This thesis investigated the relative importance of six emotional intelligence (EI) abilities comprising the Swinburne University Emotional Intelligence Test (SUEIT) in the prediction of (1) psychological resilience to negative life events, (2) romantic relationship adjustment and communication behaviour, and (3) employability skills. In Study 1, the strength of relationship between negative life events and distress varied across three latent classes, reflecting vulnerable, average, and resilient profiles. Graduated EI scores, in terms of emotional self-awareness, ability to express, and self-manage emotions, predicted membership to each class. Across the 414 survey respondents, these three EI abilities appeared to augment psychological resilience in the aftermath of negative life events. In Study 2, all six EI abilities were found to be weakly associated with dyadic adjustment, and moderately associated with eight relationship enhancing communication behaviours. The eight behaviours were themselves moderately to very strongly associated with adjustment. Mediation analyses revealed that each EI ability influenced dyadic adjustment through the communication behaviours it best predicted. Across the 116 romantic partners surveyed, those better able to express and self-manage emotion communicated in the most relationship enhancing ways. In Study 3, four of the six EI abilities were found to be differentially important in the prediction of seven Adaptive Performance dimensions, five Conflict Management strategies, three forms of Organizational Commitment, and seven Achievement Motivations. The abilities to think clearly under pressure, identify others' emotions, self-manage emotions, and manage others' emotions made valuable contributions, while emotional self-awareness, and the ability to express emotion, did not. Across the 105 workers surveyed, those with these four EI abilities appeared to have decidedly stronger employability skills, skills that distinguish between more and less successful workers of similar education and vocational experience, across all job families. These findings are largely consistent with EI theory, and with the small body of research to have examined similar effects in similar domains. Importantly however, the current findings offer much more specific insights into the relative importance of each EI ability in each context, and thus, the means by which emotional intelligence contributes to a psychologically healthy, intimately connected, and vocationally valuable life.

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Imago relationship therapy was originally applied to couples counselling by Dr Hendrix (1992, 1993). This model was applied to a group of senior managers from the Lonmin Platinum Mine to create an understanding of intrapersonal and interpersonal dynamics to reduce the conflict levels they experienced in the workplace. Imago theory is applicable to the workplace because of the influence of intrapersonal processes on interpersonal dynamics, which is the same influence that causes conflict in romantic relationships. Love relationships consist of three stages, namely romantic love, the power struggle stage, and the real love stage. In the organisational context, these stages are the initial excitement phase, the power struggle stage, and the conscious relating stage. The study aimed to obtain quantitative and qualitative data on the effects of the Imago theory programme presented to the group of managers. The study thus aimed to determine whether the managers experienced a shift in their consciousness after the programme had been presented. Furthermore, the study aimed to determine whether such a shift in consciousness would have an effect on the individuals’ overall emotional wellbeing and if it would increase their overall life satisfaction. Furthermore, the study investigates if the programme had a positive effect on their interpersonal relationships (particularly with their subordinates). Twenty-two senior managers and 22 subordinates participated in the study. Certain pre-tests were conducted, followed by the seven-module intervention. The same post-tests were conducted after the training had taken place. Quantitative and qualitative results were obtained. The quantitative results showed that the participants’ problem solving abilities improved and that they experienced marginally higher levels of life satisfaction. The reactivity levels experienced by the participants during conflict situations decreased, and their levels of marital satisfaction improved. The results also showed that the managers responded more positively to their subordinates after the intervention. Furthermore, the subordinates experienced their managers as being more flexible after the intervention. The qualitative results indicated that a shift in consciousness did take place as envisaged. The group understood both intrapersonal and interpersonal psychodynamics. They also willingly applied Imago concepts to improve their functioning in the organisational context. / Psychology / D. Litt. et Phil. (Psychology)

Imago relationship therapy was originally applied to couples counselling by Dr Hendrix (1992, 1993). This model was applied to a group of senior managers from the Lonmin Platinum Mine to create an understanding of intrapersonal and interpersonal dynamics to reduce the conflict levels they experienced in the workplace. Imago theory is applicable to the workplace because of the influence of intrapersonal processes on interpersonal dynamics, which is the same influence that causes conflict in romantic relationships. Love relationships consist of three stages, namely romantic love, the power struggle stage, and the real love stage. In the organisational context, these stages are the initial excitement phase, the power struggle stage, and the conscious relating stage. The study aimed to obtain quantitative and qualitative data on the effects of the Imago theory programme presented to the group of managers. The study thus aimed to determine whether the managers experienced a shift in their consciousness after the programme had been presented. Furthermore, the study aimed to determine whether such a shift in consciousness would have an effect on the individuals’ overall emotional wellbeing and if it would increase their overall life satisfaction. Furthermore, the study investigates if the programme had a positive effect on their interpersonal relationships (particularly with their subordinates). Twenty-two senior managers and 22 subordinates participated in the study. Certain pre-tests were conducted, followed by the seven-module intervention. The same post-tests were conducted after the training had taken place. Quantitative and qualitative results were obtained. The quantitative results showed that the participants’ problem solving abilities improved and that they experienced marginally higher levels of life satisfaction. The reactivity levels experienced by the participants during conflict situations decreased, and their levels of marital satisfaction improved. The results also showed that the managers responded more positively to their subordinates after the intervention. Furthermore, the subordinates experienced their managers as being more flexible after the intervention. The qualitative results indicated that a shift in consciousness did take place as envisaged. The group understood both intrapersonal and interpersonal psychodynamics. They also willingly applied Imago concepts to improve their functioning in the organisational context. / Psychology / D. Litt. et Phil. (Psychology)