scholarly journals Psychological Empowerment and Work Engagement as Mediating Roles Between Trait Emotional Intelligence and Job Satisfaction

2020 ◽  
Vol 11 ◽  
Author(s):  
Yue Gong ◽  
Yong Wu ◽  
Peng Huang ◽  
Xiaofei Yan ◽  
Zhengxue Luo
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Trait Emotional Intelligence

scholarly journals The Relationship between Perceived Emotional Intelligence, Work Engagement, Job Satisfaction, and Burnout in Italian School Teachers

2020 ◽  
Vol 29 (1) ◽  
pp. 63-84
Author(s):  
Antonella D’Amico ◽  
Alessandro Geraci ◽  
Chiara Tarantino
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Work Engagement ◽  
Protective Role ◽  
International Studies ◽  
School Teachers ◽  
Satisfaction Scale ◽  
Italian School ◽  
Perceived Emotional Intelligence ◽  
The Relationship

The study investigates the relationship between perceived emotional intelligence, burnout, work engagement, and job satisfaction in 238 Italian school teachers. The mean age was 50 years, ranged from 26 to 66 (SD = 9.16). The research protocol included a demographics data sheet, the Wong and Law Emotional Intelligence Scale (WLEIS; Wong & Law, 2002), the Copenhagen Burnout Inventory (CBI; Kristensen, Borritz, Villadsen, & Christensen, 2005), the Utrecht Work Engagement Scale (UWES; Schaufeli, Bakker, & Salanova, 2006), and the Organizational Satisfaction Scale (QSO; Cortese, 2001). Several international studies already demonstrated an association among these variables. Our results showed that perceived emotional intelligence positively correlates with work engagement and job satisfaction, and negatively correlates with burnout. Hierarchical regression analyses also point out that, among all the perceived emotional intelligence subdimensions, the use of emotion is the best predictor of the study variables, even when controlling for gender differences. These results suggest that emotional intelligence may have a protective role in preventing negative working experiences of teachers.

scholarly journals How Does Emotional Intelligence Make One Feel Better at Work? The Mediational Role of Work Engagement

2018 ◽  
Vol 15 (9) ◽  
pp. 1909 ◽  
Author(s):  
Natalio Extremera ◽  
Sergio Mérida-López ◽  
Nicolás Sánchez-Álvarez ◽  
Cirenia Quintana-Orts
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Employee Engagement ◽  
Work Engagement ◽  
Demographic Data ◽  
Employee Attitudes ◽  
Multiple Mediation ◽  
Satisfaction Scale ◽  
Mediational Role ◽  
Overall Job Satisfaction

Although previous research has highlighted the association between emotional intelligence (EI) and job satisfaction, the underlying mechanisms remain relatively unexplored. To address this gap, this study examined employee engagement as a potential mediator of the association. A multi-occupational sample of 405 Spanish professionals completed the Wong Law Emotional Intelligence Scale, the Utrecht Work Engagement Scale and an Overall Job Satisfaction Scale as well as providing socio-demographic data. As expected, employees’ EI was positively related to engagement dimensions (vigour, dedication and absorption) as well as overall job satisfaction. Bootstrap estimates from multiple mediation analysis confirmed that employees’ perceived EI was indirectly associated with job satisfaction via vigour and dedication scores, even when controlling for the effects of socio-demographic variables. Similarly, the same pattern was found when multiple mediation was conducted for each EI dimension. Our study contributes to understanding of the processes involved in maintaining and enhancing positive attitudes at work, providing the first, encouraging evidence that work engagement play a role in the EI-job satisfaction link. Our results extend the EI literature by elucidating the pathways through which EI is linked to positive employee attitudes and suggests that intervention programs designed to bolster EI might prove effective at increasing job satisfaction.

