scholarly journals The impact of emotional intelligence, employee empowerment and cultural intelligence on commercial bank employees’ job satisfaction

2021 ◽  
Vol 16 (4) ◽  
pp. 11-21
Author(s):  
Ayeasha Akhter ◽  
Md. Mobarak Karim ◽  
K. M. Anwarul Islam
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Employee Engagement ◽  
Commercial Bank ◽  
Cultural Intelligence ◽  
Employee Empowerment ◽  
Future Research ◽  
Bank Managers ◽  
Bank Employees ◽  
The Impact

This paper aims to examine the impact of emotional intelligence (EQ), employee empowerment (EE), and cultural intelligence (CQ) on commercial bank employees’ job satisfaction in Bangladesh. For this purpose, a survey questionnaire was developed based on pre-tested constructs. The study used a convenience sampling technique, supplemented by a non-probability sampling method. 200 bank employees were invited to participate in the survey; finally, 130 responses were received as fully complete, with a 65% response rate. Hence, the sample size is n = 130. Cronbach’s alpha value was used to determine the internal consistency of the study constructs. SPSS version 26.0 was used to analyze the correlation test and hypotheses test. The findings show that emotional intelligence (EQ) with a beta (β) value of 0.510 has a statistical and positive effect on bank employees’ job satisfaction. Also, employee empowerment (EE) with a beta value of (β) 0.418 and cultural intelligence (CQ) with a beta (β) of 0.372 were found to be significant predictors of job satisfaction. This indicates that bank managers should utilize EQ and CQ to increase bank employee satisfaction and focus on employee engagement at the workplace. According to the study, if bank employees become more emotionally stable and culturally intelligent at their workplace, they will be more satisfied with their current jobs. Besides, if bank employees are given more opportunities to carry out their job responsibilities, they will be more satisfied with their jobs. The paper outlines several significant implications for commercial bank managers and offers some notable directions for future research.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Occupational Stress and its Outcomes: The Mediating Role of Emotional Intelligence among Employees in Non-Government Organisations in Pakistan

2021 ◽  
Vol 7 (1) ◽  
pp. 1-14
Author(s):  
Sunbul Naeem Cheema ◽  
Muhammad Naeem Sadiq Cheema ◽  
Nazia Parveen Gill
Keyword(s):  
Emotional Intelligence ◽  
Organizational Performance ◽  
Occupational Stress ◽  
Employee Engagement ◽  
Sampling Technique ◽  
Middle Level ◽  
Resource Theory ◽  
Future Research ◽  
Relationship Of ◽  
The Impact

Purpose: Output of non-governmental organizations (NGOs) mostly depends upon efficiency and performance in completing different projects. NGOs in Pakistan operate in diverse fields including health, education, women empowerment etc. The job of the NGOs tends to be stressful due to security issues, psychological strains, organizational structures, and various roles of the employees. This study investigated and explored outcomes of occupational stress in the form of employee engagement at work; furthermore, the research investigated that how emotional intelligence intervenes the impact of occupational stress and employee engagement, as being the mediator. The conservation of resource theory (COR) is applied to explore the relationship of occupational stress and its outcomes in non government organizations of Pakistan. Methodology/Design/Approach: Data was collected from 346 employees (middle level) of NGOs. Stratified sampling technique was used to collect the data. The study makes use of quantitative analytics to test the hypothesis. A positivist approach was adopted for the study as it follows a well-defined structure for the topic under study. Correlation, Regression and sobel’s test for mediation analysis was used in the research to study the relation among the variables. Findings: The study finds the effect of occupational stress on engagement of employees in NGOs and this relationship is mediated by four constructs (relationship management, social management, self-awareness and self-management) of Emotional intelligence. The study concludes that more the level of occupational stress, lower the engagement of employees. This study also finds that relationship between occupational stress and reduced employee engagement is lowered in employees having high level of emotional intelligence. Results also found to be consistent with conservation of resource theory. Limitations/Future Research: The current study is limited to the middle level management; future research can be further extended to all levels in the organization. Employee engagement as a single outcome off occupational stress is analyzed other outcomes may be explored in future researches. Implications: This study contributes to the literature of occupational stress and its outcome in the shape of engagement with an individuality of how emotional intelligence mediates this relationship. The study supports the results of the growing scholarly work on the phenomenon. Practical implications: This research provides insight for organizations, management and for individuals to incorporate emotional intelligence effectively to deal with the stress without being depleted. Additionally, recommendations are provided for the NGOs to enhance the organizational performance through employee engagement and emotional intelligence. Originality/Value: This research explored and analyzed relationship of occupational stress and engagement and emotional intelligence in a different dimension. Further the non-governmental organization remains largely unexplored in this area.

