This study explores the relationship among Emotional Intelligence (EI) (consisting of perception and appraisal, facilitating thinking, understanding emotions, and regulating emotions), Personality Structure (FFM) (consisting of extroversion, agreeableness, conscientiousness, neuroticism, and openness to experiences), Ethnic Identity, Organizational Context (OC), and Perceptions of Organizational Diversity. It is hoped that by examining the impact of individual personality structures, as well as, ethnic identity and organizational context as precursors to individual perceptions between EI, Personality Structure, and diversity and affirmative action, a more coherent method of analysis is created allowing organizations to identify specific factors contributing to affirmative action and diversity program acceptance or rejection by employees.
Using a sample consisting of graduate and undergraduate students from three local universities, this study examines the relationship between an individuals’ level of emotional intelligence, personality characteristics, ethnic identity strength, perceptions of their organizational affirmative action and diversity context, and their overall perceptions of affirmative action and diversity.
The data collected for this study was analyzed using the following statistical tests: (a) Descriptive analysis was performed on all demographic variables, (b) Reliability estimates were calculated for each continuous variable, (c) Correlation analysis was used to identify relationships between the continuous variables, (d) ANOVA analysis was used to identify mean difference between demographic groups’ perception of diversity and affirmative action, and (e) Regression analysis was performed, to verify the existence of the moderating effect of ethnic identity and organizational context.
The results of the study indicated that there is a significant relationship between perceptions of diversity and affirmative action and (a) the emotional intelligence dimensions of facilitating thinking, understanding emotions, and regulating emotions, and (b) the BFI dimensions of agreeableness and openness. The results of the regression tests found that both ethnic identity and organizational context have a significant moderating effect on the relationship between the independent variables of EI and BFI, and the dependent variable of perceptions of diversity and affirmative action.
Even though this investigation did not provide support for all hypotheses presented in the study, it does provide solid evidence for the continuing investigation of the relationships between the variables identified and analyzed in this study.