Mediating Role of Emotional Intelligence on the Associations between Core Self-Evaluations and Job Satisfaction, Work Engagement as Indices of Work-Related Well-Being

Yan, Xiaofei; Yang, Kejian; Su, Jingkuan; Luo, Zhuojing; Wen, Zhi‐Hong

doi:10.1007/s12144-016-9531-2

Cited by 41 publications

(50 citation statements)

References 39 publications

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“…Similarly, there is a growing body of research on the associations between EI and engagement [ 54 , 55 , 56 ]. On this connection, prior research has shown positive associations between EI and engagement using the same instruments as in the present study [ 57 , 58 ].…”

Section: Introductionsupporting

confidence: 70%

“…Firstly, the correlations of EI and role stress are only moderate [ 60 , 68 ]. Secondly, engagement has been found to be predicted by EI [ 57 , 67 ] and role stress [ 39 , 40 ] in diverse samples including teachers. Third, prior research aimed at examining the moderating effect of job demands in the personal resources-engagement association [ 20 ].…”

Section: Introductionmentioning

confidence: 99%

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Contributions of Work-Related Stress and Emotional Intelligence to Teacher Engagement: Additive and Interactive Effects

Mérida-López

Extremera

Rey

2017

IJERPH

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This study examined the additive and interactive effects of role stress and emotional intelligence for predicting engagement among 288 teachers. Emotional intelligence and engagement were positively associated. Role ambiguity and role conflict showed negative associations with vigor and dedication scores. The interaction of role ambiguity and emotional intelligence was significant in explaining engagement dimensions. Similar results were found considering overall teacher engagement. Emotional intelligence boosted engagement when the levels of role ambiguity were higher. Our findings suggest the need for future research examining the impact of job hindrances on the links between emotional intelligence and teachers’ occupational well-being indicators. Finally, the implications for emotional intelligence training in education are discussed.

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Section: Introductionsupporting

confidence: 70%

Section: Introductionmentioning

confidence: 99%

Contributions of Work-Related Stress and Emotional Intelligence to Teacher Engagement: Additive and Interactive Effects

Mérida-López

Extremera

Rey

2017

IJERPH

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“…Employees with higher level of EI often depict more satisfaction from their jobs because they excel in appraising and regulating their own emotions as well as effectively manage the emotions of the people around them (Sy et al, 2006). Numerous studies have investigated the relationship between these two constructs and have found that EI is positively and significantly related to job satisfaction (Carmeli, 2003;Pau & Sabri, 2015;Rezvani et al, 2016;Yan et al, 2018). As far as different models of EI are concerned, the three most important ones, namely, ability model, self-report model and mixed model, have identified EI to be related to job satisfaction (Miao et al, 2016).…”

Section: Ei and Work-related Well-beingmentioning

confidence: 99%

“…In modern organisations, enhancing engagement levels of employees is essential because engaged employees are often considered to be more energised, dedicated and engrossed to persevere and complete their work (Schaufeli et al, 2002) and EI induces this energy and dedication in employees (Ravichandran et al, 2011). Various studies have depicted that a positive and statistically significant relationship exists between EI and work engagement (Mérida-López & Extremera, 2017;Thor, 2012;Zhu et al, 2015;Yan et al, 2018). In others, direct effect of EI on engagement levels of employees have been shown (Yan et al, 2018;Zhu et al, 2015).…”

Section: Ei and Work-related Well-beingmentioning

confidence: 99%

Emotional Intelligence, Work-Life Balance, and Work-Related Well-Being: A Proposed Mediation Model

Nanda

Randhawa

2020

Colombo Bus. J

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The present study aims to review the existing literature relating to Emotional Intelligence (EI), Work-Life Balance (WLB), and work-related well-being in order to build a model depicting relationships between these variables. For this, various theoretical and empirical studies, which specifically addressed these variables, were examined to build arguments and propositions. These arguments lead us to propose that EI is a vital construct that impacts WLB and various dimensions of work-related well-being, which are, job satisfaction, work engagement and job stress. Further, it suggests that WLB mediates the relationship between EI and work-related well-being. Thus, the paper presents a mediation model depicting linkages between these three variables. It builds an integrative model which will help theorists and researchers to extend literature on work-related well-being and will assist organisations in designing their human resource policies and practices.

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“…Work engagement may be an example of beneficial resources for job satisfaction (Bakker & Schaufeli, 2008). Some authors regard work engagement as a positive resource (Yan, Yang, Su, Luo, & Wen, 2018). Schaufeli and colleagues proposed the most often used definition of work engagement -"positive, work--related state of mind in employees characterised by vigour, dedication, and absorption" (Schaufeli, Salanova, González-Romá, & Bakker, 2002, p. 74).…”

Section: Introductionmentioning

confidence: 99%

The Moderating Role of Forgiveness in the Relationship between Work Engagement and Job Satisfaction

Mróz

Kaleta

2019

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<p><span>Zadowolenie pracowników jest istotne zarówno dla pracodawcy, jak i dla pracowników. Zgodnie z teorią zachowania zasobów (COR) zasoby, a zwłaszcza ich wzajemne związki, są ważne dla zwiększenia satysfakcji z życia w wielu obszarach, w tym satysfakcji z pracy. Zaangażowanie w pracę łączy w sobie wysoki poziom przyjemności (poświęcenie) z wysoką aktywnością (wigorem, absorpcją). Celem niniejszego badania było przeprowadzenie analizy relacji między zaangażowaniem w pracę, przebaczeniem dyspozycyjnym i satysfakcją z pracy wśród pracowników organizacji. Wykorzystano polskie wersje Skali Utrecht Work Engagement (zaadaptowanej przez Chirkowską-Smolak), Skalę Przebaczenia Heartland (zaadaptowaną przez Kaletę, Mróz i Guzewicz) oraz Skalę Satysfakcji z Pracy opracowaną przez Zalewską. Badanie zostało przeprowadzone wśród 94 pracowników w wieku od 20 do 54 lat. Wyniki wskazały na związki między zaangażowaniem w pracę a satysfakcją z niej. Ponadto uwzględniono moderującą rolę przebaczenia w analizach. Wyniki wskazują, że związek między zaangażowaniem w pracę a satysfakcją z pracy jest zazwyczaj silniejszy dla pracowników o wysokim przebaczeniu ogólnym i przebaczeniu pozytywnym niż dla pracowników o niskim przebaczeniu ogólnym i przebaczeniu pozytywnym.</span></p>

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Mediating Role of Emotional Intelligence on the Associations between Core Self-Evaluations and Job Satisfaction, Work Engagement as Indices of Work-Related Well-Being

Cited by 41 publications

References 39 publications

Contributions of Work-Related Stress and Emotional Intelligence to Teacher Engagement: Additive and Interactive Effects

Contributions of Work-Related Stress and Emotional Intelligence to Teacher Engagement: Additive and Interactive Effects

Emotional Intelligence, Work-Life Balance, and Work-Related Well-Being: A Proposed Mediation Model

The Moderating Role of Forgiveness in the Relationship between Work Engagement and Job Satisfaction

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