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Soliman M, Sinha R, Di Virgilio F, Sousa MJ, Figueiredo R. Emotional Intelligence Outcomes in Higher Education Institutions: Empirical Evidence From a Western Context. Psychol Rep 2023:332941231197165. [PMID: 37592761 DOI: 10.1177/00332941231197165] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 08/19/2023]
Abstract
The main outcomes of emotional intelligence (EMI) in the workplace have been researched in a variety of settings, however, few studies have focused on such consequences, particularly in the context of higher education institutions (HEIs). This research is therefore to empirically examine the impact of EMI on work-life balance, job insecurity, knowledge sharing behaviour, and workforce agility at HEIs. A total of 368 responses from academic staff members in Italy were analysed using PLS-SEM. The findings indicated that EMI has a significant impact on workforce agility, work-life balance, job insecurity, and knowledge sharing behaviour. In addition, work-life balance significantly impacted knowledge sharing behaviour, which in turn affected workforce agility. This article adds to the body of knowledge on the human resources management domain by highlighting the key consequences of EMI in HEIs within a western context. It also provides various managerial implications for concerned faculty members and senior managers at HEIs. Research limitations and avenues for further research are given.
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Affiliation(s)
- Mohammad Soliman
- Scientific Research Department, University of Technology and Applied Sciences, Salalah, Oman
- Faculty of Tourism and Hotels, Fayoum University, Fayoum, Egypt
| | - Rupa Sinha
- Amity Institute of Travel and Tourism, Amity University, Kolkata, India
| | | | - Maria Jose Sousa
- Business Research Unit, ISCTE Instituto Universitário de Lisboa, Lisboa, Portugal
| | - Ronnie Figueiredo
- Centre of Applied Research in Management and Economics (CARME), School of Technology and Management (ESTG), Polytechnic of Leiria, Leiria, Portugal
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Khalid S, Hashmi HBA, Abbass K, Ahmad B, Khan Niazi AA, Achim MV. Unlocking the Effect of Supervisor Incivility on Work Withdrawal Behavior: Conservation of Resource Perspective. Front Psychol 2022; 13:887352. [PMID: 35719507 PMCID: PMC9204207 DOI: 10.3389/fpsyg.2022.887352] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/01/2022] [Accepted: 04/20/2022] [Indexed: 11/13/2022] Open
Abstract
Workplace incivility has gotten a lot of attention in recent decades. Researchers have looked at many forms of aggressive conduct in the workplace and their negative impacts on individuals and businesses. The goal of this study was to see how incivility among supervisors leads to work withdrawal and when this link might be mitigated. We argued that supervisor incivility indirectly influences work withdrawal behavior through job insecurity, and that emotional intelligence moderates this connection. This study attempted to evaluate the influence of supervisor incivility on the job withdrawal behavior of personnel working in several banks Lahore by drawing on affective events theory and conservation of resource theory. Data were gathered from 350 workers of banks in Lahore, Gujranwala, and Sheikhupura to test our assumptions, and SPSS 24 was used to generate and analyze data with Hayes Process. The findings revealed a strong link between supervisor incivility and job insecurity but no link between supervisor incivility and work withdrawal behavior. The idea of moderation was validated, since emotional intelligence moderates the relationship between job insecurity and job withdrawal behavior. There are also suggestions for more empirical studies and theoretical and practical ramifications.
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Affiliation(s)
- Sidra Khalid
- Department of Management Sciences, Kinnaird College for Women, Lahore, Pakistan
| | - Hammad Bin Azam Hashmi
- Riphah School of Business and Management, Riphah International University, Lahore, Pakistan
| | - Kashif Abbass
- Riphah School of Business and Management, Riphah International University, Lahore, Pakistan
| | - Bilal Ahmad
- Riphah School of Business and Management, Riphah International University, Lahore, Pakistan
| | - Abdul Aziz Khan Niazi
- Institute of Business and Management, University of Engineering and Technology, Lahore, Pakistan
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Zeidan S, Prentice C, Nguyen M. Securing jobs with individual trait and organisational support? INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2022. [DOI: 10.1108/ijoa-12-2021-3076] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
In view of the COVID-19 pandemic’s impact on organisations and employees, this study aims to investigate a reverse relationship between role conflict, burnout and job insecurity, and proposed emotional intelligence (EI) and organisational support as individual and organisational factors, respectively, that may moderate this chain relationship. Drawing on conservation of resources (COR) theory, this paper proposes that organisational support as an organisational factor and EI as an individual ability may aid in minimising the perception of the depletion of resources and play a moderating role in conflict–burnout–job insecurity relationships.
