Empirical Investigation of the Relationship between Emotional Intelligence, Organisational Commitment and Turnover Intentions

2020 ◽  
Vol 19 (02) ◽  
pp. 2050012 ◽  
Author(s):  
Susan Zeidan
Keyword(s):  
Emotional Intelligence ◽  
Individual Differences ◽  
Job Performance ◽  
Strong Correlation ◽  
Empirical Investigation ◽  
Turnover Intentions ◽  
Mental Ability ◽  
Organisational Commitment ◽  
The Mind ◽  
The Relationship

It can be observed that researchers in today’s generation have started to concentrate on what has previously been considered as the “soft” side of individual differences, including moods, feelings and emotions in relation to job performance. Emotional Intelligence (EI) as the software element of the mind is illuminated as a perspective and as a working construct. A lot of studies have correlated EI with job performance and mental ability, but some researchers believe that some concepts, such as organisational commitment, and turnover intentions, are still unexplored variables that need to be studied further especially in a non-western context. This study attempts to fill this gap by testing some of these links in the UAE. Data was collected from 321 employees of two large banks in the UAE and the analysis showed a strong correlation between all EI dimensions and turnover intentions. Results of the study also showed that organisational commitment mediated the relationship between EI and turnover intentions.

The Relationship Between Emotional Intelligence and Job Performance

2013 ◽  
Vol 20 (3) ◽  
pp. 412-423
Author(s):  
Meng CHEN ◽  
Ran BIAN ◽  
Li-Na WANG ◽  
Hong-Sheng CHE ◽  
Xuan-Hui LIN
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
The Relationship

Positive organizational scholarship in healthcare: The impact of employee training on performance, turnover, and stress

2019 ◽  
pp. 1-20
Author(s):  
Şenay Sahil Ertan ◽  
Harun Şeşen
Keyword(s):  
Job Performance ◽  
Turnover Intentions ◽  
Elderly Care ◽  
Employee Training ◽  
Organizational Outcomes ◽  
Workplace Stress ◽  
Equation Modeling ◽  
Positive Organizational Scholarship ◽  
Organizational Scholarship ◽  
The Relationship

AbstractBased on positive organizational scholarship in healthcare, this study examined the relationships between four dimensions of employee perception of training: workplace stress, organizational outcomes, job performance, and turnover intentions. We hypothesized that employee training perception would have a negative relationship with workplace stress and that stress would mediate the relationship between employee training perception, job performance, and turnover intentions. We obtained data on 317 elderly-care workers in Northern Cyprus and analyzed it using structural equation modeling. Employee training perception was negatively related to workplace stress, and stress was negatively related to job performance and positively related to turnover intention. In line with Job Demand-Resource theory (JD-R), workplace stress partially mediated the relationship between employee training perception and organizational outcomes. The study contributes to the literature by confirming that elderly-care organizations that provide training opportunities for employees can reduce workplace stress, build organizational strengths, and facilitate positive outcomes.

scholarly journals The Effect of Job Satisfaction on the Organisational Commitment of Administrators

2018 ◽  
Vol 9 (6(J)) ◽  
pp. 188-198
Author(s):  
L J Thabane ◽  
P Q Radebe ◽  
M. Dhurup
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Strong Correlation ◽  
Affective Commitment ◽  
Administrative Staff ◽  
Organisational Commitment ◽  
Moral Imperative ◽  
Continuance Commitment ◽  
The Relationship ◽  
Overall Job Satisfaction

Administrators are an important human resource in Higher Education because they perform various duties that are critical to the daily operations of universities. In light of this, organisational commitment and job satisfaction of administrators are essential for the efficiency and effectiveness of universities. Notwithstanding the critical relevance and necessity of organisational commitment and job satisfaction, there is evidence of paucity of research on these areas among administrative staff in the South African higher education sector. The objective of this study was to examine the relationship between organisational commitment and overall job satisfaction on the organisational commitment of administrators at a university in Gauteng. To achieve the aforementioned objective, a quantitative survey approach was used to examine the relationship between overall job satisfaction and organisational commitment. The selfadministered structured questionnaires were issued to 383 administrative staff members. Descriptive statistics was utilised to assess the levels of both organisational commitment and job satisfaction, results of which revealed that administrators were satisfied with and committed to the university. Spearman’s rho correlation analysis showed that there was a strong correlation between affective commitment and job satisfaction; and moderate correlations between job satisfaction and moral imperative. Similar strong correlation was observed between indebted obligation and job satisfaction. Conversely, a weak correlation occurred between job satisfaction and continuance commitment. Regression coefficients indicated that job satisfaction contributed positively to the prediction of affective commitment, moral imperative, indebted obligation and continuance commitment. Based on these findings, the recommendations and future research opportunities were suggested.

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Adrian Furnham ◽  
Luke Treglown ◽  
Daria Topic
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Structural Equation ◽  
Performance Appraisals ◽  
Performance Evaluations ◽  
Trait Emotional Intelligence ◽  
Peer Ratings ◽  
Content Type ◽  
And Performance ◽  
The Relationship

Purpose The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peers.

