Ethics Of A Code Of Conduct - 903 Words

It has been brought to my attention that during the merger between UWEAR and PALEDEMIN that neither company has been working with a code of conduct. As we all know the Code of Conduct reflects upon the ethical culture of an organization, which is taken from the company mission statement. This meeting is in part to address this concern and to deliver the importance of having a Code of Conduct in place, which will be beneficial for both UWEAR and PALEDEMIN. This is not to imply that unethical conduct has been taking place in either company, by having code of conduct in place will help to ensure professional behavior will take place at all time during and throughout this transition phase. This meeting is to help facilitate both UWEAR and PALEDEMIN in crafting, publishing and executing a code of conduct based upon the cultural ethic of both company combined. The purpose for a code of conduct is to help the organization to establish the assurance within a company, it will also touch u pon the cultural ethics of the company while maintaining the legal and ethical policies and system for the decision making process. Not to exclude the core values and principle of the company, this will be established by a committee, here they will analysis the codes of conduct and bring them back yearly. The core purpose of the code of conduct lays out what the ethical behavior and legal concerns are for an organization. It is used to gage howShow MoreRelatedEthics And Code Of Conduct900 Words   |  4 Pagesindividuals develop a code of ethics based on their personal values and beliefs it is important that we always act in a manner that is appropriate to our code of ethics. This paper will talk about what a code of conduct is, my personal code of conduct, Entergy’s code of con duct, and why ethics statement is so important. Code of conduct â€Å"A code of conduct explains an organizationsRead MoreCodes Of Conduct And Code Of Ethics925 Words   |  4 Pagesexpertise which meet registration standards. There are distinctive competency standards, code of conduct and code of ethics for enrolled nurses, registered nurses and nurse practitioners. In addition, notations on the nurses registration limit their practice to a specific specialty such as those solely qualified to mental health nursing or paediatric nursing. As specified in the National Board standards and codes, registration requirements, relevant legislation, educational preparation, and contextRead MoreCode Of Ethics And Conduct1261 Words   |  6 PagesSummary The code of ethics and conduct is a written set of rules and regulations that provides guidance to employees of an organization on how to conduct themselves and carry out their duties in line with the organization’s principles. The code of ethics and conduct is also be backed up by suitable disciplinary actions. A code of ethics and conducts helps employees deal with ethical issues and other gray areas that they face as they execute their daily activities. An effective code of ethics and conductRead MoreCode Of Ethics And Conduct1564 Words   |  7 PagesEthics is defined in multiple ways. These are considered as rules or regulations which sense the right or wrong doing related to any individual. Ethics in professional life can be defined as the sense of a person with which is responsible for controlling that routine practice of a particular person with which he can distinguish between right and wrong (Resnik, 2011). In professional fields, the importance of ethics canâ€℠¢t be denied. Every profession makes use of certain guidelines on the basis ofRead MoreCode Of Ethics And Conduct1896 Words   |  8 PagesHEALTH OF A BUSINESS The Code of Ethics and Conduct of CheckPoint Software Technologies by Justice-Anyai June 2015 â€Æ' ABSTRACT The code of ethics and conduct is a written set of rules and regulations that provides guidance to employees of an organization on how to conduct themselves and carry out their duties in line with the organization’s principles. The code of ethics and conduct is also be backed up by suitable disciplinary actions. A code of ethics and conducts helps employees deal withRead MoreEthics As A Code Of Conduct880 Words   |  4 PagesEthics, in politics, can be used as a ‘code of conduct’ – a set of rules or norms for diplomatic behaviour. When considering ethics as a constraint on states and political institutions, it can be argued to be powerful and influential. However, the question of whether politics can be improved by ethics is debatable. The aim of this essay is to highlight evidence for and against the notion of whether ethics can constrain and improve politics through the use of realism and cosmopolitanism, their argumentsRead MoreCode Of Ethics And Profe ssional Conduct1274 Words   |  6 PagesReview of the Code of Ethics and Professional Conduct of BIP The Code of Ethics and Professional Conduct (CEPC) has been formulated on the basis of article 44, 45, 46, 47 of BIP constitution, to secure the rights and benefits of the Planners community in Bangladesh. CEPC not only provide guidance and support to the members of BIP on their lead in the professional field but also offers assurance to the client who avails the services of Planners. Members have the opportunity to express their opinionRead MoreEthics And Code Of Professional Conduct1598 Words   |  7 Pages(NMBA) Code of Ethics and Code of Professional Conduct. Failure to provide care within these parameters could lead to serious consequences for the patient and nurse themselves. Enrolled Nurses must work within certain legal and ethical parameters to ensure appropriate care is provided to patients and also so the nursing profession itself is upheld in a respectful and trusting manner. In order to work ethically, nurses are required to adhere to the code of ethics and code of professional