Design/methodology/approach
This study was undertaken in Australia with a focus on those who were employed and worked during the COVID-19 pandemic. The survey was conducted online using the Qualtrics platform as it offers user-friendly features for respondents. In total, 723 usable responses were generated for data analysis. Structural equation modelling was performed to test the hypotheses of this study.
Findings
The results show that role conflict was significantly related to burnout, which in turn led to job insecurity. EI and organisational support reduced the impact of burnout on job insecurity.
Originality/value
Theoretically, this research deepens an understanding of COR and role theory and contributes to mental health research and organisational studies. COR depicts individuals’ reservation of resources for desired or expected outcomes. This study approached from a depletion of resources perspective and revealed the consequences for both individuals and organisations. This study also expands role theory and includes job and family-derived roles to deepen the role conflict during the pandemic. Whilst most research taps into the job performance and behaviour domain to understand the impact of role conflict, this study proposed a novel concept of a mediation relationship between role conflict, burnout and job insecurity in line with the status quo of the pandemic. Consequently, this study contributes to job attitude research by approaching the antecedents from a combination of organisational, individual and situational factors because role conflict is reflected as a clash of job demands, family obligations and responsibilities, and the pandemic situation.
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The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model. JOURNAL OF HOSPITALITY AND TOURISM MANAGEMENT 2022; 51. [PMCID: PMC9114002 DOI: 10.1016/j.jhtm.2022.05.010] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/07/2023]
Abstract
This study examines the influence of COVID-19 event strength on the turnover intention of hotel employees by incorporating perceived operating performance and job insecurity as mediators and hotel size as a moderator. A moderated mediation model was employed to test the relationship between COVID-19 event strength and turnover intention. The study reveals that COVID-19 event strength might not significantly affect turnover intention through perceived operating performance, likely affecting job insecurity perception. We infer that such a finding might result from a series of policies implemented by authorities to prevent job insecurity perception of hotel employees during the COVID-19 pandemic. Furthermore, we also reveal that small- and middle-sized hotels mitigate the effect of job insecurity on turnover intention somewhat different from our expectations. We infer that most of the entrepreneurs and employees in such hotels are from the same town and unlikely to intensify the effect of job insecurity on turnover intention because of close friendships among them. This finding is closely related to cultural factors in China and has rarely been discussed in the existing literature.
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The role of emotional intelligence on the performance of real estate agents in Prishtina, Kosovo. PROPERTY MANAGEMENT 2022. [DOI: 10.1108/pm-08-2021-0057] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this study was to explore the effect of emotional intelligence (EI) on the performance of real estate agents in Prishtina, Kosovo. The study also investigated the relationship of each dimension of emotional intelligence with the real estate agent's performance (REAP) in Prishtina, which is the city with the largest number of real estate agents in Kosovo.Design/methodology/approachThe present study used quantitative research with the questionnaire used as a research instrument. The questionnaire survey was conducted with 78 real estate agents in Prishtina, Kosovo. The sampling method used in this research was random sampling.FindingsThe findings of this study indicated that emotional intelligence has a significant impact on the job performance of real estate agents. The study also found that relationship management (RM) and social awareness (SOA) have a strong effect on real estate agents' performance, whereas self-awareness (SA) does not seem to have any statistically significant explanatory power over REAP.Research limitations/implicationsThis study can be utilized as a landmark for agents of real estate on understanding how the agents can use emotional intelligence in agents' favor by pointing out the prominence of EI in realizing the needs and desires of the potential buyers and the influence EI has on the decision to buy property. Furthermore, through this study, the real estate agencies will be provided with multiple reasons that substantiate the necessity to hire emotionally trained agents, and besides professional preparation, the companies must provide employees with behavioral training.Originality/valueThe present study is the first quantification of the impact of emotional intelligence and dimensions of emotional intelligence on the performance of Prishtina's real estate agents.
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Dong B, Peng X, Jiang N. Exploring the Domain of Emotional Intelligence in Organizations: Bibliometrics, Content Analyses, Framework Development, and Research Agenda. Front Psychol 2022; 13:810507. [PMID: 35321038 PMCID: PMC8937019 DOI: 10.3389/fpsyg.2022.810507] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/07/2021] [Accepted: 02/03/2022] [Indexed: 11/22/2022] Open
Abstract
Emotion is a kind of micro foundation that can affect human behaviors even in the digital era. Emotional intelligence (EI) is an important psychological factor that affects the growth and development of organizations from the view of emotion. Based on current bodies of literature, a comprehensive review of EI can contribute to its theory development in organization research and facilitate EI research burgeoning. We visualize the landscape of EI by analyzing 1,996 articles with CiteSpace their concepts, dimensions, and measurement. We propose two specific mechanisms, which clarify how individuals with high EI use emotional information to influence themselves and others. Following this, we develop a theoretical framework of EI at levels of individual, team, and organization. Finally, future directions and research agenda are addressed. This research contributes to the literature of EI and provides practical insight for practitioners.
