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

Abstract

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.

Emotional Intelligence’s Role on Turnover Intention through Job Satisfaction as a Mediating Variable

“…This statement is also supported by other studies that also show that emotional intelligence has a significant negative influence on turnover intention (Yaseen, 2020). In contrast to several previous studies that say high emotional intelligence will actually increase the turnover intention rate (Zeidan, 2020). That way, it means that emotional intelligence has a positive relationship with turnover intention.…”

Personality, trait EI and coping with COVID 19 measures

“…Research at large has established that persons with high EI are more competent of achieving progress on a variety of results such as higher engagement, higher organizational commitment, job and service performance, venture and organizational performance, and academic performance, lower levels of burnout and cynicism, lower turnover intentions, and improved psychological health (e.g., Ref. [ 46 , 47 ]; Prentice and King, 2010; [ [48] , [49] , [50] , [51] ]. EI is specifically relevant to the context of health-related crises, which often lead to very emotionally aggravating issues relevant to affected families [ 52 , 53 ].…”

Emotionally Intelligent Employees’ Work Outcomes: The Mediating Role of Organizational Commitment

“…However, it has been stated that the individuals with high EI also have a high level of OC, and the level of commitment has a negative relationship with the TI (Saeed et al, 2014). According to the studies conducted to reveal this effect, it has been pointed out that OC plays a mediating role in the effect of EI on TI (Da Camara et al, 2015;Akhtar et al, 2017;Bryson, 2019;Zeidan, 2020). Besides, the literature supports a negative relationship between OI and EI (Mollaabbasi et al, 2013;Ahmadi & Rafiee, 2015).…”