conduct setRead MoreCode Of Ethics And Professional Conduct Essay1919 Words   |  8 PagesCode of Ethics and Professional Conduct Introduction Ethics and professionalism are the centerpieces of any organization that wants to conduct business in today’s global environment. The Project Management Institute (PMI) is an organization that believes in the principles that governs professional behavior and ethics. By a consensus decree of many countries worldwide; the PMI formed the Code of Ethics and Professional Conduct (CEPC) for project management. The CEPC became the standard that all projectRead MoreCode Of Ethics And Moral Conduct2316 Words   |  10 PagesCode of Ethics and Moral Conduct By Tim Bowles OMM660 Business Ethics and Social Responsibility Instructor Prof. Andree Swanson June 27, 2015 Introduction Since morals and morality require conscious choices, man is the only animal who can be moral or immoral. Thus, man is the only animal who can consciously, or purposely make moral choices: to think or not to think, to produce or usurp, to benefit or hurt oneself or others. The meaning of moral is simple and direct (e.g., the productive

Your mom Free Essays

The old view (historians in the 1950’s) was that NAZI Germany was a â€Å"totalitarian† state. Hitler was the all-powerful dictator. Orders flowed downwards from Hitler. We will write a custom essay sample on Your mom or any similar topic only for you Order Now The system of government was like an efficient, well-oiled machine. Recent research by historians (1970’s/80’s) now disputes this view. It is now accepted that Nazi Germany was NOT a â€Å"well-oiled machine†. It was more like a medieval court – with a king (Hitler) surrounded by powerful barons (his leading subordinates). The barons constantly battled with each other. The king stayed above this conflict, occasionally backing one side or the other. The best way to get a decision was to get to Hitler personally. His orders, when he bothered to issue them, were all that counted in the last resort. This was a chaotic way to run a modern country. It was certainly NOT â€Å"totalitarian†! Historians are currently disputing these issues: 1) Some historians argue that despite the above â€Å"chaos†, Hitler’s will still counted above all else. Hitler was such a CHARISMATIC leader that he did not need to issue clear orders, but everyone knew, or could guess, what he wanted. In practice veryone in government tried to carry this out. This is the â€Å"intentionalist† viewpoint. Things happened inside Nazi Germany because Hitler them to. 2) Other historians say many decisions were taken inside Germany without Hitler’s will. People in government had to get on with the Job. Often Hitler Just had to accept what they had decided to do. This is the â€Å"weak dictator† interpretation. It is also sometimes called the argument: that the structures of government, not Hitler’s intentions, decided many issues. 3) Other historians argue that Hitler governed Germany in the way he did They argue it was a good way to â€Å"divide and rule. † While the â€Å"barons† were busy scrapping with each other, Hitler’s power would never be challenged by any of them. 4) A different point of view is that Hitler really WAS a â€Å"weak† dictator. He was indecisive so he tried to put off making decisions. The details of government work bored him. He preferred foreign affairs. So he left the boring day-to-day business of governing Germany to others. He only got involved when he had to, for example to settle disputes between his â€Å"barons. â€Å" How to cite Your mom, Papers

The Big City Essay Research Paper It free essay sample

The Big City Essay, Research Paper It was a wonder we had had for a long clip and had tried be aftering it for a long clip and kept seting it off because we had the bad feeling that we get in a batch of problem for making something that we were non supposed to make. We waited for the perfect clip for when we get our wonder out of our system and besides convey back a twosome of narratives. It all started in the summer of when we were traveling into nineth class. We started speaking about our experiences in the metropolis with our parents, and that was when we realized how deadening it was with our parents and said that we have a batch more fun if we merely went into the metropolis by ourselfs. We planned it out for a month or two and kept chickening out when we kept stating we were traveling to take the train into the metropolis. We will write a custom essay sample on The Big City Essay Research Paper It or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Finally one twenty-four hours we really did it, we got up about ten and cought the 10 30 train into the metropolis. On the manner there we were stating how dead we were traveling to be when we got back but after a piece Thursday e fear of getting in trouble past because we finally got off the train and started making our way throught the streets of New York. We basically spent most of our time in the village but we did spend some time in SoHo and in midtown. A one point someone decided to look at their watch and realized that if we weren’t home in an hour and a half that we were going to be killed by our parents. So we spent five min looking for a cab and when we could flag one down we just decided to run as fast as we could to penn station. It took us about 20 min to get ther and we almost missed the train but we made it and found our seats and just sat down and relaxed for the train ride home. When we got into the train station we saw that we had ten minutes to get home so we ran to my friends house which was right near the station and all caled our parents and made some excuse for why we didn’t check in for that day and we made it out alive. We all let out a big sigh of relief and spent th e rest of the day talking about our journey.