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Affiliation(s)
- Baobao Dong
- School of Business and Management, Jilin University, Changchun, China
- *Correspondence: Baobao Dong,
| | - Xing Peng
- School of Business and Management, Jilin University, Changchun, China
| | - Na Jiang
- School of Music, Dance and Drama, Changchun Humanities and Sciences College, Changchun, China
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Impact of Diversity Management on Employees’ Engagement: The Role of Organizational Trust and Job Insecurity. SUSTAINABILITY 2021. [DOI: 10.3390/su14010420] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The frequent world changes raised by globalization, new technology development, and the increase in migration movements have generated an immensely diversified workforce. To face these challenges, managers started to seek the best strategies to effectively run this mixed environment and implement the leading diversity management policies for human resource management sustainability, which is also considered as very constructive in boosting employees’ performance, motivation, satisfaction, as well as their work engagement. Consistently, this paper examines the impact of service companies’ diversity management systems on employees’ engagement and the moderating role of organizational trust and job insecurity in that relationship. As we opted for a quantitative study, we managed a survey based on a questionnaire dedicated to 580 employees working in Hungarian companies, specializing in Marketing, Management consulting, IT, and logistics services, to effectively assess the hypothesis concluded from the literature review. With the use of structural equation modeling (SEM) as a data analysis tool, our findings reveal that diversity management has a positive significant effect on Employees’ engagement and that organizational trust and job insecurity truly and significantly mediate that association. Along with social exchange theory, our research contributes to affirming that by implementing proper diversity management practices and by ensuring a trustworthy environment and outstanding work conditions, managers are constructively able to assist their employees, raise their involvement, and minimize the level of job insecurities.
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Rehman A. Innovations in Education Management: Impact of Emotional Intelligence and Demographic Variables on Occupational Stress among University Teachers. MARKETING AND MANAGEMENT OF INNOVATIONS 2020. [DOI: 10.21272/mmi.2020.3-12] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
Abstract
Today emotional intelligence is increasingly relevant to the success of management as well as employees in every respect, be it internal issues like conflict resolution, group dynamics, leadership and motivation or the external issues like customer relationship management, brand loyalty and corporate social responsibility (CSR). There is limited research on the impact of emotional intelligence on job stress and workplace conduct. The objective of the article is to understand the relationship between occupational stress and emotional intelligence. It also attempts to study the impact of some demographic variables (gender, age, work experience) on occupational stress. Simple random sampling was used to collect data from teaching and non-teaching staff working in universities and educational institutions in Uttar Pradesh, India. SPSS 21 was used for data analysis using statistical tools like correlation, Mann-Whitney and Kruskal Wallis tests. Results show a significant relationship between emotional intelligence and occupational stress. The female employees were found to have greater stress levels as compared to their male counterparts. Age is found to have an impact on occupational stress of university teachers. The employees in their forties were found to have higher stress levels than younger employees. Work experience is also found to have an impact on occupational stress of university teachers. It was observed that employees with a work experience of more than 30 years have maximum levels of occupational stress. Based on the findings of this study, the managers should take special measures to take care of female employees and minimize factors which lead to their stress. The policies and work culture of the organization should create a conducive ambience for female employees. The organization should provide support and counselling to employees in their forties to sort out their stress-related issues which would eventually enhance their productivity. The employees with a work experience of more than 30 years (usually older ones) should get support and any stress-causing issues such as post-retirement benefits should be explained and clarified. This study adds to the current body of knowledge from a theoretical perspective. It enriches the understanding of the relationship between emotional intelligence, demographic variables and occupational stress. The top management of the organization can enhance their organization’s effectiveness by learning from the findings of this study.
Keywords
емоційний інтелект (EI), професійний стрес, робоче перевантаження, управління стресом, організація.
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Affiliation(s)
- Anis Rehman
- The University of Hail (Kingdom of Saudi Arabia)
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De Haro JM, Castejon JL, Gilar R. Personality and salary at early career: the mediating effect of emotional intelligence. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1080/09585192.2017.1423365] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
| | - Juan Luis Castejon
- Educational Psychology and Didactic, Alicante University , Alicante, Spain
| | - Raquel Gilar
- Educational Psychology and Didactic, Alicante University , Alicante, Spain
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