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empirical investigation
1. Introduction
1.1. Background of the study
During the past two decades, research on emotional intelligence (EI) has flourished. Scholars
from different research fields have explored the contribution of EI to explaining a variety of
potential outcomes, such as physical and mental health, overall well-being, social support and
academic achievement. A few studies have explored the relationship between EI and various
work attitudes or behaviors, including job satisfaction, emotional commitment, and turnover
intentions.
1.2. Gap analysis
It should be noted that a recent study of Di Fabio and Palazzeschi (2012) explored the
association between EI and organizational justice using the Bar-On (1997) mixed model of EI
among Italian nurses. Although that study shed light on the relationship between EI and
organizational justice, few gaps still remain. For example, we still do not know enough about
the interplay between EI and organizational justice under other circumstances, or about the
potential mediating role of perceived organizational justice on the relationship between EI
and work outcomes.
1.3. Research questions
1. Does perceived organizational justice mediate the relationship between emotional
intelligence and work outcomes?
1.4. Significance of the study
This study makes three main contributions. First, it expands our knowledge concerning the
role played by EI in the workplace. Second, it enhances our understanding of how EI
contributes to shaping perceptions and consequences of justice in organizations. Last, it
clarifies the process by which EI influences work attitudes and behaviors. It should be noted
that by shedding light on the manner in which EI affects perceptions and attitudes, the study
has important practical implications.
2. Theoretical framework
Perceived
organizational
support
Emotional
intelligence
Turnover
intentions
the survey was highly heterogeneous. They represented a variety of departments (e.g.
financial, marketing, service, etc.), jobs (e.g. clerks, accountants, technical assistants, etc.),
and different ranks in the organizational hierarchy (employees and low, mid and upper level
managers).
3.1. Measures
3.1.1. Emotional intelligence. The Wong and Law Emotional Intelligence Scale (WLEIS;
Law et al., 2004; Wong and Law, 2002) was used to measure EI. This parsimonious selfreport scale of 16 items. All the four dimensions of EI (Self emotion appraisal, other emotion
appraisal, regulation of emotions, use of emotions) are covered in these questions. All items
were answered on a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly
agree). Reliability of EI in previous research was 0.87
3.1.2. Perceived organizational justice. Perceived organizational justice was measured using
six items based on Niehoff and Moorman (1993), designed to tap the three dimensions of
organizational justice (distributive, procedural, and interactional). All items were answered
on a five-point Likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
Reliability of perceived organizational justice in previous research was 0.74.
3.1.3. Turnover intentions. Turnover intentions were measured using a four-item scale based
on Farrell and Rusbult (1992). All items were answered on a five-point Likert scale ranging
from 1 (strongly disagree) to 5 (strongly agree). Reliability of turnover intentions in previous
research was 0.84.
3.2. Statistical tool
He used SPSS (version 19) for correlation and full model was estimated via the structural
equation modeling software AMOS (version 19).
References
Meisler, G. (2013). "Empirical exploration of the relationship between emotional
intelligence, perceived organizational justice and turnover intentions".
Employee Relations, 35(4), 441 - 455.
Trivellasa, P., Gerogiannisb, V., & Svarnab, S. (2013). "Exploring workplace
implications of Emotional Intelligence (WLEIS) in hospitals: Job satisfaction
and turnover Intentions" ,*, Vassilis Gerogiannisb, Sofia Svarnab 73
( 2013 ). Procedia - Social and Behavioral Sciences, 73, 701 709.
1. Introduction
1.1. Background of the study
Emotional intelligence (EI), an emerging field in social and organizational psychology has
been attracted also the interest of OB researchers, due to its crucial role at the workplace. EI
origins can be found at the concept of social intelligence, initially reflecting the ability of an
individual to deal with his or her emotions. Scholars have extended this definition suggesting
alternative conceptions, encompassing motivation, non-ability dispositions and traits, and
global personal and social functioning
1.2. Problem statement
Moreover, nursing shortages are proved to be related with adverse incidents and aspects of
hospital inefficiency. In Greece, except from a plethora of doctors, the health care sector
suffers from too limited number of nursing staff. Therefore, it comes of high importance to
explore turnover intention and its antecedents in the health care sect.