Thesis Chapter free essay sample

The call center industry is considered as one of the newest blooming industry in the Philippines, earning around US$I billion in 2005 alone. Although there has been a worldwide recession during the start of their industry, they have managed to grow notably and make a name. Presently, it has provided employment for 96,000 Filipinos. In fact, the Philippines is now considered the call center capital of the world (DOST- COT, 2012). Call center employees are required to display patience and empathy in dealing with their customers demands thus, employees who can manage their motions more effectively is much likely to perform better (Hang, Chance, Lam Nan, 2010). This type of Job requires telephone contact with the public and call center employees are expected to provide or perform emotional labor (Household; as cited in Deere, Iverson, Walsh 2002). They are expected to convey emotions based on what the organization expects from them and these emotions were intended to create the desired reaction from the customer. We will write a custom essay sample on Thesis Chapter or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Erickson and Wharton (as cited in Deere, Iverson Walsh, 2002) stated that the employees are expected to appear happy, nice and glad to be able to serve the customer even if they are experiencing negative emotions at the moment. The key feature of this type of work is conveying the emotions that were specified by the organization together with the rules of employment. Household (as cited in Deere, Iverson, Walsh 2002) claimed that the most probable outcome of performing emotional labor is Job-related burnout. The psychological health is crucial for good Job performance; however, it is often neglected in the call center industry both by employers and employee. Job reference is conceptualized as the level wherein an individual does ones role with consideration to the organizations standards (Knavery, as cited in Mishear Anaphora, 2010). Excessive Job demands and continuous hassles may result in a chronic state of physical and emotional depletion or the experience of emotional exhaustion. Emotional exhaustion is the core component of burnout and it has significant implications with the quality of ones work life and to the optimal functioning of an organization (Sahara, 1997; Shirrs, as cited in Byrne, Cropland, and Molder, n. D. ). The nature of call center Jobs which involves spending all day on the phone, dealing with people one after another is the primary source of stress to the employees because the nature of the Job is difficult (Iraqi Sure, 2008). Aside from the emotional exhaustion experienced by employees, this study also covers three possible factors, which might predict Job performance: emotional intelligence, civil status and Job ratification. Salvoes and Mayer (1990) provided definitions of emotional intelligence (E) : as the ability to perceive accurately, appraise, and express emotion; the ability to access and/or generate feelings when hey facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth. E able to manage their emotions so that they can be able to display the emotions desired by the organization (Hurt Moon, 2011). The variable civil status in this study refers specifically on the marital aspect of the individual; married or single. The last possible predictor of Job performance is ratification. Ratification refers to the repetition of the tasks performed in the Job which will be represented by customer purp ort representatives and technical support representatives. Call center agents within Metro Manila are asked to take part in the study. The participants are divided with equal representation for civil status and ratification of their Job. There are a total of 320 participants. Non-discriminative snowball sampling is used in selecting the participants. Three scales are utilized, each scale measures one construct, the variables measured are: emotional intelligence, emotional exhaustion, and Job performance. Statement of the Problem This proposed study determines the possible predictors of Job performance and the editing role of emotional exhaustion. Specifically, the study intends to answer the following questions: 1. Do the following significantly predict Job performance? Emotional intelligence b. Civil status c. ratification 2. Does emotional exhaustion mediate the relationship between Job performance and the following: a. Emotional intelligence Review of Related Literature The review of related literature focuses on studies which discuss the relationship of each predictor variables to Job performance. Each variable is defined and this section also includes results and discussions from previous studies that are erectly and/or closely related to the study. However, there is limited literature available on the relationship between the variable ratification and Job performance. Also, studies on the relationship of emotional intelligence to Job performance show inconsistent results. Job Performance Knavery (as cited in Mishear Anaphora, 2010) conceptualized Job performance as the level in which an individual performs ones role in consideration of certain standards set by the organization. It is the combined value of the discrete behavioral episodes that is performed by the individual for the organization over a standard interval of time (Motility, Barman, Schmitt, as cited in Sahara Regenerated, 2011) and