This study determined the emotional quotient in relation to job performance of faculty and supervisors of selected universities and colleges in Region III for the S.Y. 2010-2011. The research utilized descriptive survey method. Three hundred forty- two (342) faculty members and forty-nine (49) supervisors were selected as respondents. The questionnaire was used as the specific tool in gathering information of the profile variables and emotional quotient of the respondents, while the job performances of the respondents were taken from their individual performance rating report for the schoolyear 2010-2011. Percentage, average weighted mean, Pearson Product, T-test and Analysis of Variance (ANOVA) were used to analyze and interpret data. Majority of the faculty-members were female in their early adulthood, married, masters graduates, employed in the university for about 15 years and with academic ranks of Instructor I. The supervisors were generally female, in their middle adulthood, married, doctoral graduates, in the academe for 25 years and with Academic Ranks of Assistant Professor I.Both faculty and supervisors perceived themselves to have very high emotional competency in the five areas: self-awareness, self-management, self-motivation, empathy and relationship management. Both faculty and supervisors are rated very satisfactory in their job performance based on Performance Report for SY 2010-2011. It is recommended that the institutions should provide more relevant seminars and trainings or programs for the enhancement of the Emotional Quotient of faculty and supervisors. The Human Resource Management may conduct a study using Emotional Quotient instruments to determine if job performance benefits from high emotional competency. Research possible reasons of the very high description of their emotional competency were not translated to equal work performance. Conduct another study among other SUC’s of Region III. It is suggested that future research be done using the same domains of competency used in this study through peer rating questionnaire to ascertain or validate the perception of faculty and supervisors on self-administered questionnaire.
