Assignment 4

Research Methods for PM

Submitted by

Qurat-ul-ain-Rahman: MPM203011

Submitted to:

Dr. Khurram Shahzad

24th/April/2021

Department of Management Sciences

Capital University of Science and Technology, Islamabad
Spring 2021
Emotional Intelligence and Project Success: Mediating Role of Trust
and Moderating Role of Risk Management

Qurat-ul-ain-Rahman
MPM203011, Spring 2021, CUST
ainerahman94@gmail.com

Abstract

Purpose: This study aims to analyze the effect of Project managers’ emotional intelligence on
the success of the project. Moreover, this research also explores the mediating role of trust in
teams and the moderating role of risk management.

Design/Methodology/Approach: The convenience sample was used to conduct the survey in

order to collect the data of 200 employees from construction sector. The analysis of the results
was done through regression and correlation techniques.

Findings/Results: The findings revealed that there is a positive correlation between project
managers’ emotional intelligence and success of project. In addition to it, trust act as a mediator
between the two. Whilst risk management plays a moderating role.

Practical Implications: These findings contribute to the body of knowledge on emotional

intelligence and based on these findings it has been suggested to the top management that they
must increase their emotional intelligence power to increase the chances of project success and
additionally must be aware of role of trust and risk management.

Originality/Value: This research holds its novelty as for the first time it would see the
moderating role of risk management on emotional intelligence and project success.

Keywords: Emotional intelligence, trust, risk management, project success.

 Capital University of Science and Technology, Islamabad
Faculty of Management Sciences
Dear Respondent,
I am a student of MS program and currently doing my research entitled “Emotional Intelligence
and Project Success: Mediating Role of Trust and Moderating Role of Risk Management”. You
are one of my potential respondent to collect the data and want your ten minutes out of your busy
schedule to fill this questionnaire. Data will remain confidential and use for academic purpose
only.
Qurat-ul-ain-Rahman
Researcher

Scale: Each item is measured against the five-point scale with the anchors labeled as: strongly
disagree =1. disagree = 2, neutral= 3, agree= 4, Strongly agree= 5. An “R” denotes a negatively
phrased and reverse–scored item.

Section A
EMOTIONAL INTELLIGENCE

Please insert a check mark (√ ) while keeping your current or duly completed project in
your mind.
1 I have a good sense of why I have certain feelings most of the 1 2 3 4 5
time.
2 I have good understanding of my own emotions. 1 2 3 4 5
3 I really understand what I feel. 1 2 3 4 5
4 I always know whether or not I am happy. 1 2 3 4 5
5 I always know my team members’ emotions from their 1 2 3 4 5
behavior.
6 I am a good observer of my team members’ emotions. 1 2 3 4 5
7 I am sensitive to the feelings and emotions of my team 1 2 3 4 5
members.
8 I have good understanding of the emotions of my team 1 2 3 4 5
members around me.
9 I always set goals for myself and then try my best to achieve 1 2 3 4 5
them.
10 I always tell myself I am a competent person. 1 2 3 4 5
11 I am a self-motivated person. 1 2 3 4 5
12 I would always encourage myself to try my best. 1 2 3 4 5
13 I am able to control my temper and handle difficulties 1 2 3 4 5
rationally.
14 I am quite capable of controlling my own emotions. 1 2 3 4 5
 15 I can always calm down quickly when I am very angry. 1 2 3 4 5
16 I have good control of my own emotions. 1 2 3 4 5

Wong, C.S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and
attitude. The Leadership Quarterly, 13(3), 243–274. 