The Impact of Emotional Intelligence on Workplace Behaviour: A Study of Bank Employees

2017 ◽  
Vol 20 (2) ◽  
pp. 458-478 ◽  
Author(s):  
Simarjeet Makkar ◽  
Sriparna Basu
Keyword(s):  
Emotional Intelligence ◽  
Public Sector ◽  
Banking Sector ◽  
Strong Relationship ◽  
Future Research ◽  
The Public ◽  
Public Sector Banks ◽  
Private And Public ◽  
Bank Employees ◽  
The Impact

This study investigates the impact of emotional intelligence (EI) on the workplace behaviour of the employees in the Indian banking sector. Banking industry was chosen for this research owing to the dynamic nature of this sector propelling a heightened need for compatibility and resilience of employees. The purpose of the study was twofold: (a) to examine if there is a significant impact of EI on workplace behaviour of the employees in both private and public sector banks; and (b) to determine if the impact is more in one sector than the other. Goleman’s EI framework (1995) and Emotional Competence Inventory (ECI) was used for data collection. Six banks were selected for this study: three from the public sector and three from the private sector as sample covering Mumbai. The findings of the study revealed that there is a strong relationship between EI and workplace behaviour of employees in the banking sector and there is also a difference of the impact of EI on workplace behaviour of the employees in private and public sector banks. The analysis derives meaningful implications for managerial policy in banks as well as for future research.

scholarly journals THE IMPACT DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, EMPLOYEE ENGAGEMENT AND JOB SATISFACTION ON TURNOVER INTENTION

2020 ◽  
Vol 3 (2) ◽  
pp. 63-73
Author(s):  
Ani Suhartatik ◽  
◽  
C. Marliana Junaedi ◽  
Putri Meidina Novianti ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Structural Equation ◽  
Interactional Justice ◽  
Sampling Technique ◽  
Equation Modeling ◽  
Bank Employees ◽  
The Impact

The research is aimed at investigating the impact distibutive justice, procedural justice,interactional justice, employee engagement and job satisfaction on turnover intention.. Hence, it is a causal research. The data are drawn from a sample of 208 bank employees in Surabaya determined using a purposive sampling technique. The collected data are then analyzed using Structural Equation Modeling, LISREL version 8.70. The result of the hypothesis testing indicates that distibutive justice and procedural justice does not have any significant impact on employee engagement and job satisfaction, interactional justice have any significantly affect on employee engagement and job satisfaction, employee engagement significantly affect on turnover intention, and job satisfaction significantly affect on turnover intention

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

The Effect of Internal Corporate Social Responsibility on Job Satisfaction: An Empirical Study on Jordanian Pharmaceutical Companies

2020 ◽  
Vol 8 (2) ◽  
pp. 112
Author(s):  
Sura Altheeb ◽  
Kholoud Sudqi Al-Louzi
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Quantitative Research ◽  
Skills Development ◽  
Future Research ◽  
Pharmaceutical Companies ◽  
Corporate Social ◽  
The Impact ◽  
Positive Results

The current research investigates the impact of internal corporate social responsibility on job satisfaction in Jordanian pharmaceutical companies. Quantitative research design and regression analysis were applied on a total of 302 valid returns that were obtained in a questionnaire based survey from 14 pharmaceutical companies among employees, supervisors and managers. The results showed that internal corporate social responsibility was significantly related to job satisfaction and three of its dimensions, namely working conditions, work life balance and empowerment contributed significantly to job satisfaction, whereas employment stability and skills development had no contribution. This study implies that Jordanian pharmaceutical companies have to try their best to promote and facilitate internal corporate social responsibility among their employees in an effort to improve their job satisfaction, which will eventually yield positive results for the company as a whole. In light of these results, the research presented many recommendations for future research; the most important ones were the application of this study in other sectors, cultures, and countries, and using of multi method for collecting data.

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