is divided into two dimensions. The first dimension, task performance, refers to behaviors that are directly linked with Job completion and it consists of carrying out technical processes and maintenance and servicing of technical requirements. The second dimension is contextual performance; this dimension pertains to an individuals interpersonal behaviors or actions that benefit the organization. This dimension comprises different activities like helping and volunteering to carry out tasks (Motility et al. As cited in Sahara Regenerated, 2011). These dimensions lead to raising awareness about what contributes to an individuals overall performance in the workplace. Emotional Exhaustion Emotional exhaustion is a chronic state of physical and emotional depletion which results from excessive Job demands and continuous hassles (Shirrs, as cited in Byrne, Cropland, and Molder, n. ; Sahara; as cited in Wright and Cropland, 1998). It is a significant topic of interest for organizational researchers because it has important implications for the quality of work life and for optimal organizational injunction. Emotional exhaustion is one of the three components of burnout, a psychological response to work-related stress. The two other components are diversification and reduced personal accomplishment (Mascara, Schaeffer, Letter, as cited in Deere, Iverson, Walsh, 2002). Focusing on emotional exhaustion, even if it is Just one part of the three-component conceptualization of burnout, can be Justified by two issues. First issue is that, although past research about burnout was dominated by the three-component conceptualization as it elates to measurement of burnout, other researchers have questioned Machs three component conceptualization and other conceptualizations were proposed for the processes underlying burnout (Demerit, Beaker, Machinery, Schaeffer; Pines, Aarons, Carry; Shirrs, as cited in Byrne, Cropland Molder, n. D. Hellbender; as cited in Demerit Moister, 2010) and the second issue is that, even though the alternative conceptualizations vary in different ways, all of them included emotional exhaustion as a primary component of burnout (Hellbender, 2007). This suggests that emotional exhaustion is indeed central to the experience of burnout because it is the most consistent with its relationships with outside variables such as commitmen t and Job satisfaction (Corded Doughtier; Demerit; Green, Walked, Taylor; Lee Seaports; Hellbender; as cited in Wright Cropland, 1998). Although the three components are important, a growing number consensus based on previous research has concluded that emotional exhaustion is the key dimension of burnout (Corded Doughtier, as cited in Wright Cropland, 1998). According to Shirrs (as cited in Byrne, Cropland, Molder, n. D. ), the core meaning of burnout can be best found in the physical and psychological depletion that characterizes emotional exhaustion. He further noted that defining burnout as emotional exhaustion will help distinguish it from other social science concepts. Wright and Cropland (1998) focused on emotional exhaustion derived from the Conservation of Resources (CORE) theory that provided particular valuable insights on prolonged emotional exhaustion. The framework stated that emotional exhaustion is most likely to manifest if an individual experienced an actual resource loss, or a perceived threat of resource loss or if the individual had been in a situation where ones resources were inadequate to meet work demands, or when in a situation in which the return of an investment of resources were not obtained (Hobble, 1988 as cited in Wright Cropland, 1998). In a one-year longitudinal study conducted by Wright and Cropland (1998), and Job performance to emotional exhaustion. Wright asked social welfare workers employed by a large city on the West Coast of the United States (N = 64) to participate n the study by meaner of a direct contact procedure. The actual sample included 52 employees, representing a response rate of 81%. The mean age for this mostly male (69%) sample was 42 years; the mean tenure was 13 years. Emotional exhaustion was measured with Mascara and Jacksons (1986) nine-item emotional exhaustion scale (Mascara Burnout Inventory). This nine-item scale measured how often one feels emotionally overextended and exhausted by ones work. Results showed that emotional exhaustion was unrelated to Job satisfaction, it was associated with both performance and subsequent turnover. Multiple regression analysis further demonstrated that emotional exhaustion predicted both turnover and Job performance, even after negative affectively and positive affectively were controlled. Call center employees experienced high levels of emotional pressure and work- related strain, which caused poor performance as well as high turnover (Highs; Vary; Rose Wright; as cited in Hang, 2010). Emotional Intelligence The concept of emotional intelligence originated from Thorniness (1920) concept of social intelligence. Salvoes and Mayer (1990) provided definitions of emotional intelligence: as ones capability to clearly convey emotions, the ability to make sense of what one feels when processing a thought, the ability to comprehend and interpret emotion and emotional knowledge, and lastly, the ability to manage emotions in a way that enhances ones emotional and intellectual growth. There are two constructs of emotional intelligence (E): trait emotional