Section B
Interpersonal Trust (Mediating Variable)

Please insert a check mark (√ ) while keeping your current or duly completed project in
your mind.
1 Management at my firm is sincere in its attempts to 1 2 3 4 5
meet the workers’ point of view.
2 Our firm has a poor future unless it can attract better 1 2 3 4 5
managers.
3 If I got into difficulties at work I know my workmates 1 2 3 4 5
would try and help me out.
4 Management can be trusted to make sensible decisions 1 2 3 4 5
for the firm’s future
5 I can trust the people I work with to lend me a hand if I 1 2 3 4 5
needed it.
6 Management at work seems to do an efficient job. 1 2 3 4 5
7 I feel quite confident that the firm will always try to 1 2 3 4 5
treat me fairly
8 Most of my workmates can be relied upon to do as they 1 2 3 4 5
say they will do.
9 I have full confidence in the skills of my workmates. 1 2 3 4 5

10 Most of my fellow workers would get on with their 1 2 3 4 5

work even if supervisors were not around.
11 I can rely on other workers not to make my job more 1 2 3 4 5
difficult by careless work
12 Our management would be quite prepared to gain 1 2 3 4 5
advantage by deceiving the workers.

COOK, J., & WALL, T. (1980). New work attitude measures of trust, organizational commitment and personal need
non-fulfilment. Journal of Occupational Psychology, 53(1), 39–52.

Section C
Risk Management (Moderating Variable)

Please insert a check mark (√ ) while keeping your current or duly completed project in
your mind.
1 Risks were escalated to senior management according to 1 2 3 4 5
guidelines.
 2 Risks were regularly re-assessed according to 1 2 3 4 5
guidelines, e.g. after specific events or after a certain
time interval.
3 The risk management process was regularly reviewed 1 2 3 4 5
and improved.
4 A formal feedback system was used to monitor the 1 2 3 4 5
execution of risk mitigation actions.
5 An early warning system was used to track critical risks 1 2 3 4 5
and decide on activating mitigation measures.
6 Risk mitigation plans are used for monitoring. 1 2 3 4 5
7 Tracking of error/issue/failure rates is used as a key 1 2 3 4 5
performance indicator to track risks.
8 Our RM is dynamic, iterative and responsive to change. 1 2 3 4 5
9 Our RM is systematic, structured and timely 1 2 3 4 5

Oehmen, J., Olechowski, A., Kenley, C. R., & Ben-Daya, M. (2014). Analysis of the effect of risk management
practices on the performance of new product development programs. Technovation, 34(8), 441-453.

Section D
Project Success

Please insert a check mark (√ ) while keeping your current or duly completed project in
your mind.
1 This project has/will come in on schedule. 1 2 3 4 5
2 This project has/will come in on budget. 1 2 3 4 5
3 The project results, or deliverables, are in line with 1 2 3 4 5
client objectives.
4 The project that has been developed performs as 1 2 3 4 5
intended (or, if still being developed, looks as if it will
work).
5 Given the problem for which it was developed, this 1 2 3 4 5
project seems to do the best job of solving that problem
– it was the best choice among the set of alternatives.
6 I am/was satisfied with the process by which this project 1 2 3 4 5
is being/was completed.
7 This project will have a positive impact on those who 1 2 3 4 5
make use of it.
8 The client is/will be satisfied with the project outcomes. 1 2 3 4 5
9 I am enthusiastic about the chances for success of this 1 2 3 4 5
project.

Pinto, J. K., Slevin, D. P., & English, B. (2009). Trust in projects: An empirical assessment of owner/contractor
relationships. International Journal of Project Management, 27(6), 638–648. 
DEMOGRAPHIC QUESTIONS

Please Circle the Appropriate Answer.

1. Gender:

A. Male B. Female

2. Marital Status:

A. Single B. Married

3. Age:

A. 20-30 B. 31-40 C. 41-50 D. 51-60

4. Work Status:

A. Full Time B. Part Time

5. Education:

A. Matric B. Intermediate C. Bachelors D. Masters E. Ph.D.

6. Years of job experience:

A. 1-5 B. 6-10 C. 11-15 D. 15-20 E. >20

Theoretical Framework

Emotional
Trust Project Success
Intelligence

Risk Management