Emotional Intelligence is an important factor for teacher's success. The purpose of this paper is to investigate the impact of Emotional Intelligence on Job Satisfaction among the academicians in Egyptian higher education institutions. The sample consisted of 100 faculty members from four universities. Various standard statistical tools such as Karl Pearson coefficient of correlation, t-test and regression analysis were used to interpret the data. Findings suggest that Emotional Intelligence did not affect the level of Job Satisfaction. Gender did not have a significant effect on Emotional Intelligence or Job Satisfaction. Older employees had higher levels of Emotional Intelligence; however, age had no effect on reported Job Satisfaction. Gender did not have a moderating effect in Emotional Intelligence-Job Satisfaction relationship. Age had mixed findings. For the younger generation, the relationship was significantly positive. For the older generation, it was insignificant and negative. Results should be approached with caution. Limitations and future research directions are provided in the article.

The aim of this study was to examine the effect of several demographic variables on organizational culture, organizational citizenship behavior and job satisfaction. This comparative study extracted two samples from Egypt (127 participants) and Mexico (116 participants). Participants answered a 7-point Likert scale questionnaire and SPSS software was used to analyze the data. Results showed no demographic effect on the three constructs. From Egypt, differences were only observed on the managerial level regarding the market organizational culture. Results also showed significant results from Mexico on the managerial level and job satisfaction, organizational citizenship behavior, and clan and adhocracy organizational cultures. Further implications and future research directions are provided.

Purpose Literature on organizational commitment of employees has long established that quality of work life (QWL) is a significant determinant. However, the strength of the relationship between organizational commitment and QWL is more complicated given the diversity of employees and the broad scope of organizational commitment as a construct. The researchers break down organizational commitment into three distinct measures as extant literature suggests and then explore the role played by gender in a culturally rich context as in Egypt. Design/methodology/approach This paper is based on a sample of 117 respondents from small and medium enterprises (SMEs). Items used in the survey were extracted from previous research studies. The survey consisted of 39 questions to measure the three research variables. QWL was measured using Zin’s (2004) developed questionnaire. The items covered seven dimensions: growth and development, participation, physical environment, supervision, pay and benefits, social relevance and workplace integration. The reported Cronbach’s alpha for the scale was 0.93. Items were measured on a five-point Likert scale. Findings The researchers empirically found that gender plays only a minor and moderating role in the relationship between QWL and affective commitment. The researchers conclude the study with implications for policy, practice and future research. Research limitations/implications This study had several limitations. First, the sample size was relatively small. Second, the sample composition (singular focus on SMEs in Egypt) was not diverse enough. Third, the tools used in collecting the data were not adjusted to the national cultural context. Fourth, the study lacks an experimental design which is a limitation (Shadish et al., 2002). These limitations, taken together, limit the generalizability of the results and conclusions from the study. Thus, the results are suggestive rather than definitive. Additionally, only the association between variables was investigated, and the researcher did not clearly explore the cause–effect relationships. Whether QWL is the antecedent or the consequence is another research question yet to be explored. Practical implications It is recommended for future researchers to enlarge and diversify the sample. Additional investigations of the role of gender as a mediator or moderator need to be explored. Researchers should also study the roles of other demographic variables to highlight behavioural and attitudinal variables that significantly affect QWL. Originality/value While the primary relationship between “perceived quality of work life” and “organizational commitment” is well established in existing literature across many organizational contexts, there is a paucity of research on the moderating and/or mediating effects of third attitudinal variables on this primary relationship. Hence, the main focus of this study was to empirically test the moderating and/or mediating effects of gender on the relationship between “perceived quality of work life” and “organizational commitment.” The researchers examine organizational commitment more granularly in terms of its components, namely, affective, continuance and normative commitments.

No abstract

This study examined the interaction between organizational culture, organizational citizenship behaviors and job satisfaction. While organizational culture plays an important role in affecting performance, other variables mediate and moderate the relationship. This study was based on a sample of 127 Egyptian participants undertaking an MBA course. Results showed positive significant correlations between four types of organizational culture, job satisfaction and citizenship behavior individually. Job satisfaction mediated the relationship between culture and citizenship behavior. However, the mediation effect was weak. Further discussion, implications and research limitations are provided.