Abstract-Emotional intelligence becomes important competencies and ability needed by most of the employees to confront with the workplace environment. While there are changes in the workplace, most of the employees anxious to face with the changes. Change perceived as threatening for employee's emotions and reflects their commitment to change. Hence this paper formulates a framework of comprehensive model emotional intelligence to further understanding commitment to change in the workplace. In essence, this paper framework shows how the individual practicing emotional intelligence in gaining commitment to successful implementation of change. This framework addresses the consequences for the employees to give high commitment, and participation in successful implementation of changes. Finally, a discussion on the implications for future theory development is presented. IndexTerms-Emotional intelligence, employees commitment and organizational change.

The aim of this study is to examine the impact of superior's emotional intelligence (EI) and leader-member exchange (LMX) on organisational citizenship behaviour (OCB). Using a sample of 200 supervisor-subordinates dyads working in four financial institutions located in Klang Valley, Malaysia, this study hypothesised that emotional intelligence and leader-member exchange would have a stronger relationship to organisational citizenship behaviour. The results revealed that use of emotions (UOE), other's emotions appraisal (OEA), and regulation of emotion (ROE) were the dimensions of emotional intelligence to predict employee organisational citizenship behaviour. Both UOE and OEA shared the same findings with 52.7% of the variance on conscientiousness respectively. On the other hand, OEA was also found to be significantly influencing sportsmanship with only 6.3% of the variance and ROE was found to predict civic virtue with 26.7% of the variance. Meanwhile, LMX of subordinates was found to moderate the relationships between only one EI dimension and OCB-civic virtue. A difference between male and female emotional intelligence and organisational citizenship behaviour were also analysed. Future research and practical implications are also discussed.

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The study was aimed to determine the relationship between Herzberg’s Two-Factor Theory towards job performance and the moderating effect of job satisfaction toward the relationship between Herzberg’s Two-Factor Theory and job performance among customer service representative at in-house call centre in banking sector, Klang Valley. The independent variable is focus on five factors, which are salary and wages, working condition, recognition, supervision and work life balance, while dependent variable is job performance and the moderating variable is job satisfaction. In order to know more on the relatedness between those variables towards customer service representative in organization, this research was conducted to access the relationship between Herzberg’s Two-FactorTheory towards job performance and the moderating effect of job satisfaction at inhousecall centre in banking sector, Klang Valley.