MAHSA UNIVERSITY

THE RELATIONSHIP OF EMOTIONAL

INTELLIGENCE AND WORK STRESS AMONG POLICE
OFFICERS IN TAMPIN, NEGERI SEMBILAN

NADIAH BINTI AZHAR

BBA

APRIL 2018
 CHAPTER FOUR

FINDINGS AND ANALYSIS

4.1 Chapter Overview

The data from the research samples are examined in this chapter. The major data
collecting methods are questionnaires and library research. The conclusions are based on the
report's study goals. The technique of data analysis is previously specified in the methodology
chapter.

4.2 Results

This study's findings will be discussed in two parts. The first part summarises the data
from the descriptive analysis in terms of frequency, percentage, and average. The second part
discusses the inferential study's findings, including one-way ANOVA and Pearson's correlation
coefficient. Tables and graphics with precise explanations show the analysis's findings. This
chapter includes both descriptive and inferential analysis in its assessment of the study's findings.

4.2.1 Descriptive Analysis

This section summarizes the findings of in-depth analyses of the distribution of

frequencies, percentages, and demographic values for personal information, as well as the
distribution of interview participants by service duration, emotional intelligence level, job stress,
and commitment to the work of the police officers.

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4.2.1.1 Analyses of Personal Data

The respondent's information or profile is a tool for more precisely defining the
respondent's demographic history. Although the questionnaire covers the personal information of
twelve respondents, only two critical pieces of information will be discussed in this section,
which include:

a) Gender Distribution of Respondents

Table 4.1: Gender distribution of respondents' responses in terms of frequency

Item Frequency Percent (%)

Male 143 88.2
Female 17 11.8
Total 160 100

The dispersion of frequencies as well as the number of respondents by gender is shown in

Table 4.1. It has been determined that the bulk of respondents in this survey, 143 individuals
(88.2 percent), were male, while the remainder (11.8 percent) were female. This data indicates
that there are more male police officers than female police officers at Tampin police station. The
bar chart below illustrates this.

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 Figure 4.1: Gender Distribution of Respondents

b) Frequency Distributions by Service Period

Table 4.2: Frequency Distribution by Service Period

Item Frequency Percentage (%)

Short 30 18.5

Medium 7 4.3

Long 125 77.5

Total 160 100

According to Table 4.2, the study revealed a total of 30 people (18.5 percent) who served
for one to ten years. Simultaneously, seven individuals (4.3 percent) who serve between 11 and
21 years are classified as medium-term. A total of 125 (77.5 percent) individuals served in the
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military for a prolonged period of time when they were 21 years or older. It indicates that the
police officers at Tampin police station are knowledgeable and competent in the field of law
enforcement. The bar graph provides a more accurate depiction of the situation.

4.2.2. Results of a Descriptive Analysis of Emotional Intelligence Stages

This section delves into the research findings for each of the respondents' emotional
intelligence objects. The study's findings indicate that Tampin police officers possess emotional
intelligence. The study is concentrated on the distribution of the acquired frequencies,
percentages, and averages for each component. Respondents were assessed on the following
areas of emotional intelligence for the section on emotional intelligence:

i. Self – awareness
ii. Self-regulation
iii. Self-motivation
iv. Empathy
v. Social skills

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i. Self – Awareness

Table 4.3: Result Analysis of Self - Awareness

Level Frequency (n) Percentage (%)

Low 160 100

High - -

Total 162 100

According to the data in Table 4.3, a total of 160 individuals had a poor level of
emotional intelligence (100 percent). It is incapable of comprehending and accepting one's
emotions.

ii. Self – regulation

Table 4.4: Result Analysis of Self - regulation

Level Frequency (n) Percentage (%)

High 74 46.2

Low 86 53.8

Total 160 100

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 According to the research on the findings of dimensional emotional intelligence
managing their own emotions in Table 4.4 above, 74 (46.2 percent) of police officers have high
levels of dimensional emotional intelligence regulating their own emotions, while 86 (53.8
percent) have low levels.

iii. Self – Motivation

Table 4.5: Result Analysis of Self - Motivation

Level Frequency (n) Percentage (%)

High 150 92.8

Low 10 7.2

Total 160 100

According to assessments of the results of the emotional intelligence component of self-

motivation in Table 4.5 above, 150 (92.8 percent) of police officers have a high degree of
emotional intelligence in this dimension, whereas 10 (7.2 percent) have a low level.

iv. Empathy

Table 4.6: Result Analysis of Empathy

Level Frequency(n) Percentage (%)

High 148 92.2

Low 7 12 7.8

Total 160 100

 According to a study of the Dimensional Emotional Intelligence data in Table 4.6, 148
(92.2 percent) police officers possess dimensionally high-level emotional intelligence, with 12
persons (7.8 percent) recognising the feelings of others.

v. Social Skills

Table 4.7: Result Analysis of Social Skills

Level Frequency (n) Percentage (%)

High 156 97.3

Low 4 2.7

Total 160 100

According to an overview of emotional intelligence in the dimension of social

interactions, as shown in Table 4.7, 156 (97.3 percent) of police officers have a high level of
emotional awareness in the dimension of social connections with others, whereas 4 (2.7 percent)
have a low level.

4.2.3. Results of a Descriptive Analysis of Workplace Stress

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 Table 4.8: Result of Work Stress Level

Level Frequency (n) Percentage (%)

High 46 30

Low 114 70

Total 160 100

According to the research into police job stress levels in Table 4.8 above, 46 (30%)
employees are experiencing high levels of work stress, whereas 114 (70%) are experiencing low
levels of work stress.

