Date of Award

Spring 4-2016

Document Type


Degree Name

Doctor of Education (EdD)


Organizational Leadership

First Advisor

Dr. Doug DeVore

Second Advisor

Dr. Richie Romero

Third Advisor

Dr. Eric Rabitoy


ABSTRACT Emotional Intelligence: A Leader’s Impact on Productivity in a Distribution Environment by Herbert Callahan Purpose: The purpose of this qualitative study was to explore and describe the impact of a supervisor’s Emotional Intelligence on the performance of the associates that work for them within a distribution environment. The research design will include assessing a supervisor’s levels of emotional intelligence through the administration of the Emotional Intelligence Appraisal®–Me Edition and will include the gathering of data through semi-structured interviews from identified associates that work with them. Methodology: Convenience purposeful sampling was used to identify supervisors within a distribution environment. A qualitative, multiple case study approach was used where feedback gathered through semi structured interviews with associates and the results of the Emotional Intelligence Appraisal®–Me Edition administered to supervisors was used to explore and describe the impact the emotional intelligence of the supervisors has on the associate’s performance. Findings: On average, the associates interviewed identified the attributes of emotional intelligence, when displayed by their supervisor, as having a significant impact on their performance. The domains of self – awareness, self – management, and social awareness were identified as having either a significant impact or some impact on their performance. Relationship management behaviors were identified as having the most direct and positive impact on associate’s daily performance within a distribution center. vi Conclusions: Supervisors that display emotionally intelligent behaviors, such as self-awareness, self-management, social awareness, and relationship management, when working with associates, within a distribution environment, have a positive impact on the associate’s daily performance. Implication for Action: Those responsible for training and within an organization, should develop programs that help identify and develop levels of emotional intelligence amongst the supervisors. They should ensure there is funding to create an ongoing means of training and development that allows its leaders to develop the appropriate occupational skillsets. In addition to providing training, organizations should ensure that there is a method of evaluating the environment, such as taking environmental surveys, and should incorporate behavioral assessments that helps identify how supervisors will respond in conflict or how they positively engage associates.