
Interpretivism	Qualitative, exploratory	Interviews, focus groups, observations	Purposive, diverse	Thematic, narrative analysis	Understand subjective meaning and context
Pragmatism	Mixed methods	Quantitative + qualitative	Mixed sampling	Integrated statistical + thematic	Practical insights for theory and application
Critical Realism	Explanatory, theory-driven	Mixed/qualitative + organizational data	Purposive, multi-stakeholder	Retroduction, abductive reasoning	Explain mechanisms and contextual influences
Philosophy	Research Design	Data Collection Methods	Sampling Approach	Analysis Techniques	Research Aim
Positivism	Quantitative, hypothesis testing	Standardized EI tests, performance data	Large, random/ stratified	Statistical correlation, regression	Measure and generalize EI's effect on competence
Interpretivism	Qualitative, exploratory	Interviews, focus groups, observations	Purposive, diverse	Thematic, narrative analysis	Understand subjective meaning and context
Pragmatism	Mixed methods	Quantitative + qualitative	Mixed sampling	Integrated statistical + thematic	Practical insights for theory and application
Critical Realism	Explanatory, theory-driven	Mixed/qualitative + organizational data	Purposive, multi-stakeholder	Retroduction, abductive reasoning	Explain mechanisms and contextual influences

In essence, positivism would prioritize measurable, generalizable data on EI’s impact; interpretivism would explore how managers personally experience and enact EI; pragmatism would combine both to produce actionable knowledge; and critical realism would seek to explain deeper structural causes behind the observed effects of EI on managerial competence in Hong Kong’s 4-star hotel context."

A collection of blog notes on using chatgpt for research purpose.