4.2.4. Results of a Descriptive Analysis of Work Commitment

Table 4.9: Result Work Commitment

Level Frequency (n) Percentage (%)

High 114 70.2

Low 46 29.8

Total 160 100

According to the study of the degree of work commitment in Table 4.9 above, 114 (70.2
percent) police officers demonstrate a high level of dedication, while 48 (29.8 percent)
demonstrate a low level.

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4.3 Inference Analysis

Inference analysis is conducted to identify the outcome of created hypotheses. Several

statistical techniques were utilised, including one-way ANOVA and Pearson correlation. Among
them, as detailed below:

4.3.1 Hypothesis Testing 1

H0: There is a significant link between the emotional dimension of self-awareness and work
commitment among police officers.

Table 4.10: Pearson Correlation Test Results

For Self- Awareness with Work Commitment

Variables Work Commitment

Self- Awareness Emotions .023

** p < .01

The findings found no strong association between dimensional emotional knowledge and
emotional self-awareness with both the work and police officers at Tampin police station (r =
023, p > 0.05). It indicates that police officers are unaware of their feelings when conducting
their tasks.

4.3.2 Hypothesis Testing 2

H1: There is a significant link between the emotional dimension of self-regulation and work
commitment among police officers.

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 Table 4.11: Pearson Correlation Level Test Results
Of Self – regulation with Work Commitment

Variables Work Commitment

Self – regulation -.224**

** p < .01

The study's findings suggest that the emotional intelligence component of self-regulation
has a significant negative correlation with work engagement (r = 0.224, p.01). The study's
findings effectively refuted this null hypothesis and bolstered the alternate hypothesis of a strong
functional connection between emotional intelligence and emotion control. It demonstrates that
police officers can maintain emotional control while performing their duties. On the other side,
security personnel who are unable to manage their emotions demonstrate a high level of job
devotion. The emotional intelligence required to manage one's own emotions suggests that the
association (r = -.224) between job commitment and emotional intelligence is acceptable.

4.3.3 Hypothesis Testing 3

H2: There is a significant link between the emotional dimension of motivation and work
commitment among police officers.

Table 4.12: Pearson Correlation Level Test Results

Of Self-Motivation
Dimension with Work Commitment

Variables Work Commitment

Self – Motivation .078

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 ** p < .01

Among police officers, there was no significant connection between emotional awareness
of the self-motivation factor and work engagement. The research revealed that the self-
motivating dimension of emotional intelligence had no significant association with job
commitment (r = 0,078, p, 05). As a consequence, the study's findings failed to disprove the null
hypothesis, indicating that emotional intelligence in the dimension of self-mobility had no
bearing on the work of Tampin police officers.

4.3.4 Hypothesis Testing 4

H3: There is a significant link between the emotional intelligence factor of empathy and work
commitment among police officers

Table 4.13: Pearson Correlation Level Test Results

Of Empathy with Work Commitment

Variables Work Commitment

Empathy -.077

** p< .01

Correlation analyses revealed no beneficial relationship between police officers'

dimensional emotional experience of empathy and their work dedication. The study revealed no
significant association between dimensions emotional intelligence empathy and job participation
(r = 0077, p 05). As a result, the results of the study failed to disprove the null hypothesis.
However, dimensional emotional intelligence empathy does not appear to have a significant link
with work commitment. This demonstrates that police officers are unaware that other people's
sentiments may not always imply their dedication to job.
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4.3.5 Hypothesis Testing 5

H4: There is a significant link between the emotional intelligence dimension of social skills
and work commitment among police officers.

Table 4.14: Pearson Correlation Test Results Level

Of Social Skills with Work Commitment

Variables Work Commitment

Social Skills -.100

**p < .01

Correlation studies revealed no statistically significant relationship between the

emotional intelligence components of social skills and the job of police officers. According to

the study's findings, there is no significant link between emotional intelligence and job

dedication (r = 0.100, p.05). As a result, the study's findings failed to refute the zero hypothesis,

demonstrating that police officers with social skills had no link to their job obligations.

4.3.6 Hypothesis Testing 6

H5: There is a strong correlation between work stress and work commitment among police
officers.

Table 4.15: Pearson Correlation Test Results For

Work Stress and Work Commitment

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 Variables Work Commitment

Work Stress .370*

The correlation data established a critical relationship between job stress and the police
officers' commitment. Tension has a strong positive connection with job engagement (r=.370,
p.01), according to research. As a consequence of the study's findings, the null hypothesis was
effectively rejected and the alternative hypothesis, that stress has a critical association with a
dedication to work, was adopted. This demonstrates that police officers who are overworked
frequently exhibit a high level of job devotion. On the other hand, police officers with minimal
work stress have a moderate level of job dedication. These findings indicate that police officers'
job stress is positively related to their work dedication (r = 370).

4.4 Conclusion

This chapter discusses the statistical analysis findings using descriptive and analytical
approaches. The test findings suggest that the degree of emotional intelligence varies a little
according to the duration of a police officer's employment. Nonetheless, the emotional control
component is inextricably related to the qualities of emotional intelligence associated with a
commitment to function. Additionally, occupational stress is associated with police officers'
work activities. The findings show that a police officer who lacks emotional control is associated
with significant workplace stress and has a strong commitment to work, and vice versa. When
employment stress is low, job commitment is likewise low. This is because work-related stress
contributes to an individual's overall sense of fulfilment.
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