Reliability and Validity Testing of the Trait Emotional Intelligence Questionnaire-Short Form to Predict Nurses’ Job Satisfaction

2020 ◽  
pp. JNM-D-19-00029
Author(s):  
Mohamed Al Hosani ◽  
Alessandro Lanteri ◽  
Ross Davidson
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
United Arab Emirates ◽  
Short Form ◽  
Reliability And Validity ◽  
Trait Emotional Intelligence ◽  
Turnover Rates ◽  
Validity And Reliability ◽  
Satisfaction Scale ◽  
Trait Emotional Intelligence Questionnaire

Background and PurposeAssessing factors related to nurses’ job satisfaction may help to address nursing shortages and high turnover rates. Job satisfaction is complicated and may be related to several issues, including trait emotional intelligence. This study examined the reliability and validity of the Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) in a sample of nurses working in the United Arab Emirates, and tested its ability to predict job satisfaction.MethodsThe TEIQue-SF was tested against its original long form and as a predictor of the Nurse Satisfaction Scale.ResultsThe TEIQue-SF showed acceptable reliability at factor and global levels and a medium positive correlation with job satisfaction.ConclusionThe TEIQue-SF showed acceptable validity and reliability.

Does emotional intelligence and empowering leadership affect psychological empowerment and work engagement?

2020 ◽  
Vol 41 (8) ◽  
pp. 971-991
Author(s):  
Saad M. Alotaibi ◽  
Muslim Amin ◽  
Jonathan Winterton
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Psychological Empowerment ◽  
Staff Nurses ◽  
Empowering Leadership ◽  
Private Hospitals ◽  
Content Type ◽  
High Level ◽  
The Relationship

PurposeThe objective of this study is to investigate the role of emotional intelligence and empowering leadership in enhancing psychological empowerment and work engagement in private hospitals.Design/methodology/approachA total of 500 questionnaires were distributed to staff nurses at five private hospitals in Riyadh, Saudi Arabia, 100 questionnaires to each hospital, with an achieved response rate of 34.8%.FindingsThe results show statistically significant positive relationships between emotional intelligence, empowering leadership, psychological empowerment and work engagement. The relationship between emotional intelligence and work engagement and psychological empowerment and work engagement were not significant.Research limitations/implicationsThe study found that employees who have a high level of emotional intelligence and the positive stimulus of empowering leadership demonstrate enhanced psychological empowerment and work engagement.Practical implicationsA better understanding of the role of EI and EL in enhancing psychological empowerment and work engagement could help hospitals reduce turnover among nurses and improve their relationships with patients, as well as maintaining competitive advantage.Originality/valueThe study provides evidence to support the effect of EI on empowering leadership, psychological empowerment and work engagement in private hospitals.

Reliability and Validity Estimation of Urdu Version of Organizational Commitment Questionnaire-Revised

2019 ◽  
Vol 34 (2) ◽  
pp. 255-276
Author(s):  
Qasir Abbas ◽  
Sarwat Jahan Khanam ◽  
Riaz Ahmad
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Psychometric Properties ◽  
Self Esteem ◽  
Phase Iii ◽  
Satisfaction Survey ◽  
Trait Emotional Intelligence ◽  
Job Satisfaction Survey ◽  
Trait Emotional Intelligence Questionnaire

Present study aimed to establish the psychometric properties of Urdu Translation of Organizational Commitment Questionnaire-Revised Version (OCQ-R; Meyer, Allen, & Smith, 1993). This process completed in three phases. Phase-I comprised of forward backward translations and then its linguistic equivalence was estimated with English version of OCQ-R on a group of bilingual respondents (N = 45). In Phase-II, reliability estimation of OCQRV including alpha coefficient index, split half, exploratory and confirmatory factor analysis was calculated on a sample of 360 respondents (165 men, 195 women) with age range between 25-40 years. Further, OCQ-R test re-test reliability was checked with one-week interval over 42 respondents. All indexes were calculated were found to be significant. In Phase III, OCQ-R validity estimation was established over sample of 310 participants using Urdu version of Job Satisfaction Survey (Spector, 1985), Rosenberg Self-Esteem Scale (Rosenberg, 1965) and Trait Emotional Intelligence Questionnaire-Short Form (Petrides & Furnhm, 2006) along with OCQ-R. Findings showed that Urdu version of OCQ-R demonstrated significant positive correlation with Urdu version of Job Satisfaction Survey, Rosenberg Self Esteem Scale and Trait Emotional Intelligence Questionnaire. It was concluded that Urdu version of OCQ-R showed sound psychometric properties and emerged as a culturally valid, reliable, and acceptable tool.

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