1.3. Gap analysis
High turnover, especially in Health Care, turns out to be a global phenomenon. Many studies
have shown that the intention of quitting a job stems from factors such as leadership support,
organization commitment, and job satisfaction. In addition, many researchers provided
evidence of a negative relation between EI and turnover intention. Despite the fact that job
satisfaction, emotional exhaustion and stress of nursing staff have been investigated
thoroughly, there is limited research upon turnover issues and particularly turnover intention
of nursing staff. This study aims to investigate the direct relationships between the four
dimensions of emotional Intelligence (EI), and both job satisfaction (JS) and turnover
intention (TI).
1.4. Research questions
1. Does emotional intelligence effect on job satisfaction?
Job
satisfaction
Turnover
intentions
References
Trivellasa, P., Gerogiannisb, V., & Svarnab, S. (2013). "Exploring workplace
implications of Emotional Intelligence (WLEIS) in hospitals: Job satisfaction
and turnover Intentions". Procedia - Social and Behavioral Sciences, 73,
701 709.
Satisfaction
1. Introduction
1.1. Background of the study
Organizational commitment, as shown by two decades of research, is considered an important
predictor for some positive and negative outcome variables. They believe that Employees
with strong affective commitment to the organization perform better than those with lower
levels of affective commitment. It is positively related with employees motivation, job
performance, and job satisfaction, and negatively related with absenteeism and turnover, as
well as stress
1.2. Problem statement
Uncommitted employees not only had the lowest level of acceptance of organizational values,
but they also felt alienated from the organization.
1.3. Gap analysis
Human resources who have the ability to communicate with each other effectively can lead
the organization toward success and effectiveness. Therefore, individuals recruited in the
organizations should be aware of and understand emotions in the self while knowing that who
they are, what they believe in, what they say, what they think, how they make decisions, how
not to get angry, how to control one's emotions in different conditions, and how to act with
others. In such a situation, they will be able to recognize and control emotions in others.
1.4. Research questions
1: Does emotional intelligence, with mediatory role of occupational stress, have an indirect
effect on job satisfaction?
2: Does emotional intelligence, with mediatory role of job satisfaction, have an indirect
effect on organizational commitment?
3: Does occupational stress, with mediatory role of job satisfaction, have an indirect effect on
organizational commitment?
1.5. Significance of the study
This study added the value in the literature of EI, job satisfaction, organizational commitment
and occupational stress. It also helps the management to understand the EI level of employees
and its effect on job satisfaction, organizational stress and organizational commitment.
2. Theoretical framework
Occupational
stress
Emotional
intelligence
Organization
al
commitment
Job
satisfaction
to different situations that cause or may cause stress in employees. Some of the indicators
were omitted in Askari Bigdeli's (2003) research. Residual indicators with 8 factors were not
standard.
3.1.4. Organizational commitment. Organizational commitment was measured with
Organizational Commitment Questionnaire (OCQ) developed by Allen and Mayer (1987).
The Persian version of it was administered by Shokrkon and Samiee (Haghighat Joo, 2005).
The instrument included 24 items investigating three dimensions: Affective commitment,
continuance commitment, and normative commitment. A seven-point likert scale was used
with anchors ranging from 1 (strongly disagree) to 7 (strongly agree).
3.2. Statistical tool
Reliability and validity of measures and the connected factors were estimated as a
preliminary step by exploratory factor analysis. In the next step, a confirmatory factor
analysis (first-order and second-order) (LISREL 8.53; Joreskog and Sorbom, 2002) was run
to confirm the obtained factor construct.
References
Aghdasi, S., Kiamaneshb, A. R., & Ebrahimb, A. N. (2011). "Emotional Intelligence
and Organizational Commitment: Testing the Mediatory Role of
Occupational Stress and Job Satisfaction" . Procedia - Social and
Behavioral Sciences, 29, 1965 1976.