What Emotional Intelligence Does to Organizational Stress

2018 ◽  
pp. 38-56
Author(s):  
Shubhangini Rathore
Keyword(s):  
Emotional Intelligence ◽  
Strong Correlation ◽  
Focal Point ◽  
Role Stress ◽  
Workplace Stress ◽  
Organizational Stress ◽  
It Industry ◽  
Emotional Competencies ◽  
Organizational Role ◽  
The Relationship

The acknowledgement to develop emotional competencies of the workforce is a focal point of concern for human resource practitioners today. This chapter attempts to explore the relationship between organizational role stress and emotional intelligence in the Indian IT industry. Data was collected from a total of 250 employees, both managers and non-managers working in the Delhi NCR region. Emotional intelligence was measured by developing a scale consisting of 27 items. Stress was measured using the organizational role stress questionnaire comprising of 50 items. The results show a strong correlation between role stress and emotional intelligence. It was seen that by altering and increasing the levels of EI among the employees; workplace stress could be effectively reduced. There was also seen to be a and significant impact of emotional intelligence on organizational stress. Regression was applied to see the result of the EI variables on different factors of stress. It was seen that there is a significant impact of variables on organizational stress.

scholarly journals Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

2016 ◽  
Vol 23 (3) ◽  
pp. 373-391 ◽  
Author(s):  
Dave Bouckenooghe ◽  
Usman Raja ◽  
Arif Nazir Butt ◽  
Muhammad Abbas ◽  
Sabahat Bilgrami
Keyword(s):  
Job Performance ◽  
Work Stress ◽  
Turnover Intentions ◽  
Negative Affectivity ◽  
Self Regulation ◽  
Future Research ◽  
Curvilinear Relationship ◽  
Low Levels ◽  
Reported Data ◽  
The Relationship

AbstractThis study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivity and turnover intentions is moderated by time-related work stress. The relationship has a U shape at high levels of time-related work stress, whereas at low levels it has an inverted U shape. A discussion of the limitations, future research, and implications for theory building and practice conclude the article.

Perceived organizational politics, emotional intelligence and work outcomes

2014 ◽  
Vol 43 (1) ◽  
pp. 116-135 ◽  
Author(s):  
Galit Meisler ◽  
Eran Vigoda-Gadot
Keyword(s):  
Emotional Intelligence ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Work Attitudes ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Human Resource Managers ◽  
Content Type ◽  
Emotional Intelligence Training ◽  
The Relationship

Purpose – This study aims to examine the relationship between perceived organizational politics and emotional intelligence, and their interplay in the context of work attitudes/behaviors. Design/methodology/approach – A sample of 368 employees was used to test a mediation effect of perceived organizational politics on the relationship between emotional intelligence on the one hand, and job satisfaction, turnover intentions and negligent behavior on the other. Findings – Perceived organizational politics was found to mediate the relationship between emotional intelligence and all three outcomes. Practical implications – Emotional intelligence training may be a powerful tool that organizations and human resource managers can employ to reduce perceived organizational politics and enhance work attitudes and performance. Originality/value – This research broadens the scope through which the intersection between emotion and organizational politics can be viewed, taking it beyond the role of both felt emotion and affective disposition. The findings show that emotional intelligence directly affects perceptions of politics, and indirectly affects employees' work attitudes and behaviors, through a mediation effect of perceived politics.

scholarly journals Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance

2019 ◽  
Vol 11 (8) ◽  
pp. 2299
Author(s):  
Nhu Ngoc Nguyen ◽  
Phong Tuan Nham ◽  
Yoshi Takahashi
Keyword(s):  
Emotional Intelligence ◽  
Emotion Regulation ◽  
Job Performance ◽  
Cascade Model ◽  
Emotional Understanding ◽  
Cognitive Intelligence ◽  
Advantages And Disadvantages ◽  
Downstream Effects ◽  
The Relationship ◽  
Positive Effect

Based on previous findings, which found that the three facets of ability-based emotional intelligence (EI) have varying effects on job performance, this study investigates the relationship between emotional intelligence, cognitive intelligence (CI), and job performance. The use of a cascade model suggests a progressive pattern, starting from emotion perception, followed by emotional understanding and emotion regulation, with downstream effects on job performance. Considering the advantages and disadvantages of both measurements, we employed the performance-based ability measurement, the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) and the self-reporting ability EI measurement, Wong Law Emotional Intelligence Scale (WLEIS). Our findings supported the cascade model, but in the case of WLEIS measures, both self-emotion appraisal and others’ emotion appraisal precede emotion regulation, leading to a positive effect on job performance. Moreover, CI moderated the relationship between EI and job performance, such that a decline in CI rendered the relationship more positive. The MSCEIT and WLEIS showed similar results, thus supporting the cascading model and moderating effects.

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