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Abstract

Effective managers are scarce resources of organizations. Successful organizations compete with each other to recruit and retain them. Their ability to manage the organization affects the performance of employees. The purpose of this research is to investigate the relationship between emotional intelligence of managers of innovative organizational culture and employee performance in University of Medical Sciences. The research methodology is a correlation-based descriptive method. There are 1472 employees and 110 managers at the University of Medical Sciences, which makes up the statistical population of the study. Employees will be chosen at random. The Karjesi and Morgan table is used to calculate the sample size using the stratified random sampling method. In total, 86 managers are equal to 41.74% of independent managers and 59.25% of non-profit managers and 344 employees, which are equal to 42.74% of employees of the University of Medical Sciences and 58.58% of non-profit employees. This research conducts some research tools all of which had acceptable validity and reliability. Spearman and Pearson correlation statistical methods were used for data analysis. The current research has reached this conclusion with 95% and 99% certainty that there is a relationship between the variables of emotional intelligence and innovative organizational culture with the job performance of University of Medical Sciences employees. Also, a positive and meaningful relationship has been observed between the components of emotional intelligence (intrapersonal adaptation and stress management) and the components of innovative organizational culture, creativity and innovation with the job performance of employees.