intelligence and ability emotional intelligence (Peptides, Burnham Manville, 2007). Trait emotional intelligence which can also be called trait emotional self-efficacy focused on the motion -related dispositions and self-perceptions which are measured using self- report while the second construct, that is ability emotional intelligence or the cognitive-emotional ability focused on the emotion-related cognitive abilities which can be measured through maximum-performance tests. Trait El and ability El are different in terms of measurement and conceptualization because Trait El is measured using self-reports while ability El is performance-based and for their differences in conceptualization, Trait El is based on personality trait while ability El is based on the cognitive ability (Peptides et al, 2007). Emotional Intelligence on Job Performance According to Munchkins (as cited in Barbet, Barterer, See, 2004), there is a lack of literature on organizational behavior that focuses on the emotional aspect because people often see emotion as the complete opposite of logic. In line with this rising interest in emotions, studies have been conducted in which the role of emotional intelligence in individuals and organizational performance has been demonstrated (Bar-on; Coleman; as cited in Moon Hurt, 2011). Coleman (as cited in Moon Hurt, 2011) defined emotional intelligence as a competency of managing oneself and ones relationships with others, making effective teamwork, leading others, and forecasting the future, all of which had positive effects in terms of efficacy and Job performance. Emotional intelligence is important for employees because it is essential for them to be able to manage their emotions so they may be Individuals who are emotionally intelligent cope better with lifes challenges and job stresses, and therefore are psychologically and physically healthy. It was also suggested that emotional intelligence aids individuals in managing Job stress and remotes adaptability to challenging environments so that distress or burnout are avoided (Bar-on, as cited in Moon Hurt, 2011). Contrary to the previous studies mentioned, a study conducted by Gray (2010) showed that there was no statistically significant relationship between emotional intelligence and Job performance. The sample consisted of 268 call center (45 leaders and 223 raters) across different age and race groups. All of the participants completed the 3600 Emotional Competency Profiler (ESP.) in order to measure emotional intelligence whereas the Job performance data were obtained from the management team and an average score of their performance over a one-year period was examined. Civil Status on Job Performance The role of civil status on Job performance is still in need of more studies that will focus entirely on the relationship of the two. However, there are studies that are related to civil status and Job performance that offers different perspectives on how job performance varies depending on civil status. Johnston and Keeled (as cited in Russell Rush) 1987 said that married individuals may be perceived more favorably than singles because marriage is received with high value, a desired characteristic and as an important state for the development of an individual. Russell and Rush (1987) asked 160 male and female undergraduates to provide performance evaluations and attributions for a poor- performing stimulus employee depicted as male or female, either single or married. Results showed no significant difference between the evaluation of the males and females. However, when it comes to civil status, it shows that married mothers were evaluated most favorably while single females were least favorably evaluated. Their endings were interpreted through the societal values individuals have regarding employment and civil status. Being employed is positively evaluated because individuals perceive it as a factor that contributes to an individuals sense of life satisfaction and positive mental health. Ratification The forms of service that call center employees provide may vary from providing inbound or outbound services and the management practices of the call center companies (Bait; Wood, Holman Stride; as cited in Hang et al. 2010). Majority of the work they provide is characterized by high degrees of ratification and employee control (Knights McCabe; Taylor Pain; Franken, Corrosions, Shire Tam; Holman Fernier; Taylor, Baldly, Pain Ellis; as cited in Hang et al. , 2010). The repetitive nature of the tasks performed in call centers is a distinctive feature of the Job (Jennie, Hutchison, Purcell; Taylor Pain; as cited in Deere et al. 2002) which led to the expectation that employees in cal l centers will have higher level of emotional exhaustion due to its lacking of task variety and routinely nature (Wharton, as cited in Deere et al. , 2002). Emotional Intelligence, Emotional Exhaustion and Job Performance particularly relevant to work behavior in call centers, because abilities to manage relationships and to show empathy and social sensibility when needed are the prerequisites for good performance in the call center workplace. Employees who are high in Emotional Intelligence (E) have lower risk of experiencing emotional exhaustion and burnout. The reason behind this is that, employees high in El have better interpersonal skills and are more able to tolerate emotional pressure which implies that employees high in El will probably exhibit higher performance at work. Based on a study conducted by Highs (2004), El was positively related to individual performance. The data were collected from 289 call center employees in the I-J. In addition, Van Roy and Visceral (2004, as cited in Hang et al. , 2010) proposed that emotional intelligence should be a predictor of burnout (p. 87) which in turn may influence the work performance of employees. Hang et al. (2010) hypothesized that in call centers, burnout may be an intermediate variable that mediates the relationship between emotional intelligence and work performance. They examined the Joint effect of leader-member exchange ELM) and emotional intelligence (E) on burnout and work performance. Results based on data collected from 493 leader-member dyads in the call center of a large Chinese telecommunication company indicated that ELM was negatively related to burnout, in which the variable emotional exhaustion is a component, and was not significantly related to objective work performance. Furthermore, the effects of the four dimensions of El (self emotion appraisal, other-emotion appraisal, use of emotion, and regulation of emotion) on burnout and performance was examined and found that burnout mediated the link between use of emotion and work reference. (Hang, et. Al , 2010) A study conducted by Moon and Hurt (2011) examined how emotional intelligence (E) affects emotional exhaustion (burnout) resulting from emotional labor, and how emotional exhaustion influences an individuals Job performance in terms of organizational commitment and Job satisfaction. The participants include retail sales employees who had worked at major department stores (Lotto, Shingle, and Kayaking) in South Korea for at least one year. They were asked to complete a self-administered survey. Results showed that the three factors of emotional intelligence appraisal of motions, optimism, and social skills were negatively associated with emotional exhaustion, which was also negatively related to Job performance. In addition, the mediating effect of emotional exhaustion was confirmed in the relationship between job performance and appraisals of emotions, optimism, and social skills as factors in emotional intelligence. The literature discussed in this chapter presents observed relationships between the variables and Job performance, and the mediating role of emotional exhaustion. Researches stated that emotional exhaustion being the core component of burnout an lead to deterioration of ones Job performance. In previous studies, researchers also pointed out that emotional intelligence has an existing role on a persons individual and organizational performance. Likewise, civil status affects Job performance of individuals. However, the results of the studies about civil status and job performance are not consistent whether married people or those who are single The diagram shows the predictor variables, emotional intelligence, civil status and ratification, the possible mediating variable; emotional exhaustion, and the criterion variable; Job performance. The solid lines indicate relationships between variables that are supported by literature. The broken lines indicate that no related literature shows the relationship between the two variables. The diagram shows the predictor variables, emotional intelligence, civil status and ratification, the possible mediating variable; emotional exhaustion, and the criterion variable; Job performance. The solid lines indicate relationships between variables that are supported by literature. The broken lines indicate that no related literature shows the relationship between the two variables. Figure 1 . The variables emotional intelligence, civil status and ratification are predictors of Job performance among call center agents in Metro Manila with emotional exhaustion as a mediating variable. The predictor variables are emotional intelligence, civil status and ratification. Emotional intelligence is ones capability to clearly convey emotions, the ability to make sense of what one feels when processing a thought, the ability to comprehend and interpret emotion and emotional knowledge, and lastly, the ability to manage emotions in a way that it enhances ones emotional and intellectual growth (Mayer amp; Salvoes, 1990). In this study, civil status pertains to individuals who are married or single by law. Ratification encompasses how patterned and monotonous the nature of an employees work is. It pertains to the nature of work that the individual is engaged in, which may vary depending on whether the call center agent is a customer support representative or technical support representative. The criterion variable is Job performance, which is the level wherein an individual does ones role with consideration to the organizations standards (Knavery, as cited in Mishear and Anaphora, 2010). The predictor variables and the criterion variables are mediated by emotional exhaustion which is defined as a chronic state of physical and emotional depletion which results from excessive Job demands and continuous hassles (Shirrs, as cited in Byrne, Cropland, and Molder, n. D; Sahara; as cited in Wright and Cropland, 1998). Hypotheses 1. The following variables significantly predict Job performance a. Emotional intelligence 2. Emotional exhaustion mediates the relationship between Job performance and emotional intelligence, civil status, ratification.